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Access to this document was granted through an Emerald subscription provided by emerald-srm:573577 [] For AuthorsIf you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of fairness, workplace fun, person-organization (P-O) fit, organizational attraction, and intent to pursue employment in the organization. Design/methodology/approach -A total of 103 business students and 79 casino employees assumed the role of a job seeker. They read one of five versions of a vignette that describes an organization's romance policy and consensual relationship agreement, and completed measures of dependent and control variables. Findings -An organization's type of romance policy has an effect on individuals' perceptions of fairness of the policy and degree to which the organization would be a fun place to work, and its type of consensual relationship agreement has an effect on individuals' perceptions of the degree to which the organization treats its employees fairly. The results also indicate that individuals' perceptions of the fairness of the type of romance policy and relationship agreement are positively associated with the degree to which they perceive the organization to be a fun place to work and their perceived P-O fit. Individuals' perceptions of the organization being a fun place to work and P-O fit are, in turn, positively associated with their organizational attraction, which, in its turn, is positively associated with their job pursuit intentions. Practical implications -Perceived fairness of stipulations in an organization's romance policy and procedures may signal to job seekers the degree to which the organization would be a fun place to work, provide P-O fit, and be attractive to pursue as an employer. Thus, with respect to managing workplace romances proactively via policies and procedures, organizations should consider the fairness perceptions of job seekers and not just organizational members. Originality/value -This is the first study to show that workplace romance policies and procedures may play a role in job pursuit intentions.

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Prior research investigating the factors important to resort visitors has generally focused on a specific resort setting or market segment, which has resulted in a tendency to emphasize activity-related elements. While useful, this tendency to emphasize activity-related elements has limited our understanding of the role of the nonactivity, hospitality-based elements common to all resort types. Given this gap in the research literature, the purpose of this study is to develop a better understanding of the importance of these standard hospitality elements to resort consumers. Using survey data collected from a sample of recent resort visitors, three underlying factors are identified. Subsequent analyses examine the impacts of sociodemographic and trip characteristic variables on the relative importance of these three factors. Results suggest important implications for industry executives along with directions for future investigation.

Resort classification methods have so far struggled in creating mutually exclusive categories that are based on a solid definition of resort. This article proposes a resort classification system that allows industry comparisons across typologies and geographic limitations. Through multiple interviews with more than sixty resort professionals, this study develops a definition stating minimum qualifications for a resort and proposes a classification system based on range and scope of amenities. Emphasizing resorts' leisure orientation, while taking into consideration the growth of conventions and business meetings, the definition sets minimum qualifications that include size, variety of amenities, food and beverage outlets, and specific lodging qualifications. The definition and classification differentiates resorts from resort-like properties. The taxonomy of four categories includes rules that address specific issues surrounding resort classification.