Search results

The study adopted a conceptualized technological, organizational and environmental (TOE) model to empirically investigate the factors affecting hotel managers’ attitudes toward intelligent agent technology (IAT) adoption in the hotel food supply chain management (HFSCM) and their intentions for future adoption.

In-person survey was carried out in luxury hotels in Florida.

The findings indicated that merely 5.7 per cent of hotels are fully implementing IAT. Perceived benefits, reliability, quality of human resources, information intensity and market capabilities had a statistically significant positive impact on hotel managers’ attitudes. However, complexity and cost had a negative influence on hotel managers’ attitudes toward IAT adoption in the HFSCM. Managers’ attitude further positively influences their intention to adopt.

The validated model helps guide hotel decision makers who are considering IAT adoption in the HFSCM. Hotels that are seeking sources for competitive advantages would better consider the TOE factors in IAT adoption prior to making a decision.

This is the first study that examined IAT adoption in the hotel industry from a theoretical and empirical perspective. The validated model proposed for the adoption of IAT in HFSCM enriched the TOE model and the diffusion of innovations theory.

本论文借用科技、组织、环境（TOE）模型, 实践检验了其酒店经理在HFSCM中对智能代理科技（IAT）的使用和未来使用意向。

采样地点在佛罗里达州的高级酒店, 采用面对面问卷的方式取样。

研究结果表明, 只有百分之 5.7 的酒店全面采用 IAT。感知好处 可依赖性 人力资源的质量 信息密度 市场能力等对酒店经理的态度有积极显著效果。然而, 复杂性和成本对酒店经理在HFSCM上采用IAT有负面影响。经理态度对使用意图有进一步积极影响。

本论文验证的模型对酒店决策者评估 IAT 在 HFSCM 方面的使用有着参考作用, 为了竞争优势, 酒店决策者应该考虑在决策前先考虑IAT使用的 TOE 因素。

本论文是首篇结合理论与实践, 在酒店行业检验对 IAT 使用的文章。在 HFSCM 中IAT使用的验证模型对 TOE 模型和 DOI 理论有显著意义。

酒店食品供应链管理 智能代理科技 IAT 使用 TOE 模型 酒店科技

This paper aims to empirically investigate the influence of the intelligent agent technology (IAT) on hotels’ food procurement practices (FPPRs) and food procurement performance (FPP). The study also explores the influence of FPPR on FPP in hotels.

Data from a survey of managers at luxury hotels in Florida, which yielded an effective sample of 78, were subjected to partial least squares structural equation modeling analysis.

IAT usage has statistically significant positive effect on both FPPR and FPP. Additionally, the results indicated that PPR has a positive influence on FPP.

The study provided academia with a comprehensive review of the prior research on IAT benefits in food supply chain management (FSCM) and a comprehensive explanation of how the hotel FPPR are being performed by IAT. It also offers industry and technology specific insights.

Hotel managers should pay more attention to IAT application regarding the FPPR, specifically gathering information, supplier contract, contacting, requisitioning and intelligence and analysis. Moreover, hotel managers should enhance their employees’ abilities to be technology-oriented to maximize IAT benefits in FPP.

The results represent an extension to the technological innovation literature of the hospitality industry to bridge the gap of IAT in hotel FP. The framework used in the study serves as a foundation for future research studies in the hospitality industry, in FSCM in particular.

本论文旨在研究智能代理科技（IAT）对于酒店食品采购实践（FPPRs）和食品采购效益（FPP）的作用与影响。本论文还探索了酒店业中FPPR对于FPP的作用与影响。

本论文采用问卷采样形式，佛罗里达州豪华酒店经理为问卷样本，有效样本数量为78份。本论文采用偏最小二乘回归（PLS-SEM）的样本数据分析方法来分析数据。

IAT对于FPPR和FPP有着积极有效的促进作用。此外，研究结果还表明PPR对于FPP有着积极促进作用。

本论文对IAT在FSCM领域以及酒店FPPR如何受到IAT技术的促进作用，进行全面理论概述。本论文还为酒店行业和科技领域提供了独到见解。

酒店经理应该多关注IAT在FPPR领域的应用，特别是在搜集信息、供应商合作、采购、以及智能分析方面。此外，酒店经理应该加强酒店员工对于科技的敏感和熟识度，以最大限度发挥IAT在FPP领域的效用。

本论文扩展了科技创新领域的文献，主要展示了IAT在酒店FP领域的应用。本论文采用的理论框架可以作为未来酒店业研究，特别是在FSCM领域研究的理论基础。

智能代理科技，食品采购实践，食品采购效益，供应链管理，豪华酒店

The purpose of this paper is to investigate the following expatriate issues as related to the hospitality industry, from the perspective of practitioners: the most important management skills hotel expatriates should possess, whether these skills vary by the country of origin of the expatriate and parent company, and the most effective cross‐cultural training activities provided by hotel companies.

Data for this exploratory study was obtained from a sample of 66 respondents from lodging organizations with membership in the International Hotel and Restaurant Association (IH & RA). Data was collected by means of self‐administered, web‐based surveys.

Participants in this study indicate that expatriate management skills vary in importance for hotel expatriates. The results of the analysis of variance demonstrate that the importance placed on the different expatriate management skills varies based on country of origin of both the expatriate and the parent company. Respondents and companies originating in different countries place more importance on certain expatriate management skills than others. Analyses also indicate that seven of nine cross‐cultural training activities provided by the parent company are perceived to be effective for the success of an expatriate assignment.

This study suggests that opportunities do exist for international hotel companies to better prepare hotel expatriates for foreign assignments by integrating more effectively issues of cultural awareness into their preparation programs. Additionally, although it may appear counter‐intuitive for a future expatriate to focus on the structure and processes of the home company before embarking on a foreign assignment, the results of this study suggest that such knowledge is very valuable.

While studies investigating expatriation management in the mainstream literature have been growing recently, only a handful of published studies have explored the issue in the hotel industry. Answers to the research questions that guided this study add to our knowledge and enhance our understanding of the issues related to expatriation management within the context of the hotel industry. The present study generated fruitful avenues, especially with regard to the issues related to the variation of management skills according to the country of origin of participants and parent company.

The purpose of this paper is to empirically examine the potential impact of the cultural dimension of power distance on hotel managers' approach to business strategy development.

A survey was administered to hotel top managers in four countries, namely, the USA, Thailand, Malaysia, and Turkey. The questionnaire measured several aspects of strategy‐making process that are subject to differences in culture. Four research questions were answered using analysis of variance.

The results were less supportive to the proposed relationships in each of the research questions, which predicted that managers from varied power distance cultures would exhibit varied degrees of participative style, openness to strategic change, formality of strategic control, and people‐focused orientation when setting strategic goals.

Generalizability of the findings is limited due to the non‐response bias that could not be assessed in the present study, and the reliance on self‐report data.

Hotel managers engaging in international alliances, affiliations, joint ventures, and other forms of collaboration with other managers in other countries should be less concerned about their counterparts' differences in strategic behavior and philosophy.

This study began to fill in the gap in the literature identified by previous researchers by providing empirical support for propositions about the relationship between culture and strategic management. The study provided insights into the process, as well as directions for the progression of the research stream dealing with the behavioral aspects of the strategic management of hotel organizations.

The purpose of this study is to explore food safety measures in catering and special event programs, especially with respect to the knowledge and implementation of knowledge of food handlers in the catering sector in the USA.

A quantitative approach was utilized in this study. A questionnaire was distributed to 557 respondents, representing over 40 chapters in the National Association of Catering Executives. The questionnaire was divided into three sections of food safety (food handling, equipment, and personal hygiene). This study utilized t‐tests and ANOVA to test for differences between gender, training, management status, and employment status with regard to food safety knowledge and practices.

Results suggested that employees in the catering industry who work part‐time need more training and development. Management was seen as more knowledgeable than non‐management personnel and was seen to have more training. Overall the study found that there is a need to focus on training for employees, with even greater emphasis for new employees.

The results of this study provide significant evidence that greater emphasis must take place to require proper training of all employees in the catering sector. An educational training program that focuses on the catering sector can be developed by utilizing the usable factors gained from this research.

The present study provides a national survey representing a large geographic area of the USA, and focuses on catering servers, front‐line staff, and management in the special event industry. This study also combines the safety issues of equipment, personal hygiene, and food handling into one study as a whole to examine the overall knowledge of catering employees in the industry.

The purpose of this paper is to empirically explore the potential association between spirituality and business ethics in a hotel workplace.

A scenario-based quantitative approach was used to collect data from 165 practicing professionals in the hotel industry.

The results show that spirituality, as measured by the Spiritual Transcendence Scale (STS), did not correlate significantly with measures of ethical perception, ethical judgment, ethical intention or perceived moral intensity. There was, however, evidence to suggest that spirituality may be able to contribute incrementally to future research.

This study demonstrates that the dynamic associations between spirituality and ethics may produce different outcomes in different industry settings.

If hotel companies focus on developing ethical standards, the effects on the business ethics of managers could be considerably greater than relying on the spirituality of managers or the encouragement of expression of spirituality in the workplace.

Although the relationship between spirituality and ethics seems to be sensible, the empirical assessments on how managers’ workplace spirituality relate to their business ethics is notably lacking. The present study sought to fill this gap in literature.

The study reported in this chapter was designed to investigate how managers representing public relations (PR), human resources (HR), and corporate social responsibility (CSR) departments use their organizations’ CSR initiatives to attract, engage, and retain job-seeking Millennials. To direct attention to a region that has been plagued with employee attraction and retention issues, this study focused this phenomenon as experienced by organizations located in the state of Michigan. Findings identify ways PR, HR, and CSR departments work together to infuse work cultures with CSR thinking. Four main themes and 14 subthemes emerged among interview data – suggesting that employee recruitment activities should evolve to more fully consider CSR in terms of employee value propositions, organizational culture, and empowering and developing employees.