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High employee turnover in hourly positions has been widely accepted, and documented, in the hospitality industry. This study examined annual turnover rates in private clubs and the reasons that employees left their jobs, as perceived by management. Members of the Club Managers Association of America were randomly selected and surveyed. The analysis compared turnover and managers’ perceptions of reasons for turnover with: manager’s years of experience in current position; years of experience in the industry; club type; club size; and whether or not the manager had a hospitality management degree. Concludes that it is crucial for team managers to develop a team environment in the workplace to increase club loyalty, ultimately reducing employee turnover. Highlights factors within a manager’s control which are strongly limited to employee turnover in private clubs.

Despite widespread recognition of the importance of place in entrepreneurship research, much less attention has been paid to the methodological challenges that inquiries into place presents. Understanding the relationship between place and entrepreneurship is becoming increasingly important as focus turns to sustainable entrepreneurship and as policy makers turn to ‘place-based’ approaches to regional sustainability challenges. This chapter provides insight one researcher’s experiences engaging stakeholders in discussions about the relationship between a place-based university programme for sustainability and local sustainability agendas. The chapter reveals the struggles experienced by both researcher and participants in articulating what places and the local region means to both individuals and to the programme. The findings provide an important insight into how researchers studying place need to be cognisant of the limitations and flexibility of language when engaging research participants in discussing the relationship between place, sustainability, and entrepreneurship.

VirtuNav is a haptic-, audio-enabled virtual reality simulator that facilitates persons with visual impairment to explore a 3D computer model of a real-life indoor location, such as a room or building. The purpose of this paper is to aid in pre-planning and spatial awareness, for a user to become more familiar with the environment prior to experiencing it in reality.

The system offers two unique interfaces: a free-roam interface where the user can navigate, and an edit mode where the administrator can manage test users, maps and retrieve test data.

System testing reveals that spatial awareness and memory mapping improve with user iterations within VirtuNav.

VirtuNav is a research tool for investigation of user familiarity developed after repeated exposure to the simulator, to determine the extent to which haptic and/or sound cues improve a visually impaired user’s ability to navigate a room or building with or without occlusion.

The application may prove useful for greater real world engagement: to build confidence in real world experiences, enabling persons with sight impairment to more comfortably and readily explore and interact with environments formerly unfamiliar or unattainable to them.

VirtuNav is developed as a practical application offering several unique features including map design, semi-automatic 3D map reconstruction and object classification from 2D map data. Visual and haptic rendering of real-time 3D map navigation are provided as well as automated administrative functions for shortest path determination, actual path comparison, and performance indicator assessment: exploration time taken and collision data.

The purpose of this paper is to help organizations capitalize on the potential advantages of age diversity by offering insight into two new moderators in the age diversity, work group performance relationship – status congruity and cognition-based trust.

The authors surveyed 197 employees and 56 supervisors across 59 work groups to test for the moderating effects of status congruity and cognition-based trust on the age diversity, work group performance relationship.

The results demonstrated, on the one hand, that under conditions of status congruity (i.e. when there were high levels of perceived status legitimacy and veridicality) and/or when perceptions of cognition-based trust were high within the group, the relationship between age diversity and work group performance was positive. On the other hand, under conditions of status incongruity and/or low levels of cognition-based trust, this relationship was negative.

The findings contribute to the literature by being the first to provide empirical evidence for the theorized effects of status on the performance of age-diverse work groups and also by demonstrating the effects of cognition-based trust in a new context – age-diverse work groups.

Arising from the study’s findings are several strategies, which are expected to help organizations enhance perceptions of status congruity and/or trust and ultimately the performance of their age-diverse work groups.

The paper is the first to empirically demonstrate the moderating effects of status congruity and cognition-based trust on the age diversity, work group performance relationship. The study also establishes important distinctions between the effects of objective status differences vs status perceptions.

This study aims to problematize how gender is enacted within entrepreneurship education and training (EET).

Using a social feminist lens, this study advances principles, a conceptual framework, assessment criteria and illustrative performance metrics to inform gender-sensitive EET programs and courses. Findings are based on a cross-case thematic analysis of two large-scale case studies conducted in Canada and Jordan.

The findings bridge social feminist theory and EET studies. The originality of the research rests in its utilization of the principles and conceptual framework to examine EET and to inform the development, design and assessment of gender-sensitive programs and courses.

The framework and criteria do not differentiate types or levels of EET. The investigators lead the assessment of curricula and co-construction of gender-sensitive course content. Interpreter bias cannot be ruled out.

The proposed principles, framework, criteria and performance will assist stakeholders in EET program/course design, content, delivery and evaluation.

Aligned with the United Nation Sustain Development Goal 5 (gender equity), the findings demonstrate the value of adapting a critical lens across all elements of EET and responding to biases in participant selection and engagement, program design and curricula.

To the best of the authors’ knowledge, this is among the first studies to use a social feminist perspective and case study methodology to inform criteria to assess EET.

This research investigates wine drinkers' engagement with sparkling wine, including why they drink it, how they evaluate it, and certain country‐based preferences they have for it. It used qualitative processes with both professional and non‐professional informants, and was designed to explore in depth what drinkers feel about the product and their appraisal of its quality. The study confirms some existing assumptions about sparkling wine (for instance, its role as a symbol of celebration and country of origin issues) but also offers new suggestions about its function. Specifically, the study suggests that consumption of sparkling wine has more symbolic than experiential significance — and specifically that the role of memory and recollection may be important for some consumers. It also highlights the problems many drinkers have evaluating sparkling wine due to factors inherent in the style of wine (such as delicacy and mousse), as well as extraneous issues such as a paucity of benchmarks. The findings are useful to the marketer of sparkling wine as they offer insights into the motivation of those who drink it.