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Purpose – The purpose of this study is to investigate the relationships between internal marketing practices, employee job satisfaction, organizational commitment and turnover intention in the foodservice industry. Design/methodology/approach – The target population was employees who were currently working at a restaurant in the USA. All respondents were recruited from different states for the generalization of the study results. A confirmatory factor analysis validated the measurement model, and subsequently, structural equation modeling tested the proposed model. Findings – Three internal marketing practices – vision, development and rewards – were good indicators for predicting employee job satisfaction, and two internal marketing practices – development and rewards – in addition to job satisfaction were significant predictors for employee organizational commitment. Finally, the findings indicated that job satisfaction and affective commitment had a significant impact on lowering employee turnover intention. Research limitations/implications – In further research, more internal marketing practices – such as employee motivation, customer orientation, sharing information, employee empowerment – can be added to the model to increase employee job satisfaction and organizational commitment. Practical implications – Foodservice operators should focus on internal marketing practices to have satisfied employees who, in turn, are more likely to deliver high service quality to customers. Originality/value – This study has not only extended the influential scope of the internal marketing theory to organizational commitment, but has also proposed the antecedents of organizational commitment (i.e. internal marketing practices and employee job satisfaction) and clarified the relationships among them.

This study proposed and empirically tested a model of the relationships among five predictors of restaurant innovativeness (e.g., perceived innovativeness of food quality, perceived innovativeness of environment quality, perceived innovativeness of service quality, price fairness, and satisfaction with existing service), perceived image of restaurant innovativeness, and three outcome variables (e.g., brand credibility, brand preference, and customer loyalty) within the context of fine-dining restaurant patronage. Specifically, the study focused on the role that perceived image of restaurant innovativeness plays in explaining the link between five predictors and three outcome variables. Hypotheses implied by the model were tested on a sample of 375 patrons of U.S. fine-dining restaurants. Findings revealed that perceived innovativeness of food quality, perceived innovativeness of environment quality, and price fairness are significant predictors of perceived image of restaurant innovativeness. The analysis also showed that perceived image of restaurant innovativeness 1 Downloaded by [Lakehead University] at 12:03 06 April 2015 2 N. Jin et al. influences both brand credibility and brand preference, while brand credibility had effect on both brand preference and customer loyalty.

The lodging industry in Taiwan is forging new links with hospitality management academia in the chain of supply and demand for entry-level managerial personnel. Essential competencies for entry-level lodging management trainees, based on input from industry professionals and academic educators in Taiwan, Republic of China, provided the basis for this investigation. The differences between perceptions of lodging professionals and hospitality educators regarding managerial trainee competency were examined. ANOVA [analysis of variance] was employed in testing relationships between perceptions of lodging management personnel and hospitality management educators. There were sixteen significant differences (p < .05) found between two groups within the sixty competency statements investigated. Recommendations and suggestions for the lodging industry, hospitality management education, and future research were included.

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