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The purpose of this paper is to discuss characteristics of dealers training and development in Macau gambling industry by investigating and analyzing the current dealers training and development status of Macau gambling casinos. Training and development prepare and enhance dealer's knowledge and skills to enable them to adapt to the working environment and create a career opportunity in their organization.

In-depth interviews were conducted with Macau casino human recourse manger, and questionnaire survey was used to investigate the views of dealers in training and development provided by their organization.

This paper revealed that the development and training of Macao's dealers are mainly in individual professional skills, including executive ability, professional attitude and communication skills training. According to the current situation of dealer's training and development, a human resource investment policy is that the government requires undertaking a part of the work in the dealers' community.

This paper examined the current demand for talents in Macau gambling casinos focusing on dealers' survey of the casino's training concepts, including training perception, organization arrangement and training information, etc. It is the least published official information, and training and development program in Macau gambling industry wreaked the questionnaire design.

This survey first time revealed a characteristic of dealer's human resources training and development in the Macau gambling industry. The authors got comprehensive and profound understanding of dealers' job skills and career development needs through the professional position and job characteristics investigation and analysis.

The investigation reveals the inadequately training offered for dealers pre-employment. At least, it cannot meet the gambling industry's basic needs for dealer occupation in many ways. The school's training of dealers and the training provided by the casino has a huge gap, which the school's training is a short-term, compared to the gambling enterprises on the professional skills requirements of recruit dealers. But the school in long-term provide a wider range of knowledge for dealers career development.

This research conducted by the author in 2017 showed that dealer training and development views could be used to in the gambling industry in human resource practical management.

This paper aims to investigate the corporate-level determinants (i.e. management commitment) of work ability. It also examined whether mid-level contextual variables intensify the relationship between management commitment and the work ability of senior casino dealers.

A three-level hierarchical analysis of data from 432 casino dealers from 16 casinos was performed to determine the proportion of variance in the dependent variable when the explanatory variables were at varying hierarchical levels.

The findings suggest that management commitment has a positive and significant impact on frontline dealers’ work ability. Furthermore, supervisor support and group trust have moderating effects on the relationship between management commitment and dealers’ work ability.

The current study provides important information on how to increase the ability of aging dealer to remain active and learn new skills.

Work ability has received substantial attention from recent studies of human resources because of its close relationship to employee job skills and competencies. However, to the best of the authors’ knowledge, no conceptual model explains the role of work ability role in promoting and updating human resources management practices and policies.

The purpose of this paper is to empirically investigate the extent of the reported low affective commitment compared to continuance commitment of Chinese casino dealers, to discern if there is a significant difference between the two types of commitment, and to identify factors that could explain the difference between them.

Questionnaire data were obtained from 247 Chinese casino dealers working for the three major casino groups in Macau. Correlations and regressions were used to analyze the data.

Dealers’ affective commitment was significantly lower than their continuance commitment, suggesting dealers do not like their jobs but do not leave them, which indicates they have cognitive dissonance about their jobs. Organizational socialization, organizational support, and supervisor integrity were positively correlated with affective commitment; while value of money, pay satisfaction, and neuroticism, were positively correlated with continuance commitment. Organizational support was the strongest predictor of affective commitment, while the value they place on money was the strongest predictor of continuance commitment.

Casino managers could improve dealers’ affective commitment by facilitating their organizational socialization, especially training and rewards for their work, providing greater organizational support, and fair and supportive treatment from their supervisors.

This is the first study to provide evidence of the difference between affective and continuance commitment in Chinese society, and identifies factors that influence each type of commitment, and may help resolve the employees’ dilemma about their jobs, which is an important concern for Chinese managers.

The aim of this paper is to examine the perceptions female casino dealers have toward gender disparity at work. In particular, the question of whether gender disparity exists, the nature and magnitude of differential treatment, and the effects of the perceived disparity on dealers' work attitudes are investigated.

Face-to-face interviews were conducted with 40 female casino dealers recruited from the six major casinos in Macao. The data were subjected to thematic content analysis.

The results indicate that female casino dealers have more advantages at work than their male counterparts. These advantages do, however, have some negative effects on the work attitudes of female casino dealers.

The sample is limited to Macao participants and the sample size is small. Also, only female casino dealers were interviewed.

This study offers insights to casino operators and academics regarding the perceptions of female casino dealers toward gender disparity at work. It provides recommendations to help offset the disparity and improve female dealers' work attitudes and performance.

This study fills a research void in the literature. The results challenge the traditional assumption that females face more disadvantages at work than males. The study advocates the need to explore whether gender disparity differs in different work settings in order to avoid the problems of generalization and simplification.

This paper aims to establish a service efficiency-oriented framework for training design and evaluation as a pivotal service procedure in the workplace to fill the gap between training and organizational performance in a service context.

A semi-structured interview was first employed to confirm the primary indicator for training programs and criteria design as the pivotal factor for operational efficiency. An observation experiment was subsequently conducted to reveal that the training program can be redesigned according to the concrete operation effects and influencing factors for operational efficiency in the workplace.

The proposed service efficiency-oriented training model is suggested to underline and guide the activities for training requirements, training methods, training criteria and training evaluation for the service sector. Training auditing, analyzing and redesigning based on service efficiency could help to integrate service efficiency so that service organizations can readjust their specific training needs and concise the training program in the human resource management practice.

This study only conducted an on-site observational experiment on one of the casinos in Macau. An observational method assessed the conceptual model in the context of table game operations. More quantitative approaches like AI-assisted systems may be employed in the future. The representativeness of the sample is somewhat limited. In addition, the service efficiency-oriented training concept model is an open system that any organization could extend by incorporating more elements in each part that can be developed to meet their human resource management needs. Finally, other service-oriented organizations like airlines and banks can learn from the theoretical model proposed in this article. It is suggested that non-profit organizations would be a better research area.

The finding can provide organizations and practitioners with insights and tools on how to provide and evaluate service efficiency and assess employee performance.

The proposed service efficiency-oriented training model provides a theoretical foundation for training and organizational performance for service organizations.

This study is the first to develop a service efficiency-oriented training framework with training needs, methods, criteria and evaluation. A service industry sample was used to verify the framework in the context of casino game pace and dealer training for table games. Suggestions for a combination of management are provided for casino operators to redesign and evaluate the dealer training program for service improvement.

This study aims to develop a theoretical framework that specifies how corporate social responsibility (CSR) and ethical climate (ETHIC) affect pride in membership (PRIDE), and in turn, attitudinal responses (i.e. job satisfaction and turnover intention) among employees, solely focusing on dealers in the casino industry. In addition, the moderating role of customer orientation is examined for internally motivated enjoyment (ENJOY) and externally motivated needs (NEED).

This study uses a non-probability convenience-sampling method by distributing 400 individual questionnaires to respondents. A total of 358 responses are used for data analysis using exploratory and confirmatory factor analyses. Furthermore, this study tests the proposed hypotheses using structural equation modeling.

This study finds the effect of CSR on ETHIC and the effect of ETHIC on PRIDE along with the subsequent effect on attitudinal responses. Findings also reveal a significant moderating role of ENJOY (NEED) on the relationship between ETHIC (CSR) and PRIDE (PRIDE).

This study provides meaningful contributions to extant casino CSR literature, as well as opportunities for future research. The topic may be further explored from cross-cultural perspectives and adapt a methodology to enhance the generalizability and applicability of the findings.

This study attempts to explore the CSR effectiveness on casino dealers, in whom past empirical examination has found little interest. Moreover, according to the multi-experience model, this study investigates the relationships among CSR, ethical climate and pride in membership that have been rarely verified in the past literature. Finally, this study reveals a significant moderating role of ENJOY and NEED that has not been explored, particularly among casino dealers.

This paper sets out to examine the relationship between work performance and job satisfaction in Macao's casino hotels and to attempt to determine how job satisfaction may be enhanced to improve work performance.

A survey was conducted among Macao casino hotels' employees to collect data on work performance and job satisfaction. Coefficients of correlations were computed to determine the relationship between the two. Job satisfaction drivers were identified through backward stepwise regression analysis.

Mediocre interpersonal skills are the major weakness of the labor force and job satisfaction is significantly correlated with job performance. Training opportunities, salaries and benefits, and support from colleagues and superiors are significant drivers of job satisfaction.

The paper used convenience sampling and the survey was not exhaustive to include all possible job satisfaction drivers. Also, social desirability bias may exist in the employee survey. Future research should use probability sampling, if possible, and include more potential job satisfaction variables to find out how employee job satisfaction may be maximized. Furthermore, a study based on customer survey is desired for examining Macao casino workforce performance. While the findings are applicable to Macao casino hotels, they do provide evidence from the gaming industry to support the theory on job satisfaction drivers. The findings may also carry important implications for gaming jurisdictions with low incomes such as those in East Europe and Southeast Asia.

The study provides an assessment of the Macao casino hotel workers' performance and job satisfaction and offers useful insights on how work performance and job satisfaction may be improved. On‐the‐job training is proposed for the industry to boost job satisfaction and work performance.

Labor force performance has been a concern for the Macao gaming industry but has been thinly researched. The paper identifies problems in work performance as related to job satisfaction and proposes solutions. The identified solutions should help improve job satisfaction and workforce performance for Macao casino hotels.

The legalization of gambling is moving this once deviant sector into the mainstream of commercial entertainment, with the global hotel-casino increasingly adopted as a state initiative on economic redevelopment. But corporate capitalist interests do not result in universal trends since local regulatory frameworks are crucial. Although gambling is being normalized as mass consumption, it remains to some extent an exceptional business, subject both to global innovation in the technology of surveillance and variable local controls. The paper argues that the effects of glocalization on the organization of work are equally variable, drawing on fieldwork and case studies from the USA, Australasia and the U.K.

The purpose of the study is to examine the livelihood impacts, any inequalities and poverty consequences in the special administration region of Macao, following the liberalization of the gaming industry and the subsequent development of casino resorts.

A descriptive research design was used, which adopted the case study method to conduct this research study. Semi-structured interviews were conducted to identify and gain better understanding of the impacts influencing residents’ livelihoods. Content analysis was used to analyze the data.

The findings identified and examined the major livelihood impacts affecting local residents, and the recommendations of local residents in addressing these impacts were provided.

The research was conducted as a descriptive cross-sectional study. To fully understand holistically the recent casino development and monitor the likelihood outcomes, a longitudinal study could be undertaken. The unit of analysis for this study was individual residents. Not all stakeholders representing different groups and organizations in the community were included, such as local authorities and community groups.

The result of this paper can provide policy-makers, planners and non-government organizations with a better view of the consequences of casino tourism development. The study will extend our knowledge of casino tourism development and enhance decision-making regarding tourism development that can deliver “real” rather than perceived benefits for all in the community.

The purpose of this paper is to investigate the influence of gender characteristics in the labor market of Macao and in gaming companies' employee-selection process.

The paper uses logistic regression to test the statistical significance of gender characteristics in the labor market and the employee-selection process, while data are drawn from the Statistics and Census Service of Macao. The marginal effects of gender characteristics on the probability of working in the gaming sector and non-gaming sector are calculated for practical significance.

Gender characteristics are statistically significant in the labor market. For the age groups of 45–54 and 55–64 years, females with educational attainment (senior secondary or below) tend to have a higher probability of working in the gaming industry, while for the young age groups of 25–34 and 35–44 years, the impact of gender characteristics tends to be much smaller, suggesting that gender inequality is less severe in young age groups. This can be explained by the change in focus of the gaming industry from the traditional gaming component in the past to non-gaming components in recent years.

This paper is intended to give information about the impact of gender characteristics on the labor market of Macao, after controlling for age and educational attainment. Scholars may utilize the insights from this paper to make comparisons between different economies and Macao and investigate whether the findings related to gender characteristics are consistent.