Factors Affecting Women's Career Advancement in the Hospitality Industry: Perceptions of Students, Educators and Industry Recruiters

Yan, Zhengquan; Couch, Sue; Blum, Shane C.

doi:10.1080/10963758.2011.10697015

Cited by 20 publications

(24 citation statements)

References 33 publications

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“…The contribution from this research to the existing base of knowledge lies in the new patterns observed through the outcomes of this study. The existing literature from 1990 to date has a set pattern of groupings as well as factors (Brownell, 1993;Li, 2001;Kattara, 2005;Zhong, 2006;Broadbridge, 2008;Mooney, 2007;CSR, 2010;Boone, 2013;Clerk, 2014) which varied with the results of this study. ISSN 2162-3058 2016 …”

Section: International Journal Of Human Resource Studiescontrasting

confidence: 52%

“…Existence of segregation in the hospitality sector may have forced women to have jobs with lower status (Kattara, 2005). Due to gender socialization and social expectation there will be a role conflict for women and at the same time the culture of hospitality is quite demanding due to irregular working hours and pressures of work (Ng & Pine, 2003;Zhong, 2006;Kumar, 2014). This perception of lack of commitment by women compounds with gender discrimination (Burke, 2006) results in more women concentration towards "non-strategic jobs" rather than line and management jobs (Ng & Pine, 2003).…”

Section: Glass Ceilingmentioning

confidence: 99%

“…Institutional barriers and social attitudes towards women"s abilities hamper the movement of women to the higher echelons of management and they may be struggling to reach the top positions in the hospitality industry because of multiple commitments. (Ng & Pine, 2003;Zhong, 2006;Baum 2013). Existence of segregation in the hospitality sector may have forced women to have jobs with lower status (Kattara, 2005).…”

Section: Glass Ceilingmentioning

confidence: 99%

See 2 more Smart Citations

Barriers to Career Advancement of Women Managers in Indian Five Star Hotels: A Gender Perspective

Patwardhan

Mayya²,

Joshi³

2016

ijhrs

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This descriptive study was carried out to understand the issues related to women managers" career advancement from the perspectives of male managers as represented by general managers and human resource managers of Indian five star hotels. The male managers opined that attitude, leadership skills and communications skills are most important for women to advance in their careers. Factor and regression analyses revealed the relationships between the dimensions of mobility pathway (gender stereotyping, social structure and culture, gender inequality, gaining social capital, and double bind) and human resource strategies adopted by the hotel organizations to support the career advancement of women managers. According to male managers, the utmost barriers to women managers" ascent to leadership positions in Indian five star hotels are: "more family responsibilities than men", "lack of flexible work solutions", and "stereotypes against women". The findings of this study will be useful for ISSN 2162-3058 2016 women managers who desire advancement to executive positions and to organizational leaders who wish to hire and promote the right person regardless of gender. International Journal of Human Resource Studies

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Section: International Journal Of Human Resource Studiescontrasting

confidence: 52%

Section: Glass Ceilingmentioning

confidence: 99%

Section: Glass Ceilingmentioning

confidence: 99%

See 1 more Smart Citation

Barriers to Career Advancement of Women Managers in Indian Five Star Hotels: A Gender Perspective

Patwardhan

Mayya²,

Joshi³

2016

ijhrs

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“…Research has also identified facilitators to women's career advancement: hard work (Abdalla, 2015;Gregg & Johnson, 1990;Zhong, Couch, & Blum, 2011), networking and mentoring (Ezzedeen & Ritchey, 2009;Fagenson & Jackson, 1993;Ng & Pine, 2003), relocating or changing companies (Blayney & Blotnicky, 2010;Blayney, 2008;Ng & Pine, 2003), and a charismatic personality (Knutson & Schmidgall, 1999). Brownell (1994), in a study on personality and career development, reported the traits of hospitality managers: hard work, fairness, and the ability to motivate others.…”

Section: Facilitators To Women's Career Advancementmentioning

confidence: 99%

Facilitators and Constraints: Perceptions of Gender Differences on Women’s Career Advancement

Yan¹,

Blum²,

Couch³

2018

JTHM

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The underrepresentation in top management positions has made women's status in the hospitality industry a great concern. The study examined hospitality students', educators', and industry recruiters' perceptions of facilitators and constraints on women's career advancement and identified if there were any significant differences among them. Data were collected through an online survey. Perceptions of gender differences of facilitators and constraints in women's career advancement and gender issues were analyzed within the three groups (students, educators, and recruiters). Results revealed significant gender differences between male and female educators and recruiters. The findings suggested that hospitality education should make a contribution and reveal barriers and gender issues in the industry.

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“…The contributions of the industry towards the provision of employment opportunities for individuals are enormous, hence, promoting the Gross Domestic Product (GDP) of many countries (Barbara, et al, 2015;UNWTO, 2011b). Within the global context, hotel industry provides considerable employment opportunities for both men and women (International Labour Organisation (ILO), 2010).However, it was reported that women constitutes reasonable number of labour force in the hotel industry (Verick, 2014; UNWTO, 2011b) but, with little representation at the level of management (Baum and Wally, 2013; Pinar et al, 2011;Zhong, 2006). Kattara (2005) found that only 153 (13.2%) of hotel managers in Egypt were women out of a total of 1,161, and only three women in 71 hotels were able to progress to the higher managerial positions.…”

Section: Introductionmentioning

confidence: 99%

Impact of Micro Factors on Women Career Development in Nigeria Hotels

Ebere¹,

BTDato²,

Mansor³

et al. 2016

IOSR

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Abstract:-This article examined the impact of micro factor on the career development of women in hotel industry in Etsako West LGA of Edo State. About 460women in 18 selected hotels in Etsako West LGA were sampled using questionnaire. Multiple regression analysis was applied to analyse the data collected. The results shows that all the dimensions of micro factor; organisational culture (r = 0.185; p < .05), family factor (r = 0.306; p < .05) and individual factor (r = 0.381; p < .05) has a significant relationship on career development of women in the studied hotels in Etsako West LGA. Regarding the strength of the relationship, the results shows that the organisational culture has small but positive relationship, family factor have a positive but medium relationship, and the individual factor have a positive, but medium relationship. Results of the micro factor dimensions that contributed to the prediction of the career development of women in hotel industry in Etsako West LGA shows that organizational factor made the highest contribution to career development and as well significant (β=0.756; p<.05), followed by family factor which is also significant (β= 0.182; p<.05). Individual factor made the lowest contribution but significant (β= 0.133; p<.05). To this end, this implies that if organizational culture is not favourable, it could have effect on the career development opportunities given to women, thereby influencing the number of women progressing to higher management positions in hotel industry. This suggests that managers of hotel industry should put in place gender friendly organisational policies that could encourage professionalism, including, enforcement of family support programmes that could enhance the career path of women. In view of this, favourable organisation policy, complimented with family support can enhance career development of women in hotel industry. Hence, managers of hotel industry should put in place gender friendly organisational policies that could encourage professionalism and merit rather than discrimination. This will ensure that women who show the required individual skills, competence, and experience could attain their target career aspiration unobstructed.

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Factors Affecting Women's Career Advancement in the Hospitality Industry: Perceptions of Students, Educators and Industry Recruiters

Cited by 20 publications

References 33 publications

Barriers to Career Advancement of Women Managers in Indian Five Star Hotels: A Gender Perspective

Barriers to Career Advancement of Women Managers in Indian Five Star Hotels: A Gender Perspective

Facilitators and Constraints: Perceptions of Gender Differences on Women’s Career Advancement

Impact of Micro Factors on Women Career Development in Nigeria Hotels

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