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Article
Publication date: 14 November 2016

Haiyan Kong, Ning Sun and Qi Yan

This study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and…

Abstract

Purpose

This study aims to explore the influence of psychological empowerment on the career competencies of Generation Y employees and the relationship between empowerment and career satisfaction.

Design/methodology/approach

Generation Y working in the hospitality industry comprised the target population of this study. A total of 500 questionnaires were distributed, and 458 valid questionnaires were obtained. Structural equation modeling was used to analyze the data and to test the causal relationships among the constructs.

Findings

Psychological empowerment was positively related to career competencies and career satisfaction. Moreover, the four dimensions of psychological empowerment, namely, impact, competence, self-determination and meaning, also contributed positively to the career competencies and satisfaction of Generation Y. Findings indicated that empowerment was an important predictor of career management among young employees.

Research limitations/implications

The limitation of this study is the use of convenience sampling method, with participants selected according to their accessibility. Future studies should collect a reasonably broad sample by using probability sampling methods.

Practical implications

The findings of this study provided useful guidance to manage and empower Generation Y employees. First, the importance of psychological empowerment to enhance the career competencies and satisfaction of young employees was proved. Second, this study provided detailed information on how to empower Generation Y employees. Third, this study may help to retain qualified employees by empowering and supporting their career development.

Social implications

This study highlighted the importance of empowerment in managing Generation Y employees. Once Generation Y employees are trusted and empowered, they tend to perform well in both their job and career. Findings indicated that the four factors of psychological empowerment had different contributions to careers of the employees. Results suggest that managers should attempt to assign challenging and meaningful tasks to young employees and to increase their responsibility and impact in the organization. To attract and retain qualified young employees, career competences should be enhanced to achieve a level of career satisfaction.

Originality/value

This study presented new findings on Generation Y and the outcomes of psychological empowerment. Initial evidence on the contribution of empowerment to the career issues of the new generation was proved. The findings outlined detailed information on psychological empowerment by exploring the function of its four factors. The results may serve as a foundation for future research on empowerment and career issues of Generation Y.

Details

International Journal of Contemporary Hospitality Management, vol. 28 no. 11
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 14 May 2018

Haiyan Kong, Xinyu Jiang, Wilco Chan and Xiaoge Zhou

This study aims to conduct an overview of previous studies on job satisfaction, particularly its determinants and outcomes, and the research objectives, main themes and…

Abstract

Purpose

This study aims to conduct an overview of previous studies on job satisfaction, particularly its determinants and outcomes, and the research objectives, main themes and years of publication of previous studies. This study also seeks to analyze research trends on job satisfaction in the field of hospitality and tourism.

Design/methodology/approach

The top hospitality and tourism journals were reviewed, and relevant papers were searched using the keyword “job satisfaction.” Content analysis was performed to identify the research objectives, main themes, influencing factors, outcomes and journals.

Findings

A total of 143 refereed journal papers were collected, of which 128 papers explored the influencing factors of job satisfaction, and 53 papers aimed to investigate outcomes. The predictors of job satisfaction were further classified into four groups, namely, organizational, individual, social and family and psychological factors.

Research limitations/implications

This study conducted a literature review on job satisfaction by using content analysis. A relatively comprehensive review of job satisfaction is provided. However, this preliminary study still has considerable room for improvement given the extensive studies on job satisfaction. Future studies may perform meta-analysis and attempt to find new values of job satisfaction.

Practical implications

Findings may shed light on practical management. From the individual perspective, education, interest and skills were found to be related to job satisfaction. Thus, managers should provide their employees with opportunities to train and update their skills. From the organizational perspective, organizational support and culture contributed positively to job satisfaction. This perspective highlighted the importance of effective management activities and policies. From the social and family perspective, family–work supportive policies must be implemented to enhance job satisfaction. From the psychological perspective, psychological issues were found to be closely related to job satisfaction. Thus, the employees’ stress should be reduced to ensure that they perform their jobs well.

Social implications

This study analyzed the determinants and outcomes of job satisfaction and highlighted the importance of enhancing job satisfaction from different perspectives. The interest of employees should be enhanced, their family–work conflict should be reduced and their psychological issues should be addressed to stimulate their enthusiasm. As job satisfaction contributes positively to organizational commitment and intention to stay, managers should conduct a series of organizational supportive activities to enhance job satisfaction, which will retain qualified employees.

Originality/value

This study conducted extensive research on job satisfaction and drew a systematic picture of job satisfaction on the basis of its determinants and outcomes, research objectives, main themes and journals. All findings were comprehensive and combined to contribute to the literature and serve as a foundation for further study.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 5
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 4 November 2014

Catherine Cheung, Haiyan Kong and Haiyan Song

This paper aims to understand employees’ perceptions of human resources management functions and how these affect brand performance, and the indirect influence of human…

Abstract

Purpose

This paper aims to understand employees’ perceptions of human resources management functions and how these affect brand performance, and the indirect influence of human resources management functions when mediated by job satisfaction in branded hotels in China. Hotel human resources functions, specifically organizational career management, and internal branding in hotels in mainland China were examined. The mediating effect of job satisfaction on the relationship between organizational career management and internal branding on brand performance was also examined.

Design/methodology/approach

A survey of hotel supervisors and middle managers in mainland China yielded 510 valid questionnaires for data analysis. Structural equation modeling was used to empirically test the relationships between human resources management functions (organizational career management, internal branding and job satisfaction) and brand performance in four- and five-star hotels in China.

Findings

The structural equation modeling results showed strong support for the mediating effect of job satisfaction on the relationships between organizational career management, internal branding and brand performance. Interestingly, although internal branding significantly affected brand performance, organizational career management alone did not.

Research limitations/implications

The main limitation was the use of a convenience sampling method, which means respondents may not represent a sufficiently broad sample of hotel employees. Future studies are encouraged to explore internal branding and hotel career management using a probability sampling method.

Practical implications

The findings offer new insights and directions for hotel human resources managers to improve brand performance, either through promoting internal branding itself, or by enhancing organizational career management, internal branding and employees’ job satisfaction to achieve brand performance.

Originality/value

This is the first empirical study to analyze hotel management employees’ perceptions of the relationships between hotel human resources management, employees’ job satisfaction and hotel brand performance in China. The findings demonstrate the usefulness of applying human resources management functions to hotel branding.

Details

International Journal of Contemporary Hospitality Management, vol. 26 no. 8
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 18 January 2021

Haiyan Kong, Yue Yuan, Yehuda Baruch, Naipeng Bu, Xinyu Jiang and Kangping Wang

The prevalence of artificial intelligence (AI) has considerably affected management and society. This paper aims to explore its potential impact on hospitality industry…

Abstract

Purpose

The prevalence of artificial intelligence (AI) has considerably affected management and society. This paper aims to explore its potential impact on hospitality industry employees, bringing enlightenment to both employees and managers.

Design/methodology/approach

Data were collected from a survey of 432 employees who worked in full-service hotels in China. Structural equation modeling (SEM) was used to analyze the data.

Findings

Results presented a positive relationship between AI awareness and job burnout. No significant direct relationship was found between AI awareness and career competencies. Organizational commitment mediated the relationship between AI awareness and career competencies, as well as the relationship between AI awareness and job burnout.

Research limitations/implications

This study contributes to human resource management in the hospitality industry to theoretical and practical aspects. Theoretically, it enriched both career theory and fit theory. Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

Practical implications

Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

Originality/value

The study aims to analyze the impact of AI from a career perspective. It provided theoretical support and evidence for hotel managers for the effects of AI awareness on hotel employees. The study conveys a potential topic of concern that the hospitality industry may face in the future.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 2
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 12 June 2020

Yitong Yu, Shi Xu, Gang Li and Haiyan Kong

This paper aims to provide researchers and practitioners with an understanding of abusive supervision in the context of hospitality. It seeks to conduct a comprehensive…

Abstract

Purpose

This paper aims to provide researchers and practitioners with an understanding of abusive supervision in the context of hospitality. It seeks to conduct a comprehensive review of the area and offer recommendations for future research by exploring the antecedents, consequences, mechanisms and designs of research on abusive supervision.

Design/methodology/approach

Content analysis was conducted to review and analyze studies on abusive supervision in the context of hospitality. Previous studies were searched in the EBSCO, Scopus, Web of Science and Google Scholar electronic databases.

Findings

In total, 36 referred articles related to abusive supervision in hospitality were reviewed across four key areas, namely, antecedents, consequences, mechanisms and research design. After reviewing the research on abusive supervision in the context of hospitality, this paper offers future research directions with respect to research focus and research design.

Research limitations/implications

This paper only included English articles from peer-reviewed journals on abusive supervision. The number of reviewed articles was relatively small. This limitation may have arisen because abusive supervision is a new research field and is still a sensitive topic.

Practical implications

The results of this study may encourage managers to minimize or even halt abusive supervision. From an organizational perspective, formal policies may be developed to regularize supervisors’ behavior. In turn, employees could use this paper to learn further about abusive behavior and how to handle it effectively.

Social implications

The review highlighted the negative consequences of abusive supervision. Managers should urgently realize the seriousness of abusive supervision and develop effective policies to minimize its negative effect.

Originality/value

This paper contributes to the emerging literature on abusive supervision in the context of hospitality by identifying key research trends and framing the outlines of empirical studies. It identifies research gaps, and as the first review of abusive supervision in hospitality, it may encourage researchers to explore the topic on the basis of the characteristics of the sector and offer suggestions for future research.

Details

International Journal of Contemporary Hospitality Management, vol. 32 no. 7
Type: Research Article
ISSN: 0959-6119

Keywords

Content available
Article
Publication date: 4 November 2014

Fevzi Okumus

Abstract

Details

International Journal of Contemporary Hospitality Management, vol. 26 no. 8
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 1 June 2010

Haiyan Kong, Catherine Cheung and Hanqin Qiu Zhang

This paper aims to explore the current situation of career management in China's state‐owned hotels and to delve into employees' perceptions of such activities.

Abstract

Purpose

This paper aims to explore the current situation of career management in China's state‐owned hotels and to delve into employees' perceptions of such activities.

Design/methodology/approach

To obtain a comprehensive view of the career management situation, three qualitative research methods were applied in the study, namely, case study, focus groups, and in‐depth interviews. The results were combined to provide a better insight into career management activities in China and employees' perceptions of these activities. Based on the data collected, career management practices in China's hotel industry are grouped into four dimensions: assessment tools, career development information, professional training, and promotion system.

Findings

The findings of the study reveal that not all Western career management activities are being practised in China's hotels. The results of the qualitative research methods also reveal several career management techniques with Chinese characteristics. Although career management plays an important role in human resources management, there is a gap between hotel career management and employees' career needs. To obtain the best result, it is necessary to find a match between the requirements of the hotel and the aspirations of the individual employee.

Practical implications

Based on the data collected, recommendations and directions on career management practices are established and given to state‐owned hotels management. By developing the four dimensions of career management activities, the paper generates important references and suggestions for further study in the area of employees' career development.

Originality/value

For both hotel operators and hotel employees, the paper is the first attempt to provide comprehensive information concerning China's hotel career management. The development of the four career management dimensions may serve as a basis for future study.

Details

International Journal of Contemporary Hospitality Management, vol. 22 no. 4
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 6 July 2015

Allan Walker and Haiyan Qian

The purpose of this paper is to review English-language publications about school principalship in China published between 1998 and 2013 and to present an overview of the…

Abstract

Purpose

The purpose of this paper is to review English-language publications about school principalship in China published between 1998 and 2013 and to present an overview of the authorship, topics, methodologies and key findings of these publications.

Design/methodology/approach

The methodology includes an exhaustive review of journal articles and book chapters about Chinese school principalship published in the English language. In total, 39 articles and 17 book chapters are identified for the 1998-2013 period. Qualitative analysis is conducted to determine the basic patterns of authorship, topics, methods and key findings. The changes or continuities in these patterns during the study period are also discerned.

Findings

The paper identifies several continuous and discontinuous patterns in each of the review categories and provides a better understanding of on-going research into the practice of school principalship in China. The results also suggest areas that require deeper exploration.

Originality/value

This paper explores the landscape of school principalship in China as reflected in the international literature and indicates the ways that this landscape has changed or remained the same over the years. As such, the paper contributes to the thin knowledge base concerning school principalship in China and sheds light on the enduring local-global tension in the evolution of education systems.

Details

Journal of Educational Administration, vol. 53 no. 4
Type: Research Article
ISSN: 0957-8234

Keywords

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Article
Publication date: 17 April 2009

Haiyan Kong and Catherine Cheung

The purpose of this paper is to offer an overview of the existing English literature concerning the development of China's hotel industry by means of reviewing the topic…

Abstract

Purpose

The purpose of this paper is to offer an overview of the existing English literature concerning the development of China's hotel industry by means of reviewing the topic from three academic online databases.

Design/methodology/approach

The paper reviews published studies found in refereed journals that can be accessed online via Emerald Management Review, ProQuest Basic Search and EBSCO Host Web. A total of 66 refereed journal papers were found over the period 1984‐2007. They were grouped into four major themes: strategy and development; marketing; service quality and human resources management.

Findings

Research on China's hotel development grew rapidly with the rise of China's hotel industry, reflecting the situation, problems, challenges and opportunities affecting hotel development. Strategy and development is a dominant theme, accounting for 43 per cent of all papers.

Practical implications

The paper summarises research on China's booming hotel industry, offers a general review of its historic development and identifies current important issues. The authors recommend further research opportunities examining career development and job satisfaction in China's hotel industry.

Originality/value

This paper is one of the first to profile research related to the hotel industry in mainland China. By grouping the published studies into four major themes, this study clearly demonstrates key emerging issues in China.

Details

International Journal of Contemporary Hospitality Management, vol. 21 no. 3
Type: Research Article
ISSN: 0959-6119

Keywords

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Article
Publication date: 9 February 2015

Haiyan Kong, Sujuan Wang and Xingxing Fu

This paper aims to explore the influence of career expectations on job satisfaction of Generation Y, as well as the mediating effect of career expectations on the…

Abstract

Purpose

This paper aims to explore the influence of career expectations on job satisfaction of Generation Y, as well as the mediating effect of career expectations on the relationship between hotel career management (HCM) and job satisfaction.

Design/methodology/approach

Data were collected from the main tourist cities in China with Generation Y employees working in the hospitality industry as the target population. A total of 442 valid questionnaires were obtained, and structural equation modeling was used to examine the relationships among the constructs.

Findings

HCM contributed positively to employees’ career expectation and job satisfaction. Career expectation was positively related to job satisfaction, as well as mediated the relationship between HCM and job satisfaction.

Research limitations/implications

This study is limited by the use of self-reported data in the cross-sectional design because all participants filled out the questionnaires by themselves. The use of convenience sampling method presents another limitation for this study.

Practical implications

This study may serve as a guide for managers and policymakers. First, this study highlights the importance of effective career management activities. Second, this study may help hotels retain the qualified staff members. Third, this study may help hotel managers respond to the career expectation of their young employees.

Social implications

The meditating effect of career expectation highlights its importance in the career management system. The main force of market labor is Generation Y, who are known for their high career expectation and their emphasis on their career development. The findings indicate that both extrinsic and intrinsic value factors provide greater contributions to job satisfaction than prestige and stability factors. Therefore, hotels must provide a stable working environment, and care more on employees’ intrinsic value. Aside from providing high compensation, employers should also provide career growth opportunities and challenging job to their employees, as they are important motivational factors. By providing tailor-made career activities, hotel managers may satisfy the career expectations and enhance the job satisfaction of young employees, which, in turn, leads to a mutually beneficial situation for both managers and employees.

Originality/value

This study explores the predictors and outcomes of career expectations of Generation Y employees. It highlights the importance of meeting the career expectations and also shows initial evidence on the mediating effect of career expectation. The findings of this study may provide useful guidance to both hotel operators and employees.

Details

International Journal of Contemporary Hospitality Management, vol. 27 no. 1
Type: Research Article
ISSN: 0959-6119

Keywords

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