Purpose This study aims to empirically examine the factors that are likely to affect tourists’ attitudes to revisit, which, in turn, influence their revisit intentions towards beach destinations. Design/methodology/approach Data were collected through a personal-administered survey of 601 tourists from three leading beach destinations in Bangladesh. Findings The empirical results indicate that perceived destination risks affect neither tourists’ attitudes to revisit nor their revisit intentions. However, tourists’ satisfaction and destination image directly affect both their attitudes to revisit and their revisit intentions. Practical implications The findings of this study contribute to the extension of the body of knowledge, especially in beach tourism settings where the proposed relationships have yet to be studied. Originality/value Coastal-based beach tourism is one of the least researched areas in tourism literature. The relationship between tourist attitude to revisit and revisit intention is exclusive in tourism literature.

Purpose The purpose of this paper is to investigate and develop an integrated theoretical relationship by including destination image and attitudes into the quality-value-satisfaction-loyalty paradigm in the context of beach tourism. Design/methodology/approach A personal-administered survey was conducted using a convenient sampling technique to collect data from 601 tourists who had visited popular beach destinations in Bangladesh. Then, the structural relationships between the factors likely to affect tourist attitudes and loyalty were examined. Findings The findings reveal that both service quality and perceived values have a direct effect on destination image, tourist attitudes and satisfaction. Additionally, destination image and satisfaction significantly affect tourist attitudes and loyalty. Research limitations/implications The direct relationship of perceived service quality and perceived value with tourist loyalty was ignored in the model due to reporting consecutive indirect relationship between them in prior studies. Practical implications These findings contribute to the extension of theoretical and managerial knowledge, especially in a beach tourism setting, where little research has been done to investigate the proposed relationships. Originality/value The originality of this study lies in providing theoretical and empirical evidence regarding the effect of service quality and perceived value, especially on destination image and tourist attitude to behaviour in the loyalty model, which has been scarcely examined in the prior tourism literature.

Many studies have suggested the adaptation and implementation of Total Quality Management (TQM) is likely to improve an organization's performance. A considerable amount of literature has examined the relationship between TQM and other elements like business performance, organizational performance, and marketing performance in different industries. However, little is known of the influence of TQM in project performance in the context of Malaysian construction organizations. The objective of the study is to examine the relationship between TQM and project performance in Malaysian construction organizations. Data were collected from member list of companies from the Construction Industry Development Board (CIDB) Malaysia. A total of 161 valid responses has been returned for data analysis. The findings revealed that TQM practices were partially correlated with project performance of Malaysian construction organizations. Specifically, operation focus and workforce focus were perceived as dominant TQM practices on project performance. This study contributes to the knowledge on TQM and project performance by providing empirical evidence on their ability to improve Malaysian construction industry. Besides, this study provides further insight for ABOUT THE AUTHORS

Purpose This paper aims to identify a possible solution as to how meaningful work could be considered as a lever in attracting and retaining Generation Y (Gen-Y) employees to work in the Singapore hotel industry. Design/methodology/approach This paper draws on the perspectives of earlier conceptual papers by Chacko et al. (2012) and Solnet and Hood (2008) in an effort to identify root causes and a possible solution. The context of Singapore and the international literature are also reviewed to establish theoretical and practical gaps that need to be filled. Findings The results from this study can be used as a guide to enable hotels to improve the attraction, retention and management of Gen-Y employees. This is crucial in hotels where many properties are facing challenges in attracting and retaining hotel employee talent. Originality/value The paper provides a fresh examination of the characteristics and behaviours of Gen-Y employees, as well as suggests an improved organizational approach to attraction and retention. This methodology includes an element of positive psychology, in the form and experience of meaningful work.

With the high level of importance placed on service delivery and the elevated turnover rate experienced in the hotel industry, this study was conducted to explore the influences of perceived transformational leadership on the cross-cultural psychological capital and turnover intentions of frontline employees working in four- and five-star hotels in Sabah, Malaysia. Data were collected from 162 frontline employees using the purposive sampling method. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesized relationships. The findings clearly demonstrate that transformational leadership positively affects cross-cultural psychological capital and negatively influences turnover intention. Cross-cultural psychological capital, on the other hand, has no substantial link with turnover intention and does not act as a mediator between transformative leadership and turnover intention. This study extends the hospitality literature by offering a new conceptual model representing the perceptions of frontline employees toward transformational leadership and cross-cultural psychological capital that influence the turnover intention of these employees based on the job demands–resources and conservation of resources theories. These findings have implications for the advancement of transformational leadership and cross-cultural psychological capital toward a sustainable approach to reducing employee turnover in the hotel industry.