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This study offers a global comparative analysis of variables associated with job satisfaction, specifically work-life balance, intrinsic and extrinsic rewards, and work relations on job satisfaction for hotel housekeepers.

The study analyzes these variants across 29 countries using International Social Survey Program data.

Findings indicate significant differences in job satisfaction for hotel housekeepers across countries, lower job satisfaction for hospitality occupations compared to all other occupational categories, lower job satisfaction for hotel housekeepers than employees in other hospitality occupations, and a statistically significant positive impact of some elements of work-life balance, intrinsic and extrinsic rewards, and coworker relations on job satisfaction.

The hospitality industry is characterized by poor work-life balance, high turnover rates and limited rewards. Hotel housekeepers report lower levels of satisfaction than other hospitality workers in terms of work-life balance, pay, relationships with managers, useful work and interesting work. Housekeepers play an important role in hotel quality and guest satisfaction. As such, understanding and addressing factors contributing to job satisfaction for hotel housekeepers is critical for managers

This paper aims to address the issue of why students want to drop out from a course and suggests appropriate strategies to enhance student retention.

A sample of 260 hospitality management students were surveyed based on both Tinto's model of student–institution integration and a theory of planned behavior on student departure. The research applies data mining and decision tree using the classification and regression trees (CART) method as an analytic tool to identify a group, discover relationships between groups and predict future events for segmentation.

The results regarding the demographics indicate that the most critical factors of dropout included residency status, financial situation, quality of class and occupation.

This is a limited US sample, based on student perceptions only and not lecturer or institution perceptions.

The paper provides empirical evidence of student perspective along with institutional and learning environment factors. It includes data from students who are currently enrolled (which previous literature has not covered) by testing student–institution integration and planned behavior on student departure.

This paper aims to examine the impact of a firm’s governance characteristics on the signals released during the initial public offering (IPO) process. This paper focuses on the role of the firm’s founder and how different signals convey or diminish agency issues of adverse selection and moral hazard prior to IPO. This study also explores the performance impact (underpricing) of firm founder involvement on signal effectiveness.

This paper examines 122 firms during the IPO process to determine the influence that the founder’s presence, position and ownership has on signaling behaviors as well as on firm performance.

The authors find that founders influence how often the firm files amendments to the prospectus. Furthermore, the results suggest that agency-reducing signals are complicated and can interact to enhance either positive or negative signals that impact underpricing at IPO.

The findings offer insights concerning how signalers can more effectively manage multiple signals that may interact negatively with firm characteristics. This study also provides contributions to both signaling and agency theories, discusses implications for practitioners and suggests opportunities for future research.

This has important implications for founders and managers of firms approaching IPO. The results suggest that founders are better off filing fewer addendums to their S-1 during the IPO process as this decreases underpricing. Underwriters and investors will be interested in these outcomes as identifying signals is an important factor when pricing firm valuation. Similarly, investors seek to identify firms that have a higher likelihood of underpricing because underpricing increases investor recognition and subsequent long-term impact on performance.

The findings offer insights concerning how signalers can more effectively manage multiple signals that may interact negatively with firm characteristics. The authors extend research in entrepreneurship and marketing by exploring indirect ways firms can communicate to investors using signaling, to increase value during the IPO process. This study provides contributions to both signaling and agency theories, discusses implications for practitioners and suggests opportunities for future research.

This paper brings in relevant entrepreneurial behavior theory to understand the ownership decisions founders make during the nascent stage of new venture creation, and how such decisions impact the viability of the firm.

The authors examine the behavior and decision making of 137 lead founders during the nascent stage of new venture creation. Psychological ownership and environmental uncertainty are measured of lead founders when dividing up firm ownership among the founding team. Using a longitudinal approach, these nascent-stage decisions are then analyzed to understand the impact on the new venture one year later.

Counter to prior research suggesting teams are better off with identical wages and ownership, the authors find such harmony (i.e. “kumbaya”) pursuit to be a detriment to new venture emergence. Specifically, this study finds that nascent ventures are better off with an unequal ownership split among the founding team members. These findings suggest that nascent firms with an unequal split are more likely to move beyond the nascent stage and launch a functional business.

Although the results of this study offer a valuable contribution to lead founders and new businesses, the study looked at each startup independent of another and is therefore not able to draw any conclusions related to competitiveness.

Lead founders and founding teams frequently divide ownership evenly among the founders. This paper shows that, while convenient, the decision to divide ownership equally can hamper a nascent firm as it moves toward the launch phase of the startup process. These results should motivate founders to think deeply regarding the ownership structure decision and, at the very least, consider the possible negative costs associated with the pursuit of founding team unity.

While scholars have brought attention to the nascent stage, few have identified and analyzed the decisions that take place during this critical time of the new venture development process. Furthermore, even is less is known of the impact nascent decisions have on startup launch. This study sheds light on these areas.

Seeks to outline the policy and practice of the International, Textile, Garment and Leather Workers’ Federation, with respect to multinationals in the sector. Explains there is an anti‐union stance on the part of some multinationals, a plethora of existing regulatory frameworks and possible joint employer resistance to such a development. Concludes that while the Federation is in line with other global unions, the negotiation of agreements is a much harder object to realise.

How do corporations define their communities? Corporate social responsibility (CSR) is one issue that may help us to answer this question. We argue that CSR represents actively adopted strategies in response to the pressures corporations face in the local institutional environments in which they are embedded, where corporations define geographically situated institutional variations as community. We show corporations (especially publicly traded corporations) have been aggressive in adopting CSR practice when they are located in (1) areas high in union density or (2) federal appellate jurisdictions that have been aggressive in protecting workers' rights, while being far less philanthropic if located in Right-to-Work jurisdictions. Drawing on research in neoinstitutional analysis, we interpret these findings to indicate corporations respond to localized union strength by adopting strategies that allow them to appear responsive to their social contract, and hence legitimate. Interestingly, corporations appear more concerned with their community's union strength than with regard to their own particular union exposure, at least as related to CSR practices.

Why are the trade unions disinterested in stress? Research into this, and the stress‐related factors of trade union activity.

Focuses on “big business” and what is seen as its growing influence on the state of the world and argues that increasing globalization is posing significant challenges that require new thinking about global governance, particularly with regard to international trade. Businesses are required to operate within legislative and economic frameworks created by governments and should be helped to develop global, values‐based systems of management rooted in internationally accepted principles. Concludes that corporate social responsibility will only make a visible difference if the concept is fully integrated into corporate principles and practices, and if progress is monitored over time.