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This paper aims to examine, discuss and intertwine theory and practice related to hotel guests’ home and lodging environments to identify their in-room psychological and physical needs.

The research design is qualitative, with a focus on understanding social phenomena through direct observation, communication and textual analysis; contextual subjective accuracy is stressed over generality. Using interpretative phenomenology, the psychological and sociological aspects of the individual’s journey are deliberated including: travelling through one’s own room; virtual travels from the room via electronic media; the hotel room as a reconstruction of the intimate sphere; the return to, and transformation of, one’s own room; and the accumulation of souvenirs. The tabulated findings are linked to hotel guests’ in-room needs using inductive thematic coding and content analysis.

The psychological and physical in-room needs of individual hotel guests are identified; safety, security and control emerge as paramount. Practical suggestions to complement, expand and enrich guests’ in-room experiences are offered.

As the focus is limited predominantly to the debate and rationalisation of concepts and the methodology is exploratory as opposed to scientific, the validity of the findings may be questioned; primary data triangulation modifies this criticism. Future researchers are advised to consider the evidence when developing hypotheses to establish a theory of lodging. Research on improving the quality of facilities and services should centre on an analysis of the concept of “being in one’s own room”, followed by an analysis of the transposition to “being in a hotel room” from both physiological and psychological perspectives.

Referring to the developed hierarchy, accommodation/lodging providers are recommended to increase their efforts to exceed the expectations of individual guests. Guest profiling should focus on individual needs and preferences, ideally at the booking stage.

Accommodation/lodging providers are encouraged to demonstrate social awareness and empathy through individual social responsibility efforts to enhance the experiences and quality of life of their guests.

The paper makes a valuable contribution by debating and connecting philosophical and psychological literature to the practical needs of hotel guests. It recognises and concludes that, as they are merely temporary residents, hotel guests’ experiences embrace a series of journeys through different, individual interiors. Based on this premise, an innovative hierarchy of hotel guests’ in-room needs is developed.

The purpose of this paper is to examine the predictive value of age, gender and work experience in relation to hospitality management (HM) academic success, as measured by year one leadership programme (LP) achievement and cumulative grade point average (CGPA). The association between LP and CGPA success and internship performance is also evaluated.

The sample comprised 349 international undergraduate HM students. Secondary data were compiled and analysed using SPSS. Eight hypotheses, developed from the literature were tested using χ2, t-tests and Kruskal-Wallis tests as appropriate.

Although age was not a predictor of success, males significantly outperformed females. Pre-programme work experience was not a predictor of LP performance but length of paid work experience and supervisory work experience were linked significantly to mean CGPA. LP achievement was positively associated with CGPA and with successful internship completion.

Although the student sample was international and spanned three cohorts, the data collection was limited to one institution.

Pre-programme work experience, in particular supervisory experience, and the incorporation of management competency-linked LPs into first-year HM curricula are recommended.

The paper contributes to the under-researched predictive value of age, gender and pre-programme work experience in relation to HM academic performance, in particular in an LP context. An additional innovative finding is the positive association between LP achievement and success in HM professional practice.

Examines the use of two selection techniques, i.e. biodata and personality assessment, which have been found to have high predictive validities when used in other industries, in the context of hotel employee recruitment. In the first phase of a pilot study, Saville and Holdsworth′s Customer Service Questionnaire (CSQ) was used together with a questionnaire designed specifically to collect biodata (biographical information). The research was carried out at a four‐star hotel in central Manchester, with the aim of identifying any characteristics which were common to those hotel operatives who frequently interacted with guests, who were reliable and who produced a high standard of work consistently, so that a specific selection tool which isolated these characteristics might be developed.

Brings together the main findings of a pilot study which aims to improve operational front‐of‐house employee selection in a large international company‐owned hotel group. The study involves the development and testing of a method for scoring applicants for operational front‐of‐house positions using biodata based on their interpersonal skills and their job flexibility. The data were collected at a medium‐sized city centre hotel in the United Kingdom staffed with 112 employees, 73 of whom participated in the study.

Centres on the selection of undergraduates for hotel and catering management (HCM) courses in the UK. Semi‐structured, face‐to‐face in‐depth interviews (N = 25) were conducted with HCM tutors in 16 UK institutions to identify the source, nature and ways of measurement of the qualities used to select undergraduates. A synthesis of the evidence allowed a classification into four subgroups, e.g. academic attainment and ability, motivation to study, and commitment to work in, HCM, personal characteristics, and personal circumstances. As expected, the measures of academic attainment together with evidence from the headteachers’ reports, seemed to be key features of the selection process but there appeared to be a mismatch between what some of the admission procedures entailed and what the selectors considered to be important.

This exploratory study aims to determine Asian hospitality managers' (AHMs') perceptions of HIV education in their workplaces and their knowledge of HIV.

A mixed‐methodology research design gathered quantitative data from 32 English‐speaking AHMs, selected using probability and non‐probability sampling techniques, through a postal questionnaire. In addition, 12 of them agreed to participate in follow‐up telephone interviews to further investigate this research topic. Transformed raw data were analysed using both qualitative and quantitative analytical methods.

AHMs supported HIV education with a strong understanding of the transmission and treatment of HIV. In addition, they revealed an acceptable level of knowledge regarding its effects on individuals and societies. However, their understanding of its nature, extent and general effects was weak. Based on the imperfection of AHMs' HIV knowledge, they appear to be disseminating incorrect information to their peers and subordinates.

The external validity of the study is affected due to its sensitive nature to generate quantitative data based on 32 respondents.

The development and implementation of workplace education and training programmes required immediate consideration to eradicate misunderstandings regarding the acquisition, transmission and development of HIV.

The exploratory study supplemented the sparse literature addressing HIV knowledge of AHMs and the need of HIV education for hospitality employers and employees in their workplaces to curb the spread of HIV.

Indentifies the dimensions of a higher customer contact food and beverage operative′s job as perceived by managers, supervisors and operatives and examines within‐source and between‐source differences in these perceptions. Uses two instruments, the repertory grid and the work profiling system. Shows a number of distinct dimensions which are defined in terms of the worker behaviours necessary for the job tasks to be performed. Managers/supervisors and operatives generally agree on a number of dimensions. Discusses variations occurring both with and between groups and implications for the choice of sources of job analysis data and the use of job analysis in a personnel selection and training context.

Looks at the selection criteria for vocational courses from the viewpoint of graduate employers. Asks the question: to what extent can the selection criteria for vocational degree courses reflect those qualities which are sought by subsequent employers of the graduate trainees? Questions graduate trainee recruiters to find out what was actually happening in practice.

Describes a study which aimed to capture the candidates’ perceptions of a graduate employment interview, in particular how the interviewer’s manner and ability may affect interview outcomes. Eighty‐seven questionnaires were received from graduate candidates immediately after their interviews with an international retailing company based in the UK. Factor analysis produced five factors relating to “interpersonal manner” and two relating to “ability to communicate”. Outlines the findings which were that: the impact made by the interviewer was a function of his/her professional style rather than his/her empathetic behaviour; the degree of empathy shown by the interviewer affected the interviewees’ perceptions of the interviewer’s competence as a supplier of information; and overall satisfaction with the interview was a function of the empathetic behaviour of the interviewer. Discusses the findings in the framework of the “signalling hypothesis” and other communication literature.

The purpose of this paper is to identify and discuss Asian hospitality and catering (H&C) human resource managers' (HRMs') perceptions of employing human immunodeficiency virus (HIV)‐infected applicants and examines the treatment of HIV‐infected employees in their workplaces.

Primary data are collected from 32 English speaking Asian hospitality managers who responded to a postal questionnaire; 12 of them agree to participate in follow‐up telephone interviews. Transformed raw data are analysed using both qualitative and quantitative analytical methods.

Although Asian H&C HRMs are sympathetic to the plight of HIV‐infected people, they maintaine that hiring HIV‐infected employees incurs increased operating costs. This generally unsubstantiated claim appears to be linked to lack of understanding of the difference between HIV and acquired immune deficiency syndrome. HRMs do not appear to perceive or comprehend any benefits to be generated from hiring HIV‐infected employees.

The sensitive nature of the topic, exacerbated by the Asian cultural dimension, generates only 32 respondents and, therefore, impacts on the external validity of the study.

Asian H&C HRMs are advised to implement the recommendations and guidelines in this paper to avoid lawsuits that can arise as a result of unfair employment or treatment of HIV‐infected applicants and employees.

This exploratory study provides a platform for the discussion of some sensitive HIV‐related issues in an Asian context. It also supplements the sparse literature addressing the contribution of HIV to the discrimination and stigmatisation of hospitality applicants and employees in their workplaces.