Despite a growing scholarly interest in risk management within the field of hospitality, risk appetite, which plays a key role in effective risk management, has not yet received wider attention. This paper contributes to our understanding of risk appetite by exploring the factors that influence risk appetite in a hotel company context. Through in-depth interviewing with risk appetite experts and corporate-level hotel executives, we identified two sets of factors ('primary' and 'secondary') that influence a hotel compan's risk appetite. Although, at corporate level, these factors do not differ from other industry contexts, they can be used by managers in the hotel sector as a starting point to understand drivers and inhibitors of their companies' risk appetite while researchers can use them as a basis to develop descriptive or predictive models of a hotel company's risk appetite.

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Success in attracting talent in the hospitality industry rests on employers’ ability to project value proposition that closely corresponds with the requirements of its target employees. Despite their importance to the hospitality industry, Gen Z perspectives on employer attractiveness received limited attention in the academic literature. This study applies an employee-centric approach to employer brands to identify motivational structures which determine Gen Z hospitality employer choices. Underpinned by means-end-chain theory, the study uncovers the hierarchical knowledge structures that link employer attributes, the benefits derived from these attributes, and personal values. Findings confirm the usefulness of the means-end-chain theory in generating insights into motivational structures of potential employees. The value structures of Gen Z are psychological, development and social value. Findings are relevant to hospitality employer brands as it allows them to understand how attributes are interpreted by potential employees, and lead to benefits and higher value forms. In turn, this enables employers to tailor their value proposition to match their offer to Gen Z and employers’ resource base.