The influence of service orientation discrepancy between managers and employees on employees’ affective outcomes

This study attempted to relate service orientation discrepancy (SOD) between employees and managers to employees’ affective reactions [role conflict (RC), role ambiguity (RA), job satisfaction (JS), and organizational commitment (OC)] in the restaurant industry. The findings of the study indicate that there is a SOD between managers and employees; employees saw themselves as more enthusiastic and less bureaucratic than managers. When this SOD was correlated with employee outcomes such as RC, RA, JS, and OC, the results indicated that SOD had a direct effect on RC, JS and OC. SOD also had indirect effects on JS, and OC through RC and RA. RC had a direct effect on JS and an indirect effect on OC. RA had a direct effect on JS. Finally, JS had a direct effect on OC.     

The importance of career goal in relation to academic performance: a case study of hospitality management students

ABSTRACT

Hospitality management programs have commonly offered exclusive learning opportunities to talented students in order to keep “brains” in the industry. While academic performance indices are often used to identify “brains” in the education sector, scant research has empirically examined whether “brains” are intended to stay in the industry. This study surveyed 304 hospitality management students and examined the relationships between their career-goal related factors and academic performance. Findings indicate that career goal and positive job valence toward the hospitality industry are significantly related to academic performance. The results of this study contribute to the limited literature on the relationship between career goal and academic performance.     

Perceptions of determinants of job selection in the hospitality and tourism industry: The case of Korean university students

ABSTRACT

This study explores the key factors influencing potential employees in the hospitality and tourism industry and examines whether causal relationships between behavioral attitudes, subjective norms, and perceived behavioral control influence students' job selection. The study suggests that the career decision-making process is related to job selection. A total of 307 responses were analyzed. The results explain individual students' attitudes toward a behavior and perceived behavioral control in the context of their job selection. Attitudes toward a behavior and job selection had significant effects on career decisions. On the other hand, opinions of significant others had no significant effect. Perceived behaviors required to decide on jobs had a significant effect on job selection intentions. Students with internship experience were likely to form positive attitudes toward the hospitality and tourism industry, suggesting internships to be a useful source of a stronger relationship between the industry and job aptitudes of students in hospitality and tourism programs. The results have important implications.     

Factors influencing applicant willingness to apply for the advertised job opening: the mediational role of credibility,satisfaction and attraction

The present study examined the effects of the information given in a job advertisement on the potential applicants' willingness to apply for the job opening with the mediating roles of credibility of and satisfaction from the information given in the ad and attraction to the organization. One hundred and fifty-four students were randomly assigned to the three different versions of job advertisement. Additionally, a questionnaire package was given to each participant. The results showed that advertisement type affected the willingness of potential applicants to apply for the job and this relationship was mediated by credibility.     

Associations between workers' health,and non-standard hours and insecurity: the case of home care workers in Ontario,Canada

This article examines associations between home care workers' health, and non-standard hours and insecurity. Health refers to symptoms of stress and musculoskeletal disorders (MSDs), non-standard hours refer to part-time and casual hours, and insecurity refers to job and employability insecurity. Data come from our 2002 survey of 532 home care workers (nurses, therapists and personal support workers) in a medium-sized city in Ontario, Canada. Path analysis regression results for the conceptual model show that (1) part-time and casual hours and job insecurity are positively and significantly associated with symptoms of stress, (2) the associations between part-time and casual hours and MSDs are mediated by symptoms of stress, and (3) job and employability insecurity are directly associated with MSDs. Results provide evidence that non-standard hours and insecurity must be addressed in order to improve home care workers' health. We show the detrimental effects of non-standard hours and insecurity on workers' health, and the results have implications for employers, human resource managers, trade unionists and government policy-makers.     

Multidimensional configurations of the organizational climate construct

This study describes the creation and validation of a multidimensional model which assesses the level of employee satisfaction based on international theoretical models. It utilizes data collected from a sample of 518 public and private company employees during the year 2009 in the city/state of São Paulo, Brazil. In the first stage of the study, 15 independent dimensions were theoretically obtained. In the second stage, five different multiple dimensions were confirmed using structure equation modeling (SEM) technique, thus characterizing general configurations of the organizational climate construct denominated motivation, management philosophy, leadership, people management and nature of work. It is hoped that the model can contribute by enhancing managerial best practices of an organization by attending a major demand for those listed on stock markets, since these companies must periodically provide information on job satisfaction of their employees to maintain or achieve higher levels of corporate governance.     

The role of Spanish local development and employment officers in human resource management

The aim of this study is to contrast the existence of a significant relation between good human resource practices and business results. The empirical analysis is applied to strategies implemented by Local Development and Employment Officers (LDEOs) with regard to the management of social integration and job placement programs within the context of Local Development in Spain for both the universalist and contingent perspectives of Human Resource Management. The novelty of this study lies in the impact local development programs are having on social integration and job placement, and, in particular, the effects of project management.     

The relationship between leader-member relations,job satisfaction and organizational commitment in international tourist hotels in Taiwan

The tourism industry is an indicator of the degree of internationalization and modernization of a country; and hotels are a key part in the tourism industry. According to studies on foreign tourists to Taiwan, expenses for international hotels make up the major portion of the tourists' total costs. Hence, international hotels play a significant role in the industry. The population for this study is 60 international hotels approved by the Taiwan Tourism Bureau. The sample is formed by 24 of these hotels. A questionnaire survey was conducted and 303 valid replies were received. The research analyzes cause and effect relationships among leader-member relations, as well as organizational commitment and job satisfaction utilizing structural equation modeling. The results show that job satisfaction is the mediating variable between organization commitment and leader-member relations.     

Job stress,coping strategies,and burnout among hotel industry supervisors in Taiwan

The complex and changing environment of the hospitality industry presents a never ending array of stimuli, pressures and demands which can become sources of stress for hotel supervisors. A focus on the identification of current and potential stressors in organizations, and the development of strategies which individuals and management may use to manage and reduce stress effectively, is imperative. This study is to investigate the perceived level of stress of hotel supervisors, to establish frequency of the use of various coping strategies, and to determine the burnout rate. This study also empirically examines the relationships among stress, coping strategies, and job burnout. A convenient sample of hotel supervisors of large hotels in Taiwan was selected. The return of 298 questionnaires represented 74.5% of the total supervisors surveyed. The study findings suggest that the major job stress of hotel supervisors originates from task characteristic and workload. Moreover, a direct action coping strategy may allow one to perceive the situations as opportunities and may, in turn, contribute to reduce job stress. Furthermore, hotel supervisors experience a lower level of burnout if they apply more direct action strategies in coping with the pressures of their job. The results of this study can be used as part of guidelines including what should be considered to reduce job stress and burnout in the work environment.