There is an intrinsic link between the success of service firms and the availability of high-quality human resources, making employee attitudes and behaviors a critical concern for service organizations. This paper examines the role of generational differences in the relationship between person-environment fit, job satisfaction and work engagement in the tourism industry. The study was based on a group of 981 tourism employees in 15 localities in Poland. Data were collected through self-administered paper-based questionnaires. The hypothesized relationships were tested using a hierarchical regression analysis. This research revealed that Generation Y employees experienced lower job satisfaction, lower work engagement, and a lower degree of needs being met in the workplace than did their predecessors. It was also found that person-group fit was a stronger predictor of work attitudes for Millennials. The paper contributes to the ongoing debate on generational diversity in the workplace and its implication for human resources management. Specifically, in the service context, it adds a generational perspective of the person-environment fit influence on work-related attitudes.

Purpose -The purpose of the paper is to identify individual, organisational and national factors that have differential effects on job satisfaction and its drivers in service industries. Design/methodology/approach -Based on data from the fifth European Working Condition Survey on ca. 17,000 business economy service employees in 34 countries, multivariate exploratory technique was used, namely classification trees. Findings -The study revealed that job satisfaction differs mostly among countries, occupations, employment contracts and earnings levels (whereas gender, tenure, age and sector do not play important role). Service employees rate highly health and safety aspect of their work and job content, the least satisfying dimensions are pay, job security and career prospects.Research limitations/implications -The study is based on secondary source of information and has a major disadvantage which is inherent in its nature -the analysis is limited to available data; thus, it is possible that other factors (not covered in the questionnaire) contribute to variations in job satisfaction and its drivers in service industries. Practical implications -Findings add to the understanding of the perception of well-being at work; service organisations could learn the factors that should be modified or emphasised in their human resource practices as well as recruitment strategy to attract and retain engaged and loyal employees who are ready to create and deliver value to customers. Originality/value -Although job satisfaction in service industries has been a focus for numerous studies, the issue of factors that have differential effects on well-being at work and its drivers in cross-national context has received relatively little attention from researchers.

There is an intrinsic link between the success of service firms and the availability of appropriate labor resources, making employee attraction and retention a critical concern for service organizations. Effects of recruitment efforts are influenced by applicants' subjective person-environment (P-E) fit, referring to the compatibility between an individual and a work environment. The purpose of this paper is to examine the role of employer attractiveness in the relationship between potential employees' perceptions of P-E fit and job pursuit intentions in the service industry. This study was conducted with a group of 335 undergraduates and graduates enrolled in tourism and hospitality studies in Poznan. Data were collected through group-administered questionnaires. Research revealed that students generally did not believe that a career in the hospitality sector would fulfill their needs, rating job attributes slightly higher than organization attributes. Regression analyses showed that both person-job (P-J) fit and person-organization (P-O) fit were positively related to intentions to apply for a job, with the former being a stronger predictor. The relationship under study was fully mediated by the perceived attractiveness of hospitality employers. The findings contribute to an improved understanding of the influence of P-J and P-O fit on work-related attitudes and intentions of Generation Y prospective employees in the hospitality industry.

Human capital is generally recognised as the foundation of competitive advantage in the modern economy. Hence methods of work environment development have attracted more attention to recruit and retain high-quality job candidates. The purpose of the paper is to identify factors that moderate the relationship between job characteristics and job satisfaction in the tourism industry. Individual, organizational, and national components have been put under investigation. The paper analyses results of the 5th European Working Condition Survey run by Eurofound. The investigation reveals that the overall satisfaction with work in tourism is associated primarily with social value, followed by economic value, job content, and development value. Job characteristics -job satisfaction relationship is moderated by employment status of respondents, company size, type of activity, and T&T contribution to employment.

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