2011
DOI: 10.9707/2328-0824.1013
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Changes in Tourism Industry Quality of Work Life Practices

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Cited by 15 publications
(10 citation statements)
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“…Accordingly, several recent studies explored QWL in the service industry (Janes and Wisnom, 2011;Manjunath and Kurian, 2011;Mirkamali and Thani, 2011). Although researchers have implemented various attributes to investigate the underlying structure of QWL, there are consensuses about the multiple dimensions which are consistent with the six underlying dimensions of QWL reported by Sirgy et al (2001).…”
Section: Quality Of Work Life (Qwl)mentioning
confidence: 99%
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“…Accordingly, several recent studies explored QWL in the service industry (Janes and Wisnom, 2011;Manjunath and Kurian, 2011;Mirkamali and Thani, 2011). Although researchers have implemented various attributes to investigate the underlying structure of QWL, there are consensuses about the multiple dimensions which are consistent with the six underlying dimensions of QWL reported by Sirgy et al (2001).…”
Section: Quality Of Work Life (Qwl)mentioning
confidence: 99%
“…Moreover, according to spillover theory, QWL influences not only JS but also other forms of life satisfaction, such as those concerning family, leisure and social aspects (Crohan et al, 1989;Schmitt and Mellon, 1980;Sirgy et al, 2001). IJCHM 27,5 Accordingly, several recent studies explored QWL in the service industry (Janes and Wisnom, 2011;Manjunath and Kurian, 2011;Mirkamali and Thani, 2011). Although researchers have implemented various attributes to investigate the underlying structure of QWL, there are consensuses about the multiple dimensions which are consistent with the six underlying dimensions of QWL reported by Sirgy et al (2001).…”
Section: Conceptual Background 21 Quality Of Work Lifementioning
confidence: 99%
“…However, this issue is a relatively neglected issue in literature and specifically in hotel sector (Hoque, 1999;Hoque, 2013;Philippakos, 2009). Hotel industry all over the world and particularly in Greece has several distinct characteristics, such as: heterogeneity (having large MNEs and small national hotels operating in the same region), sensitivity in changes (innovation, technological advances, economic, social and mobility issues), seasonality, human resource flexibility, high percentage of part time and non-professional employees, skill shortages, as well as low paid work, law status (for most jobs), weak power of trade unions and high level of employee turnover (Baum, 2007;Janes & Wisnom, 2010). These characteristics imply the necessity for empirical research about the implementation and effectiveness of distinctive and diverse HR practices for a hotel firm to remain successful and achieve its goals, particularly, when talent shortfall remains one of the tourism industry's most pressing human resource management issues (Altin, Koseoglu, Xiaojuan, & Riasi, 2018;Duncan, Scott, Baum, 2013;Hoque, 2013;Ubeda-Garcia, Claver-Cortes, Marco-Lajara, & Zaragoza-Saez, 2017;Mooney, Harris, & Ryan, 2016;Nieves & Quintana, 2016;Solnet, Kralj, & Baum, 2015;Young-Thelin & Boluk, 2012).…”
Section: Literature Reviewmentioning
confidence: 99%
“…Although, many researchers have suggested a great number of predictors of QWL; however, only a few of them have been examined empirically especially in Asian context (Sirgy et al, 2001;Levine et al, 1984;Gurses et al, 2009). Whereas, majority of the QWL literature has originated from developed Western economies like the USA, Turkey, and the Netherlands (Janes and Wisnom, 2011;Looij and Benders, 1995;Griffith, 2001;Kanten and Sadullah, 2012;Havlovic, 1991). It is important to note here that cultures vary country by county and also have a significant effect over the way employees perceive importance of work and, thus consequently QWL (Rajadhyaksha and Smita, 2004;Powell et al, 2009).…”
Section: Rationale For the Studymentioning
confidence: 99%