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Considering the evolution of climate change and recognizing that the tourism industry is among the key contributors to this evolution, this study aims to clarify how researchers and practitioners can understand better what the triggers to the adoption of a sustainable behavior are while on holidays. Various studies have been conducted on the sustainable tourist, pointing to numerous characteristics but as of yet, not achieving an agreement as to what the profile of this type of tourist is. Through a study on a sample of Canadian tourists, this article aims to identify whether a sustainable consumer type can be identified, how those consumers differ in their everyday sustainable behavior, and whether daily life behaviors continue when traveling. By investigating indicators such as altruism, frugality, and pro-ecological behavior, the study both identifies the underlying structure of sustainable behavior and brings a new insight into which elements permeate or not when traveling.

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This study explores various factors that encourage travel to wineries in the Ontario viticultural regions of the Niagara Peninsula, Prince Edward County, Pelee Island and Lake Erie North Shore. A convenience sample of 1309 visitors at 19 wineries revealed that the winery experience was not the primary purpose of the trip for a majority of the visitors but was a major influencer in their decision to travel to the regions. Planning typically began within three weeks of departure when friends, family and local websites provided the principal sources of information. Differences were observed among the four regions in demographic profile, motivations, influencers and consumption behavior. Proprietary tasting events and comprehensive wine tour packages including fine dining and overnight accommodation were suggested products that would attract more visitors whose on-site purchases were critical to the success of many operations.

Purpose-The purpose of this paper is to investigate the association between employees' perceptions of diversity training (DT) existence and effectiveness with organizational commitment (OC), and career satisfaction (CS). Design/methodology/approach-The analyses in this paper utilize survey data collected between 2006 and 2007 from over 11,000 managers, professionals, and executives working in nine large organizations in corporate Canada. The survey included questions about employees' perceptions of their work experiences and outcomes and their organizations' diversity practices. Comparisons of means as well as multivariate regression analyses were undertaken. Findings-The paper shows that employees who perceived DT to be effective were significantly more committed to their organizations and more satisfied with their careers than employees who perceived DT to be ineffective or non-existent. Research limitations/implications-The paper examines the linkages between DT, OS, and CS based on survey responses from managers, professionals, and executives. Findings may therefore not be applicable to entry level employees. Practical implications-DT, and in particular when viewed by employees to be effective, increases employees' OC and CS, which are associated with loyalty, lower turnover and higher employee engagement. Originality/value-The paper found that employees' OC and CS are highest when they perceived DT to be effective. Factors associated with OC and CS are explored based on employees' perceptions of the availability and effectiveness of DT.

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Although bed and breakfasts (B&Bs) represent a small part of the overall accommodation sector, they can contribute to both the positive and negative impacts of the industry. Through a questionnaire of Canada's east and west coastal B&Bs, fi ndings indicate that fi nancial reasons are the biggest barrier to implementing environmental practices and government incentives and tax rebates may help the uptake of environmental measures. Results from this study can be used to motivate improvements for environmental commitment in this form of accommodation such as cost savings and strengthened lines of communication.

Building and maintaining a sustainable workforce in the hospitality sector, where demand for talent consistently exceeds supply across the globe, has only been exacerbated by COVID-19. The need to sustain this workforce behooves the industry to unpack core drivers of employee commitment in order to retain top talent. This paper explores how dimensions of employee empowerment increase organizational commitment and, in turn, reduce turnover intention—leading to a more sustained workforce. Drawing on the results of 346 surveys within the Canadian lodging industry, structural equation modeling was undertaken to examine the influence of empowerment on organizational commitment and organizational commitments influence on turnover intention. Findings suggest that the development of meaning through employee empowerment, particularly when the ideals and standards between workers and their organization are aligned, creates a strong emotional commitment which appears to strongly reduce an employee’s intention to leave. Feelings of emotional connection or duty towards an organization show clear positive relationships with reduced intentions to leave. For an industry struggling with higher-than-average turnover intention and labour costs, focusing on creating work with meaning, and instilling a sense of belonging in the workforce will enable organizations to reduce their employee’s turnover intentions.