Search results

This conceptual paper aims to contribute to the extant tourism and gender literature by highlighting a tendency towards the conceptualisation of gendered research participants as host or guest depending upon their nationality.

The argument presented here is based on a critical review of literature concerned with gender and tourism, focusing specifically on studies that include participant voices since 2010.

The paper identifies a tendency in research on gender and tourism to conceptualise women and men from the West as guests and women and men from the rest as hosts. It is argued that working within this dominant framework can equate to an overlooking of many issues facing women and men globally; in doing so, it paves the way for future research and opens dialogue for important conversations on gender and feminist research in the academic field of tourism.

This paper aims to highlight a limitation in theorising rather than provide an exhaustive or systematic review of the literature. Future research trajectories are outlined.

The paper’s originality lies in the problematisation of commonly accepted terminology when conceptualising research participants in tourism and providing suggestions for future research.

Looks at the barriers that prevent women achieving equality in the workplace and examines how they may be overcome.

Argues that there are two potentially important barriers to creating a more inclusive workplace: Employees may conform to discriminatory practices even though they do not really agree with them just to fit in, and overly competitive environments can create a situation whereby employees are afraid to speak out.

Suggests that, in order to tackle these barriers, employers and managers at all levels must call upon insight, use fair judgment and communicate with their female staff to increase understanding of what may be perceived as sexist.

Urges managers to create a safe space for women to speak out against discrimination as, even though the organization may be aiming at creating an ethical environment, there may be situations that go unnoticed.

Suggests that the working environment may also affect relationships between employees, creating a situation where they may not feel able to speak out.

Advances the view that managers must use insight and call upon female experience in order to create a more equal environment.

The purpose of this viewpoint is to discuss and provide solutions for the current staffing crisis facing tourism-related industries. Considering that staff shortages are prominent in most industries this article suggests organizational changes that are needed to address these problems

This viewpoint unpacks the reason behind the shortage in staff and suggests potential solutions, based on organizational development

The strategies offered here as potential solutions for human resources center on changing the image of the roles that are suffering shortages. This includes developing organizational practices to provide changes in the areas of recruitment, reward, and work-life balance. These strategies are contextualized with the transformation of other jobs due to the global pandemic and the feminized nature of the tourism-related industries.

This viewpoint is particularly topical as it speaks to the current well-publicized crises in the staffing of airports and wider shortages of hospitality staff in developed nations. It is well positioned to spark discussion and future research on areas such as dignity at work in tourism-related industries, gendered work, and post-pandemic employment practices in services.

Today, organisations around the globe are operating in an unprecedented, highly competitive seller’s market. The global workforce is now more mobile than ever before, meaning that companies are no longer simply competing for talent nationally, but rather on an international level. The Canadian Federal Government, like most Government organisations, simply cannot compete with private industry in the area of salaries, stock options or perks. In addition, the impending wave of retirements that threatens to devastate the Federal employment ranks has caused us to look to the work environment as a means of attracting and retaining the top talent we need. This paper examines the characteristics of the different generations that currently make up our workforce and discusses what they, as well as new recruits, expect from their employers and from their work environments. It also delves into the role the workplace plays in recruitment and retention and the way in which it can be used to improve an organisation’s corporate identity. It then looks at what types of perks are actually valued most by employees, and explores how the physical environment can be aligned to help shape a company’s organisational culture and facilitate the communication, teamwork and creativity that are necessary to sustain a culture of continual innovation.

This paper examines how U.S. consumer intentions to adopt hemp vary across product types using the theory of planned behavior (TPB).

Data were collected via an online survey of U.S. residents in 2022 (n = 1,948). Two-step structural equation modeling is used to examine how TPB constructs and background factors influence intent to use five different hemp-based products: cannabidiol (CBD), clothing, food, personal care products, and pet products. Data are analyzed using R.

Positive attitudes towards all categories of hemp-based products increase the probability of adoption, while subjective norm and perceived behavioral control have limited and varied significant influence across product models. Age has a consistent significant and negative influence on adoption.

Findings highlight consumer segmentation and marketing opportunities, inform hemp stakeholder decision-making, and provide directions for future research. Given the absence of explanatory power of SN and PBC on most product models and the diversity of products and nuanced U.S. hemp policy, future research could investigate expanded iterations of TPB. Using revealed behavior could also highlight potential intention-behavior gaps and offer more robust insights for hemp stakeholders.

Findings contribute to a limited body of information on markets and consumer demand for hemp in the U.S.

Purpose – The purpose of this study is to gain greater understanding of the ways that youth “do race” in the post-Civil Rights United States. Scholars have studied racial discourse and meaning among adults but have not rigorously investigated the patterns of discourse among youth.

Methodology – I analyze in-depth interviews and in and out-of-school observations drawn from three racially mixed fourth-grade classrooms in a city that I call Rolling Acres. Among the 31 families, 21 of the children identified as White and 10 identified as Black. Rolling Acres is a midsized city of over 100,000 residents where 75 percent of its residents identify as White and 9 percent identify as Black.

Findings – Youth maintain complex understandings of the importance of race, but mediate the expression of these sentiments based on their social identities and public scripts. Both Black and White children first suggest race does not matter when asked, but then describe that race is important to others in their school. White youth suggest Black youth are the perpetuators of racial antagonisms and perpetuate racial significance through their actions. Black youth suggest White youth do not typically antagonize over race, but when they do the perpetrators are acting out of individual beliefs and thus are limited in impact.

Originality – Through an exclusive concentration on the voices of the young, new patterns of understanding and discourse are uncovered, which may relate to later divergences in racial meaning in adulthood between Blacks and Whites.

Two studies investigate gender and status effects on self-handicapping: selecting actions that can impair future performances, perhaps to protect self-image. Gender socialization and status processes suggest two potential explanations for the consistent finding that men self-handicap more than women. If status differences contribute to the tendency to self-handicap, then holding gender constant, those with high status on other characteristics would self-handicap more than those with low status. In Study 1, men assigned to high-status positions selected less study time (and thus self-handicapped more) than did men assigned to low-status positions. Women assigned high status, however, self-handicapped no more than did women assigned low status. Because study time as a measure of self-handicapping may be confounded with confidence or motivation, a second study assigned status and measured self-handicapping by the selection of performance-enhancing or -detracting music. Study 2 also found that high status increased self-handicapping among men but not among women. Both gender socialization and status processes may play roles in self-handicapping.