Modelling growth and revenue for Swedish hotel establishments

This paper provides first estimates of the determinants of output growth of Swedish hotels based on establishment data. Growth of overnight stays is modelled as a function of initial size, age, type of accommodation, location and hotel prices measured as average revenues per guest nights. The empirical model accounts for potential endogeneity of hotel prices through the two-stage least absolute deviation model (2SLAD) and the instrumental variable quantile regression method. 2SLAD estimates show a positive and significant relationship between hotel prices and subsequent growth. The relationship is nonlinear with a decreasing impact as the price level increases. Growth of establishments is significantly higher for smaller and younger hotels. An important result is that city hotels, in comparison to tourist and other hotels – which are mainly located outside urban areas (in the mountains and at the sea) – exhibit significantly higher growth rates with a gap between 2.2 and 3.4 percentage points. Furthermore, the positive impact of hotel prices on growth is larger for high-growth establishments. Accommodation prices significantly decrease with the number of local competitors with a non-linear form and increase with size. City hotels and accommodation in the capital city have the highest revenues per guest night.     

Encouraging employees to co-operate: the effects of sponsored training and promotion practices on employees' willingness to work overtime

The ‘mutual-investment’ model argues that when employers invest more in the social exchange relationship between them and their employees, their employees will show more effort. In this paper we relate the ‘mutual-investment’ model to training and promotion (possibilities) and examine if these kinds of career-enhancing measures influence the willingness of employees within organizations to work overtime. To test this hypothesis, a vignette experiment was conducted in five organizations (N = 388; 1,531 vignettes). Multilevel analyses show that employees are more willing to work overtime when their employer has provided for training, when the employee recently was promoted, when the supervisor was supportive in the past and when co-workers approve of working overtime and behave similarly. But we did not find that future promotion chances affect willingness to work overtime.     

Importance Performance Competitor Analysis (IPCA): A study of hospitality companies

Although Importance Performance Analysis (IPA) is a popularly used method in many research areas, academics mainly criticise it because of its relative structure and lack of consideration of competitors. In the present study, the author proposes an extended version of IPA, which is called Importance Performance Competitor Analysis (IPCA), to address these shortcomings. The proposed method considers the GAP score, which is obtained by the comparison of an attribute’s importance and the focal company’s performance in the same attribute. Moreover, it uses focal and competing companies’ performance differences score. IPCA offers different strategies for each attribute depending on the quadrant that it is positioned in. Absolute structure and consideration of competitors are the advantages of IPCA. Another characteristic of the IPCA is its simplicity, like IPA, there is no necessity to have advanced level statistical knowledge.     

Extending the scope of hotel client reactions to employee injustice: Hotel employer reviews on the Internet

Third-party literature is concerned about the way others perceive what happens in organizations. When dealing with the perceived justice of the employer-employee relationship, it has mainly adopted an on-site approach. The scarce research focusing on the consequences of perceived justice for client variables in hotels has shown that it can impact client loyalty. In this study, we adopt an on-line view, and we analyze how the comments posted by hotel employees on the Internet about their work conditions influence guest perceptions. This topic is relevant because it is well known that clients’ perceptions influence client satisfaction, WOM and revisit intentions. Through an experiment based on real hotel employer reviews, results confirm that these comments have an impact on the organizational image dimension of service quality, hotel clients’ satisfaction, WOM, and revisit intentions. Thus, as occurs with client eWOM, hotel managers should be aware of these comments and manage them appropriately.     

The Effects of Year-Round Schools on the Hospitality Industry's Seasonal Labor Force in the State of Tennessee

Abstract

The hospitality industry in Tennessee employs 181,300 people as seasonal workers; fifty-three percent of those workers come from the school system. The loss of seasonal workers with the implementation of year-round schools will drastically increase the current labor shortage. An alternative labor pool needs to be identified and the issue of year-round schools must be addressed.     

家族企业非家族员工利他行为的管理策略

利他行为是一种角色外行为,它能提高同事的工作绩效,最终有利于团队或组织的有效运作。本文研究家族企业非家族企业员工的利他行为。利他行为的影响因素包括个人特征、工作特征、动机、社会网络、领导行为、群体凝聚力和文化价值观等。针对这些因素,作者提出招聘员工时进行人格测试;加强员工培训和教育,奠定培养员工利他行为的基础;建立集体主义导向的管理策略。     

酒店“形象屏蔽”创新理论与实证研究——以开封开元名都大酒店为例

迄今为止,已有41家国际酒店管理集团、67个品牌抢滩中国酒店市场,加之现阶段受国际金融危机、甲型H1N1流感等诸多因素影响,酒店业的竞争已达到白热化的程度。提出了酒店的＂形象屏蔽＂观点,对酒店＂形象屏蔽＂的影响因素、作用机制进行了深入探究,试图找出规避＂形象屏蔽＂现象的有效策略,同时将这一理论运用于开封开元名都大酒店,对酒店的＂形象屏蔽＂现象进行剖析,找到规避策略,降低客房空置率。     

The Effects of Organizational and Ethical Climates on Misconduct at Work

Questionnaire data obtained from 97 supervisory and nonsupervisory employees representing the Production, Production Services, Marketing, and Administration departments of an Israeli metal production plant were used to test the relationship between selected personal and organizational attributes and work related misbehavior. Following Vardi and Wiener's (1996) framework, Organizational Misbehavior (OMB) was defined as intentional acts that violate formal core organizational rules. We found that there was a significant negative relationship between Organizational Climate and OMB, and between the Organizational Climate dimensions (Warmth and Support, and Reward), and OMB. Also, the activities of misbehavior reported by both managers and employees were negatively related to the Rules, Instrumental and Caring dimensions of Ethical Climates as defined by Victor and Cullen (1988).     

大型节事活动对举办地饭店业的影响——以深圳举办广东国际旅游节为例

大型节事活动的举办对举办地的影响非常大。本人以深圳地区为例,从其举办广东国际旅游节活动所带来的影响为出发点,调查研究其对当地饭店业所带来的影响以及对其今后发展思路的探讨。     

乡村社区旅游业早期从业者研究——元阳梯田案例之启示

我国西部某些深藏不露的山水与文化正被迅速地纳入到旅游消费市场中,云南省红河自治州的元阳梯田就是其中代表之一.在这些新兴旅游地(不少属于乡村社区)里,最先涉足旅游服务的人群可称为"旅游业早期从业者".元阳梯田案例研究发现,乡村社区里的旅游业早期从业者可能有两种类型:乡村精英型和穷则思变型.同时.文化掮客的作用也不容忽视.各类旅游业早期从业者的示范作用不同,地方政府需要分别采取不同的引导策略.关于"社区参与旅游"模式的探讨,社会结构与社会行动理论不失为一个有用的视角.