Reward climate and its impact on service quality orientation and employee attitudes

This study examined the mediating role of service quality orientation (SQO) on reward climate and employee attitudes. Using a sample drawn from the hotel industry in Hong Kong, we found that reward climate was significantly associated with job satisfaction and organizational commitment. Employees that perceived a strong service reward climate tended to exhibit a more pronounced SQO and in turn higher levels of job satisfaction and organizational commitment. These findings underscore the importance of reward climate to the process of service provision. Implications for the establishment of a service reward climate are discussed as are suggestions for future research in this promising new area.     

The moderating effect of collectivistic orientation in psychological empowerment and job satisfaction relationship

This study examines the moderating effect of collectivistic value on the relationship between psychological empowerment and job satisfaction. Specifically, we propose that the multi-dimensional psychological effects of empowerment (i.e., meaning, competence, self-determination, and impact) on job satisfaction differ between high and low collectivistic employees. Data collected from hotel employees in Canada (n = 193) and China (n = 371) revealed that collectivistic orientation elevated (attenuated) the effect of self-determination (impact) on job satisfaction. However, no significant results were found with respect to meaning and competence. Research and practical implications for the findings as well as directions for future research are suggested.     

The effects of ethical leadership on manager job satisfaction,commitment, behavioral outcomes,and firm performance

This study investigates the effects of ethical leadership on a hotel middle manager's job satisfaction and affective commitment, which in turn influence that manager's behavioral outcomes (e.g., extra effort and turnover intention) that can also impact the hotel's performance. Mail surveys were distributed to 30 U.S. hotels, representing more than 8 different national and international brands, and 324 middle managers participated in the survey. This study demonstrates that executives’ ethical leadership is positively related to their middle managers’ job satisfaction and their affective organizational commitment. Middle managers’ job satisfaction is positively related to organizational commitment, but job satisfaction does not necessarily lead to their willingness to exert extra effort. The positive linkage between middle managers’ extra effort and the hotel's competitive performance is also confirmed.     

The impact of industry force factors on resource competitive strategies and hotel performance

This study integrates the Porter's five forces and resource-based approach measuring U.S. hotel performance. The results show that hotels with the advantage of low customer bargaining power and low threat of new hotel entrants exhibit the strong human resource and information technology (IT) strategies. In contrast, hotels with the advantage over existing competitors do not exhibit any significant competitiveness of brand image, human resource, and IT strategies. This dues to different hotels define competitors with various criteria such as proximity and price. Competitive human resource and IT strategies indicate the increase of hotel performance, while competitive brand image strategy has no influence on hotel performance. The competitiveness of brand image strategy may overlap with implementing human resource and IT strategies.     

How to motivate your older employees to excel? The impact of commitment on older employees’ performance in the hospitality industry

This study examined the relationship between employee age and performance, defined as in-role performance and organizational citizenship behaviors (OCB), using a sample of 599 hospitality employees from Hong Kong. Results of a regression analysis indicated a negative relationship between age and in-role and OCB. We also examined whether organizational commitment is a necessary condition for older workers to perform well. Findings indicated that organizational commitment moderated the relationship between age and work performance, such that the relationships were strong and negative only when commitment was low.     

Voice behavior and performance ratings: The role of political skill

Making changes work in organizations requires that employees voice their suggestions. However, previous research has found inconsistent results regarding the relationship between voice and performance ratings. Using a sample of employees from a hotel, this study confirms the negative perspective of the relationship. In further exploring the role of political skill between such employees, it is found that this skill not only has a strong effect on performance ratings but also moderates the relationship between voice and performance ratings. Finally, the implications and limitations of the findings as well as some methodological issues are discussed and elaborated.     

The effect of knowing a second language and experience working with non-English speakers on job performance

Managing a multicultural workforce involves a thorough understanding of individual and cultural differences. One strategy to successfully manage non-English speaking employees is to recruit or train managers who have the appropriate skill set. This study utilizes experimental methods to examine the effect of two skills related to multicultural competence – (1) the ability to speak a second language and (2) having frequent interactions with non-English workers at their current job – on job performance in an environment of communication barriers in a food service context. Job performance was measured through temporal performance or the speed of completing a dish, food quality, and food accuracy. The findings showed that employees were able to complete recipes by an average of 7.23 min faster when led by a manager who had the two multicultural skills. Teams led by a manager who had the two multicultural skills also scored higher quality food ratings on the measures of presentation, temperature, taste, aroma, and the degree to which the meal was fully cooked. The measure of accuracy was only significant at the 90% confidence interval and is worth further investigation. The results showed that the managers who had the two multicultural skills used more pointing and demonstration than the managers who did not have the two multicultural skills during the task.     

Total quality management, market orientation and hotel performance: The moderating effects of external environmental factors

With the market competition of hotel industry being heated, it is critical that hotels have a breadth of resource and more flexible forms to meet the needs of a changing marketplace. In the past, the relation of total quality management (TQM), market orientation, and performance are equivocal. These mixed results may be due to some factors or not to include the environmental factors. This study adopts the Input-Processing-Output (IPO) concept model to construct all variables research model. The research surveyed samples of 588 and used Structural Equation Model and discriminate analysis for analysis and testing. The results show that TQM positively affects hotel performance. Market orientation positively affects hotel performance. Market orientation has the mediating effect between TQM and hotel performance. External environment factors truly play a moderator between TQM, market orientation and hotel performance, especially when external environment factors greater changes are going to help to build relationship with customer, to enhance hotel performance and further to gain chance of hotel's survival.     

人力资本、社会资本及心理资本对酒店员工的协同作用

酒店是劳动密集型的工作场所,员工不仅需要一定的人力资本,而且更需要社会资本与心理资本,研究这3种资本对酒店员工绩效与组织承诺的协同作用具有理论与现实意义。文章通过实地调研,运用逐步回归方法实证探讨这一问题,研究结果表明：酒店员工的人力资本、社会资本和心理资本都与员工绩效、组织承诺显著相关,且心理资本与社会资本、人力资本能对员工绩效、组织承诺产生协同作用。因此,酒店应该重视员工的社会资本与心理资本,并协同开发这3种资本,以便提高员工绩效,减少流失率。     

Luxury marketing: The influences of psychological and demographic characteristics on attitudes toward luxury restaurants

This study examined the influences of psychological characteristics (materialism, uniqueness, hedonism, and perfectionism), and demographic characteristics (gender, age, and income) on attitudes toward luxury restaurants. The results showed that consumers who desire materialism and hedonism had favorable attitudes toward luxury restaurants, whereas consumers who desire uniqueness had unfavorable attitudes toward luxury restaurants. Low income populations exhibited more unfavorable attitudes toward luxury restaurants than did middle and high income populations. Consumers who desire uniqueness weakly associate luxury restaurants with overall good service quality, whereas consumers who desire hedonism strongly associate luxury restaurants with overall good service quality.     

The effect of airport atmospherics on satisfaction and behavioral intentions: testing the moderating role of perceived safety

International airports have been notable spaces due to their reinforced roles and the increase in the number of users. Nevertheless, there are not many studies on the relationships among the physical environment of the airport, perception of airport safety, customer satisfaction, and behavioral intentions. To fill this gap, this study has attempted to (1) examine the relationships among the physical environment of the airport, satisfaction, and behavioral intentions; (2) discover which element of physical circumstances has an influence on satisfaction; and (3) ascertain perceived airport safety as a moderator between satisfaction and behavioral intentions. The data were collected through wireless channels, using the snowball method. The findings disclosed that facility aesthetics is the strongest component of the physical surroundings of the airport in eliciting satisfaction, and satisfaction has a major impact on behavioral intentions. Despite the invalid moderation effect of perceived airport safety, safety was clarified as a direct driver of satisfaction through additional analysis.     

The effects of product diversification on firm performance and complementarities between products: A study of US casinos

In spite of the growing importance of product diversification strategy and the existence of varying degrees of product diversity in the US casino industry, research of the effect of product diversification on firm performance has been sparse. By examining the impact of the degree of product diversification on both financial market- and accounting-based firm performance of sampled US casinos and complementarities between products, this study attempts to fill the gap in the hospitality literature. Results of this study show an inverse U-shaped relationship between the degree of product diversification and firm performance and complementarities between gaming business and food and beverage (F&B) business. These findings suggest that US casinos take into account both costs and benefits associated with product diversification, and consider F&B operations more preferentially as a supplementary business when implementing product diversification strategy.     

The Effects of Job Demands,Job Resources and Intrinsic Motivation on Emotional Exhaustion and Turnover Intentions: A Study in the Turkish Hotel Industry

ABSTRACT

This study develops and tests a model which investigates the simultaneous effects of job demands, job resources, and a personal resource (intrinsic motivation) on emotional exhaustion and turnover intentions. Frontline hotel employees in Ankara, Turkey serve as the study setting. Among others, results show that job demands (role conflict and role ambiguity) trigger frontline employees' emotional exhaustion and turnover intentions. Job resources (supervisory support, training, empowerment, and rewards) and intrinsic motivation reduce emotional exhaustion. Implications of the findings are discussed and directions for future research are offered.     

The impact of advertising on patrons’ emotional responses,perceived value,and behavioral intentions in the chain restaurant industry: The moderating role of advertising-induced arousal

The purpose of this study was twofold: to investigate the structural relationships between patrons’ emotional responses induced by advertising, their perceived value, and their behavioral intentions in the chain restaurant industry; and to investigate which attributes of advertising bear the strongest impact on behavioral intentions. Based on the literature review, six evaluative dimensions of advertising were derived: relevant news, brand reinforcement, stimulation, empathy, familiarity, and confusion. Theoretical relationships between these six evaluative dimensions and patrons’ emotional responses, perceived value, and behavioral intentions were derived based on the literature review. Following the collection and analysis of data obtained from chain restaurant patrons, it was found that four dimensions of advertising in particular (relevant news, stimulation, empathy, and familiarity) have a significant impact on inducing emotional responses in patrons. Among the four dimensions, stimulation was found to bear the most significant effect on patrons’ emotional responses. It can thus be stated that advertising-induced emotional responses positively influence patrons’ perceived value. During this study, it was found that the level of arousal induced by advertising plays a moderating function in the relationship between patrons’ emotional responses and hedonic value. The possible interpretations of these findings and their managerial implications are discussed in the latter part of this article.