Age Diversity in Hospitality—Making a Case for the Mature Employee

Geddie, Morgan W.; Jackson, Faye Hall

doi:10.1300/j171v01n02_06

Cited by 5 publications

(9 citation statements)

References 3 publications

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“…These include that they are weak, need to be taken care of, are not flexible, resist change, are not productive, cannot learn new technologies, and have high absenteeism rates (Cummings, Adler, & Decoster, 2005;Geddie & Jackson, 2002). These negative stereotypes often create barriers for older employees in terms of employment and advancement opportunities.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Older workers have been found to exhibit greater loyalty, dependability, and communication skills (Magd, 2003). Geddie and Jackson (2002) also showed that they are more satisfied with their jobs, experience less job-related stress, and are less likely to need counseling or use drugs. They recommended that hotels adopt specific strategies to combat negative stereotypes, such as embracing a corporate culture inclusive of older workers, forming committees representative of all age groups to evaluate hiring practices, and implementing sensitivity training.…”

Section: Literature Reviewmentioning

confidence: 99%

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Identifying Factors That Influence Hospitality Students’ Willingness to Work With Older Employees

Zhong

Hertzman

2014

Journal of Hospitality & Tourism Education

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Ageism and age diversity are emerging challenges for the hospitality and tourism industry. The purpose of this study is to investigate hospitality students' willingness to work with older employees. The research results showed that students' willingness to work with older workers was significantly correlated with contact frequency and quality, and aging anxiety. Surprisingly, Asian students are less willing to work with older employees than American students. These findings indicate that hospitality students can have intergenerational issues at their workplace, regardless of their cultural backgrounds. Therefore, it highlights the need for hospitality and tourism programs to adopt pedagogical methods, including intergenerational service learning, to address the issue.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Identifying Factors That Influence Hospitality Students’ Willingness to Work With Older Employees

Zhong

Hertzman

2014

Journal of Hospitality & Tourism Education

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“…A study by Siassi et al, (1975) shows overall job satisfaction is positively associated with age. Changing demographics have led many hospitality managers to recognize the value of mature adults as a necessary component of any service industry (Gedde and Jackson, 2002). The right to work is protected by the Age Discrimination Employment Act of 1967.…”

Section: Resultsmentioning

confidence: 99%

“…This aging of America is inevitable. Until at least 2030 the United States will see large growth in the mature population segment (Gedde & Jackson, 2002). The hospitality and tourism industry needs to target this growing segment.…”

Section: Resultsmentioning

confidence: 99%

“…Transcripts from each cohort were examined by the researchers to determine significant issues for each generation. Characteristic questions selected for the present survey instrument were also identified in other studies (Bush et al, 2008;Crampton and Hodge, 2007;Arsenault, 2004;Southland and Lewis, 2004;Gedde and Jackson, 2002;Haider and Loughran, 2001;Verret, 2000;DeMicco and Reid, 1988). For the present project, a preliminary survey instrument was reviewed by an expert panel and piloted twice before being used.…”

Section: Methodsmentioning

confidence: 99%

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Understanding Generational Diversity in the Workplace: What Resorts Can and are Doing

Rood¹

2011

Journal of Tourism Insights

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Job involvement, organizational commitment, professional commitment, and team commitment

Singh

Gupta

2015

Benchmarking: An International Journal

156

123

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Purpose – The purpose of this paper is to examine the relationship among job involvement, organizational commitment, team commitment and professional commitment and to explore generational differences for these variables. Design/methodology/approach – It used structured questionnaire survey approach for which data were collected from 477 full-time employees of 13 organizations from diverse sectors in India. Respondents were categorized into four generational cohorts following the classification reported in Robbins et al. (2011). Findings – The findings of the study indicated that professional commitment is negatively related with job involvement, affective organizational commitment, normative organizational commitment, and team commitment. Job involvement, affective and normative organizational commitment, and team commitment were positively correlated. Differences were observed among Generation Y, Generation X, Liberals, and Socialist for job involvement, affective organizational commitment, normative organizational commitment, professional commitment, and team commitment. Generation Y, for example, was found high in professional commitment, while Socialist were found higher on affective organizational commitment compared to other generations. Practical implications – Findings suggests that there is a decrease in job involvement, affective organizational commitment, normative organizational commitment, and increase in professional commitment in young generations. Organizations need to take consideration this while designing the HR policies for employees’ engagement. Originality/value – The contribution of the study lies in examining the employees’ attitude to different dimensions of work life and differences among Indian generations.

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Age Diversity in Hospitality—Making a Case for the Mature Employee

Cited by 5 publications

References 3 publications

Identifying Factors That Influence Hospitality Students’ Willingness to Work With Older Employees

Identifying Factors That Influence Hospitality Students’ Willingness to Work With Older Employees

Understanding Generational Diversity in the Workplace: What Resorts Can and are Doing

Job involvement, organizational commitment, professional commitment, and team commitment

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