Changes in Tourism Industry Quality of Work Life Practices

Janes, Patty; Wisnom, Mary

doi:10.9707/2328-0824.1013

Cited by 15 publications

(10 citation statements)

References 9 publications

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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%

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Quality of work life and job satisfaction among frontline hotel employees

Lee

Back

Chan

2015

International Journal of Contemporary Hospitality Management

134

115

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Purpose – The purpose of this paper is to achieve three objectives: to investigate perceived quality of work life (QWL) need attributes among frontline employees in the lodging industry, to assess the asymmetric relationships between QWL attributes and job satisfaction (JS) and to prioritize QWL attributes for the effective management of JS. Design/methodology/approach – Data were analyzed using exploratory factor analysis, impact range-performance analysis and impact-asymmetry analysis. Findings – Each QWL attribute showed significant and various asymmetric or linear impacts on JS or job dissatisfaction (JDS). Practical implications – Study results provided critical information for hotel managers to prioritize several attributes, such as safe work place, fair pay, empowerment and effective training, to enhance JS and reduce JDS for frontline personnel. Originality/value – This study sheds light for identifying the underlying structure of QWL and further investigate the asymmetric relationship between QWL attributes and JS/JDS using need satisfaction, self-determination and three-factor theory in the lodging industry.

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Section: Quality Of Work Life (Qwl)mentioning

confidence: 99%

Section: Conceptual Background 21 Quality Of Work Lifementioning

confidence: 99%

Quality of work life and job satisfaction among frontline hotel employees

Lee

Back

Chan

2015

International Journal of Contemporary Hospitality Management

134

115

View full text Add to dashboard Cite

show abstract

“…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%

Hotel Recruitment and Selection Practices: The Case of the Greek Hotel Industry

Chytiri¹,

Filippaios²,

Chytiris³

2018

IJOL

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“…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%

Enhancing quality of work life in India: the role of workplace flexibility

Rastogi

Rangnekar

Rastogi

2018

ICT

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Purpose It has been claimed that workplace flexibility is beneficial for employees as well as employers. However, not many studies have attempted to examine the impact of workplace flexibility on employees. The purpose of this paper is to examine the impact of flexibility dimensions on quality of work life (QWL) of employees. Design/methodology/approach Data were collected from a sample of 380 middle-level employees from service and manufacturing sector in India. Analyses were carried out using multiple regressions with the help of SPSS AMOS 21. Findings Flexibility in time and place as well as operations has a significant impact on QWL of middle-level employees. Additionally, flexibility in time and place is indicated to be a strong predictor for enhanced QWL particularly for married female employees as compared to their male counterparts. The type of organisation and sector also influences QWL of middle-level employees. Research limitations/implications This study has projected theoretical justification indicating how workplace flexibility satisfies needs of middle-level employees and promotes their QWL. It contributes to positive psychology literature by illustrating empirical evidence supporting the crucial role of flexibility at workplace in enhancing QWL of employees in India. Practical implications The findings may be valuable in all kinds of organisational settings when reviewing and proposing motivational employee well-being related policies. The empirical findings may have practical implications when it comes to designing jobs for enhanced work engagement. Originality/value The variables examined in this study reflect an understanding about how support mechanism at workplace creates a positive effect in employees’ well-being in unique cultural settings of India. Thus, this study is a significant contribution to the well-being literature in India.

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Changes in Tourism Industry Quality of Work Life Practices

Cited by 15 publications

References 9 publications

Quality of work life and job satisfaction among frontline hotel employees

Quality of work life and job satisfaction among frontline hotel employees

Hotel Recruitment and Selection Practices: The Case of the Greek Hotel Industry

Enhancing quality of work life in India: the role of workplace flexibility

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