Being one of the fast 7 est-growing sectors world-wide since the 2000s, tourism mobility has risen to over one billion visitors world-wide, and is an important social event affecting both social relationships and cultural attitudes. This phenomenon has provided a wide productive field of study regarding various aspects in the study of sociology. This study has the characteristics of the tourist-local people interaction aspect especially, and aims to determine the effect of tourism on cultural attitudes in two controversial countries in terms of social relationships. In this study, in-depth interviews were carried out with 12 academics travelling from Turkey to Armenia for academic purposes in order to evaluate the changes in their pre-travel and post-travel perceptions and attitudes. As a result, the study has revealed that the ongoing problem of many decades between Turkey-Armenia can be solved, to some extent, through interaction via tourism. Thus, tourism can create a positive cultural attitude change.

PurposeCompatible with the principles of leader–member exchange (LMX) theory and social exchange theory (SET), the study explores the effect of LMX on job embeddedness and job dedication and the mediating role of employee advocacy.Design/methodology/approachThe data were gathered via a survey at four hotels in Izmir. To test the reliability and validity, 194 valid questionnaires were subjected to confirmatory factor analysis and path analysis. Structural equation modelling was used to test the hypothesized relationships.FindingsThe results show that high quality LMX and employee advocacy increase the hotel employees' job embeddedness and job dedication. In addition, the results show that employee advocacy has a partial mediating effect on the relationships between LMX and job embeddedness, and between LMX and job dedication.Originality/valueAlthough past researches have examined both various determinants of employee job embeddedness and job dedication, and consequences of high-quality LMX, they have ignored a critical factor, which is employee advocacy. This current study addresses this research gap by investigating the interrelations between LMX and job embeddedness, and job advocacy through employee advocacy in hotels. Moreover, this research is the first empirical study that analyzes the relationships between LMX, job embeddedness, job dedication and employee advocacy in the same model. Therefore, this research contributes to hospitality literature by filling this gap.

The study explores the relationships among work engagement, work locus of control, passion, and perceived parasitism through the job demands-resources model (JD-R). Data were collected from five-star hotel employees in Cesme, Turkey using a structured questionnaire while the research hypotheses were tested by structural equation modelling. The results revealed that hospitality business employees’ perceived community-directed parasitic relations decreased their work engagement while leading them to have an external work locus of control. In contrast, employees with internal work locus of control felt harmonious passion for their work, which increased work engagement. In addition, internal work locus of control led to harmonious and obsessive passion whereas external work locus of control led to obsessive passion. Regarding engagement, parasitic relations can be prevented, and harmonious passion can be created through the fair behaviours of managers, good assignment by the authorities, and the responsibility of employees. This requires feedback and performance monitoring processes based on objective criteria. Increasing the number of engaged employees which in turn improves business performance may also help reduce workforce turnover, which is a significant issue for hospitality businesses.

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ÖzYiyecek ve içecek hizmetlerinin sunulduğu restoran, kafe vb. işletmelere evcil hayvanların kabulü ile ilgili farklı düzenlemeler mevcuttur. Bazı işletmeler hayvan dostu politikalar benimseyerek kedi ya da köpek sahibi müşterileri kabul ederken bazıları ise tam tersi yönde uygulamalarla bu hayvanların işletmeye kabulünü kısıtlamaktadır. Hayvan dostu işletmelerin tutumları bile işletmeden işletmeye farklılık göstermektedir. Ayrıca işletmenin kontrolünde olmayan işletmenin sınırları içinde beslenen ve konuşlanan sahipsiz hayvanlar da bulunmaktadır. Kedi ya da köpeği bulunan misafirleri kabul eden işletmelerin evcil hayvan sahibi olmayan müşterilere de hizmet verdiği düşünüldüğünde işletmenin bu konuda nasıl bir politika izlemesi gerektiği kritik bir öneme sahiptir. Bu çalışma, işletmelerin restoran ve kafelerdeki kedi-köpeklere ve sahipsiz hayvanlara karşı mevcut tutumlarını araştırırken yiyecek ve içecek işletme sahiplerinin evcil hayvan politikası oluşturma sürecine de rehberlik etmeyi hedeflemektedir. Etkili, uygulanabilir ve açık bir evcil hayvan kabul politikası, kedi-köpek dostu yiyecek ve içecek işletmeleri için de bir gerekliliktir. Çalışmada nitel araştırma yaklaşımı benimsenmiştir. Araştırmanın örneklemini Çeşme ilçesinde bulunan farklı kategorideki onaltı yiyecek ve içecek işletmesi oluşturmaktadır. Yüzyüze yapılan görüşmelerden elde edilen görüşler betimsel analiz yardımıyla yorumlanmıştır. Araştırmaya katılan işletmelerin büyük bölümü değişen tüketici eğilimlerine bağlı olarak kendi insiyatifleri ölçüsünde evcil hayvan kabul etse de bu konuya ilişkin yerel ve ulusal ölçekte düzenlemelere ihtiyaç duyulmaktadır. Araştırma sonuçları işletmelerin politika oluşturma sürecine de ışık tutacaktır.