Competence is the extent to which an employee can perform work activities skilfully and with the required knowledge. Competence is critical for guest house supervisors. This is because, compared to classified hotels, guest houses, which command a greater patronage, have a larger percentage of untrained personnel. For staff with hospitality training, they at best, serve as supervisors. This study sought to determine the influence of competence, a dimension of psychological empowerment, on job satisfaction of guest house supervisors. A descriptive survey study design, focusing on the seventy-six registered guest houses in Mombasa County was utilized. The study adopted census, where all the supervisors in all the registered guest houses in Mombasa County were included in the research. Primary data was collected through a semi-structured questionnaire. Pearson correlation coefficient and linear regression were used to establish the relationship between the study variables. Findings revealed that there existed a positive and significant influence (p< 0.05) of competence on job satisfaction (r= 0.554). Other than guest house owners and managers, this study will be helpful to organizations under the Ministry of Tourism in sensitizing their members on the importance of the supervisors' competence tenet of psychological empowerment in discharging their work roles.
Tourism is an important economic sector globally contributing to economic development of many countries. Though the tourism sector has been credited with the creation of millions of jobs to populations' worldwide, there has been wide-ranging apprehension on its capacity to improve the populaces' quality of life. This study therefore sought to establish whether the nature of jobs created had an influence on quality of life of employees working in the STMES found in Mombasa County, Kenya. A mixed methods research design using the embedded approach was adopted. Primary data was collected using researcher administered semi-structured questionnaires and semi-structured interviews. The target population was the 1,572 employees in the SMTEs. Probability Proportional to Size Sampling was used for the SMTEs employees where a total of 464 employees formed the sample size while purposive sampling was used for interview respondents. Linear regression was used to analyse quantitative data while tables were used for data presentation. The nature of employment had a statically significant effect on employees' quality of life (R = 0.881; P = 0.000; V = 0.804). This finding has implications for developing a regulatory framework that would enable SMTEs to create productive employment in that, it is a wake-up call to the government to re-look at the implementation of the economic blue print (Vision 2030) and identify functional implementation strategies it can use to ensure its overall goal of providing a high quality of life for citizens is achieved.
Kenya’s coast is a renowned tourism hub, thanks to its natural beaches, a serene environment and world-class hotels. Unfortunately, these hotels’ average check has been inconsistent. Insecurity, seasonality challenges, and frequent travel advisories have been pointed out as some of the contributing factors to the trend. Interestingly, other destinations facing similar challenges bounce back so fast thanks to their inventive approaches to reducing guest churn. It is not clear whether Kenya’s coastal classified hotels have adopted such strategies. This study sought to assess whether communication approaches could improve hotel performance in classified hotels in Kenya’s coastal tourism hub. It targeted hotel guests of the 15 classified hotels in Mombasa County, based on a descriptive research design. A stratified sampling technique was adopted where three strata based on the hotels’ star ratings were formed settling on the 384 guests, 26 for each of the hotels. Both a questionnaire and an interview schedule were developed for data collection. The results revealed that there was a significant relationship between interpersonal communication and hotel performance in classified hotels in Mombasa County (R=0.795; P=0.000) These findings serve as a red flag to classified hotel managers to re-innovate interpersonal communication strategies used to maximize hotel performance.
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