Diversity management in hotels

2019 ◽  
Vol 2 (2) ◽  
pp. 166-185 ◽  
Author(s):  
Zakaria Elkhwesky ◽  
Islam Elbayoumi Salem ◽  
Mona Barakat
Keyword(s):  
Management Practices ◽  
Empirical Studies ◽  
Diversity Management ◽  
Capability Development ◽  
Basic Part ◽  
Content Type ◽  
Entry Level ◽  
Hr Managers ◽  
Moderating Role

Purpose The purpose of this paper is to investigate the importance of ethnic, gender and religious diversity management practices (DMPs) and the level of implementation from perspectives of five-star hotels in Egypt. Besides, it also examines the moderating role of empowerment and capability development (CD) between the importance and the implementation of gender and religious management practices. Design/methodology/approach The questionnaires were distributed personally to entry-level F&B employees, F&B managers, working in F&B departments, and HR managers in all accepted five-star hotels in their workplaces, during July and August 2017. Only 400 returned back, with a response rate of 35 percent and were considered usable for data analysis. Findings The results clarified that there was a significant moderate positive correlation between the importance and the implementation of gender and religious management practices (MPs). Nonetheless, the correlation proved to be significant, weak and positive between the importance and the implementation of ethnic MPs. The relationship between the importance and the implementation of ethnic, gender and religious MPs was not moderated by empowerment. Research limitations/implications Although questionnaires have been collected from diverse F&B outlets, comparisons among outlets were not conducted. This study concentrated on the F&B departments only; hence, future researchers can make comparisons among different departments. Practical implications This study implies that HR managers should recruit employees from diverse ethnicities, gender, ages, disabilities and religions to help five-star hotels achieve success in marketplaces. Recruiting diverse employees should be a basic part of the organizational culture of hotels, specifically F&B departments. Social implications Social activities organized in hotels, such as a tennis table, football and billiards tournaments, are included. Hotels can provide employees with special meals during fasting and they can also allow Christian employees to leave the hotel from 7 to 10 a.m. to attend the mass in church each Sunday. Originality/value Although DM is necessary for the hospitality industry, there is a lack of studies focusing on investigating the importance−implementation of DMPs and analyzing the moderating role of empowerment and CD in this industry, specifically in Egypt. This study provided weighty contributions to the management of diversity in the Egyptian hotel sector and formed one of the first empirical studies.

Unions as institutional entrepreneurs

2019 ◽  
Vol 33 (3) ◽  
pp. 477-490
Author(s):  
Simone Pulcher ◽  
Marco Guerci ◽  
Thomas Köllen
Keyword(s):  
Trade Unions ◽  
Management Practices ◽  
Minority Groups ◽  
Qualitative Interviews ◽  
Diversity Management ◽  
Orientation Field ◽  
Content Type ◽  
Institutional Entrepreneurs ◽  
Italian Context

Purpose Research on the diffusion and adaptation of LGBT diversity management practices has, until now, rarely considered the role of unions in this process; where it has done, the consideration has largely been cursory or tangential. In order to contribute towards overcoming this research gap, the purpose of this paper is to focus more closely on this issue, within the Italian context. Design/methodology/approach Theoretically based on the notion of institutional entrepreneurship, the paper analyses the ways in which trade unions contribute to the diffusion of LG-inclusive policies. Empirically this study is based on qualitative interviews with representatives from the unions, LGBT activists and individuals from those companies that have received support from the unions in terms of shaping their initiatives. Findings Italian unions act as institutional entrepreneurs in the sexual orientation field by framing the issue of the inclusion of LGBT workers as an issue of including minority groups under the broad umbrella of equality in workplaces, and by cooperating with LGBT associations. The latter provides the unions with two different things. First, with more legitimacy, from the viewpoint of LGBT employees; second, with the specific competencies in dealing with these issues. The accomplishments of the unions consist of arranging single agreements concerning the establishment of “punishment systems” for discriminatory behaviours, rather than promoting inclusion-oriented behaviours within the organization. Originality/value This paper highlights the role of unions, and in doing so, focusses on a hitherto marginalized actor in the process of adapting LGBT diversity initiatives. In focussing on the Italian context, it adds an important perspective to a discourse that has previously consisted of predominantly Anglo-American views.

scholarly journals Identity, diversity and diversity management

2016 ◽  
Vol 35 (1) ◽  
pp. 48-64 ◽  
Author(s):  
Lotte Holck ◽  
Sara Louise Muhr ◽  
Florence Villesèche
Keyword(s):  
Design Methodology ◽  
Management Practices ◽  
Diversity Management ◽  
Future Research ◽  
Policy Makers ◽  
Content Type ◽  
Hr Managers ◽  
The Relationship ◽  
Practical Implications ◽  
Diversity Research

Purpose – The purpose of this paper is to examine the relationship between the identity and diversity literatures and discuss how a better understanding of the theoretical connections between the two informs both diversity research and diversity management practices. Design/methodology/approach – Literature review followed by a discussion of the theoretical and practical consequences of connecting the identity and diversity literatures. Findings – The authors inform future research in three ways. First, by showing how definitions of identity influence diversity theorizing in specific ways. Second, the authors explore how such definitions entail distinct foci regarding how diversity should be analyzed and interventions actioned. Third, the authors discuss how theoretical coherence between definitions of identity and diversity perspectives – as well as knowledge about a perspective’s advantages and limitations – is crucial for successful diversity management research and practice. Research limitations/implications – The authors argue for a better understanding of differences, overlaps and limits of different identity perspectives, and for a stronger engagement with practice. Practical implications – The work can encourage policy makers, diversity and HR managers to question their own practices and assumptions leading to more theoretical informed diversity management practices. Originality/value – The theoretical connections between identity and diversity literature have so far not been reviewed systematically. The work foregrounds how important it is for diversity scholars to consider identity underpinnings of diversity research to help further develop the field within and beyond the three streams the authors discuss.

CSR types and the moderating role of corporate competence

2018 ◽  
Vol 52 (7/8) ◽  
pp. 1358-1386 ◽  
Author(s):  
Xiaoye Chen ◽  
Rong Huang ◽  
Zhiyong Yang ◽  
Laurette Dube
Keyword(s):  
Experimental Study ◽  
Repeated Measures ◽  
Empirical Studies ◽  
Interactive Effects ◽  
Survey Study ◽  
Content Type ◽  
Different Types ◽  
The Impact ◽  
Moderating Role

PurposeThis paper aims to investigate the impact of different types of corporate social responsibility (CSR; i.e. value-creating CSR, promotional CSR and philanthropic CSR) on consumer responses and the moderating role of corporate competence.Design/methodology/approachThe authors tested the hypotheses by using two empirical studies – a survey and an experimental study. The evidence is generated based on generalized linear model repeated-measures ANOVAs for the survey study and two-way factorial ANOVAs for the experimental study.FindingsThe findings show that in general, consumers respond to value-creating CSR more favorably than to philanthropic CSR or promotional CSR. In addition, corporate competence moderates consumers’ responses to different types of CSR in such a way that promotional CSR is more likely to have the desired effects when carried out by low-competency rather than by high-competency firms, whereas value-creating CSR is more effective for high-competency firms than for low-competency ones. Philanthropic CSR works equally in both types of firms.Research limitations/implicationsThis research answers a long-term call to study the differential consumer effects of various CSR types. It also identifies perceived corporate competence, an important consumer-based corporate factor, as a potential moderator of consumers’ response to CSR types.Practical implicationsArmed with the findings, companies can choose CSR practices that fit with their company characteristics. This research offers important and specific managerial implications to firms with different company profiles on their CSR choices.Originality/valueGiven that today’s managers are faced with the challenge of selecting desirable CSR activities from a group of options, the authors answered the call by studying the differential effects of a wide array of CSR choices and provide important practical guidance to managers. For the first time in the literature, the study also investigates the potential interactive effects between specific CSR types and corporate competence on consumer reactions. This inquiry bears significant relevance to the ongoing discussions concerning whether and how company characteristics generate influences on the outcomes of CSR strategies.

Diversity management and postmergers and acquisitions performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nara Jeong
Keyword(s):  
Diversity Management ◽  
Size Difference ◽  
Firm Capabilities ◽  
Content Type ◽  
Prior Literature ◽  
Target Characteristics ◽  
Moderating Role ◽  
Industry Relatedness ◽  
A Performance

PurposeThe purpose of this paper is to examine the role of diversity management on postmergers and acquisitions (M&A) performance. Building on prior literature, it investigates whether a firm ability to harmonize people with different backgrounds and to deal with uncertainty and dynamics in the diverse work environment will affect post-M&A performance either directly or through its interactions with acquirer-target characteristics.Design/methodology/approachThis paper used panel regression analysis on a sample of 218 M&As conducted by listed large US firms across industries.FindingsResults show that the diversity management of an acquiring firm positively influences post-M&A performance. This paper also finds support for diversity management having a more significant moderating role where merged firms have a bigger size difference and higher industry relatedness.Originality/valueThe primary contribution of this study is in testing and finding evidence to support the claim that diversity management is a useful factor in predicting post-M&A performance. The success of post-M&A integration should be considered alongside the extent of firm capabilities to manage internal diversity.

Can managing employee diversity be a pathway to creativity for tour companies?

2020 ◽  
Vol 32 (1) ◽  
pp. 81-107 ◽  
Author(s):  
Luu Trong Tuan
Keyword(s):  
Knowledge Sharing ◽  
Diversity Management ◽  
Positive Influence ◽  
Organizational Research ◽  
Content Type ◽  
Hr Practices ◽  
Group Diversity ◽  
Tourism Services ◽  
Moderating Role

Purpose When effectively synergized, uniqueness from employee diversity can be conducive to original ideas and solutions in the tourism services. The purpose of this study is to unfold how and when diversity-oriented human resource (HR) practices impact creativity among employees working in tour companies. Design/methodology/approach Participants in this research project comprised employees and their direct managers working in tour companies in Ho Chi Minh City, Vietnam. Findings The results provided evidence for the positive influence of diversity-oriented HR practices on employee creativity through the mediation channel of knowledge sharing. Diversity climate fortified the effects of diversity-oriented HR practices on knowledge sharing among employees. Besides, the findings lent support for the moderating role of group diversity regarding age, expertise, openness and extroversion in the current research model. Originality/value This study advances both diversity management and organizational research streams and marks the convergence between them.

Gender, workplace fun and organisational inclusion: an empirical study

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohamed Mousa ◽  
Rami Ayoubi ◽  
Hiba Massoud
Keyword(s):  
Management Practices ◽  
Empirical Studies ◽  
Diversity Management ◽  
Public Hospitals ◽  
Male Nurses ◽  
Content Type ◽  
Mean Values ◽  
Workplace Fun ◽  
Female Nurses ◽  
The Relationship

PurposeThis paper addresses nurses working in public hospitals in order to find out how gender may affect their perception of both diversity management and organisational inclusion. Moreover, and given the novelty of workplace fun and the lack of research in this field in the context of developing countries, the authors explore the relationship between diversity management and organisational inclusion and explore workplace fun as a predictor of organisational inclusion.Design/methodology/approachA total of 360 questionnaires were collected from nurses in three public hospitals in Egypt. The authors applied a t-test to identify how gender may affect perceptions of diversity management. Moreover, the authors employed hierarchical regressions to test gender and diversity management as predictors of organisational inclusion and to test whether workplace fun can predict organisational inclusion, too.FindingsThe findings indicate that compared to their male colleagues, female nurses respond to diversity management practices more positively. Second, no significant statistical differences in the mean values for female and male nurses were observed regarding their perceptions of organisational inclusiveness. Third, diversity management is positively associated with organisational inclusion for the nurses. Finally, workplace fun mediates the relationship between diversity management perceptions and organisational inclusion.Originality/valueThis paper contributes by filling a gap in human resources (HR) research in the health-care sector, in which empirical studies on the relationship between gender, workplace fun and organisational inclusion have been limited so far.

The moderating role of mobile promotion during current and subsequent purchasing occasions: the case of restaurant delivery services

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Huifeng Pan ◽  
Hong-Youl Ha
Keyword(s):  
Empirical Studies ◽  
Online Reviews ◽  
Survey Study ◽  
Cross Sectional ◽  
Content Type ◽  
Repurchase Intentions ◽  
Price Discounts ◽  
Delivery Services ◽  
Moderating Role

Purpose This study aims to explore the moderating outcomes of mobile promotions in three parts. First, Study 1 is conducted to discover the moderating effect of mobile promotions when consumers initially purchase a restaurant service. Second, Study 2 investigates how the promotion level during subsequent purchasing events moderates the relationship between attitudes toward selecting a restaurant brand (ATRB) and repurchase intentions. Third, the study compares mobile promotion effects between the initial purchase stage and subsequent purchase state. Design/methodology/approach Two studies are conducted to test the hypotheses. Using a longitudinal survey, Study 1 demonstrates the moderating role of mobile promotions (M-promotions) during the initial restaurant choice stage (T). Study 2 extends these findings to the reordering stage (T+1). Findings The results of Study 1 show that price discounts are much more impactful than free delivery when food quality and online reviews are positive. Study 2 shows that price discounts have more substantial effects than gifts at time T+1 when ATRB is positive. The findings are relevant to both scholars and managers, adding insights to discussions on promotions arising from the evolution of consumption experiences. Research limitations/implications Promotions differ in financial value; hence, comparisons of promotional packages may vary during subsequent purchase states, helping to explain subsequent promotion stages and enabling scholars to understand their impact on the food reordering context. Originality/value The fact that no empirical studies have examined the roles of M-promotions during subsequent purchasing stages constitutes a significant gap in extant promotion research. Therefore, this study seeks to fill this gap by providing robust evidence to demonstrate these effects and related temporal mechanisms. Additionally, although the literature on promotion is used mostly in cross-sectional studies, this study addresses a common challenge to reveal dynamics of promotion levels during subsequent consumption periods.

scholarly journals EFFECT OF HR DIVERSITY MANAGEMENT PRACTICES ON EMPLOYEE KNOWLEDGE SHARING: EXAMINING THE MEDIATING ROLE OF TRUST ON LEADERSHIP AND MODERATING ROLE OF COOPERATIVE NORMS

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Irfan Raza ◽  
Keyword(s):  
Knowledge Sharing ◽  
Management Practices ◽  
Sampling Technique ◽  
Diversity Management ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

Purpose:This study was aimed at exploring the effect of HR diversity management practices on employees’ knowledge sharing with mediating role of trust on leadership and moderating role of cooperative norms. Methodology: Quantitative-method research design was conducted in the study and data was collected from 4 large organizations of Pakistan for analysis. Convenient sampling technique was applied and sample size for the study was 256. Thirty-six Likert-type questions were used to collect responses with á = 0.853. Findings: The results demonstrate that HR diversity management has a significant positive effect on employee knowledge sharing. The trust of leadership has a mediating role between HR diversity management and knowledge sharing. Findings also show that cooperative norms have a moderating role between HR diversity management and knowledge sharing; cooperative norms also moderate the relationship of trust on leadership and employee knowledge sharing. Practical Implications: There are significant academic and practical implications which are briefly described in the last part of the study.

How technical and functional service quality drive consumer happiness

2014 ◽  
Vol 25 (1) ◽  
pp. 30-48 ◽  
Author(s):  
Arne De Keyser ◽  
Bart Lariviere
Keyword(s):  
Service Quality ◽  
Empirical Studies ◽  
Service Research ◽  
Content Type ◽  
Financial Measures ◽  
Excellent Service ◽  
The Impact ◽  
Moderating Role ◽  
Practical Implications

Purpose – This study aims to investigate the impact of technical (i.e. what is delivered) and functional (i.e. how is it delivered) service quality on consumer happiness in a multichannel environment. In so doing, this study responds to increasing calls from academics (e.g. transformative service research movement) and practitioners to move beyond pure financial measures when deciding how to manage businesses. Design/methodology/approach – With a sample of 809 customers of a medium-sized Belgian mail order firm, within-class regression models tested for the moderating role of channel usage. Findings – Both technical and functional service quality have positive impacts on consumer happiness. However, depending on the channel(s) used, the quality dimension that has the greatest impact on consumer happiness differs. Practical implications – The findings offer managers insights on how they can create and cultivate consumer happiness by delivering excellent service quality. This study stresses the importance of looking beyond purely financial measures to manage firms, and as such deliver value to consumers, the firm itself and society at large. Originality/value – This study advances transformative service research by being one of the few empirical studies relating service quality to consumer happiness in today's multichannel environment.

Financial access and economic development: the moderating role of financial consumer protection

2019 ◽  
Vol 15 (4) ◽  
pp. 406-424 ◽  
Author(s):  
Maryam Kriese ◽  
Joshua Yindenaba Abor ◽  
Elikplimi Agbloyor
Keyword(s):  
Economic Development ◽  
World Bank ◽  
Financial Literacy ◽  
Compliance Monitoring ◽  
Financial Access ◽  
Policy Makers ◽  
Content Type ◽  
The World Bank ◽  
Moderating Role

Purpose The purpose of this paper is to examine the moderating role of financial consumer protection (FCP) in the access–development nexus. Design/methodology/approach The study is based on cross-country data on 102 countries surveyed in the World Bank Global Survey on FCP and Financial Literacy (2013). The White heteroscedasticity adjusted regressions and Two-stage least squares regressions (2SLS) are used for the estimation. Findings Interactions between FCP regulations that foster fair treatment, disclosure, dispute resolution and recourse and financial access have positive net effects on economic development. However, there is no sufficient evidence to suggest that interactions between financial access and enforcement and compliance monitoring regulations have a significant effect on economic development. Practical implications First, policy makers should continue with efforts aimed at instituting FCP regimes as part of strategies aimed at broadening access to financial services for enhanced economic development. Second, instituting FCP regimes per se may not be enough. Policy makers need to consider possible intervening factors such as the provision of adequate resources and supervisory authority, for compliance monitoring and enforcement to achieve the expected positive effect on economic development. Originality/value This study extends evidence in the law–finance–growth literature by providing empirical evidence on the effect of legal institution specific to the protection of retail financial consumers on the access–development nexus using a nouvel data set, the World Bank Global survey on FCP and Financial Literacy (2013).

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