The Perceived Importance of Job Attributes Among Foodservice Employees in Hong Kong Hotel Industry

Abstract

This study explored the perceived importance of fourteen job attributes among foodservice employees in Hong Kong hotels. The study identified that Pay was ranked as the most important job attribute, followed by Fringe Benefits, then Advancement and Promotion, respectively. Status, Job Autonomy, Skill Utilization, and Supervision were the attributes ranked as having the lowest importance. Four factors were derived from the fourteen job attributes: Intangible Job Context, Employee Development and Skill Utilization, Remuneration Packages and Workplace, and Intangible Work Rewards. Results of ANOVA indicated that the four factors varied significantly related to the employees' Education Level, Income Level, Position, and Type of Hotel. Implications for future studies of job attributes were discussed.     

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.     

Conflict,exhaustion, and motivation: A study of frontline employees in Northern Cyprus hotels

This study develops and tests a model that investigates the effects of work-family conflict, emotional exhaustion, and intrinsic motivation on affective job outcomes using data from frontline employees in Northern Cyprus hotels. Results show that work-family conflict is positively related to emotional exhaustion. Work-family conflict was found to be negatively associated with job satisfaction. However, the study results demonstrate that work-family conflict did not depict any significant relationships with affective organizational commitment and intention to leave. Results indicate that emotional exhaustion leads to job dissatisfaction, decreased affective organizational commitment, and high levels of intention to leave. Results reveal that intrinsic motivation is significantly related to emotional exhaustion, job satisfaction, and affective organizational commitment. In addition, the study results provide empirical support for the positive impact of job satisfaction on affective organizational commitment and the negative effects of job satisfaction and affective commitment to the organization on intention to leave. Discussion and implications of the results are presented in the study.     

Does positive affectivity moderate the effect of burnout on job outcomes? An empirical investigation among hotel employees

A conceptual model examining positive affectivity as a moderator of the influence of burnout on extra-role performance and quitting intentions is developed and tested. Data obtained from employees in the hotel industry in Turkey were used to assess the model. As hypothesized, burnout influences extra-role performance deleteriously and exacerbates quitting intentions. The results of the Chow test also reveal that positive affectivity serves as a moderator in reducing the detrimental impact of burnout on extra-role performance and quitting intentions. The findings and their implications are discussed.     

Hourly Employee Retention Factors in the Quick Service Restaurant Industry

Abstract

Hourly employee retention in the quick service restaurant industry has long been a major area of concern for both operators and multi-unit restaurant decision makers. While numerous studies concentrated on managers' perceptions on why employees leave, few have explored the employees' perceptions on employment characteristics that kept them from changing jobs. The study employed a self-administered questionnaire and asked 233 quick service restaurant employees in the Midwestern region of the United States to rate the importance of and their experience with 20 employment characteristics of their job. The findings revealed that the most important employment characteristics were nice people to work with, humane approach to employees, and hourly wages. In addition, the study showed statistically significant differences between the level of importance and the level of experience attached to 18 out of 20 employment characteristics, which could explain the high turnover and low retention of employees in the industry. Implications for management are discussed.     

The effect of psychological capital on conflicts in the work–family interface,turnover and absence intentions

Using Conservation of Resources (COR) and congruence theories as the theoretical underpinnings, the present study develops and tests a research model that investigates the impact of psychological capital (PsyCap) on work–family conflict, family–work conflict, and turnover and absence intentions. The model also examines the effects of two directions of conflict on these employee outcomes. Self-efficacy, hope, optimism, and resilience are the components representing PsyCap. Based on data obtained from frontline hotel employees with a time lag of two weeks in three waves in Romania, the results suggest that PsyCap mitigates work–family conflict, family–work conflict, and turnover and absence intentions. The results further suggest that PsyCap influences the aforesaid employee outcomes indirectly through family–work conflict. However, work–family conflict has no bearing on these outcomes. Theoretical and practical implications are discussed in the study.     

Cross-Cultural Impact and Learning Needs for Expatriate Hotel Employees in Taiwan Lodging Industry

Abstract

This study investigated specific cross-cultural issues affecting expatriate hotel employees in Taiwan's lodging industry to determine if Cross-Cultural Training (CCT) might help expatriate hotel employees adjust to a new culture and a new business environment. The most formidable task in the human resource area facing many global firms is the development of a cadre of employees and executives who have a deep understanding of the global market environment and the capability to transfer this knowledge into determined action (Pucik, Tichy, & Barnet, 1992). Employees who are expatriates in the hospitality industry are now more important than ever, as more hotel chains are seeking expansion opportunities into overseas markets. However, individuals who are sent overseas without adequate training often fail, and there are significant costs associated with this failure (Li, 1995).

The purpose of CCT is to increase the probability of an individual's adjustment into another culture (Cushner & Brislin, 1995). However, CCT could still be a valuable tool to help expatriates cope with culture shock even though the importance of expatriates being involved in CCT might not be as important as generally thought. Considering the cost, there may be other alternatives to facilitate expatriate adjustment. There does exist an inevitable trend of globalization. Developing coordination, training, and acculturation takes time, effort, and money. Clearly more research is warranted relative to expatriation in the hospitality industry.     

The Measurement of Job Satisfaction

Abstract

This study investigates the effects of various dimensions on job satisfaction, using a sample of Turkish frontline employees in Northern Cyprus hotels as its setting. Results suggest that pay and supervision have significant positive effects on the job satisfaction of frontline employees, whereas the work itself and physical evidence do not have any significant relationship with job satisfaction. The implications of the results for hotel managers and public policy makers are discussed.     

Hotel employees’ fun climate at work: Effects on work-family conflict and employee deep acting through a collectivistic perspective

Although the importance of workplace fun in hospitality organizations has been emphasized by scholars, discussion of the mechanism of a workplace fun climate in collectivistic cultural contexts is still rare in current literature. Therefore, based on a collectivistic perspective, this study aims to examine the effects of a three-component fun climate at work (socializing with coworkers, celebrating at work, and global fun at work) on employee deep acting and work-family conflict. A total of 389 usable survey responses were collected from full-time hotel employees in China. The results of this study reveal that socializing with coworkers and celebrating at work enhance global fun at work. Moreover, global fun at work significantly reduces employees’ work-family conflict and strengthens their deep acting at work. Findings of this study not only contribute to knowledge of understanding workplace fun climate in hospitality literature but also offer valuable practical implications to the hospitality industry.     

Employee Relation Programs and Hotel Performance

Abstract

The purpose of this study was to examine the impact of employee relations programs (ERP) on organizational performance in the lodging industry. ERP provides employees with opportunities to participate in planning and improving work-related tasks. Four items were used to measure employee relations: formal complaint-resolution programs, participation programs, attitude surveys, and suggestion systems. Further, three types of organizational performance measures, namely employee turnover, labor productivity, and revenue per available room (RevPAR) were used. Findings indicated that ERP led to higher labor productivity and RevPAR.     

The relationship of chronic regulatory focus to work-family conflict and job satisfaction

The results of a field study examining the moderating role of chronic self-regulatory focus on the relationships between work-family conflict (WFC) and job satisfaction are reported here. Data from 284 hotel employees were analyzed using hierarchical regression with follow-up simple slope analyses. Results show that self-regulatory processes moderate the relationships between WFC and job satisfaction. When work interfered with family obligations, individuals reporting higher levels of chronic promotion focus were less satisfied with their jobs. On the contrary, when their family roles interfered with work tasks employees with higher levels of chronic prevention focus were less satisfied with their jobs.     

Measuring Meeting Planner Satisfaction with Hotel Employee Interactions

Abstract

This paper presents a follow-up study to the research conducted by Rutherford and Umbreit (1993). Their seminal work focused on identifying various dimensions of hotel employee and meeting planner interactions. The objective of this pilot study was two-fold: first, to operationalize those dimensions and, second, to survey a select group of meeting planners to gain insight on their level of satisfaction for each. The seven dimensions included communication, organization, execution, developing relationships, initiative, crisis management, and mitigation. Results indicated that meeting planners surveyed were generally satisfied.