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Article
Publication date: 1 December 2006

Robert A. Brymer, LaChelle R. Wilborn and Raymond S. Schmidgall

The purpose of this research paper is to describe the results and implications of an ethics survey completed by students attending hospitality schools in Europe and the USA.

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Abstract

Purpose

The purpose of this research paper is to describe the results and implications of an ethics survey completed by students attending hospitality schools in Europe and the USA.

Designmethodology/approach

A questionnaire containing ten scenarios with five oriented to work issues and five to school issues was given to students attending hospitality programs in Europe and the USA. For each scenario, the students indicated whether the action in the scenario was ethical, not ethical or not a question of ethics (NQE). In addition, students were queried regarding influences on their ethical beliefs.

Findings

The ethical beliefs of both groups of hospitality students were most influenced by their parents and least influenced by college courses in religion. The majority of European and US hospitality students indicated the actions in the scenarios were not ethical while a moderate minority indicated NQE. Overall, US students appear to be slightly less tolerant than their European counterparts.

Research limitations/implications

The majority of European students are within their third and fourth years of college while the majority of US students are in their first and second years of study.

Originality/value

Both hospitality executives and students should find these research results most interesting as they reveal students' ethical views in a variety of settings oriented to work and school. Further, influences of the students' ethical beliefs are clearly reported from most to least important.

Details

International Journal of Contemporary Hospitality Management, vol. 18 no. 7
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 11 April 2019

Mehmet Ali Koseoglu

This study aims to address how the social structure of the hospitality management field has evolved from 1960 to 2016.

626

Abstract

Purpose

This study aims to address how the social structure of the hospitality management field has evolved from 1960 to 2016.

Design/methodology/approach

The informal social structure of the hospitality management literature was analyzed by collecting authorship data from seven hospitality management journals. Co-authorship analyses via network analysis were conducted.

Findings

According to the findings, throughout the history of hospitality management, international collaboration levels are relatively low. Based on social network analysis, the research community is only loosely connected, and the network of the community does not fit with the small-world network theory. Additional findings indicate that researchers in the hospitality management literature are ranked via degree centrality, closeness centrality and betweenness centrality. Cliques, which contain at least five researchers, and core researchers are identified.

Practical implications

This study helps both scholars and practitioners improve the informal structure of the field. Scholars must generate strong ties to strengthen cross-fertilization in the field; hence, they collaborate with authors who have strong positions in the field. Specifically, this provides a useful performance analysis. To the extent that institutions and individuals are rewarded for publications, this study demonstrates the performance and connectivity of several key researchers in the field. This finding could be interesting to (post)graduate students. Hospitality managers looking for advisors and consultants could benefit from the findings. Additionally, these are beneficial for journal editors, junior researchers and agencies/institutions.

Originality/value

As one of the first study in the field, this research examines the informal social structure of hospitality management literature in seven journals.

Details

International Journal of Contemporary Hospitality Management, vol. 32 no. 2
Type: Research Article
ISSN: 0959-6119

Keywords

Available. Open Access. Open Access
Article
Publication date: 27 July 2022

Stefan Jooss, Julia Lenz and Ralf Burbach

This paper aims to unpack how small and medium-sized enterprises (SMEs) can operationalise coopetition in talent management, addressing ongoing talent shortages in the hospitality…

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Abstract

Purpose

This paper aims to unpack how small and medium-sized enterprises (SMEs) can operationalise coopetition in talent management, addressing ongoing talent shortages in the hospitality industry which were intensified during the Covid-19 pandemic.

Design/methodology/approach

This conceptual paper draws from literature on coopetition and talent management in SMEs. Specifically, the authors take an interorganisational talent pool lens and develop a framework following the principles of open-systems theory.

Findings

The authors find that the traditional use of talent pools is often impractical for SMEs because of a lack of resources and capabilities. Instead, interorganisational talent pools, through coopetition in talent management, can aid these firms to address talent shortages. The authors identify potential for SME coopetition at various stages, including attraction, development and retention of talent.

Practical implications

Coopetition in talent management can aid industries in establishing market-thickening pipelines. Through co-attracting, co-developing and co-retaining talent, SMEs can create interorganisational talent pools. To develop talent management coopetition, a set of prerequisites, catalysts and potential inhibitors must be analysed and managed.

Originality/value

This paper moves the talent management debate beyond competition for talent, introducing coopetition as a viable alternative. Taking an open-systems perspective, the authors develop an integrative framework for coopetition in talent management in SMEs encompassing input, process and output components. The authors reveal the dynamic and complex nature of this coopetition process, highlighting the essential role of coopetition context and illustrating open-system principles.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 8
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 21 March 2016

Carmen Domínguez-Falcón, Josefa D. Martín-Santana and Petra De Saá-Pérez

The purpose of this study is to analyse the effects of high-commitment human resources (HR) practices on organisational performance through the commitment and satisfaction of both…

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Abstract

Purpose

The purpose of this study is to analyse the effects of high-commitment human resources (HR) practices on organisational performance through the commitment and satisfaction of both managers and supervisors.

Design/methodology/approach

An empirical study was carried out, based on the perceptions of 68 managers and 296 supervisors at four- and five-star hotels in Gran Canaria (Canary Islands, Spain).

Findings

The results obtained reveal that: high-commitment HR practices have a positive and significant effect on the commitment and satisfaction of both groups; managers’ commitment and satisfaction do not lead to improved organisational performance; however, supervisors’ commitment and satisfaction do lead to better economic results because of an improvement in customer results.

Practical implications

This research revealed that it is important for hotel companies to adopt high-commitment HR practices because these practices contribute to managers’ and supervisors’ affective connection to the company, leading them to feel positively satisfied with their jobs. In addition, hotels should focus on supervisors because they feel more customer-oriented and tend to stay longer in the company, which probably leads them to better meet the needs of customers, allowing hotels to obtain better economic results.

Originality/value

This study contributes to HR management in the hotel industry by obtaining the views of two key informants – managers and supervisors – about the implementation of HR practices and their own levels of commitment and satisfaction.

Details

International Journal of Contemporary Hospitality Management, vol. 28 no. 3
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 1 August 2006

Andrew Martin, Deirdre Mactaggart and Jiaolan Bowden

The primary objective of this study was to examine, from the supervisors/managers' perspective, the impacting factors and barriers on their recruitment and retention in the…

11171

Abstract

Purpose

The primary objective of this study was to examine, from the supervisors/managers' perspective, the impacting factors and barriers on their recruitment and retention in the Scottish tourism industry.

Design/methodology/approach

The information in this analysis was elicited from a questionnaire survey and analysed using factor analysis and significance test.

Findings

The analysis of the responses supports the separation of the hygiene (such as “working conditions”) and motivator factors (such as “image of the tourism industry” and “development opportunities”) as represented by Herzberg's dual‐factor motivational theory; and strengthens the belief that the latter is more significant in the recruitment and retention of tourism managerial staff.

Research limitations/implications

The major limitation is the sampling framework and the data collection methods. These restricted the choice of the analysing techniques and might ultimately affect the interpretation of the research results.

Practical implications

This research aims to alert policy‐makers to some of the key barriers to the employment of qualified tourism staff in Scotland and assist with their decision‐making process.

Originality/value

As highlighted, the research provides insights to tourism practitioners in understanding and tackling the problems facing tourism employment in Scotland; it also provides some empirical evidence to tourism researchers in their theoretical understanding of the motivation and satisfaction of tourism managerial staff.

Details

International Journal of Contemporary Hospitality Management, vol. 18 no. 5
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 1 July 2001

Robert Waryszak and Brian King

This paper identifies the extent to which front‐line managers in the hospitality, retail and banking sectors perceive work activities to be pleasant or unpleasant. General…

2696

Abstract

This paper identifies the extent to which front‐line managers in the hospitality, retail and banking sectors perceive work activities to be pleasant or unpleasant. General factorial multivariate analysis of variance was used to assess attitudes towards ten activities according to demographic characteristics. The activities were: deskwork, decision making, developing, disciplining, informing, innovating, leading, monitoring, persuading and time pressure. The findings indicate that managers in the service sector generally have a range of perceptions about activities, with some regarded as pleasant and others as unpleasant. The managerial perceptions identified in this study could have useful implications for the introduction of attempts to enhance staff motivation and performance. An improved awareness of managerial activity preferences on the part of senior managers and researchers may help to avoid certain problems and strengthen staff motivation. The present research is exploratory and should be followed up with a thorough assessment of whether there is a relationship between performance and activity preference.

Details

International Journal of Contemporary Hospitality Management, vol. 13 no. 4
Type: Research Article
ISSN: 0959-6119

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Book part
Publication date: 7 November 2022

Putu Diah Sastri Pitanatri, Janianton Damanik, Khabib Mustofa and Djoko Wijono

Given Bali's prominence in Indonesia's hospitality industry, tourist hypermobility regarding food preferences following the COVID-19 pandemic continues to be a source of…

Abstract

Given Bali's prominence in Indonesia's hospitality industry, tourist hypermobility regarding food preferences following the COVID-19 pandemic continues to be a source of contention. As such, this chapter will investigate extreme mobility by examining how ‘the flashpackers’ construct their nomadic lifestyles. This chapter focuses on the ‘freedom to eat’ in a variety of different types of restaurants throughout the destination – creating a pattern of hypermobility. Flashpacker's hypermobility data come from a network analysis of TripAdvisor reviews – with Bali (Indonesia) serving as the case study location. According to the analysis's findings, there are eight distinct preference groups for food and beverage products in Bali. It was discovered that at least five ‘star factors’ contributed to preferences across the eight groups, including (1) ratings, (2) popularity, (3) ownership, (4) social media and (5) price. In light of these factors, the chapter concludes that research into hypermobility in small island destinations is still in its infancy. It is critical to promote thorough research into the influence and impact of hypermobility on all facets of the tourism industry, including local communities and to demonstrate the industry's economic contribution.

Details

The Emerald Handbook of Destination Recovery in Tourism and Hospitality
Type: Book
ISBN: 978-1-80262-073-3

Keywords

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Article
Publication date: 1 March 1993

Robert E. Ripley and Marie J. Ripley

Discusses the problem of managing and empoweringthose employees in the USA whose employment isprotected by special legislation – minority groups – whenthey do not work responsibly.

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Abstract

Discusses the problem of managing and empowering those employees in the USA whose employment is protected by special legislation – minority groups – when they do not work responsibly.

Details

Journal of Managerial Psychology, vol. 8 no. 3
Type: Research Article
ISSN: 0268-3946

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