|Author:||Yip, Wai-lam Lawrence|
|Title:||Generational differences in the perceived hospitality culture, hospitality job characteristics and job satisfaction on intention to leave and intention to stay in Hong Kong hotel industry|
|Subject:||Hong Kong Polytechnic University -- Dissertations|
Hotels -- China -- Hong Kong -- Employees
Hospitality industry -- China -- Hong Kong -- Employees
|Department:||School of Hotel and Tourism Management|
|Pages:||xii, 306 pages|
|Abstract:||Turnover has long been an interesting topic to both academics and industrial practitioners for its relationship with various organisational phenomena and implications for companies, particularly costs and profitability. In the investigation into turnover, one can only examine the attitudinal aspect of the concept, intention to leave. A related but usually misunderstood, in the form of interchangeability, concept, intention to stay, is being studied too. In this study, these two measures are studied separately but not considered as the equal and opposite of each other. Organisational culture is another research theme which has been gaining ground but have not yet reached a consensus on its constituents if not also the theoretical model. In another vein, organisational culture is suggested to be industry-specific in industries where the differentiation between players has become homogeneous. Hotel industry is a good example of this homogeneity. Jobs in the hotel industry have been receiving stereotypical impression, mostly negative one and there were studies that include the associated attributes and relate them to different organisational outcome. Yet there is a lack of studies which comprehensively investigate these characteristics in a more collective manner and put them into a research construct ready for empirical research. In this study, organisational culture and job characteristics specific to the hospitality industry have been employed as empirical research constructs and studied against intention to stay and intention to leave. Assertive previous studies in certain of the measures and constructs as in this study permit the use of quantitative method in the manner of questionnaire survey. Hierarchical regression and ologit were employed as the major analytical tools. In summary, the empirical results assert the positive relationship between hospitality culture, hospitality job characteristics and the attitudinal measures of intention to stay and intention to leave. Most interestingly, the effects of the determinants take the form of job satisfaction, which appear to be dominating after its introduction, in their relationship with intention to stay and intention to leave. The effects of the determinants on the outcomes on various age cohorts have also been analysed. Against the findings, there are the limitations over the sampled participants which were the frontline employees in High Tariff A and High Tariff B hotels in Hong Kong. To extend the study, participants from supervisory or managerial in hotels, or from other classification of hotels if not other geographical regions. This extension would serve as a useful tool for testing the generalisation of conceptual model presented here. Besides the demographics and context of the research participants, future studies can also focus on examining other determinants to the intention to stay and intention to leave, particularly the latter of which the predictors are presumed to be much beyond the scope of this research.|
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