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1 – 10 of over 5000Tong Wen, Jieyi Li and Zengxian Liang
The purpose of this paper is to explore self-management among informal tourism employees in urban China with the theoretical basis of Jianghu and reveal the forming process and…
Abstract
Purpose
The purpose of this paper is to explore self-management among informal tourism employees in urban China with the theoretical basis of Jianghu and reveal the forming process and operation mechanism of China’s urban informal organizations’ self-management.
Design/methodology/approach
This paper adopts process–event analysis of informal tourism photographers surrounding Guangzhou Tower. Conducting field inspection and in-depth interviews, the forming process is analyzed and typical events are captured to unveil this self-management mechanism.
Findings
The self-management of informal tourism employees in China is based on the Jianghu theory, which specifies the role, obligation and responsibility of a member. These above rely on word-of-mouth order or implicit ways to treat newcomers, realize internal communication and deal with public affairs. Brotherhood, benevolence and etiquette make up the core values of the Jianghu theory that advises strategies in dealing with different events. This self-management, based on the Jianghu theory, has not only effectively solved internal conflicts, but has also achieved the goal of social management.
Originality/value
Informal employees’ self-management is extremely important due to the high cost of government intervention. Through China’s urban informal tourism employees’ Jianghu-styled self-management, the paper shows that the government should not crack down on this group indiscriminately. Instead, it should, through the management agent, set up effective Jianghu rules to realize regular control over this group.
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Pat Wood and Chandana Jayawardena
Features a realistic perspective of the current hospitality and tourism paradigm in Cuba. Previews the newly released hospitality and tourism education strategy to be rolled out…
Abstract
Features a realistic perspective of the current hospitality and tourism paradigm in Cuba. Previews the newly released hospitality and tourism education strategy to be rolled out in 2003. Provides an evaluation of the tourism and hospitality industry environment, education environment, workforce and change in policy. The authors made three research trips to Cuba in 1997, 2001 and 2002. A series of elite interviews were conducted in Cuba, Jamaica and the UK with senior Cuban policymakers. Current data and views from Cuban partners and practitioners are used to inform the discussion. Cuba continues to be one of the most mystical tourist destinations in the world with a phenomenal growth rate during recent years. The new tourism education strategy is a key for Cuba to once again become the number one destination in the Caribbean.
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Zengxian Liang, Hui Luo and Chenxi Liu
The subject of “well-being” has attracted attention from tourism scholars, but differences and misuses in approach have meant that academic contributions and knowledge…
Abstract
Purpose
The subject of “well-being” has attracted attention from tourism scholars, but differences and misuses in approach have meant that academic contributions and knowledge accumulation to the tourism literature remain relatively little. This paper attempts to clarify the theoretical source of subjective well-being, and critically reflect on the problems existing in the study of well-being when applied to tourism. It is suggested that subjective well-being belongs to the category of “quality of life” and has multiple philosophical foundations and theoretical sources including theories of hedonism, expectation, happiness and various itemised lists of emotions. A hybrid research method is suggested when applying the concept to tourism.
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Haiyan Kong, Xinyu Jiang, Xiaoge Zhou, Tom Baum, Jinghan Li and Jinhan Yu
Artificial intelligence (AI) and big data analysis may further enhance the automated and smart features of tourism and hospitality services. However, it also poses new challenges…
Abstract
Purpose
Artificial intelligence (AI) and big data analysis may further enhance the automated and smart features of tourism and hospitality services. However, it also poses new challenges to human resource management. This study aims to explore the direct and indirect effects of employees’ AI perception on career resilience and informal learning as well as the mediating effect of career resilience.
Design/methodology/approach
This paper proposed a theoretical model of AI perception, career resilience and informal learning with perceived AI as the antecedent variable, career resilience as the mediate variable and informal learning as the endogenous variable. Targeting the employees working with AI, a total of 472 valid data were collected. Data were analyzed using structural equation modeling with AMOS software.
Findings
Findings indicated that employees’ perception of AI positively contributes to career resilience and informal learning. Apart from the direct effect on informal learning, career resilience also mediates the relationship between AI perception and informal learning.
Originality/value
Research findings provide both theoretical and practical implications by revealing the impact of AI perception on employees’ career development, leaning activities, explaining how AI transforms the nature of work and career development and shedding lights on human resource management in the tourism and hospitality field.
研究方法
本文提出了人工智能感知为前因变量、职业弹性为中介变量、非正式学习为内生变量的理论模型。以旅游业AI工作环境中的员工为研究对象, 本课题共收集了472份来自中国的有效数据, 并通过结构方程建模(SEM)来进行相关模型检验。
研究目的
人工智能和大数据分析可能会使旅游和酒店服务更加自动化和智能化, 但这也对人力资源管理提出了新的挑战。本研究旨在探讨员工对人工智能(AI)的感知对职业弹性和非正式学习的直接和间接影响, 以及职业弹性的中介作用。
研究发现
研究结果显示, 员工对人工智能的感知对职业弹性和非正式学习有积极影响。除了对非正式学习的直接影响外, 职业弹性在人工智能 (A I) 感知和非正式学习之间起中介作用。
研究创新/价值
本研究在以下几个方面具有重要的理论和实践意义:解释了人工智能感知对员工职业发展和学习行为的影响, 以及它是如何改变工作性质和员工职业发展的; 研究发现对旅游和酒店行业的人力资源管理具有实践指导意义。
Objetivo
La IA y el análisis de big data pueden potenciar aún más las características automatizadas e inteligentes de los servicios de turismo y hostelería. Sin embargo, también plantea nuevos retos a la gestión de los recursos humanos. Este estudio pretende explorar los efectos directos e indirectos de la percepción de la IA por parte de los empleados sobre la resiliencia profesional y el aprendizaje informal, así como el efecto mediador de la resiliencia profesional.
Diseño/metodología/enfoque
En este trabajo se propone un modelo teórico de percepción de la IA, resiliencia profesional y aprendizaje informal con la IA percibida como variable antecedente, la resiliencia profesional como variable mediadora y el aprendizaje informal como variable endógena. Dirigidos a los empleados que trabajan con IA, se recogieron un total de 472 datos válidos. Los datos se analizaron mediante un modelo de ecuaciones estructurales (SEM) con el software AMOS.
Resultados
Los Resultados indicaron que la percepción de la IA por parte de los empleados contribuye positivamente a la resiliencia profesional y al aprendizaje informal. Aparte del efecto directo sobre el aprendizaje informal, la resiliencia profesional también media en la relación entre la percepción de la IA y el aprendizaje informal.
Originalidad/valor
Los Resultados de la investigación proporcionan implicaciones tanto teóricas como prácticas al revelar el impacto de la percepción de la IA en el desarrollo profesional de los empleados, las actividades de aprendizaje, explicar cómo la IA transforma la naturaleza del trabajo y el desarrollo profesional, y arrojar luz sobre la gestión de los recursos humanos en el ámbito del turismo y la hostelería.
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Mansi Rastogi and Osman M. Karatepe
Drawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and…
Abstract
Purpose
Drawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.
Design/methodology/approach
Questionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.
Findings
The findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.
Originality/value
Most of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.
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Karolina Parding, Maria Ek Styvén, Frida Lindström and Anna Näppä
This paper aims to focus on conditions for workplace learning (WPL) in highly transient workplaces, exemplified by the tourism and hospitality sector in the Arctic region. The aim…
Abstract
Purpose
This paper aims to focus on conditions for workplace learning (WPL) in highly transient workplaces, exemplified by the tourism and hospitality sector in the Arctic region. The aim is to analyse and discuss how employees and employers view the conditions for employees’ WPL from their respective perspectives.
Design/methodology/approach
The study is based on a qualitative approach. Ten interviews with employers and ten interviews with employees were carried out. This opens for different perspectives, including identifying “learning gaps”. The analysis was thematic, with a focus on opportunities and challenges for WPL in these transient workplace contexts.
Findings
Overall, conditions for WPL seem unsatisfactory. On the one hand, both employees and employers see WPL as essential for staff retention. Employers also see WPL as a strategy for business development and, thus, profit. On the other hand, high staff turnover makes it challenging to strategically invest in and organize for WPL, especially formal learning. Hence, a Catch-22 situation emerges.
Research limitations/implications
As this study is qualitative in its scope, generalizations are analytical rather than statistical.
Originality/value
There is a shortage of studies on conditions for WPL, focusing particularly on transient workplaces. Moreover, by including employer and employee perspectives, the authors contribute to a gap in the literature. The empirical contribution of this paper thus lies in using a theoretical WPL framework on transient workplaces, exemplified by the tourism and hospitality industries in the Arctic region.
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Deserie Avila and Michael J. Pisani
Cruise ships visiting Belize is a recent and fast-growing aspect of the nation's largest economic sector, tourism. Many Belizean businesses are very small and informal; potential…
Abstract
Cruise ships visiting Belize is a recent and fast-growing aspect of the nation's largest economic sector, tourism. Many Belizean businesses are very small and informal; potential access to cruise ship visitors provides an opportunity for growth and income stability. We investigate the challenges and opportunities informal microenterprises face in the cruise tourism marketplace through qualitative interviews at three popular tourist destinations: Xunantunich (Maya ruins), Community Baboon Sanctuary (Howler Monkeys), and Jaguar Paw (cave river tubing). The results indicate that despite robust growth in cruise tourism, local microentrepreneurs are currently disenfranchised, receiving few economic benefits from the cruise trade. We propose several recommendations to allow Belizean microentrepreneurs and the local economy to capture more economic benefits.
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Dion Greenidge, Philmore Alleyne, Brian Parris and Sandra Grant
This study seeks to determine differences between recruitment processes and methods and training practices used in small and large businesses in the retailing, manufacturing, and…
Abstract
Purpose
This study seeks to determine differences between recruitment processes and methods and training practices used in small and large businesses in the retailing, manufacturing, and tourism sectors in an emerging economy, Barbados.
Design/methodology/approach
The research utilized a quantitative survey covering 49 retailing, manufacturing and tourism‐oriented organizations to ascertain whether small organizations practice the procedures and methods outlined in the prescriptive literature on recruitment and training compared with large organizations. Institutional theory and resource‐based view informed the research.
Findings
It was found that recruitment processes and methods and training practices vary among small and large organizations. It suggests that, in Barbados, small businesses are likely to rely on informal recruitment methods and informal training practices compared with large businesses.
Research limitations/implications
This study is only conducted across the retailing, manufacturing and tourism sectors in Barbados. The findings may have implications for management in other sectors, and small and large businesses in emerging economies.
Practical implications
The results provide academics and managers in both large and small businesses with insights into recruitment and training practices in small and large businesses in an emerging economy.
Originality/value
This paper contributes to the limited research done on recruitment and training activities among small‐sized and large‐sized firms in the English‐speaking Caribbean.
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Md Shariful Alam Khandakar and Faizuniah Pangil
This study aims to examine the relationship between human resource management (HRM) practices and informal workplace learning.
Abstract
Purpose
This study aims to examine the relationship between human resource management (HRM) practices and informal workplace learning.
Design/methodology/approach
Data were collected from a sample of 381 employees working as heads of the department of branches in private commercial banks of Bangladesh. Hypotheses were tested by using structural equation modelling-partial least square.
Findings
Findings of the study revealed that HRM practices such as selective hiring, extensive training, performance appraisal, compensation practices, empowerment and information-sharing, significantly positively related with informal workplace learning.
Originality/value
Based on the situated learning and organizational support theory, this study is empirically testing how HRM practices influence informal workplace learning.
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