Journal•ISSN: 1533-2845
Journal of Human Resources in Hospitality & Tourism
Taylor & Francis
About: Journal of Human Resources in Hospitality & Tourism is an academic journal published by Taylor & Francis. The journal publishes majorly in the area(s): Hospitality industry & Hospitality. It has an ISSN identifier of 1533-2845. Over the lifetime, 427 publications have been published receiving 8525 citations.
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TL;DR: In this article, the authors explored the relationships among supervisory support, organizational commitment, career satisfaction, and turnover intention of frontline employees in the hospitality industry and found that a higher level of organizational commitment reduced turnover intention.
Abstract: This study explores the relationships among supervisory support, organizational commitment, career satisfaction, and turnover intention of frontline employees in the hospitality industry. The results indicate that supervisory support had a positive effect on both employees’ organizational commitment and their career satisfaction. Although organizational commitment had no direct effect on career satisfaction, a higher level of organizational commitment reduced turnover intention. Moreover, organization commitment mediated the relationship between supervisory support and turnover intention. The results of this study will assist operators in selecting effective employee training and development approaches, as well as researchers in further investigating impact of supervisory support.
161 citations
TL;DR: In this article, the authors explore the relationship between training and development, and employee job satisfaction, loyalty, and intent to stay in four lodging properties in the United States and find that employees who perceive they have the opportunity to develop new skills are more satisfied with their jobs, more loyal, and more likely to stay with the organization.
Abstract: There is a tremendous amount of literature that explores the relationship between employee job satisfaction and intent to stay. Similarly, recent research in the area of human resources has focused on the impact of human resources practices on various organizational outcomes. In this article the authors explore the relationships between training and development, and employee job satisfaction, loyalty, and intent to stay in four lodging properties in the United States. Results indicate that employees who perceive they have the opportunity to develop new skills are more satisfied with their jobs, more loyal, and more likely to stay with the organization.
150 citations
TL;DR: In this article, the authors investigated the expectations and perceptions of training quality between hotel managers and employees, and suggest implications for improving training quality and increasing training satisfaction, job satisfaction, and intention to stay among employees in the hotel industry.
Abstract: Training has been found to link with improving job satisfaction and employee intention to stay. The purposes of this research were to investigate the expectations and perceptions of training quality between hotel managers and employees, and to suggest implications for improving training quality and increasing training satisfaction, job satisfaction, and intention to stay among employees in the hotel industry. The conceptual model of this study was developed based on SERVQUAL and the ServiceProfit Chain model. T-test showed that employees perceived low training quality, which suggested employees were not satisfied with training quality and that training quality needed improvement. Results of regression analysis showed that training was positively related to training satisfaction and job satisfaction. Job satisfaction led positively to intention to stay. The indirect effect of training quality on intention to stay was mediated by job satisfaction. This study suggests more understanding of the impor...
140 citations
TL;DR: In this article, the authors investigated the effects of individual and organizational factors on job satisfaction and intent to stay of hotel and restaurant employees, and found that both intrinsic motivation and supervisory leadership emerge as sound predictors of employee "intent to stay".
Abstract: While employee turnover has long been recognized as a critical factor to be effectively managed by the hospitality industry, there has been little effort aimed at developing a systematic model to address and predict employee intentions to stay. This research investigated the effects of individual and organizational factors on job satisfaction and intent to stay of hotel and restaurant employees. Analysis of 221 responses obtained from a survey reveals that “job characteristics”, “participative decision-making”, and “pressure/stress”, can be good predictors of “job satisfaction”, while “supervisory leadership” and “intrinsic motivation” may not be a good predictors of “job satisfaction”. Somewhat unpredictably, both “intrinsic motivation” and “supervisory leadership” emerge as sound predictors of employee “intent to stay”. Based on the findings, several managerial implications are discussed.
126 citations
TL;DR: In this paper, the authors examined hiring managers' attitudes regarding selection methods, vital skills sought in new employees, and why their employees quit, concluding that human relation skills are the most important skills employers seek.
Abstract: Through this study the authors examine hiring managers’ attitudes regarding selection methods, vital skills sought in new employees, and why their employees quit. Completed questionnaires were collected from 135 employers. Applicants’ resumes and interviews are the most frequently used selection methods. Consistent with literature, human relation skills are the most important skills employers seek. A major reason for employee turnover is due to salary. The findings suggest the need for discussion on creative human resource approaches and a program to increase employee commitment. Implications for management are included.
114 citations