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The primary purpose of this study is to examine hospitality and tourism undergraduate students' attitudes to work and career expectations as they prepare to enter the workforce in the hospitality industry in both the United States and South Korea.

The measurement instrument was developed from previous studies (Chen and Shen, 2012; Kong, 2013) and included questions related to job attitudes, job satisfaction, job motivations, job involvement, and career expectations and aspirations upon graduation. T-tests were conducted first for the mean values of the constructs between the United States and South Korea to ensure the comparison of two different cultural groups.

First, students from the United States (US) have more and better work attitude than those students from South Korea. Second, students from South Korea appear to be less motivated to work and less satisfied with their current jobs and earnings than students from the US. Third, the results also have managerial implications for both countries. It is very important to know that higher grade point average is not an answer to find the right person but more likely, positive attitudes to work and higher levels of job involvement are more likely to have higher job expectations and aspirations for employment in the industry.

This study adds to the hospitality literature by examining the different perspectives of hospitality and tourism undergraduate students from the US and South Korea, specifically examining their attitudes toward work, job satisfaction, work involvement and job expectations as they prepare for careers in the industry. The results of this study help stakeholders (i.e. students, educators and practitioners) in the hospitality and tourism industry gain a better understanding of their undergraduate students as they prepare for careers in the industry. In addition, the study contributed to understanding cultural differences present among hospitality and tourism students from individualist and collectivist cultures.

The purpose of this paper is to focus on the aims of discovering the problems existing in the seafarer recruitment management system and of finding out an efficiency recruitment system for shipping companies to retain skillful seafarers continue serving in their companies.

This study interviewed with the senior managers of shipping companies to clarify the seafarers’ problems they have encountered and conducted questionnaire survey to collect the seafarers’ perceptions for further analysis. Exploratory factor analysis and multi-regression analysis were applied for the data analysis.

There were four primary dimensions relating to seafarers’ management, namely, work attitude, loyalty, payment and welfare and opportunity. The results revealed that dimensions of payment and welfare and opportunity were significantly positive effect on seafarers’ loyalty; only the dimension of payment and welfare was found to significantly effect on the work attitude. However, these four dimensions were all found a positive effect on the work performance as well.

The results of cross-section research cannot fit all economic fluctuation conditions.

The ship owners and the operators should consider both the environmental motivation and the hygiene factor to establish a proper seafarers’ recruitment management system to retain seafarers and lead to better performance of the seafarers. The study findings also suggest the shipping company should pay attention to hire local seafarers, i.e. seafarers from the place where the company is based, as those local seafarers might have more work commitment than seafarers from other countries.

The findings of the study show that welfare and opportunity is the most important factor on loyalty, while it also exerts significant effect on work attitude and work performance. The results suggest that the motivation and performance are not merely dependent upon environmental needs (payment). The findings provide evidences of the importance of non-monetary remuneration within the seafarers’ recruitment management system.

This study aims to expand our knowledge on the processes through which work–family policies relate to work–family conflict as well as work–related attitudes among women in management positions returning to work after maternity leave.

A total of 238 women in management positions who recently have returned to work after maternity leave completed a self-reported questionnaire.

Results show that the availability of policies was either directly or indirectly positively related to work attitudes among female managers. Also, findings show that work–family conflict partially mediates the relationship between the availability of communication and psychological support and flexible time management policies with work engagement, and policy availability moderates the relationship between work–family conflict and work engagement.

Managers have a crucial role in conveying the value of work–family policies and in creating a culture supporting the management of work and family. By investigating the processes underlying the role of work–family policies in influencing work attitudes of women in managerial positions, this study sheds light on how the awareness of the available policies might be an important determinant of work-related well-being and organizational commitment.

This article aims to study digital competence (DC) in media work.

The authors utilize frame analysis to investigate how DC is framed in media work using 30 semi-structured interviews as data with journalists in Finland.

The authors identify three main frames of DC in the context of media work. The individual attitude frame emphasizes employees' attitudes toward DC, the team-level support frame underlines the need for support in the work community and the organizational-level practice frame highlights enablers of and organizations' requirements for digital competence.

First, media workers' DC is necessary to enhance work efficiency and accomplish tasks and may be supported with supportive management practices. Second, the findings suggest that DC should be understood and analyzed as a multi-level issue. Third, the findings suggest that appropriate continuing education and study opportunities were needed. Besides formal arrangements for learning, informal contexts of learning are important.

The article contributes to media studies and studies on the digitalization of work by taking account of the organizational, team and individual levels in discussing digital competence in the news media sector.

Drawing on the organizational psychology literature and social resource theory, this research aimed to investigate how attitude toward the employer (i.e. loyalty) and attitude toward the client (i.e. approach to work: professional, market-oriented and person-centered) relate to the perceived importance of socio-emotional resources in providing care to older people.

Swedish frontline care staff members participated in an electronic survey using a cross-sectional design. Mediation analyses were conducted to examine proposed direct and indirect effects of loyalty on the perceived importance of socio-emotional resources in care through three different approaches to work in care settings.

In general, the results confirmed the hypotheses. Thus, the analyses showed a positive association between employee loyalty and the perceived value of socio-emotional resources in care, which was partially mediated by the person-centered and professional approaches to work. Moreover, the analyses showed that the person-centered approach was more strongly related to the perceived value of socio-emotional resources in care than the other two approaches, lending support to the superiority of the person-centered approach in this context.

The study highlights that there exist multiple approaches to work in care settings. Also, the insights about how loyalty toward the employer relates to approach to work in care settings and the perceived value of socio-emotional resources in care are novel and of crucial importance to practitioners and the outcomes of care.

The purpose of this paper is to investigate the factors contributing to the competencies and capabilities of Family Development Center (FDC) staff in order to promote pre-school language developmental support amongst parents.

A cross-sectional study was conducted amongst 260 FDC staff under the supervision of Thai local authorities in the rural province of Suphanburi in Thailand from July to September 2016. Self-administered questionnaires were used. Eligible participants with at least a year’s experience on the FDC committee were purposively selected. Analyses were performed by descriptive statistics, Pearson’s correlation, Spearman’s correlation, χ² test and stepwise multiple regression.

Only 23.5 percent of staff had a high level of capability. The respondents’ perceptions of their self-capability were influenced by motivation, attitudes toward promoting language learning amongst parents, self-efficacy, sufficient budget and receiving constructive appraisal support (r=0.387, 0.328, 0.366, 0.106 and 0.104, respectively). Marital status was negatively associated with FDC staff capability (r=−0.172). The multivariate analysis showed that 23.9 percent of the variability of FDC staff’s self-capability could be explained by their motivation for working, attitude, self-efficacy and marital status (p<0.001).

Research findings could be used to improve motivation for working, positive attitudes and self-efficacy regarding parenting promotion for pre-school language development to achieve standardized quality performance. Results of this study could also form the basis for designing effective training programs for FDC staff in the context of the specific organization and community.

This paper aims to probe into the implementation of internship courses under the five-year cosmetology program in Taiwan from the perspective of Dewey's philosophies in hopes that the analysis can serve as reference for schools in planning their internship courses in the future.

This paper probes into the off-campus internship courses under Taiwan's five-year junior college education program by applying Dewey's empirical philosophy.

The study aims to understand the learning experience acquired by students from learning by doing internship courses as reference for future internship design. The current internship courses comprise the follows: summer, during the semester and for a full academic year. The experience of summer internship is career exploration, the experience for semester internship is career experience and the experience from academic-year internship is career choice. The internship strategies are designed according to the three different internship approaches, so that the internship courses can implement the educational effect of “learning from experience”.

To minimize the discrepancy between the cosmetology program under the five-year junior college education and the employment market, credit-based off-campus internship courses are arranged for students' final years at school.

Through on-site trainings, students accumulate work experience and explore into a related career field. The accumulation of experience and gaining of insights mirror the philosophy of learning by doing, which involves students' reflective thinking.

It is hoped that the analysis can serve as reference for internship courses planning in the future.

Constructive deviance has received increasing attention across the last 20 years. However, because the distinction between constructive and traditional forms of deviance (i.e., destructive) is based on the intent behind the behaviors, it can be difficult to determine which acts are constructive. As an umbrella construct consisting of several forms of deviant acts (e.g., whistle-blowing, employee voice, necessary evils), research into constructive deviance has largely remained focused on the individual behaviors to date. While advancements have been made, this focus has limited the consideration of an overarching understanding of constructive deviance in the workplace. Further, constructs like constructive deviance that straddle the bounds between beneficial and detrimental necessitate the exploration into their antecedents as determined by the employees (i.e., apples), their environments (e.g., barrels), or some combination of the two. The author seeks to advance the research in constructive deviance by proposing a testable model. In which, the author develops an interactionist perspective of the antecedents to reposition constructive deviance as the acts of good employees in restrictive or negative environments. In doing so, the author considers how various aspects of individuals, their organizational environments, and the influence of their leaders interact. The author then develops a multi-stakeholder approach to the outcomes of constructive deviance to consider how the various parties (i.e., organization, coworkers, customers) are expected to respond and how these responses impact the more distal outcomes as well as the likelihood of engaging in future constructive deviance.

This study intends to investigate how an employee's proactive personality and a supervisor's idiosyncratic deals (i-deals) relate to their subordinates' affective commitment (AC) and occupational well-being (OWB), in light of the mediating role of subordinates' i-deals, using proactive motivation theory and the job demand–resource (JD-R) model as theoretical foundations.

The study consisted of 342 employees working in the hospitality industry. To examine the proposed model, the researchers used the structural equation modelling approach and bootstrapping method in AMOS.

The results affirmed the influence of subordinates' proactiveness on AC and OWB, but no direct influence of supervisors' prior i-deals on subordinates' AC and OWB was established. When investigating the mediational role of subordinates' i-deals, a partial mediation effect was found between subordinates' proactive personality with AC and OWB, whereas full mediation was established between supervisors' i-deals and subordinates' AC and OWB.

These findings shed light on how i-deals improve AC and OWB for both groups of supervisors and subordinates. In an era of increasing competition amongst organizations operating within the hospitality industry, i-deals serve as a human resource strategy to recruit, develop and retain talented individuals.

The novelty of this research lies in its specific investigation of the combined influence of proactive personality as an individual factor and supervisors' i-deals as an organizational factor on subordinates' i-deals within the context of the hospitality industry. Furthermore, it aims to analyse the potential impact of these factors on AC and OWB.

In the current context of change, leadership is significant in developing employees' commitment to change. In this work, the authors analysed the relationship between inclusive leadership and commitment to change and the mediating effect of job satisfaction between inclusive leadership and commitment to change.

Through a questionnaire, 256 employees from Brazil and Spain were interviewed. The hypotheses were tested through structural equations.

The results indicated that inclusive leadership is related to individuals' commitment to change and that job satisfaction mediates the relationship between leadership and commitment to change.

This research contributes to the literature on organisational change behaviour and the relationship between two critical contents – leadership and commitment to change – and points out the role of job satisfaction in this relationship. In addition, this work incorporates the variable country culture into the analysis model; however, it is not found to be statistically significant.

在目前改革的環境裡,若要培育僱員負起改革的承諾,領導者的素質和能力是甚為重要的。本研究擬探討並分析包容性領導與改革承諾之間的關係,以及工作滿足感在包容性領導與改革承諾之間的中介效應。

研究人員透過問卷、訪問了256名來自巴西和西班牙的僱員。各假設均以結構方程式來進行測試。

研究結果顯示、包容性領導與個別員工的改革承諾是有關聯的; 另外,工作滿足感是會於領導與員工的改革承諾之間起中介效應。

本研究在關於組織變革行為與兩個關鍵內容 (分別為領導和改革承諾) 之間的關係的學術文獻上作出了貢獻。研究亦指出、工作滿足感在領導與改革承諾之間所扮演的角色。再者,本研究把國家的文化這個變數納入研究的分析模型內; 唯研究結果顯示、國家的文化在統計學上不成立。