This study seeks to investigate the association between organizational culture and employees' commitment in the Jordanian hotel sector. The data that were gathered from 248 hotel employees, were about the respondents' organizational culture and its impact on the employees' commitment. Data were collected using the Organizational Culture Index (Wallach, 1983) [Wallach, E. J. (1983). Individuals and organizations: The cultural match.

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This chapter identifies and discusses the specific needs of Middle Eastern tourists visiting the Gold Coast, Queensland Australia. Based on empirical data collected through a qualitative study, self-administered questionnaires (N = 500) were distributed to Middle Eastern tourists who visited the Gold Coast and stayed at Gold Coast accommodation for at least one night. The 305 responses (61 percent response rate), generated a total number of 461 multiple responses. Content Analysis identified key themes and sub-themes associated with Islamic religious beliefs. The findings showed that the management of the Gold Coast accommodation sector had a distinct lack of information and understanding of Middle Eastern tourists' needs. This chapter provides useful managerial and marketing recommendations, including suggested best practices, to hoteliers who provide accommodation services to international tourists, such as Middle Eastern tourists, and contributes to the limited knowledge on Islamic marketing. This in turn potentially contributes to the increased success of the tourism industry in developed countries such as Australia.

The purpose of this paper is to examine the impact of personal characteristics on employees' perception towards the objectivity of performance appraisal at Jordanian ministries. A quantitative approach was established by collecting 283 questionnaires. Descriptive analysis, T-Test and ANOVA technics were used. The results of this study found out that there is an impact of the personal characteristics on the employees' perception towards the objectivity of performance appraisal among Jordanian ministries. Moreover, the results proposed that the employees believed that the performance appraisal process is not objective. The study provides a number of recommendations that help governmental managers to deal with the employees' performance appraisal errors to be more objective in the future.