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

El‐Said, Osman Ahmed; Aziz, Heba

doi:10.1177/14673584221074925

Cited by 4 publications

(2 citation statements)

References 90 publications

(173 reference statements)

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“…Employers should show interest in employees' growth so that they create a surrounding where the employees will be enthusiastic and one that will motivate them to remain employed at the organization [14]. It is found that there is a strong dissatisfaction with limited growth opportunities in hotels [29]. The fairness of the promotion process is of significant concern for hotel employees and this can negatively impact employee productivity [30] as well as deter prospective employees [31].…”

Section: Factors Contributing To Staff Turnover In Hotelsmentioning

confidence: 99%

“…This type of relationship according to Davis [22] will not only engage and inspire employees but will also lead to organizational commitment and lower turnover rates. In essence, hotel managers should be concerned about the growth and development of all employees [29] despite age and gender. As per the latter, they are to remove gender bias perceptions and ensure that programmes are in place to coach female employees in advancing their careers [90].…”

Section: Include Career Development and Advancement Factorsmentioning

confidence: 99%

See 1 more Smart Citation

Factors Contributing to Staff Turnover in the Hotel Industry: A Literature Review

Codling¹,

Pinnock²,

Barrett³

et al. 2023

Business, Management and Economics

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The purpose of this chapter is to analyze the factors that are contributing to staff turnover in the hotel industry. Staff turnover rate usually affects an organization’s performance, productivity and profitability, and can contribute to the loss of assets and resources. This sector of the hospitality and tourism economy was selected for the study as it is deemed to be very demanding and oftentimes overwhelming. In general, the sector is believed to be very stressful especially since the employees have to deal with satisfying the needs and wants of customers and uncertain working conditions. Literature review was used as the methodology for ascertaining the factors that are contributing to staff turnover in hotels. From this review, the chapter identifies that these are both push and pull factors. Push factors are dissatisfactions with the current job which cause employees to seek alternative employment and pull factors are the reasons that attract employees to a new workplace. The chapter concludes that it is important for hotel managers to establish an employee-centric environment with deliberate and effective workplace practices to retain employees. The findings of this study will be very useful in advancing the literature as well as informing hotel practitioners.

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Section: Factors Contributing To Staff Turnover In Hotelsmentioning

confidence: 99%

Section: Include Career Development and Advancement Factorsmentioning

confidence: 99%

Factors Contributing to Staff Turnover in the Hotel Industry: A Literature Review

Codling¹,

Pinnock²,

Barrett³

et al. 2023

Business, Management and Economics

View full text Add to dashboard Cite

show abstract

Are rural accommodation employees able to aspire to transcendent happiness in their work? An exploratory model

Ripoll

Ramírez

2023

Humanit Soc Sci Commun

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In this paper, we aim to propose formulas based on indicators to develop the transcendent happiness of employees in the tourism industry. Specifically, three factors are proposed as determinants of transcendence happiness (THP): corporate culture (CO), internal communication (IC), and employee-centered personnel management (EPM). To this end, a model proposes to help guide employees in the tourism industry toward happiness. From a sample of 443 employees in tourist accommodations in Spain, we explore the feasibility of an SEM-PLS model based on already validated scales. Our results show, on the one hand, the critical role of organisational culture in the pursuit of employee happiness and, on the other hand, the mediating effect of internal communication between personnel management and transcendent happiness. This ground-breaking study fills two gaps in the current happiness management literature. The first is considering transcendent happiness as an innovative key to corporate governance. It requires a corporate culture that fosters all human capital’s personal growth and work-related well-being. In addition, secondly, to demonstrate that the variables of internal communication and passion at work positively influence the transcendental happiness of internal customers in rural establishments. Between internal communication and personnel management based on the employee’s growth, the organisational culture has the most significant impact not only on personnel management but also on the achievement of the happiness of private employees. To this end, rural accommodations should design organisational patterns based on codes of conduct in the social relations between employees and managers.

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Development of Gulf Cooperation Council human resources: an evidence-based review of workforce nationalization

Elbanna

Obeidat

Younis

et al. 2023

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PurposeThis study aimed to contribute to the field of Human Resource Management (HRM) by providing a critical review of existing scholarly research and a thematic analysis of the workforce nationalization domain in the Gulf Cooperation Council (GCC) countries. To strengthen the literature on this topic, it seeks to identify key gaps and areas for further exploration.Design/methodology/approachA two-step systematic research methodology (qualitative and quantitative) and a thematic analysis of empirical and theoretical studies were used in this study. The quantitative review was conducted using a predesigned coding framework.FindingsThe study identified and discussed four perspectives of workforce nationalization in the GCC countries. These were (1) the conceptualization of workforce nationalization; (2) the role of institutional policies in achieving it; (3) the practices and outcomes of nationalization efforts and (4) the impact of gender and women in the nationalization process.Research limitations/implicationsThis study has several limitations, which the authors have addressed by proposing several future research avenues. For example, the reviewed studies are skewed toward certain countries (e.g. UAE and Saudi Arabia), which limits the generalizability of their findings.Practical implicationsA more comprehensive definition of nationalization, development of qualitative and quantitative measures to enhance HRM practices and outcomes, and the identification of alternative approaches to improve the employment of locals are emphasized as needs. Additionally, revised measures and mechanisms to rectify negative perceptions about entitlement and the revision of policies to integrate females in the national labor force are suggested.Originality/valueWorkforce nationalization initiatives in the GCC region offer a unique and rich research phenomenon replete with managerial, organizational, economic and political dilemmas. The investigation of this phenomenon would profoundly enlighten employers, policymakers and scholars.

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

Cited by 4 publications

References 90 publications

Factors Contributing to Staff Turnover in the Hotel Industry: A Literature Review

Factors Contributing to Staff Turnover in the Hotel Industry: A Literature Review

Are rural accommodation employees able to aspire to transcendent happiness in their work? An exploratory model

Development of Gulf Cooperation Council human resources: an evidence-based review of workforce nationalization

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