Search results

The importance of inclusive leadership has been recognized by scholars and practitioners alike. However, the ways in which inclusive leadership can be achieved and implemented in hospitality seem to be unclear. In order to answer how inclusive leadership can be put into practice in hospitality, this paper explores (1) employees' and managers' perceptions of inclusion and (2) diversity practices in hotel organizations.

By espousing a qualitative methodology, semi-structured interviews with management representatives, as well as local and foreign employees of 4- and 5-star hotel organizations, were utilized in order to identify what inclusive leadership looks like in theory and in practice. Data were analyzed via thematic analysis and the utilization of the NVivo software.

Findings suggest that an inclusive leader should be caring and respectful, pursue fair treatment, support employee development, express employee appreciation and recognize their role in social inclusion more widely.

This original work reduces the research-practice gap in the field of diversity management by providing succinct recommendations to hospitality managers in the form of an adaptable best practice framework. The diagrammatic framework includes the values related to inclusive leadership as they emerged, as well as the practices through which each theme could be enacted.

This study aims to examine the association between the elements which influence the career decision-making process of tenured hospitality employees and their existing level of career satisfaction (CSat) and future intention.

Adopting a quantitative approach, a questionnaire survey collected data from 564 individuals working as full-time employees at all levels of the hierarchy in four- and five-star hotel establishments in Cyprus. Structural equation modeling analysis, preceded by exploratory factor analysis, was utilized to assess the constructs’ relationships and address the postulated hypotheses.

The results suggest that accurate job-person fit, reflective career awareness and the individuals’ pragmatic occupational perceptions, positively influence their CSat and, subsequently, strengthen their intention to remain and progress within the industry.

The study’s setting, the Cyprus hospitality industry, a Mediterranean seasonal destination with unique operational characteristics, may limit the generalizability of the findings to business environments in other regions.

Insights are of interest and value to stakeholders, including academic scholars wishing to build on this investigation, industry professionals striving to revitalize interest toward relevant professions, career counselors’ vocational decision guidance tactics and strategies and individuals envisioning a prosperous hospitality career.

The paper enhances and enriches our conceptual knowledge of a relatively barren landscape, investigating the behavior of mature employees’ choice of a hospitality career.

Fitness centers have become quotidian fundamentals. Consequently, center managers face escalating competitiveness to sustain their businesses. Saudi Arabia's Vision 2030 emphasizes quality of life and the gravitation toward healthy lifestyles. The service quality of fitness centers is an essential factor influencing customer satisfaction. Owing to the dearth of research on this topic, especially on female-only fitness centers, this study aims to investigate the factors affecting the service quality of female fitness centers in Saudi Arabia regarding satisfaction. Additionally, this study examines the moderating roles of age and income on the relationship between service quality and satisfaction.

The Service Quality Assessment Scale (SQAS) was adopted with five of the original dimensions (staff, workout facilities, physical facilities, exercise program and locker room) and two newly added dimensions (parking and social environment). This study also investigates the moderating roles of age and income on the relationship between service quality and customer satisfaction.

All SQAS dimensions positively affected the quality of fitness centers. Furthermore, the service quality of fitness centers increased women's satisfaction, and age and income moderated the relationship between service quality and customer satisfaction.

Fitness centers are highly competitive, and this study offers insights for managers of such facilities to improve customer satisfaction.