Analysis of career competency of food and beverage managers in international tourist hotels in Taiwan

Wang, Yao-Fen; Tsai, Chen-Tsang

doi:10.1016/j.ijhm.2011.10.013

Cited by 25 publications

(14 citation statements)

References 19 publications

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“…Employability acts as a form of professional stability and security (Nicholas, 2018), and people can change jobs frequently to build skills, knowledge, and networks to better position themselves professionally, ultimately preventing unemployment. To increase employability workers intentionally seek out professional mobility to better position themselves for future career advancement and movement (Wang & Tsai, 2012).…”

Section: Literature Reviewmentioning

confidence: 99%

Deciding To Stay: A Study in Hospitality Managerial Grit

McGinley

Mattila

Self

2020

Journal of Hospitality & Tourism Research

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Contributing to a relatively new stream of literature connecting grit to organizational retention, this research note examined how internal employability perceptions interacted with a manager’s grittiness to predict professional mobility intentions (turnover and change career intentions). Retention is a salient concern within the U.S. hospitality industry given the high turnover rate and its subsequent impact on career trajectories of professionals. Based on an exploratory survey-based approach the results of this study suggests an association between grit and professional mobility, and that effect is moderated by the perceptions a hospitality manager holds regarding internal employability. Pointedly, when hospitality managers reported increasingly lower feelings of internal employability, grit played a significant role predicting professional mobility intentions; less gritty managers were more likely to intend to harbor turnover intentions and career change intentions, while their grittier counterparts were less likely to intend to leave.

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Section: Literature Reviewmentioning

confidence: 99%

Deciding To Stay: A Study in Hospitality Managerial Grit

McGinley

Mattila

Self

2020

Journal of Hospitality & Tourism Research

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“…Kariyer, Meliou & Maroudas, (2011) tarafından, uzun süreli çalışanişveren ilişkisini içeren, zaman içinde ardışık pozisyonları anlatan bir kavram olarak değerlendirilmektedir ve işveren ve çalışan ilişkisini de tanımda kullanmaktadır. "Kariyer gelişimi, yetişkinlerin iş yaşamları boyunca ilerleme kaydettiği aşamaların bir dizisidir" (Wang & Tsai, 2012). Kariyer, bir insanın yaşamı boyunca bulunduğu bir pozisyonlar dizisidir (Ayres, 2006).…”

Section: Li̇teratür Taramasiunclassified

“…Career is defined by Meliou & Maroudas, (2011) as "embraces the notions of successive positions over time, which involve a long-term employee-employer relationship". Career is the series of stages through which adults' progress during their professional lifes (Wang & Tsai, 2012). Investigating career definitions will show us career can be considered as a concept which describes the jobs that an individual works from the moment he/she started the business life until the present.…”

Section: Literature Reviewmentioning

confidence: 99%

Yiyecek İçecek Müdürlerinin Kariyer Basamakları (Career Paths of Food and Beverage Managers)

Eren¹

2019

jotags

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Yiyecek ve içecek müdürleri Kariyer basamakları Yiyecek içecek sektörü Turizm sektörü Öz Yiyecek ve içecek müdürlerinin turizm ve yiyecek sektörlerindeki kariyer basamaklarını incelemeyi amaçlayan bu çalışma betimsel bir araştırmadır. Araştırmada amaca göre örneklem yöntemi kullanılmış olup araştırma örneklemini Ankara'da faaliyet gösteren otel ve diğer yiyecek içecek işletmelerinde çalışan yiyecek içecek müdürleri oluşturmaktadır. Verilerin toplanması amacıyla oluşturan anket 125 yiyecek içecek müdürüne yüz yüze uygulanmıştır. Anket demografik özellikler, kariyer basamakları, kariyer süresi, kariyer hedefleri ve yönetici yetkinlikleri bölümlerinden oluşmaktadır. Yiyecek içecek müdürlerinin büyük bölümünün erkek olduğu ve yabancı dil bilgisine sahip olduğu, yönetici olmadan önce ortalama on üç yıl çalıştığı ve kariyerleri boyunca altı farklı işletmede görev aldığı araştırmada ortaya çıkan önemli sonuçlar arasındadır. Turizm ve yiyecek sektörlerinde mesleki eğitimi olmayan çalışanların sektörde istihdam edildiği görülmekte olup, yöneticilerin üçte biri turizm meslek lisesinden mezun olmuştur. Lise ve üniversite düzeyinde turizm ve yiyecek içecek ile ilgili bir mesleki eğitim alan mezunların sektörde istihdam edilmesine ihtiyaç duyulmaktadır.

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“…Hall (2004) suggests that contemporary employees are driving their own career paths and organizations must therefore adapt to the way in which careers are managed in order to retain, attract, grow, and leverage their talent. Wang and Tsai (2012) even suggest that people seek out professional mobility as a way to make them more attractive professionals for future career advancement and movement. This high mobility can be very costly for organizations in terms of expenses related to recruiting, selecting, and training new employees and the costs associated with losing productive employees (Cascio, 2000).…”

Section: Now You See Me Now You Don’t: Conditions Which Effect Hotelmentioning

confidence: 99%

The Moderating Role of Career Progression on Job Mobility: A Study of Work–Life Conflict

McGinley¹,

Martinez

2016

Journal of Hospitality & Tourism Research

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Employment and professional mobility are important aspects of life for both hospitality organizations and individual employees. Across two studies, we examine the effects of work-life conflict and actual (Study 1) and perceived (Study 2) progression in one's career on hotel managers' intentions to leave their organizations or leave the hotel industry altogether. In Study 1, positive relations between work-life conflict and turnover and career change intentions were found among actual hotel managers. Similarly, in Study 2, job seekers who were experimentally induced to expect higher work-life conflict in their future careers reported higher turnover and career change intentions. Across both studies, this effect was stronger among those with less progression in their careers. These results provide a more nuanced understanding of the high turnover rates in the hospitality industry, and we discuss how hospitality organizations can leverage this knowledge in managerial retention efforts.

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Analysis of career competency of food and beverage managers in international tourist hotels in Taiwan

Cited by 25 publications

References 19 publications

Deciding To Stay: A Study in Hospitality Managerial Grit

Deciding To Stay: A Study in Hospitality Managerial Grit

Yiyecek İçecek Müdürlerinin Kariyer Basamakları (Career Paths of Food and Beverage Managers)

The Moderating Role of Career Progression on Job Mobility: A Study of Work–Life Conflict

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