scholarly journals Conceptualising patterns of career commitment: the leaving process in hospitality

2020 ◽  
Vol 32 (1) ◽  
pp. 126-147 ◽  
Author(s):  
Maria Gebbels ◽  
Ioannis S. Pantelidis ◽  
Steven Goss-Turner
Keyword(s):  
Self Efficacy ◽  
Hospitality Industry ◽  
Career Commitment ◽  
Structured Interviews ◽  
Content Type ◽  
Transient Nature ◽  
Recruitment And Selection ◽  
Hospitality Managers ◽  
Life History Methodology ◽  
Relevant Degree

Purpose This paper aims to examine the interplay between self-efficacy and career inheritance and its influence on career commitment in the hospitality sector. High labour turnover, unclear career paths and the transient nature of the work available in hospitality render it a suitable industry context that allows us to explore career commitment patterns. Design/methodology/approach Drawing on life history methodology, semi-structured interviews were conducted with hospitality professionals holding a relevant degree but no longer employed in the hospitality industry. Findings The findings revealed the interplay between self-efficacy, career inheritance and career commitment, as well as the speed of decline of career commitment, visualised as patterns of the leaving process. Although an infinite number of variations are possible, data unveiled the three main patterns. Research limitations/implications The schematic illustrations of the patterns of the leaving process are not representative. The purposive sample comprises only ex-hospitality professionals, and generalisations can be considered in future studies. Practical implications This newly conceptualised understanding of career commitment enables researchers to reconsider the fundamental reasons why individuals leave the hospitality industry, whilst also offering hospitality managers deeper insights into how the three identified patterns could inform recruitment and selection. Originality/value This paper contributes to the literature through its meaningful theoretical extension in the context of career development studies. The unique concept of the leaving process addresses the prevalent issue of turnover and generates important implications.

Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry

2018 ◽  
Vol 30 (2) ◽  
pp. 685-701 ◽  
Author(s):  
Cynthia Mejia ◽  
Edwin N. Torres
Keyword(s):  
Hospitality Industry ◽  
Selection Process ◽  
New Technology ◽  
Implementation Process ◽  
Structured Interviews ◽  
Research Attention ◽  
Content Type ◽  
Recruitment And Selection ◽  
The Impact ◽  
Normalization Process

Purpose Asynchronous video interviews (AVIs) enable recruiters and job candidates to conduct and review employment interviews at different points in time, promising improved cost and time efficiencies for all users. This research aims to investigate the implementation and normalization process of AVI in the hospitality industry with the unified theory of acceptance and use of technology (UTAUT) and the normalization process theory (NPT) providing theoretical support. Design/methodology/approach Semi-structured interviews have been conducted with hiring managers from three different hospitality companies, which were in different stages of the implementation process. The data have been recorded, transcribed and coded according to the UTAUT and NPT constructs, revealing emergent themes. Findings Five overarching themes emerged: AVI effort and efficiency expectation; augmentation to the interview process; challenges for the applicant; challenges for the recruiter; and issues with applicant interviewing aesthetics. Additional coding and analysis with NPT identified the following in terms of evaluation of the implementation process: participants’ implementation activities showed a tendency to emanate from cognitive participation (relationship work), leading to coherence (sense-making work), followed by collective action (enactment of work/operational work) and finally reflexive monitoring (appraisal work). Practical implications Findings from this research include recommendations for the best practices integrating AVI into the hospitality employee selection process. Originality/value Given the increased demands on the recruitment and selection of talent in the hospitality industry, several organizations have turned to mechanized HR software platforms. The impact of interview modalities and particularly AVI has received limited research attention, thus this study expanded this new stream of literature. Furthermore, this research is among a nascent stream using NPT to evaluate the implementation and normalization of this new technology.

Two facets of pride and knowledge hiding: an empirical analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Myat Su Han ◽  
Daniel Peter Hampson ◽  
Yonggui Wang
Keyword(s):  
Self Efficacy ◽  
Moral Emotions ◽  
Design Strategies ◽  
Content Type ◽  
Adverse Experiences ◽  
Hiding Behavior ◽  
Recruitment And Selection ◽  
Two Stages ◽  
Knowledge Hiding ◽  
Authentic Pride

Purpose This study aims to investigate whether or not the two facets of pride, hubristic and authentic, are associated with knowledge hiding. Design/methodology/approach This study collects survey data (N = 343) from one of the leading information technology (IT) companies in Myanmar at two stages with a two-month interval. This study uses multiple regression analyses to test this study’s hypotheses. Findings Results reveal that hubristic pride is positively related to knowledge hiding, whereas the relationship between authentic pride and knowledge hiding is negative. These relationships are contingent upon the level of employees’ self-efficacy. Research limitations/implications This study suggests that managers should include measures for moral emotions in their recruitment and selection criteria. Furthermore, the authors suggest that managers should design strategies to induce moral emotions at the workplace and enhance personal resources (e.g. self-efficacy), which have an instrumental effect in maximizing the prosocial facet of pride (i.e. authentic pride) as well as minimizing adverse experiences of the antisocial facet of pride (i.e. hubristic pride), thereby reducing knowledge hiding. Originality/value The findings shed light on the significance of the inclusion of emotional variables in understanding employees’ knowledge hiding. To the best of the authors’ knowledge, this study is the first empirical study to examine the combined effect of emotive and cognitive variables in predicting knowledge hiding by demonstrating that hubristic pride only mitigates knowledge hiding behavior among high self-efficacious employees.

scholarly journals “Why not use it more?” Sources of self-efficacy in researchers’ use of social media for knowledge sharing

2018 ◽  
Vol 74 (6) ◽  
pp. 1274-1292 ◽  
Author(s):  
Hussain Alshahrani ◽  
Diane Rasmussen Pennington
Keyword(s):  
Social Media ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
Academic Staff ◽  
Structured Interviews ◽  
Content Type ◽  
Personal Mastery ◽  
Mastery Experience ◽  
Use Of Social Media ◽  
Postdoctoral Researchers

Purpose The purpose of this paper is to investigate the sources of self-efficacy that researchers rely on when using social media for knowledge sharing and to explore how these sources impact their use. Design/methodology/approach The study employed 30 semi-structured interviews with researchers at a major Scottish university. The authors analysed the interview transcriptions using directed content analysis. Findings The researchers relied on the four sources of self-efficacy proposed by Bandura (1977) when using social media for knowledge sharing. These sources lead researchers to use social media effectively and frequently for sharing knowledge, although some may discourage its use. Research limitations/implications It extends the self-efficacy integrative theoretical framework of Bandura (1977) by presenting the relative amount of the influence of these sources for researchers to share their ideas, experiences, questions and research outputs on social media. While the participants included academic staff, postdoctoral researchers, and PhD students, the majority were PhD students. Practical implications The findings can help universities understand how to promote productive use of social media. For example, academic staff who have high personal mastery experience could mentor those who do not. Originality/value This is the first known study to investigate the sources of self-efficacy that impact researchers’ use of social media for knowledge sharing.

Enhancing internal communication to build social capital amongst hospitality employees – the role of social media

2016 ◽  
Vol 28 (12) ◽  
pp. 2675-2695 ◽  
Author(s):  
Ceridwyn King ◽  
Hyemi Lee
Keyword(s):  
Social Capital ◽  
Social Media ◽  
Conceptual Framework ◽  
Hospitality Industry ◽  
Internal Communication ◽  
Structured Interviews ◽  
Empirical Examination ◽  
Content Type ◽  
The Impact ◽  
Current Practices

Purpose Adopting a social capital theoretical (SCT) lens, this study aims to propose a conceptual framework of effective internal communication (IC) for the hospitality industry. The study explores how to enhance current practices and the suitability of social media as an augmentation to traditional IC channels. Design/methodology/approach A qualitative research methodology, consisting of 20 semi-structured interviews with hospitality employees, was adopted. Following a “reduction” and “interpretation” process, 16 themes related to effective IC were identified which informed a conceptual framework. Findings Characteristics of effective IC were identified in addition to IC benefits at both employee and organizational levels. Considering the limitations of current practices, the applicability of social media was explored. Requirements of effective IC suggest that new channels (e.g. social media) should be adopted to build social capital. Research limitations/implications The study informs SCT from a meso-level (process) perspective. The articulation of an IC framework informs how social capital can be built through effective IC, providing a foundation for further empirical examination as to the impact of various channels on the IC process. Adoption of a case study design suggests that results and implications can only be generalized to similar environments. Practical implications The study details the characteristics of effective IC and its subsequent benefits, highlighting how social media can augment current IC practices in a hospitality organization. Originality/value Being a 24/7 labor-intensive operation makes employee communication to ensure service excellence challenging in the hospitality industry. Through the application of SCT and the exploration of social media in a workplace setting to enhance IC, significant theoretical and practical insights are realized.

Utilizing the social cognitive career theory in understanding students' choice in selecting auditing as a career: evidence from Ghana

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lexis Alexander Tetteh ◽  
Cletus Agyenim-Boateng ◽  
Amoako Kwarteng ◽  
Paul Muda ◽  
Prince Sunu
Keyword(s):  
Self Efficacy ◽  
Social Cognitive Career Theory ◽  
Social Cognitive ◽  
Outcome Expectations ◽  
Structured Interviews ◽  
Related Factors ◽  
Career Theory ◽  
Content Type ◽  
Selection Factors ◽  
Social Cognitive Career

PurposeThe study uses social cognitive career theory (SCCT) to explore the driving and restraining factors that students consider in selecting auditing as a career.Design/methodology/approachConsidering the aim of this study, a qualitative research was preferred with the objective of gathering in-depth and enriched empirical data; hence, semi-structured interviews were conducted with seventy-five fourth-year undergraduate accounting students of six top-ranked universities in Ghana that offer accounting programmes.FindingsThe findings of the current study unearth the constructs of the SCCT that students' decision to consider a career in audit is driven by outcome expectations (high earnings/monetary incentives and social prestige associated with the job), as well as self-efficacy belief (possession of ethical values). Further, the study finds that self-efficacy beliefs (job stress and accounting stereotype) were the factors restraining students from considering auditing as a career. The results finally show that the students who would choose auditing as a career in future are in one way or the other, preparing for the achievement of their goals.Research limitations/implicationsThe SCCT framework utilized focuses on the three main constructs: self-efficacy, outcome expectations and goals. There are a number of related factors that may influence students' career choice decisions. These may include personal characteristics and contextual influences; a change of the theoretical framework may help discover other important personal and contextual factors that this current study could not unearth.Practical implicationsThe study indicates, on the contrary, that students have negative perceptions about auditing as a career option; they consider the career as stressful, tedious and monotonous. These misconceptions make it less likely for a student to pursue auditing as a career. Educators can aid students in their decision to pursue a study in accounting and become auditors by displaying and reinforcing the positive outcomes that come with the position of an auditor.Originality/valueThe findings of this study add to the existing literature by delving deeper into the self-selection factors that influence a student's desire to become an auditor. Furthermore, the current research is exceptional in that it applies the SCCT to the aim of becoming an auditor. Although other research studies have looked into factors that may influence a student's decision to pursue a profession as an accountant, these studies have mostly been quantitative, limiting the students' ability to explain why those factors encourage or dissuade them.

Recent innovative measures across different functions in the Indian hospitality industry

2016 ◽  
Vol 8 (4) ◽  
pp. 481-489 ◽  
Author(s):  
Kakoli Sen ◽  
Tanuja Kaushik
Keyword(s):  
Design Methodology ◽  
Hospitality Industry ◽  
Study Data ◽  
Senior Management ◽  
Structured Interviews ◽  
Policy Makers ◽  
Content Type ◽  
Service Effectiveness ◽  
Food And Beverage

Purpose The purpose of this paper is to provide exploratory insights on recent innovative measures taken across different functions in the Indian hospitality industry. Design/methodology/approach The study draws on data from senior management of a newly developed Pullman Hotel, part of the group of Accor Hotels located in Aero City, Delhi. The study data was collected using structured interviews. Findings The study explores the various innovative measures adopted in marketing, human resource management and information technology to leverage operations, improve manpower efficiency and maximizing service effectiveness while keeping costs low for long-term sustainability. The study also gives some useful insights on other functions that need to be addressed such as food and beverage, operations, security, guest relations and finance. Research limitations/implications The study is exploratory in nature though the findings will be of interest to existing and newly opened hotels and to policy makers who need to know about the innovation trends in the hospitality industry. Originality/value This study reveals some of the recent innovative measures adopted by the Indian hospitality industry.

scholarly journals Better together? A hospitality case for umbrella branding

2016 ◽  
Vol 31 (8) ◽  
pp. 1004-1016 ◽  
Author(s):  
Kaouther Kooli ◽  
Huifen Cai ◽  
Xiaoyun Tang ◽  
Cornelia Beer ◽  
Len Tiu Wright
Keyword(s):  
Hospitality Industry ◽  
Theoretical Framework ◽  
Structured Interviews ◽  
Senior Managers ◽  
Content Type ◽  
Alliance Management ◽  
Umbrella Branding ◽  
Behavioural Characteristics ◽  
Umbrella Organisation ◽  
Branding Strategies

Purpose While the topic of “umbrella branding” strategies for manufacturers’ products in the business-to-business literature has received attention, much less has been written about umbrella branding strategies in the hospitality industry. With the aid of a theoretical framework, this paper aims to explore three types of behavioural characteristics: alliance attribute, communication behaviour and alliance management, to examine cost and service benefits for alliance success within one umbrella organisation in the German hospitality industry. The theoretical framework of the paper built on the model of Vanpoucke and Vereecke (2012), incorporating a top management perspective to test and extend an umbrella brand. Design/methodology/approach Semi-structured interviews with a sample of senior managers were carried out in Germany at the headquarters of Ringhotels e.V. Content analysis of the data collected was implemented to increase understanding of the research phenomenon with regard to relationships and the conceptual framework applied. The results were presented in the tables with discussions about the qualitative research. Findings The results of the study showed that behavioural characteristics played a significant role in explaining overall alliance success on cost and service benefits. A good level of quality presented in Ringhotels’ services, marketing, risk and coordination was found to be a better predictor of success when absence of management and lack of trust hampered good performance. Originality/value The study offers insights into the management of relationships within Ringhotels e.V. and how these can be better managed. The main contribution of the work fills in a gap currently existing in the literature about umbrella branding within the hospitality industry.

Authentic leadership and employees’ emotional labour in the hospitality industry

2020 ◽  
Vol 32 (2) ◽  
pp. 797-814
Author(s):  
Zhenyuan Wang ◽  
Yunhui Xie
Keyword(s):  
Authentic Leadership ◽  
Hospitality Industry ◽  
Job Insecurity ◽  
Surface Acting ◽  
Deep Acting ◽  
Content Type ◽  
Service Employees ◽  
Emotional Labour ◽  
Human Energy ◽  
Hospitality Managers

Purpose This study investigates the effect of authentic leadership on service employees’ emotional labour strategies, surface acting and deep acting, from a human energy perspective. Design/methodology/approach A three-wave survey was conducted in a hotel chain in China, and 347 valid responses were obtained. Mplus software was used for structural equation modelling and bootstrapping analysis. Findings This study finds the following: authentic leadership predicts service employees’ emotional labour strategies; job insecurity mediates the influence of authentic leadership on surface acting but not on deep acting; relational energy mediates both surface and deep acting; and relational energy has more negative (positive) indirect effects than job insecurity. Practical implications The findings provide hospitality managers with insights into how to improve service employees’ capacity for emotional regulation. Hospitality managers should show more authenticity, pay attention to subordinates’ energy level and select and recruit candidates with positive energy traits. Hospitality organisations should encourage, select and train managers to behave as authentic leaders. Originality/value This study links authentic leadership with service employees’ emotional management in the hospitality industry. Moreover, it demonstrates the energising function of authentic leadership and introduces the new perspective of human energy to emotional labour research.

Impact of employees’ job control perceptions on their work-related responses in the hospitality industry

2019 ◽  
Vol 31 (7) ◽  
pp. 2720-2738 ◽  
Author(s):  
Seonjeong (Ally) Lee ◽  
Swathi Ravichandran
Keyword(s):  
Job Performance ◽  
Organizational Behavior ◽  
Hospitality Industry ◽  
Well Being ◽  
Job Control ◽  
Positive Role ◽  
Content Type ◽  
Work Related ◽  
Hospitality Managers ◽  
Control Perceptions

Purpose This study investigates the relationships among three types of employees’ perceived job control, employee commitment, employees’ well-being, and job performance. Design/methodology/approach The proposed relationships were investigated based on a cross-section, online, self-administered survey. Findings The results confirmed the positive role of employees’ job control perceptions on work-related responses. Practical implications Results suggested hospitality managers implement practices to improve job control perceptions of employees to enhance their well-being and job performance. Originality/value This study was the first to investigate the roles of three types of job control perceptions on employees’ well-being and commitment, based on positive organizational behavior literature and control theory. This study was also the first attempt to explore three types of job control focusing on employees’ perspectives in the hospitality industry.

Mediating mechanisms in the relationship between supervisor incivility and employee service delivery in the hospitality industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Angie Yeonsook Im ◽  
Seonghee Cho
Keyword(s):  
Service Delivery ◽  
Self Efficacy ◽  
Structural Equation ◽  
Hospitality Industry ◽  
The Body ◽  
Equation Modeling ◽  
Psychological Resources ◽  
Content Type ◽  
Hotel Employees ◽  
Internal Customers

Purpose This study aims to investigate the influence of supervisor incivility on employees’ general self-efficacy and engagement and their mediating roles in a relationship between supervisor incivility and employees’ service delivery. The study also explores how gender (dis)similarities between supervisors and subordinates affect these relationships. Design/methodology/approach A total of 276 frontline hotel employees in the US Midwest participated in the study. The research model was examined through a two-step structural equation modeling. Findings The study findings suggest that an uncivil supervisor negatively influences hotel employees’ self-efficacy and engagement level, which served as underlying mechanisms connecting supervisor incivility with reduced service delivery. The findings did not support the moderating role of gender (dis)similarity. Practical implications The results of the current study should urge organizations to acknowledge the detrimental impact of workplace incivility and to commit to the prevention and termination of employee mistreatment. Organizations make efforts to ensure that supervisors serve their internal customers with support and gratitude and help enhance employees’ psychological resources. Originality/value The current study advanced the body of literature by suggesting an integral psychological underlying mechanism linking uncivil treatment and declined performance in the hospitality industry.

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