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Through this study the authors investigate the influence of culture, and more specifically context orientation, on job seeker perceptions of recruitment activities and messages, person-organization fit, and job application intention. Researchers sampled 403 college students majoring in hospitality and tourism management from different cultural backgrounds. The results indicated that context orientation was significantly related to both perceptions of recruitment activities and messages. However, context orientation was not found to be associated with perceptions of person-organization fit. Recommendations are offered to examine the perception of fit at different stages of recruitment and the consistency of the influence of culture throughout the recruitment process.

Current cross-cultural comparisons in hospitality and tourism research are largely based on differences in simple average scores. This method assumes equal weights for the items and hence fails to address cross-cultural differences in the relative importance of each attribute in comprising the overall evaluation. In this study, a comparison between United States customers and Hong Kong customers in restaurant service expectations is used to demonstrate that latent variable scores are more appropriate than simple average scores for cross-cultural comparisons. The two samples demonstrate differences in relative importance for some items measuring restaurant service expectations. By calculating the latent variable score both with and without factorial invariance, researchers can decompose cross-cultural differences into a component due to item responses, and a second component due to unequal item-construct relationships. It is demonstrated that meaningful cross-cultural comparisons are possible only when noninvariant items are carefully examined.

This research examined industrial diversification patterns and win rates within the 1977–1979, 1983–1985 and 1992–1994 periods for all NLRB certification elections of the 30 most active unions in 1977–1979. We found significant change in diversification and little change in average win rates over the study period. The general trend was less total diversification and more unrelated diversification in 1992–1994 relative to 1983–1985 and 1977–1979. Total diversification and election frequency had no impact on win rates. However, related diversification had a significant positive influence on union win rates for elections recorded outside unions’ core organizing industries.

The present study explored the relationship between cultural norms and customers’ expectations for service by means of a pancultural factor model of restaurant service expectations. A survey instrument was developed in a three-stage process using input generated from focus groups in both the United States and Hong Kong. The service encounter was the level of measure and the instrument emphasized the behavioral components of service. Data were collected from comparable samples in the United States and Hong Kong. A six-dimensional model of service expectations was generated. Subsequent analyses indicated that the two groups differed significantly in their assessments of importance for each of the six dimensions. The results provide meaningful implications for managing service quality and training customer contact employees.

The establishment of a grievance arbitration process in the collective bargaining agreement remains the principal method for resolving contractual disputes in unionized settings in the US. This study presents an analysis of grievance arbitration cases in the hospitality industry published during the period from January 1985 through December 1995. It examines some of the unique characteristics of arbitration in this industry. Included is a discussion of the significant implications of arbitration cases for the training of managers and supervisors responsible for the application of the discipline process, and the resolution of disciplinary grievances.

Of primary concern to hospitality management before, during, and after a downsizing event should be the concerns and potential reactions of employees. The attitudinal and behavioral reactions of employees who work in a downsizing environment may be influenced by both the objective dimensions of this environment and employees' subjective interpretations of this work setting. This article discusses some of these key objective and subjective factors that may be present in a downsizing organization and providing recommendations to managers relevant to the planning and implementation of a downsizing program that is designed to elicit less work-related stress and more positive (or less negative) behavioral and attitudinal reactions from employees.

Sixty-one supervisors were surveyed to examine the importance of organization commitment, union approval, and quality of union-management relationship in explaining supervisor support for hiring permanent replacements in short and long strike situations. Organization commitment and union approval exhibited a unique negative relationship with support for hiring replacements in a short strike, and union approval exhibited a unique negative relationship with support for hiring replacements in a long strike situation.

This paper reports on a study investigating employee perceptions of due process in a nonunion grievance procedure and its relationship to grievance system satisfaction, job satisfaction, and union voting intention. The results suggest that distributive justice and procedural justice may play equally important roles in overall system satisfaction and are highly related to employee intent to vote for or against union representation.

This paper presents an analysis of union election activity within the hotel and restaurant industries for the period of January 1, 1977 through September 30, 1989. Data on National Labor Relations Board (NLRB) certification and decertification elections reveal a decline in overall activity during this period for all major unions in these industries. While the percentage of elections won by the Hotel Employees and Restaurant Employees International Union (HERE) has increased in the last year of analysis, other unions have exhibited a decline.

This paper presents an analysis of bluffing in labor negotiations from legal, economic, and ethical perspectives. It is argued that many forms of bluffing in labor negotiations are legal and economically advantageous, but that they typically constitute lying. Nevertheless it is argued that it is generally morally acceptable to bluff given a typical labor-management relationship where one's negotiating partner is familiar with and most likely employing bluffing tactics him/herself. We also consider whether it is an indictment of our present negotiating practices and our economic system as a whole that, given the harsh realities of the marketplace, bluffing is usually morally acceptable.