Motivators and barriers to creativity : perspective from the supervisory employee in Hong Kong hotel industry

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Motivators and barriers to creativity : perspective from the supervisory employee in Hong Kong hotel industry


Author: Pang, Wai-ling Loretta
Title: Motivators and barriers to creativity : perspective from the supervisory employee in Hong Kong hotel industry
Degree: M.Sc.
Year: 2001
Subject: Hospitality industry -- China -- Hong Kong -- Employees
Motivation (Psychology)
Creative ability
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
School of Hotel and Tourism Management
Pages: vi, 97, [14] leaves : col. ill. ; 30 cm
Language: English
InnoPac Record:
Abstract: The purpose of this research is to analyse the job-related motivators and job-related barriers to creativity perceived by the hotel employees with supervisory level or above in Hong Kong. Totally four pilot tests were conducted. Two pilot tests by individual in-depth interview and dichotomous selection test were conducted to identify the possible motivators and barriers; and another two pilot tests were implemented to ask for hotel professionals' comments on the understanding of the questionnaire. Then self-administered questionnaire was generated to measure the perception of the hotel employees. Based on two hundred and eighty-eight respondents' selection and factor analysis was conducted, five major dimensions on job-related motivators were discovered and listed in descending order of mean value: 1)Training and Development; 2) Support and Motivation From the Top; 3) Open Policy; 4) Recognition and 5) Autonomy and Flexibility. Besides, four major dimensions on job-related barriers were also listed in descending order of mean value as 1) Time and Work Pressure; 2) Low Commitment to Organization and System; 3) Rigid Rules and Company Style and 4) Fear of Change and Criticism. A model (Figure 1) explaining the impacts of job-related motivators and job-related barriers to creativity was formed to show the conceptual framework of the findings. Moreover, further analysis by independent-samples t-test and ANOVA revealed significance differences on demographic variables of education level, years of service in the hotel industry, working level in organization and hotel grading in relation to the identified dimensions. Given that there is an increased recognition of the roles of creativity and innovation in business, as well as a realization that they can be fostered and developed, recommendations on how to enhance the employees' creativity were developed. They include budget allocation for employees' training and development programmes, management initiation to give support and motivation, management to provide a clear concept of the company vision and mission, recognition for employees on creative ideas given and employees' involvement in planning and decision-making. On the other hand, recommendations were also provided to reduce the barriers inhibiting creativity in the Hong Kong hotel industry. Organizations should re-schedule the duties to meet the time frame, respect each other to gain a common understanding, change the conservative attitude and both management and employees to understand the importance of creativity and well prepared to change. Notwithstanding, this study aims at improving the creative potential of hotel employees by fostering the motivators and reducing the obstacles simultaneously from both directions.

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