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This study aims to examine how operator type moderates the relationship between hotel information technology (IT) expenditures and operating performance.

By adapting and extending O’Neill et al.’s (2008) and Hua et al.’s (2015) research, this study constructed an empirical model and tested proposed hypotheses, with Newey and West (1994) errors computed to accommodate potential heteroscedasticity and autocorrelation issues.

Operator type moderates the impact of hotel IT expenditures on operating performance. In particular, it appears that the operator type of franchising exerts a stronger moderating effect compared with other operator types explored.

This study, as the first of its kind, shows that the choice of operator type shapes how a hotel can effectively use IT expenditures to improve operating performance. This finding can be beneficial for hotel owners when making operator type decisions. In addition, operator type moderates the direct impact of IT expenditures on revenues and gross operating income. This study’s results show that franchised hotels seem to use IT expenditures more effectively compared with independently owned hotels.

This study contributes both theoretically and practically to understand how operator type moderates the relationship between IT expenditures and hotel performance. The research outcome provides a more holistic view that governs the relationships between IT expenditures, operator type and operating performance.

This study reviews existing research and current applications of artificial intelligence (AI) in the hospitality and tourism industry. It further proposes a new evaluation framework to inform the susceptibility of AI adoptions.

This is a synthesis and evaluation study that qualitatively summarizes and presents findings on AI applications in the hospitality and tourism industry. Current AI applications are rated using a seven-dimensional framework based on Rogers' (2003) diffusion theory.

AI adoption susceptibility in the hospitality and tourism industry varies based on the type of AI. Search/booking engines, virtual agents and chatbots rank high in the adoption susceptibility.

This study bridges innovation diffusion theoretical underpinnings and AI applications. The findings support researchers, developers and managers in evaluating the adoption susceptibility of AI technologies in the hospitality and tourism industry.

This paper is among the few that focus on assessing AI adoption susceptibility in the hospitality and tourism industry. This paper develops a theory-based framework for systematically evaluating AI innovations in hospitality and tourism.

This paper aims to examine transferable skills and viable career transition pathways for hospitality and tourism workers. Future career prospects are discussed, along with the importance of reskilling for low-wage hospitality workers.

A network analysis is conducted to model skill relationships between the hospitality industry and other industries such as health-care and information technology. Multiple data are used in the analysis, including data from the US Department of Labor Occupational Information Network (O*NET), wage data from the Bureau of Labor Statistics and job computerization data (Frey and Osborne, 2017).

Although hospitality workers have lower than average skills scores when compared to workers from other career clusters included in the analysis, they possess essential soft skills that are valuable in other industries. Therefore, improving hospitality workers’ existing soft skills may help them enhance their cross-sector mobility, which may allow them to obtain jobs with a lower likelihood of computerization.

The findings shed light on workforce development theories and practice in the hospitality industry by quantitatively analyzing cross-sector skill correlations. Sharpening transferable soft skills will be essential to enhancing hospitality workers’ career development opportunities.

To the best of the authors’ knowledge, this is the first study that specifically examines the skill taxonomy for the hospitality industry and identifies its connection with other in-demand career clusters.

The purpose of this paper is to develop an instrument to measure service competencies and explore the relationship between service competencies and service quality.

Data were gathered from 207 frontline employees (FLEs). A confirmatory factor analysis was conducted to examine the goodness-of-fit of the FLE service competence scale. Further, the partial least squares technique was used to analyze the data gathered from 252 customers to clarify the relationship between service competencies and perceived service quality.

The results indicate that the instrument demonstrated high reliability, stable dimensionality and predictable relationships with service quality within the nomological network of service competencies. Moreover, the results provide evidence for the position that FLE interpersonal competencies are positively associated with the service quality dimensions of reliability, responsiveness, assurance and empathy, and that FLE professional competencies are positively associated with reliability and assurance of service quality.

The study has limited generalizability given the convenience sample and the wide variety of service industries. Implications regarding which specific FLE service competencies FLEs should focus on to enhance specific customer perceptions of service quality are also discussed.

The present paper contributes specifically to understanding how service competencies of FLEs can influence consumers’ perceived service quality, and developing an instrument to measure service competencies.

The purpose of this paper is to examine the effect of organizational commitment to employees (OCE) on organizational performance through two different approaches – a configurative approach and a universalistic approach. The theoretical model formulated in this paper integrates both propositions with the aim of analyzing which has the most relevant impact on organizational performance.

Structural equation models were applied to test these propositions by means of a survey of a random sample of 230 service firms.

It was found that the configurational hypothesis is more important than the universalist hypothesis.

The study only included information from one member of executive management staff. This study is an initial attempt in the strategic human resource management literature to examine the configurative perspective as a covariation pattern.

OCE by itself does not affect organizational performance. It is necessary to consider the context in which it is applied in order to understand the effect of OCE on performance. This explains why not all employers pursue an OCE model.

It is proved that “fit as covariation” can be adequate for studying the configurative theory. A complementary vision of the configurative and universalistic hypotheses was adopted, according to which these two hypotheses are not contradictory and could be tested simultaneously.

This study aims to examine how the amount and type of flexibility in work schedule (flextime) and work location (telecommuting) may be related to receiving fewer training and development opportunities. Given that under flextime, employees remain at the work location, while under telecommuting employees are removed from the regular work site and social system, the paper expects that as employees have more telecommuting flexibility, they will receive fewer training opportunities, which in turn will be associated with more negative job attitudes and behaviors.

Participants (n=298) were recruited from a healthcare and a software development firm. Employees provided self-report ratings of their intentions to quit and supervisor supportiveness. Supervisors rated employees' citizenship behaviors and the flextime, telecommuting and training and development practices for the job positions.

As employees possess greater flexibility to telecommute, they received fewer training and development opportunities, while employees with greater work schedule flexibility (flextime) actually received more training opportunities. Additionally, the paper finds that training and development mediates the negative relationship between telecommuting flexibility and organizational citizenship behaviors. Thus, as employees had greater telecommuting flexibility, they exhibited lower levels of organization citizenship behaviors.

This study provides evidence of how greater telecommuting flexibility that leads to decreased training and development opportunities may negatively influence employees' citizenship behaviors. The study also supports that flexibility to work away from the regular work location and not schedule flexibility, is the key antecedent. The findings suggest that supervisors should monitor the amount of training opportunities provided to employees with telecommuting flexibility.

This is one of the few studies to examine telecommuting flexibility: the extent to which employees can work at home and modify their schedule in order to do so. It is also one of the few studies to compare how work schedule and work location flexibility may be differentially related to training and development. The paper examines the potential trade-offs between this flexibility and receiving fewer training and development opportunities.

The purpose of this study is to investigate whether fees discounting exists in Malaysia and whether such a practice impairs auditor independence.

The paper employs a panel least regression of 3,003 firm‐year observations of firms listed on Bursa Malaysia for the period between 1996 and 2006. The paper collects the audit fees, auditor's identity and other firms' characteristics data from Compustat Global, Stock Performance Guide Handbook and annual reports. The annual reports are obtained from the Bursa Malaysia's web site and Mergent Online database. The paper removes initial public offering (IPO) firms, firms involved with PriceWaterhouse and Coopers and Lybrand merger and firms forced to switch auditor during the Arthur Andersen implosion in 2002.

The analysis shows that price cutting occurs on initial audit engagements even when audit fees are publicly disclosed. Further tests suggest that the auditor recovers the “sunk cost” invested during the initial engagement only during the fourth year of their audit engagement. Further, the paper finds price recovery is not significantly different from normal audit fees charged for the continuing audit engagement during the first three year period of engagement, as the audit firms will only recover the cost on the fourth year of engagement. Overall, this finding has an important implication for regulators, as it suggests that price recovery due to “lowballing” does not impair auditor independence.

Due to data unavailability, this study does not consider other unique factors that determine audit fees in Malaysia. Among them are political connections, institutional investors and ethnicity.

This is the first study that examines audit pricing during an initial engagement in Malaysia.

The purpose of this paper is to explore the extent to which project preferences and social capital constrain mobility in project‐based careers.

The paper analyzes the careers of 352 individuals who entered the motion picture industry between 1988 and 1990. It uses motion picture credit histories to generate role sequence paths. The paper quantifies differences between paths using optimal matching techniques and cluster analysis to classify paths into clusters. It validates the classification by testing hypotheses about differences between path clusters.

In addition to a large group of individuals who exit the industry after the initial credit, the paper identifies three distinct clusters of career paths that exhibit differences in the sex of individuals on them, in the persistence of relationships with employers, in employer characteristics, and in the nature of subsequent projects.

Because the paper is exploratory, general hypotheses are tested. Motion picture production may be an extreme example of project‐based production, which would limit generalizability.

Managers, individuals and career experts should recognize that mobility can be constrained and channeled by preferences in project type and by social capital. Employer celebrity appears to play no role in the careers of assistants, but control over many projects plays a significant role.

The paper demonstrates non‐organizational constraints on mobility in project‐based, apparently boundaryless, self‐managed careers.

The purpose of this literature review is to critically analyze, synthesize and integrate the currently fragmented literature concerning the factors affecting the international transfer of individual career capital (CC).

This paper is a systematic literature review of the factors affecting the international transfer of individual CC from/for expatriates, repatriates and other employed highly skilled migrants and return migrants. The findings are classified based on the Social Chronology Framework (SCF) proposed by Gunz and Mayrhofer (2015).

This systematic literature review suggests that the international transfer of individual CC, which can be expressed both as (1) individual-level transfer across different organizations located in different countries as the direct use and application of CC and (2) individual knowing-how transfer to other individuals within organization, is affected by the individual, organizational and broader contextual-level factors that are bound by the aspect of time. The authors summarize the findings by presenting a model of the factors affecting the international transfer of individual CC.

The authors align the CC framework (Defillippi and Arthur, 1994) to the SCF (Gunz and Mayrhofer, 2018) by explaining the factors affecting the international transfer of individual CC that go beyond the qualities of CC, including the Being, Space and Time domains. Moreover, the authors critique the current focus on the international CC transfer in the present suggesting that future research should explore this phenomenon as a more dynamic process. Finally, the authors contribute to the literature on the global mobility of highly skilled employees' by highlighting gaps in the knowledge of the international transfer of CC and presenting a future research agenda.