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Studies have shown that a certain personality leads to higher job performance. This finding has led many companies to use personality traits when they hire employees. Despite abundant studies on personality, little is known about suitable personality traits for travel agents, especially in Taiwan. With 230 travel agents working in sales departments for corporate clients and transient travelers in Taiwan, their personalities, actual sales records, and managers’ performance evaluations were used to identify significant personality traits affecting job performance. The results reflect different personality traits for travel agents working with corporate clients and individual transient travelers. The results revealed that travel agents working with corporate contracts have strong commanding and continuative personalities but weak innovative and independent personalities. On the contrary, the agents working with transient travelers showed strong innovative, commending, independent, and sympathy personalities ...

This study investigates the effects of perceived organizational support on transactional and relational contracts and how these two types of psychological contracts influence employee intent to leave. Additionally, perceived supervisor support was examined as a predictor of perceived organizational support. Given the high employee turnover rates in the hospitality industry, lack of employee turnover studies in hospitality context, and more importantly, lack of employee turnover studies in countries other than the Western organizational contexts, the current study examines the above relationships with restaurant employees in India. Results showed that perceived supervisor support increased employee perceptions of organizational support, perceived organizational support increased relational psychological contracts but not transactional contracts, and only relational contracts had a significant effect on employees’ intent to leave. Implications of these results and issues for future research are discussed.

The purpose of this study was to investigate the impact of a bundle of eight human resource management practices on intention to leave, and to examine the mediating effect of organizational commitment on the relationship between the HRM practices and intention to leave of employees of a service organization in India. Most of the prior HRM practices–employee turnover studies have been from the HR manager's point of view. This study took a different approach and studied this relationship from an employee's point of view. Internet survey questionnaires were used to collect the data from 183 employees working in a service company in India. Multiple linear regression and hierarchical linear regression analysis were conducted to test the hypotheses. The study found not only that the HRM practices lower employee intentions to leave, but also that this relationship is partially mediated by organizational commitment. The results of the study not only supported that organizations should focus on employee perception...

Scholars are expected to master teaching, research and service activities as part of their tenure-seeking process. However, it is not easy to become a master in all three areas. This study was conducted to investigate what tenure criterion was perceived to be most important and whether the tenure criteria have been changed over the last decade. In addition, the study examined whether or not tenure criteria were different between a school granting a graduate degree and one offering only a baccalaureate degree. This study revealed that a Ph.D. or equivalent terminal degrees, refereed publication records, and college teaching experience were the three most important criteria. Programs granting graduate degrees indicated stronger importance for publishing refereed articles than programs with only a baccalaureate degree.

Part-time workers have been considered a necessity for gaining a competitive advantage in the U.S. hospitality industry. More than 500 line employees working in the U.S. hotel industry were invited to participate in this study. Regression analysis was used to uncover the relationship between behaviors and attitudes of part-time versus full-time hotel workers. Significant variations between the two groups were found. Part-time workers showed more “voice” and “action” organizational citizenship behaviors than full-time employees did. This study provides hotel managers with a better understanding of the differences between the organizational behaviors of part-time and full-time workers and provides an evaluation for enhancing the attitudes of part-time employees within U.S. hotels.

The purpose of this study was to determine if managers' perceptions of their leadership styles are in agreement with their subordinates' perceptions, and to determine which of the four leadership styles are influential in predicting employees' performance. The result of this study indicates disagreement between managers' and subordinates' perceptions of the managers' leadership styles. Self‐other agreement on leadership styles predicted employees' performance. Supportive, participative, and achievement‐oriented leadership styles were influential in predicting employees' motivation. Supportive and directive leadership styles increased employees' intention to get the job done. The study's limitations and suggestions for future research are discussed.

Although the number of U.S. hospitality graduate programs has increased over the past two decades, few research studies have addressed how hospitality graduate education is perceived by its stakeholders: students, educators, and employers. This study offers a multidimensional framework to assess the status quo of hospitality graduate education. General management skills, curriculum, generalist and specialist approaches, and effective teaching methods were investigated through three perceptional dimensions; hospitality industry professionals, educators, and students. The results confirm several significant gaps and intriguing differences among the stakeholders' perceptions of graduate education in hospitality. Implications of these important findings are discussed.

The purpose of this study was to examine the impact of employee relations programs (ERP) on organizational performance in the lodging industry. ERP provides employees with opportunities to participate in planning and improving work-related tasks. Four items were used to measure employee relations: formal complaint-resolution programs, participation programs, attitude surveys, and suggestion systems. Further, three types of organizational performance measures, namely employee turnover, labor productivity, and revenue per available room (RevPAR) were used. Findings indicated that ERP led to higher labor productivity and RevPAR.