Draft of Management Model of Work Motivation in Hotels

Vetráková, Milota; Mazúchová, Ľudmila

doi:10.1016/j.sbspro.2016.09.053

Cited by 6 publications

(5 citation statements)

References 11 publications

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“…Greiner [55] draws attention to the fact that, for each enterprise, the incentive system is a complex and costly activity, but according to Kachaňáková and Urbancová [56], its effectiveness can significantly affect and promote the competitiveness of the company. Vetráková [5] [57] adds that the effectiveness of the motivation program is influenced by a precise analysis of employees and not neglecting this aspect can significantly strengthen the incentive program.…”

Section: Resultsmentioning

confidence: 99%

“…Such perspective employees have the potential to help enterprises in overcoming hard economic times and affect economic growth in a positive way [3]. Considering the actual situation in labour market, it's becoming more demanding for companies and entrepreneurs to hire, educate and keep the talents [4] [5]. For the companies to keep such employees, they are forced to create attractive work environment [6] [7] [8].…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Keeping Talents in the Transport and Logistics Enterprises: Case Study from the Czech Republic

Ližbětinová¹,

Nedeliakova²,

Soušek³

et al. 2020

ACTA POLYTECH HUNG

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Section: Resultsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Keeping Talents in the Transport and Logistics Enterprises: Case Study from the Czech Republic

Ližbětinová¹,

Nedeliakova²,

Soušek³

et al. 2020

ACTA POLYTECH HUNG

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“…Human resources practices and organizational outcomes relationship was supported by Chand (2010), Chand and Ambardar (2020), Fey et al (2009), Hewagama et al (2019), Lee et al (2015), Li et al (2019), Madera et al (2017), and Nadda et al (2014). On the other hand, the relationship between employee motivation and organizational outcomes was supported by Amin et al (2017), Ann and Blum (2020), Cai et al (2019), Chen et al (2016), Nieves and Quintana (2018), Nointin (2018), Sehkaran and Sevcikova (2011), and Vetráková and Mazúchová (2016). It means that these investigations found direct and indirect relationships between the topics above.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 92%

“…Some scholars argued that it is related to meeting employee needs and also providing suitable work conditions for them (Herzberg, 1959; Kovach, 1987). Others believe that motivation can help managers create an environment that contributes to higher staff performance and satisfaction (Ann and Blum, 2020; Simons and Enz, 1995; Vetráková and Mazúchová, 2016). Two factors motivate employees: motivators and hygiene, which can affect workers in different ways (Kim et al, 2020).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Studying the relationship between human resources practices, employee motivation, and online hotel reviews: An empirical approach to the hospitality industry

Meira¹,

Hançer²,

Anjos

et al. 2021

Tourism and Hospitality Research

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Increasing competition in hospitality is one of the industry challenges, which depends mainly on human capital. Thus, this research investigated the relationship between human resources practices, employee motivation, and online hotel reviews. Hypotheses were tested using two-phase survey data collected from 308 respondents corresponding to 154 dyads of frontline employees and human resources managers from hotels located in Brazil and England. Quantitative online hotel review ratings were collected from the surveyed hotels as performance indicators. Partial least squares structural equation modeling was used to examine the data collected. Employee intrinsic motivation negatively influenced online hotel review ratings. The online hotel review overall ratings were positively affected by extrinsic motivation. Likewise, human resources practices had a strong influence on the online hotel review service ratings. This study presented some insights to hospitality organizations, identifying relationships among three important topics on hotel management. This information can help hoteliers develop better competitive strategies, using human resources to increase online hotel review ratings, considered critical hotel performance indicators.

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“…Third, possibility for career development refers to whether employees can acquire new knowledge and exert their own initiatives from work (Kristensen et al , 2005), which is strongly associated with work performance (Bakker et al , 2004). Among the motivations for working in the hospitality industry, possibility for career development ranks second only to economic benefits (Vetráková and Mazúchová, 2016). Moreover, it has been demonstrated in the airline and hospitality industries, with higher perceived possibility for career development increasing the likelihood of employees engaging in their jobs and improving their work performance (Chen and Chen, 2014; Kichuk et al , 2019; Liu et al , 2021).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Is your working life good? Alienation in the nexus between job characteristics and organizational citizenship behavior of hospitality frontline employees

Chen¹,

2023

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Purpose This study motivated by humanistic care aims to identify hospitality frontline employees’ alienation in Taiwan during the COVID-19 pandemic, and based on the job demands-resources (JD-R) model, the mediating role of alienation between job characteristics and organizational citizenship behavior (OCB) is discussed. Design/methodology/approach The authors drew on the JD-R model to delineate the mechanisms by which job demands (including emotional dissonance and work–home conflict) and job resources (including job support, training and possibility for career development) affect OCB through employees’ alienation. This study adopted snowball sampling and purposive sampling to conduct a questionnaire survey aimed at Taiwanese hospitality frontline employees. A total of 373 valid questionnaires were retained, and structural equation model was used to test the research hypotheses. Findings The results revealed that job demands of emotional dissonance and work–family conflict positively affect alienation; job resources of job support, training and possibility for career development negatively affect alienation; alienation negatively affects OCB; and alienation mediates the relationship between job characteristics and OCB fully. Research limitations/implications Considering that alienation plays a full mediating role between job characteristics and organizational outcomes, this study put forward specific suggestions on how to increase job resources and reduce job demands to weaken alienation and further improve organizational performance in management practices. And practical implications were provided to help hospitality human resource management deal with the issue of talents retention. In addition, “work authenticity” should be introduced as a mediator in the future research. “Work authenticity” reflects employees’ positive working life state and is the opposite of “alienation.” The effectiveness of employees’ positive and negative working life state in communicating job characteristics and organizational outcomes can be compared. Originality/value The specific alienation experience of hospitality frontline employees is defined. Moreover, by introducing the alienation theory, this study demonstrates the health impairment path of JD-R model and suggests that job characteristics affect OCB through the full mediation of alienation.

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Draft of Management Model of Work Motivation in Hotels

Cited by 6 publications

References 11 publications

Keeping Talents in the Transport and Logistics Enterprises: Case Study from the Czech Republic

Keeping Talents in the Transport and Logistics Enterprises: Case Study from the Czech Republic

Studying the relationship between human resources practices, employee motivation, and online hotel reviews: An empirical approach to the hospitality industry

Is your working life good? Alienation in the nexus between job characteristics and organizational citizenship behavior of hospitality frontline employees

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