Laser triangulation is a very efficient non‐contact point‐measurement procedure, very similar to a mechanical gauge, but much faster. However, the special characteristics of the laser triangulation sensor (LTS) must be taken into account for its use. The correct selection of sensor and test‐equipment verification, complying with norm ISO 9001, can be facilitated or implemented with the test‐bench for LTS, developed in the quality and production measurement technology laboratory of the Neu‐Technikum Buchs, Switzerland. A wide range of LTSs has been collated in a market analysis; differences of performance have been determined in a widespread comparison.
The purpose of this paper is to examine relationships between work organisation, bullying and intention to leave (ITL) in the Australian hospitality industry, using…
The purpose of this paper is to examine relationships between work organisation, bullying and intention to leave (ITL) in the Australian hospitality industry, using pressure, disorganisation and regulatory failure (PDR) to measure work organisation.
Cross-sectional survey data were collected from 72 workers in Australian accommodation hotels. They were aged 20-65 years (M=38.26, SD=12.60) and 57.1 per cent were female. The proposed path model was tested with the Mplus (v.7) statistical package using Hayes’ (2009) procedure for mediation analysis.
There were positive bivariate correlations between all variables. The path model indicated that disorganisation and regulatory failure had direct positive associations with bullying. Financial pressure and bullying had direct positive associations with ITL.
The small sample may not be representative and the cross-sectional design and self-report data risk common method variance effects and preclude attributions of causality. Future studies should use more representative samples and longitudinal designs to address common method variance issues and facilitate causal inferences.
Bullying and turnover are significant problems in the hospitality industry, but the contribution of work organisation variables is poorly understood. The present study provides promising preliminary evidence on the potential role of PDR as an antecedent of both bullying and ITL.