Gender, flexibility and the ‘ideal tourism worker’

Costa, Carlos; Bakas, Fiona Eva; Breda, Zélia; Durão, Marília; Carvalho, Inês; Caçador, Sandra

doi:10.1016/j.annals.2017.03.002

Cited by 96 publications

(74 citation statements)

References 43 publications

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“…Glass and Cook 2016;Stainback et al 2016;Askehave and Zethsen 2014;Hatmaker 2013, Palomo et al 2017Laguna-Sánchez et al 2014), and in tourism in particular (e.g. Segovia-Pérez et al 2019a;Costa et al 2017;Pritchard and Morgan 2017;Laguna-Sánchez et al 2014) has been extensively studied. There is also an important research field and practitioners' actions concerned about women's gender gap in Science, Technology, Engineering and Mathematics (STEM) coursetaking (Wang and Degol 2017; Beede et al 2011) and their limited participation in Information and Communication Technology (ICT) organizations, mainly in management positions (e.g.…”

Section: Introductionmentioning

confidence: 99%

“…In this process women have had a limited participation and they are essential as decision-makers in families and as individuals (Barlés-Arizón et al 2013;Rojas-de-Gracia et al 2018;Segovia-Pérez et al 2012) as well as employees, entrepreneurs and managers (e.g. Santero-Sanchez et al 2015;Costa et al 2017).…”

Section: Introductionmentioning

confidence: 99%

“…The evaluation of the double gender gap in the tourism industry is a complex phenomenon that requires a multidimensional perspective (Segovia-Pérez et al 2019a). This requirement is based on the impact of gendered notions and gendered organizations (Acker 1990), gender roles and stereotypes in the tourism and ICT industry (Costa et al 2017;Belgorodskiy et al 2012;Valenduc 2011). Stereotypical opinions relegate women to second hold positions, as an extension of their traditional domestic roles in the tourism sector (Campos-Soria et al 2011;Santero-Sanchez et al 2015), or 'periphery' or 'technically soft' in ICT profession (Holtgrewe 2014;Valenduc 2011).…”

mentioning

confidence: 99%

“…Technology double gender gap in tourism business leadership industry, there are feminized jobs in positions linked to their traditional home roles (Carvalho et al 2019;Costa et al 2017) and with less possibilities to progress.…”

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confidence: 99%

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Technology double gender gap in tourism business leadership

Domecq

Palomo

Flecha-Barrio

et al. 2020

Inf Technol Tourism

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The evolution of the Information and Communication Technologies (ICTs) continues generating paradigm-shifts in the tourism industry, and the incorporation of gender diversity in the managing bodies of hospitality and tourism firms can become a factor of critical success. Nevertheless, women's under-representation on decision-making positions in ICT or high-tech organizations (double gender gap) in the tourism industry has been hardly evaluated. The aim of this paper is to extend the understanding of the impact of this double level of discrimination at a vertical and horizontal level. The impact of stereotypes, gender roles and gendered organizations become the theoretical framework on this study. The biggest multinationals in the tourism industry were classified according to Eurostat's definition of high-tech services in three intensive technological levels (High-Tech Knowledge Intensive; Knowledge-Intensive and Less Knowledge-lntensive). The composition of their Board of Directors (BOD) and Management Teams (MT) was analysed, through their annual reports and online public related documents, and evaluated through Content Analysis. Based on a total of 55 tourism related firms, the results confirm the direct relationship between the technological level of the companies and the lower participation of women on MT and BOD. Results also show that Gender Diversity Programs promote women representation on the BOD and that this relation is bi-directional, i.e. more women on BOD imply more gender diversity programs.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Technology double gender gap in tourism business leadership

Domecq

Palomo

Flecha-Barrio

et al. 2020

Inf Technol Tourism

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“…The food service industry has many demands for workers to be able to provide excellent service for consumers (Costa et al, 2017;Mersha & Adlakha, 1992). Providing excellent service to the workers must have social skills competencies in this industrial 4.0 era (Ramle & Rohana, 2012).…”

Section: Introductionmentioning

confidence: 99%

Competences of Industry 4.0: Is the importance of Leadership in the Food Service Industry?

Ana¹,

Dwiyanti²,

Nikmawati³

et al. 2019

Proceedings of the 1st Vocational Education International Conference (VEIC 2019)

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This study discusses the competence of vocational education students in preparing themselves to enter the workforce. Prospective workers need to prepare themselves with various food service industry qualifications. Amid the 4.0 industrial era, competition between humans and robots is getting tougher. Hundreds of workers in Germany were dismissed for not meeting the qualifications in 2014, April 2019 France has dismissed 1,600 workers and replaced them with robots. For the world of education that focuses on meeting industry needs such as vocational education is a challenge. This research method is a literature review by collecting various references from the results of previous studies that are relevant to the topic of this research and then selected according to needs and analyzed in depth to find answers to this research question. The focus of this research is on the innovation of the competence of food service industry workers needed in the industrial era 4.0. The results of this study are in the form of tracing competencies not possessed by robots and superior humans in them. Leadership is the answer to this problem, leadership is not owned by robots. But the priority for workers in the food service industry who are required to work effectively, efficiently, collaboratively, innovatively and excellently. Preparation of leadership competencies is the capital of vocational education students as prospective workers in meeting the needs of the food service industry.

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Human resource management and sustainability: Bridging the 2030 agenda

Campos‐García,

Alonso‐Muñoz,

González‐Sánchez

et al. 2023

Corp Soc Responsibility Env

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The scientific literature related to human resource management (HRM) and sustainability has increased since 2015, coinciding with the establishment of the 2030 Agenda for Sustainable Development. This article combines a bibliometric approach, using VOSviewer and SciMat software, with a systematic literature review to assess and identify the scientific production in this domain. During the period studied (1996–2023), the results reveal the role of HR in achieving corporate sustainability but also the responsibility of companies to apply sustainable principles to HRM practices. Based on the findings and the less developed issues related to the SDGs and HRM a model of research proposals is provided, focusing on mental health (SDG 3), gender equality (SDG 5), collaboration towards climate action and responsible production and consumption (SDGs 12 & 13), and more emphasis on SDG 1 regarding the social sustainability of organisations.

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Gender, flexibility and the ‘ideal tourism worker’

Cited by 96 publications

References 43 publications

Technology double gender gap in tourism business leadership

Technology double gender gap in tourism business leadership

Competences of Industry 4.0: Is the importance of Leadership in the Food Service Industry?

Human resource management and sustainability: Bridging the 2030 agenda

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