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This study aims to find out the ethical beliefs of hospitality and tourism students in Hong Kong by using a questionnaire with 21 ethical statements. From the 402 valid questionnaires received, four major dimensions were identified by factor analysis. The highest level of tolerance, or in other words, the lowest ethical standard, was found towards “violations of school rules”, followed by “plagiarism and copying assignments”. “Unfair advantage” was ranked third whilst “selfishness” has the lowest level of tolerance (highest ethical standard). Independent t‐test and ANOVA analysis reveal that types of school attended, gender and level of program have various degrees of influence, while religious background and age show no indication of significant impact. In view of the limited resources and teaching hours available, it is recommended that priority should be given to the teaching of “business ethics” as it impacts on students’ moral development and future career in the industry.

This study aims to investigate how Chinese hotel employees (Zhejiang province in mainland China) perceive unethical managerial behavior. It targets to identify any underlying dimensions that exist among the hotel employees. This study also aims to discover any relationship between overall job satisfaction and the derived dimensions. The effects of demographic variables on employees’ job satisfaction and its relationship with unethical managerial behavior are also investigated. Recommendations are presented to hoteliers and human resources practitioners on developing an ethical climate in the hotel industry.

Quantitative mixed methods incorporated both in-depth interviews on identifying 20 unethical managerial behaviors among hotel employees, and statistical analyses of the dimensions of the said behaviors were applied to this research. As quantitative analysis was the principal data analysis method adopted to test the hypotheses on hotel employees’ perception of unethical managerial behavior and job satisfaction, a self-administrated questionnaire was developed. A total of 268 completed questionnaires were collected, and factor analysis, multiple regression, independent t-test and ANOVA were conducted to analyze the data.

Three factors of unethical managerial behavior were developed: unethical treatment of employees; unfair and broken promises to employees; and inequity and unsympathetic treatment of employees. “Unethical treatment of employees” was found to be significantly related to overall job satisfaction among hotel employees in multiple regression analysis. Demographic differences were also found to exert effects on the three factors and overall job satisfaction.

This paper successfully identified three underlying dimensions that exist among Chinese hotel employees’ perception of unethical managerial behavior. Three recommendations are presented to hoteliers as well as human resources practitioners for developing an ethical climate in the hotel industry.

This study contributes to advance the understanding of the hotel employees’ perception of unethical managerial behavior. The relationship between job satisfaction and the derived three underlying dimensions is discovered.

Unethical consumer practices in Asian countries have attracted much attention from business practitioners. The availability of counterfeit products such as computer disks, fashion clothing and watches, etc., provide a negative impression to the business world. This research aims to investigate the job‐related ethical beliefs of hotel employees in Hong Kong. The results show that the four‐dimensional factors model as suggested by Vitell and Muncy (1992) can explain hotel employees’ job‐related ethics. Correlation analysis revealed that there was a significant relationship among the four factors and the general attitudinal statements. Significant differences were observed when analysing the demographic variables (i.e. age and education level) with the four factors including: no harm; unethical behaviours; actively benefiting; and passively benefiting. The results suggest the need for a clearer ethical policy for employees, and the identification of the behaviours that are viewed as “no harm” in the work environment. Hotel management will benefit by being able to identify those areas where employees need guidance and education.

The purpose of this study is to provide relevant information for non‐Chinese hoteliers and caterers who plan to engage in the Chinese food service industry within or beyond China’s boundaries. A total of 152 Chinese restaurant managers working in Hong Kong hotels were surveyed. Factor analysis revealed five underlying dimensions: congenial job context, desirable job content, job status and prospects, self‐fulfilment and accountability, and Confucian work dynamism. Chinese restaurant managers were found to value secure employment, pleasant physical working conditions, high earning and good co‐operation with superiors and peers. Recommendations are made to the concerned government and hotel senior management including: the gender diversity for managerial workforce; managerial competence enhancement for female managers; adoption of unified strategies and plans for the joint ventures or wholly owned foreign hotel companies; introduction of formal vocational education and technical training system for Chinese food service personnel; and, restoration of Chinese ethics through public education and hotel internal training programs.

This study aims to examine how the perceptions of hospitality and tourism management (HTM) undergraduates about their parental influences predict their career choice intention with regard to the hospitality and tourism (H&T) industry in China.

A self‐administered questionnaire containing 22 parental influence attributes was given to both junior and senior students studying HTM programmes. Primary research on students' perceptions of parental influences on career choice has been undertaken in ten universities across five cities in China, with 566 valid samples acquired as a result.

Three out of six parental influential factors derived from 22 attributes are determined as being the salient predictors for students' H&T career choice intention. Those three factors are “perceived parental supports of the H&T industry”, “perceived parental career concerns about welfare and prestige”, and “perceived parental barriers to career choice”. Demographic differences in parental influential factors are also revealed in the study.

The findings need to be confirmed by further evidence from other countries with different cultures. Future research should investigate students studying different majors, or at various educational levels. The variables of internship experience and colleges or universities being attended also deserve more attention. Another interesting topic would be to study parental influences on career choice from the parents' perspectives.

The knowledge obtained from the study will increase the very limited understanding of the effects of perceived parental influences on career choice, which might then lead to more attraction and recruitment of students to the H&T industry in China.

Aims to identify the job‐related barriers to creativity as perceived by managers and supervisors in the Hong Kong hotel industry. Two pilot tests using individual in‐depth interview and dichotomous selection test were conducted to identify possible barriers. Based on the result of the first pilot study, 25 job‐related barriers to creativity were consolidated and finally 17 statements were developed through the respondents’ selection in the second pilot study. Factor analysis of Principal Components Analysis with a Varimax Rotation was conducted and four major dimensions of barriers were identified with a factor loading of 0.5 or higher. Significant differences were observed when analyzing the demographic variable of education with the factor of “fear of change and criticism” and “time and work pressure”. Suggests recommendations on how to reduce the barriers inhibiting creativity in the hotel industry aiming at improving the creative potential of hotel employees.