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1 – 5 of 5Trishna G. Mistry, Fevzi Okumus and Marissa Orlowski
Diversity management is of great importance in the hospitality industry, resulting in a host of constructive consequences if managed effectively. However, there is a deficiency of…
Abstract
Purpose
Diversity management is of great importance in the hospitality industry, resulting in a host of constructive consequences if managed effectively. However, there is a deficiency of investigation surrounding the outcomes of diversity management on the employees' attitudes and behavior in the hospitality industry. This research sought to investigate the influence of diversity management on workers' performance and conduct in the hospitality industry.
Design/methodology/approach
This quantitative study used survey data from 565 hospitality industry employees. Structural equation modeling was used to test the relationships from the research model.
Findings
This study identified a relationship between diversity management and positive workforce-related outcomes, including job performance, service innovation behavior and employee engagement in the hospitality industry.
Research limitations/implications
The findings of this study will push the confines of diversity management scholarship and initiate new paths of academic inquiry. Hospitality industry managers can also identify the benefits of effective diversity management as a consequence of this study.
Originality/value
This research contributes to the growing literature on diversity management as an essential aspect of human resources management in promoting positive employee attitudes and behaviors.
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Trishna G. Mistry, Jessica Wiitala and Brianna S. Clark
Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events…
Abstract
Purpose
Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events industry experience several barriers to leadership roles. The unique characteristics of the events industry exacerbate these barriers and have led to more women leaving the company or even the industry. This study aims to investigate the impact of leadership barriers, including the perception of a glass ceiling and the importance of leadership skills in promotion decisions on career satisfaction, work-family conflict and turnover intention of employees in the events industry.
Design/methodology/approach
Data was collected from members of an international event association, and 427 responses were analyzed using partial least squares structural equation modeling.
Findings
Findings suggested the perception of a glass ceiling and the importance of leadership skills in promotion can impact career satisfaction, work-family conflict and turnover intention of employees in the events industry.
Originality/value
This study extends the scope of research on leadership barriers beyond assessing their causes by analyzing their outcomes in the event industry. To the best of the authors’ knowledge, this study is one of the first in event research and the broader hospitality industry to consider the perceptions of male and female employees regarding leadership barriers by using a foundation of the social role theory.
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Trishna G. Mistry, S. Kyle Hight, Fevzi Okumus and Abraham Terrah
The purpose of this study was to empirically investigate the characteristics of good hospitality managers and the core causes that lead to developing such characteristics.
Abstract
Purpose
The purpose of this study was to empirically investigate the characteristics of good hospitality managers and the core causes that lead to developing such characteristics.
Design/methodology/approach
Using a qualitative inquiry approach, 93 line-level hospitality employees were surveyed online regarding their experiences about the characteristics of good managers.
Findings
The research findings revealed five key themes of good managerial characteristics, including interpersonal skills, communication skills, supervisory skills, leadership skills, and positive personality and professionalism. Additionally, the root causes of these managerial characteristics were also analyzed. The good managerial characteristics were perceived to have developed from having worked under either a great manager or a terrible manager.
Research limitations/implications
This study advanced the literature on managerial characteristics by confirming several existing categories from the viewpoint of hospitality industry employees.
Practical implications
Human resource managers should be considerate of these findings in terms of recruitment, hiring, and training, development, and promotion of employees in their companies.
Originality/value
This is one of the first studies to analyze the perceived reasons behind the development of these characteristics.
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Susan Varga, Trishna G. Mistry, Faizan Ali and Cihan Cobanoglu
This study aims to examine the impacts of employee wellness programs on employee and organizational outcomes in the hospitality industry.
Abstract
Purpose
This study aims to examine the impacts of employee wellness programs on employee and organizational outcomes in the hospitality industry.
Design/methodology/approach
A survey was distributed on Amazon Mechanical Turk, targeting hospitality employees who have access to employee wellness programs. Descriptive statistics, confirmatory factor analysis and structural equation modeling techniques were used.
Findings
Employee perceptions of wellness programs significantly impacted turnover intention, job stress (JS) and perceived organizational support (POS). POS had a significant mediating effect between employee perceptions of wellness programs and JS. Employee perceptions of wellness programs did not have a significant effect on emotional labor.
Originality/value
Employee wellness programs are often recommended to human resource managers, but there is little empirical evidence of their effects, particularly for hospitality industry employees. This study investigates the actual employee outcomes of employer-sponsored wellness programs.
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