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The purpose of this study is to analyze online hotel reviews produced by customers to identify and compare factors known as satisfiers and dissatisfiers based on Herzberg’s two-factor theory. This approach was applied to compare full-service and limited-service hotels, which can show different levels of customer expectation.

A content analysis of 919 satisfaction- and dissatisfaction-indicating reviews of 100 hotels in both full-service and limited-service hotel segments in New York City on Trip Advisor was conducted.

Results show that satisfiers and dissatisfiers in full-service hotels were distinct, with the exception of two common service-related factors, namely, “staff and their attitude” and “service”. On the other hand, “staff and their attitude” and four room facilities-related factors, “room cleanliness/dirtiness”, “bed”, “bathroom” and “room size”, were revealed as common satisfiers and dissatisfiers in limited-service hotels. To fulfill customer satisfaction and resolve dissatisfaction in both full-service and limited-service hotels, satisfiers and dissatisfiers should be highlighted according to the hotel class; the most critical factor is “staff and their attitude”.

Analysis of online hotel reviews provides understanding of customers’ satisfiers and dissatisfiers, and the results are very useful to hotel management. Therefore, hotel operators should monitor electronic word-of-mouth, recognizing and acting upon previous and current customers’ satisfactory and unsatisfactory reactions.

As technologies such as social media develop, customers are increasingly sharing their satisfactory and unsatisfactory experiences on consumer-generated online review sites. These have become a major source of information not only for customers deciding on a hotel stay but also for hotel managers trying to understand their customers and competitors.

This paper aims to analyse challenges, trends and innovations in the hotel industry in Canada, focusing on large corporate hotels as well as small limited service hotels.

The foundation for this paper was laid during a well attended Worldwide Hospitality and Tourism Themes (WHATT) roundtable discussion between industry leaders and hospitality educators in May 2012. The subject of hotel administration was discussed in the context of the theme for the 2012 Canadian WHATT roundtable and the strategic question: “What innovations are needed in the Canadian hotel industry and how might they be implemented to secure the industry's future?”

The paper presents findings from a recent survey on strategic issues compiled by hotel managers in the greater Toronto area (GTA). The paper lists valuable information on innovative practices in different types of hotels.

Practical tips in the body of the paper and in the conclusion section are provided.

As the team of authors includes a former president of a Canadian hotel company, a former international hotelier, and the current general manager of the largest hotel in the capital city of Canada (Ottawa), this paper will be of immense value to students, educators, and researchers, as well as industry leaders. The paper draws on expert experiences to explain how innovative initiatives can be implemented in order to achieve greater success in hotel administration.

This study aims to differentiate the brand personality of four basic hotel categories (e.g. limited-service, selected-service, full-service and luxury hotels) to draw an overall landscape of the lodging industry on symbolic attributes.

An online survey was conducted to assess the brand personality of eight popular hotel brands competing in the US market (two brands for each price category) by using Aaker’s (1997) brand personality scale. The categorical difference in brand personality was compared at both of the dimensional and individual trait level.

This study draws a picture of brand personality for four prevailing hotel categories in the US market. It suggests exciting luxury hotels, sincere select-service hotels and rugged limited-service hotels, but no distinctive personality for full-service hotels. This study positions the pros and cons of each hotel category. For instance, it shows at the dimensional level, full-service hotels advance select-service hotels in excitement but fall behind in sincerity. At the individual trait level, full-service hotels strike customers as contemporary, up-to-date and good-looking, but disappoint customers on the features like honest and wholesome.

This study informs hotel brand companies and hotel investors with the pros and cons of each hotel category to assist them to improve their marketing or investment strategies.

Although brand personality has been often used to assess hotel brand’s difference, it has been rarely used to capture the categorical difference. This study adds new insights to hotel banding practice by comparing different categories on symbolic attributes.

Employee stress and job satisfaction are significant issues in the hospitality industry. Moreover, employee stress has cost implications on the stakeholders, i.e. employers and employees alike. There is inadequate empirical evidence that could shed light on job stress and burnout issues of hotel employees with reference to India. Also, the nature and level of hospitality employee stress is not fully understood. Thus, the purpose of this paper is to examine the impact of job satisfaction and job stress on the life of employees in the hospitality sector in Mumbai.

Data were collected from a total of 510 respondents (23 for inductive and 487 for the deductive study) from six five-star category hotels in Mumbai. It utilizes a sequential mixed-method approach to measures the study variables through phenomenography and then validates their causal relationship through partial least squares structural equation modeling using Smart PLS-SEM.

In the inductive analysis it was found that “work related” factors such as unsafe working conditions, work load, relationship on the job were the most prominent sources of stress for the respondents. In the deductive analysis the causal relationship between job satisfaction, job stress and stress impact verified through Smart PLS-SEM turned out to be significant. It could be inferred from the results that job satisfaction negatively influences job stress and job impact. Similarly, job stress positively influenced stress impact among the hotel employees.

The results of the current study should be interpreted with caution. First, the current study only includes self-reporting stress levels. Direct observation was not feasible, since it is subjected to the researchers’ bias. The sample in this study did not include employees of limited-service hotels. As limited-service hotels may have different requirements, challenges and culture for employees than full-service or five stared hotels, thus the findings of the study may not be generalized to limited service hotels.

The study has dual implications. First, similar research interventions through the mixed-method approach must study the causal relationship between job satisfaction, job stress and stress impact by effectively exploring the participants “lived experience.” Second, employers must validate customer feedback to evaluate employee job performance.

This is the first study to explore interrelationships between the three important variables, namely, employees’ job satisfaction, job stress and its impact on the life of employees in the hospitality industry using the sequential mixed-method approach. The study findings open new avenues for future research using structural equation modeling, thus representing an important contribution of the present study.

This study aims to investigate the determinants of credit spreads in hotel loans securitized into commercial mortgage-backed securities (CMBS) between 2010 and 2015.

The sample represents 1,579 US hotel fixed interest rate whole loans with an aggregate mortgage value of $26.6bn at loan origination. The relationship between credit spreads and property, loan and market characteristic is examined via multiple regression analysis. Additionally, the method of 2-stage least squares is used to control for endogeneity bias and identify the effect of the loan-to-value (LTV) ratio on credit spreads.

The multiple regression models explain 80 per cent of the variation in credit spreads and show a significant association of credit spreads with hotel and loan characteristics and market conditions. The findings indicate the debt coverage ratio to be the most important predictor of credit spreads followed by the loan maturity term, implied capitalization rate, LTV and yield curve. The results show the debt yield premium to be a stronger predictor of credit spreads than the debt yield ratio. The spread between the debt yield ratio and mortgage interest rate could be used in future research as an instrumental variable to identify the effect of the LTV on credit spreads.

This study is limited to the CMBS market and the period after the financial crisis. Additional limitations include sample selection bias, exclusion of multi-property loans and variable interest rate loans.

Interest rate increases in an expanding economy would likely increase the cost of borrowing for hotel owners leading to higher debt service payments and lower profitability. If an increase in interest rates is offset by a decline in credit spreads, hotel owners will still benefit from the ensuing stability in borrowing interest rates. The evidence also suggests that CMBS lenders favor select service and extended stay hotels. Owners and operators of these efficient and profitable hotels will likely obtain loans with lower credit spreads given their lower risk of default.

The current study provides evidence on the effects of loan and property characteristics in the pricing of loan risk and serves to inform CMBS market participants about the factors that drive credit spreads in hotel mortgage loans.

This study aims to examine the factors influencing hotel employee satisfaction and explores the different sentiments expressed in these factors in online reviews by hotel type (premium versus economy) and employment status (current versus former).

A total of 78,535 online reviews by employees of 29 hotel companies for the period of 2011-2019 were scraped from Indeed.com. Structural topic modeling (STM) and sentiment analysis were used to extract topics influencing employee satisfaction and examine differences in sentiments in each topic.

Results showed that employees of premium hotels expressed more positive sentiments in their reviews than employees of economy hotels. The STM results demonstrated that 20 topics influenced employee satisfaction, the top three of which were workplace bullying and dirty work (18.01%), organizational support (16.29%) and career advancement (8.88%). The results indicated that the sentiments in each topic differed by employment status and hotel type.

Rather than relying on survey data to explore employee satisfaction, hotel industry practitioners can analyze employees’ online reviews to design action plans.

This study is one of only a few to use online reviews from an employment search engine to explore hotel employee satisfaction. This study found that workplace bullying and dirty work heavily influenced employee satisfaction. Moreover, analysis of the comments from previous employees identified antecedents of employees’ actual turnover behavior but not their turnover intention.

The purpose of this paper is to explore the apparent norm of partying that persists in the hotel industry despite evidence suggesting it can negatively affect both employees and organizations.

Telephone surveys of 544 managers from 65 hotels were conducted. Multiple regression analyses and analyses of variance were performed to examine the extent to which differences in hotel organizational culture, hotel classification, hotel corporate organization, hotel size and manager age affect the extent to which employees spend time gathering and partying with their work colleagues outside work.

The paper finds that in hotels with organizational culture oriented towards work and family balance, managers displayed less partying behavior. It also finds that such work and family culture may vary based on certain hotel corporate organizations, hotel location classifications, and hotel sizes, because partying behavior significantly varies based on such corporate, locational and size differences. Findings also indicate that relatively older employees spend less time than younger employees partying with work colleagues outside work.

Limitations include the use of self reports of hotel managers from full‐service hotels in the USA.

A workplace culture oriented towards work and family balance may yield less partying behavior, which may be particularly relevant in certain hotel types and sizes, and may have positive implications for reducing turnover and health care costs.

This study explores the common practice, but understudied topic of hotel employees partying with colleagues outside work. In so doing, it provides greater understanding of the phenomenon to researchers and practitioners.

The purpose of this paper is to develop a typology of the organisational forms comprising the Australian condominium tourism accommodation sector.

A total of 34 exploratory interviews were conducted with interviewees representing a cross‐section of interests in condominium tourism accommodation operations.

An original hierarchical typology is developed. The structuring criteria employed for the hierarchy include: whether a condominium complex is in a hotel or apartment complex, whether it is branded and whether the condominiums are serviced.

The findings reported will greatly advance the capacity to provide a meaningful commentary on the nature of condominium tourism accommodation complexes and to understand key issues associated with different forms of condominium tourism accommodation services provided.

The study suffers from the normal limitations associated with the subjective interpretation of qualitative data. In addition, the fast evolving nature of the condominium tourism accommodation sector signifies that the typology advanced should be viewed as somewhat time‐specific.

Despite the huge growth in condominium‐based tourism accommodation worldwide, there has been a scarcity of research directed to the phenomenon. The study can thus be seen to be highly original.

This paper considers the renovation of hotels in the context of facilities management. It evaluates a study carried out in Egypt into the attitudes of hotel general managers about the importance attached to hotel renovation and refurbishment. The findings show that whilst hotel managers express a belief in the importance of hotel renovation, there is little evidence of strategic thought in the renovation process. Instead, the focus appears to be on the “softer” customer satisfaction aspects of hotel management. There is scope for a more strategic view of FM among hotel managers and owners.

Hotel labour costs in Malaysia are increasing. This paper aims to explore Langkawi hotel managers’ perceptions about reducing labour costs using various information and communication technology (ICT) innovations.

Semi-structured interviews were conducted with managers from 19 budget and boutique resorts on Langkawi Island, Malaysia. Qualitative data were recorded, transcribed and content analysed using latent coding.

All hotel managers reported using some form of ICT. The purpose for ICT adoption found was to increase productivity and efficiency. A hotel’s customer mix, the need of the organization and the technology budget available influenced the outcome of technological innovation. Langkawi hotels had successfully implemented Property Management Systems (PMSs), but self-check-in/out kiosks were not seen as important as they do not meet their customers’ service expectations.

This study identifies some factors influencing uptake by hotels of technological innovations. This initial qualitative exploration of the technology adoption feasibility in Langkawi suggests that implementation to reduce labour cost is more likely for employee-operated devices rather than customer-operated devices.

This study contributes to the human resource (HR) management literature by providing insight into the reasons hotel managers introduce technology in a developing country context. Results suggests that hotels face challenges in reducing labour costs through technology. These insights may serve to guide policymakers and hotel managers in other developing countries that are planning to use technology to solve their HR issues. Luxury hotels can consider adopting ICT for back-of-the-house operations such as using a HR information system within the HR department and PMS for the hotel overall operation.

These findings can increase the Malaysians awareness of ICT importance, especially in the hotel industry.

The Malaysian national minimum wage order policy was introduced in 2012. This policy has resulted in increased labour costs and suggests a need to adopt ICT. This paper is the first to examine the viewpoints of hotel practitioners as to the viability of this strategy. Whilst many studies on the adoption of ICT in the hotel industry focus on its impact on productivity and firm’s performance using quantitative methods, this study used qualitative methods to explore hotel managers’ perceptions on its feasibility to reduce dependence on labour.