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This article applies the resource based view (RBV) of the firm to examine the role of family involvement in family, minority owned SMEs and its impact on owner, business and family outcomes. Our nationally representative sample encompasses four groups of entrepreneurs: White, African-American, Korean-American and Mexican-American. Findings show significant differences across the four groups in the three measures of family involvement including the proportion of family members employed in the business, degree of family reciprocal altruism toward the business and degree of financial involvement in the business. Family involvement in the business is also shown to impact owner, business and family outcomes differently across the four groups. Implications for research and practice are discussed.

Reducing the risk and occurrence of foodborne illness is a priority for the foodservice industry. Despite the large presence of Latino(a)s in the foodservice workforce, there is little research on attitudes toward food safety and related behavior among this group. This study employed the health belief model to investigate Latino(a) foodservice employees’ attitudes toward food safety and the antecedents of food safety behavior. Results showed that food safety knowledge did not affect self-reported food safety behavior but did significantly predict perceived susceptibility, severity, and barriers. The analysis also indicated that perceived benefits have a direct impact on food safety behavior.

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.

As the number of part-time employees continually increases in the United States, it is critical to know how employment status affects employees' attitudes and behaviors for organizational success as the employee plays the key role in the delivery of quality guest service and customer retention. The main goal of this study was to investigate the moderating effect of work status on the relationship between organizational and supervisor support, organizational commitment, citizen behaviors, and employee performance. Nearly 300 employees working in the restaurant industry were asked to participate in this study. Structural equation modeling was conducted to examine the four hypotheses proposed to investigate the objectives. The results indicate that there are stronger effects on employees' commitment and organizational commitment on citizenship behaviors among part-time employees than full-time workers. This finding implies that part-time employees should not be treated as perishable workers.

This study investigated the psychometric properties of 3 frequently administered emotional intelligence (EI) scales (Wong and Law Emotional Intelligence Scale [WLEIS], Schutte Self-Report Emotional Intelligence Test [SEIT], and Trait Emotional Intelligence Questionnaire [TEIQue]), which were developed on the basis of different theoretical frameworks (i.e., ability EI and mixed EI). By conducting item response theory (IRT) analyses, the authors examined the item parameters and compared the fits of 2 response process models (i.e., dominance model and ideal point model) for these scales with data from 355 undergraduate sample recruited from the subject pool. Several important findings were obtained. First, the EI scales seem better able to differentiate individuals at low trait levels than high trait levels. Second, a dominance model showed better model fit to the self-report ability EI scale (WLEIS) and also fit better with most subfactors of the SEIT, except for the mood regulation/optimism factor. Both dominance and ideal point models fit a self-report mixed EI scale (TEIQue). Our findings suggest (a) the EI scales should be revised to include more items at moderate and higher trait levels; and (b) the nature of the EI construct should be considered during the process of scale development.

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.

This study investigated the relationship between the use of 12 human resource management (HRM) practices and organizational performance measured by turnover rates for managerial and non-managerial employees, labor productivity, and return on assets. The results of regression analyses indicated that companies implementing HRM practices such as labor-management participation program, incentive plans, and pre-employment tests are more likely to experience lower turnover rates for non-managerial employees.

This 2003 study repeats and extends a 1997 investigation of how students perceive hospitality organizations as prospective employers. Using structural equation modeling, the study confirmed five factors to examine the relationship between the factors and the likelihood of employment in eight industry segments. The greatest difference between the 1997 findings and those of 2003 is the rise of the Internet in guiding students’ attitudes toward various industry segments. With regard to quick-service restaurants (QSRs) and private clubs, company-sponsored events particularly improve the likelihood of that a student will accept employment in those segments. Word of mouth and experience as a customer, on the other hand, can decrease a student’s interest in working in economy hotels and QSRs (even though direct work experience improves notice for those two segments). Ironically, the personal recruiting visit seems to have less influence on employment decisions than one might expect.

Working within the framework of the Affect Infusion Model (AIM), we use a sample of 351 minority owned, small and medium sized firms, to test whether negative affect is infused into business related decision making. Findings suggest that negative affect has a relationship with business owner’s intent to quit the business. Perceptions of success and satisfaction with the business and the entrepreneur’s personal goals were also related to owner’s intent to quit. Negative affect was found to moderate the relationship between perceived success and satisfaction and the entrepreneur’s personal goals and intent to quit which offer support to the AIM.

The purpose of this study was to examine the impact of Human Resource Management (HRM) on organisational performance. This study addressed two measurement challenges suggested by human resource researchers: collecting data separately for managerial and non-managerial employee groups and testing the interrelationships between three organisational performance measures (turnover, labour productivity and growth rate). The structural equation model revealed that the effects of HRM implemented for the managerial employee group were different from the effects of HRM implemented for the non-managerial employees. The primary difference related to the influence of a firm's bottom line. This study also examined the interrelationships among the dependent variables and found that managers' turnover rates reduced by HRM practices increased labour productivity.

Image process for intravascular photoacoustic endoscopy was developed. By virtue of processing, ex vivo intravascular photoacoustic images of atherosclerotic plaque were successfully achieved with low pulse energy 1064nm laser without any blurring.