Inconsistent organizational images of luxury hotels: Exploring employees' perceptions and dealing strategies

Kanwal, Hira; Hoye, Greet Van

doi:10.1016/j.tmp.2020.100738

Cited by 5 publications

(6 citation statements)

References 118 publications

(146 reference statements)

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“…For the past decades, company image has been regarded as a critical dimension when explicating employees'/consumers' decision formation and behaviors ( Brien et al, 2017 ; Kanwal & Van Hope, 2020 ; Lojo et al, 2020 ; Van Hoye, 2008 ). According to Keller (1993) , company image indicates one's general perceptions or thoughts of the company and its attributes formed based on the relationship held in his/her memory.…”

Section: Literature Reviewmentioning

confidence: 99%

“… Brien et al (2017) and Van Hoye (2008) indicated that the effects on boosting one's image of a company bring his/her enhanced attitude and attachment to the company. Workers build an image of the place where they work ( Kanwal & Van Hope, 2020 ). The image of a company exists not only from the eyes of its current customers but also from the eyes of the company workers ( Van Hoye, 2008 ).…”

Section: Literature Reviewmentioning

confidence: 99%

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Are airline workers planning career turnover in a post-COVID-19 world? Assessing the impact of risk perception about virus infection and job instability

Han

Koo

Ariza-Montes

et al. 2021

Journal of Hospitality and Tourism Management

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Airline workers have been suffering risks of job instability and virus infection since the outbreak of COVID-19. This research developed a novel framework explicating airline workers' career turnover decision formation by considering the influence of perceived risks of virus infection and job instability during the COVID-19. A quantitative approach using a survey method was utilized to attain research goals. Our empirical findings revealed that airline image, attitude, and commitment have a significant influence on employee career turnover intention. Both attitude and commitment were identified as essential mediators. In addition, perceived risks of virus infection and job instability significantly moderated the relationships among attitude, commitment, and employee career turnover intention. The effectiveness of the proposed theoretical framework for career turnover intention was demonstrated. Our findings help researchers and entrepreneurs find effectual ways to lower competent workers’ career turnover and raise their approach behaviors in a post-COVID-19 world.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Are airline workers planning career turnover in a post-COVID-19 world? Assessing the impact of risk perception about virus infection and job instability

Han

Koo

Ariza-Montes

et al. 2021

Journal of Hospitality and Tourism Management

View full text Add to dashboard Cite

show abstract

“…That is to say, a person’s decision to take a job with a particular organization is influenced by their perceptions of promotion opportunities, management recognition, workplace relationships, and so on. As can be expected, if the factors of an organization are perceived negatively, that organization will struggle to attract employees (Chang and Tanford, 2018; Kanwal and Hoye, 2020). The same is true about entire industries as well (Boğan et al, 2020).…”

Section: Introductionmentioning

confidence: 91%

Job satisfaction and potential opportunities for career growth among hotel employees: The case of Oman

El‐Said

Aziz

2022

Tourism and Hospitality Research

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As with other Gulf Cooperation Council countries, Oman is attempting to increase the number of citizens employed in its hospitality sector. Although several government initiatives have been launched to address this issue, the number of Omanis employed in the hospitality sector continues to be low. The current study aims to determine the causes for this disinterest within the hotel industry. Under the premise that the industry’s negative image stems from the experiences of existing Omani hotel employees, the current study investigates their job satisfaction, work-related challenges, and commitment to hotel employment. A mixed methods study was conducted among Omani employees of four- and five-star hotels in Muscat using focus-groups and a structured questionnaire. The results reveal strong dissatisfaction with financial compensation and the limited growth opportunities. The authors conclude that government intervention is required and, beyond improving entrance to hospitality employment, local authorities should be concerned with the growth and development of employees. Further theoretical and practical implications are discussed.

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“…Mosley (2007) suggests being consistent in every significant touchpoint with employees to promote an attractive employer brand. Furthermore, Kanwal and Van Hoye (2020) interviewed luxury hotel employees and found that they were less attracted and attached to their employer when they perceived the internal employer image was misaligned with the hotel's external images. Hence, although fragmented and mainly conceptual/ qualitative in nature, there is some literature that suggests that different forms of employer image consistency (e.g., between images, touchpoints) are important to enhance employee reactions.…”

Section: Employer Brand Consistencymentioning

confidence: 99%

Beyond employer brand content: The role of employer brand process attributes in understanding employees' reactions toward their employer

Kanwal

Hoye

2023

Human Resource Management

Self Cite

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Employees play a central role in organizational functioning and representation. HR managers thus strive to create an attractive employer image that stimulates employees' attachment and ambassadorship. However, presently, there is limited research about how employees perceive and react toward their organization's employer brand. More importantly, the studies available have focused on content attributes only (i.e., instrumental and symbolic image dimensions). This has resulted in limited (content‐based) understanding of the construct and failure to incorporate its branding‐related aspects (process attributes) which represent the crux of employer branding theory. Thus, using the HRM system strength theory and employer branding literature, this article examines three process characteristics (i.e., employer brand distinctiveness, consistency, and consensus) vis‐à‐vis instrumental and symbolic content attributes to understand employee reactions (i.e., employer attractiveness, organizational identification, and employee ambassadorship). Data were collected at two times through Prolific Academic with 254 UK and US employees. Results suggest that employer brand process attributes are valuable sources to enhance employees' identification with their organization. Moreover, distinctiveness and consistency seem especially instrumental in enhancing employees' attractiveness perceptions and display of positive ambassadorship. In addition, the process attributes explain significant incremental and unique variance beyond content attributes in employee reactions.

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Inconsistent organizational images of luxury hotels: Exploring employees' perceptions and dealing strategies

Cited by 5 publications

References 118 publications

Are airline workers planning career turnover in a post-COVID-19 world? Assessing the impact of risk perception about virus infection and job instability

Are airline workers planning career turnover in a post-COVID-19 world? Assessing the impact of risk perception about virus infection and job instability

Job satisfaction and potential opportunities for career growth among hotel employees: The case of Oman

Beyond employer brand content: The role of employer brand process attributes in understanding employees' reactions toward their employer

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