Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | School of Hotel and Tourism Management | en_US |
| dc.contributor.advisor | Cheung, Catherine (SHTM) | en_US |
| dc.creator | Forson, Mavis Adjoa | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/14478 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | en_US |
| dc.rights | All rights reserved | en_US |
| dc.title | Evaluating the effect of fair work conditions on the psychological consequences of hospitality and tourism employees | en_US |
| dcterms.abstract | Issues related to fair working conditions are increasingly recognised as vital, particularly in the hospitality and tourism industry, where employees often face challenges such as low wages, long working hours, and discrimination. These issues have a significant impact on employees' wellbeing and mental health. Although prior research has underscored the importance of equitable compensation and career development in enhancing employee morale and productivity, there remains a limited understanding of employees' experiences regarding fair working conditions in this industry. Critical questions persist about what constitutes fair working conditions from employees' perspectives and how these conditions influence their mental health and overall quality of life. | en_US |
| dcterms.abstract | This study addressed these gaps through five objectives: first, to explore employee definitions of fair working conditions; second, to develop a reliable assessment scale for measuring fair working conditions in hospitality and tourism (FWCHT); third, to examine the relationship between FWCHT and general mental health problems, anxiety, and burnout; fourth, to assess the impact of FWCHT on social and psychological wellbeing and quality of life; and fifth, to evaluate the role of supervisor support in these relationships. | en_US |
| dcterms.abstract | Employing a mixed-methods approach, this study initially conducted qualitative interviews with twenty-five employees from the hospitality and tourism industry in Ghana, which led to the identification of ten salient themes regarding their experiences of fair work: contracts, pay and benefits, working conditions and hours, flexibility and autonomy, job satisfaction and fulfilment, career advancement opportunities, relationships and trust, voice and representation, respect and treatment, and labour rights. | en_US |
| dcterms.abstract | Subsequently, the study developed the FWCHT measurement scale, informed by insights gathered from the interviews, literature reviews, expert consultations, pilot testing, and a primary survey conducted with 804 respondents across various hospitality and tourism settings in Ghana. The analysis revealed a four-factor structure of FWCHT: Fair voice and compensation; Fair and respectful workplace; Fair job fit and fulfilment; and Fair and inclusive opportunities. The FWCHT scale demonstrated significant predictive validity across two models, indicating that the four dimensions exerted differing influences on model 1 (general mental health problems, anxiety, and burnout) and model 2 (social wellbeing, psychological wellbeing, and quality of life), with supervisor support functioning as a moderator. | en_US |
| dcterms.abstract | The findings of model 1 indicated that "Fair voice and compensation" exerted a direct positive impact on anxiety, burnout, and general mental health problems. In contrast, "Fair and respectful workplace" was found to be associated with reduced burnout only, without affecting anxiety or general mental health problems. Also, "Fair and inclusive opportunities" was found to reduce general mental health problems, anxiety, and burnout, while "Fair job fit and fulfilment" significantly reduced anxiety; it did not have a significant impact on general mental health problems and burnout. Supervisor support emerged as a partial moderator in the interrelations among these constructs. The findings of model 2 revealed that "Fair voice and compensation," and "Fair job fit and fulfilment," had a positive effect on psychological wellbeing; however, they did not significantly influence social wellbeing or quality of life. Conversely, "Fair and respectful workplace" enhanced social wellbeing and quality of life but did not impact psychological wellbeing. "Fair and inclusive opportunities" positively contributed to social wellbeing, psychological wellbeing, and quality of life. Notably, supervisor support also functioned as a partial moderator within these interrelationships. | en_US |
| dcterms.abstract | In assessing the effectiveness of the FWCHT dimensions, "fair voice and compensation" and "fair and inclusive opportunities" emerged as the most influential in Model 1 for health issues, significantly impacting mental health, anxiety, and burnout. In contrast, "fair and respectful workplace" affected only burnout, and "fair job fit and fulfilment" was linked solely to anxiety. For wellbeing outcomes in Model 2, "fair and inclusive opportunities" was the most significant, influencing psychological and social wellbeing and quality of life. "Fair and respectful workplace" also impacted social wellbeing and quality of life, while "fair voice and compensation" had minimal influence, affecting only social wellbeing. | en_US |
| dcterms.abstract | Theoretically, this study makes a substantial contribution to the existing literature by introducing a validated scale for evaluating fair work conditions and elucidating the complex interrelations between workplace fairness and employee wellbeing. The findings offer critical insights for employers, human resource professionals, and policymakers in designing workplace strategies that foster employee wellbeing, satisfaction, and organisational sustainability. These results are particularly pertinent for sectors such as food and beverage, travel and tourism, and accommodations, wherein the application of fair work practices could facilitate a more equitable workplace and enrich employee experiences. | en_US |
| dcterms.extent | xviii, 463 pages : color illustrations | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2026 | en_US |
| dcterms.educationalLevel | Ph.D. | en_US |
| dcterms.educationalLevel | All Doctorate | en_US |
| dcterms.accessRights | open access | en_US |
Copyright Undertaking
As a bona fide Library user, I declare that:
- I will abide by the rules and legal ordinances governing copyright regarding the use of the Database.
- I will use the Database for the purpose of my research or private study only and not for circulation or further reproduction or any other purpose.
- I agree to indemnify and hold the University harmless from and against any loss, damage, cost, liability or expenses arising from copyright infringement or unauthorized usage.
By downloading any item(s) listed above, you acknowledge that you have read and understood the copyright undertaking as stated above, and agree to be bound by all of its terms.
Please use this identifier to cite or link to this item:
https://theses.lib.polyu.edu.hk/handle/200/14478