Gender wage inequality and labour mobility in the hospitality sector

Organizational Ethnic Diversity’s Influence on Hotel Employees’ Satisfaction, Commitment, and Turnover Intention: Gender’s Moderating Role

“…Numerous studies indicate that female hospitality employees have a lower level of satisfaction with their jobs than males due to lower wages, and less opportunities for career advancement (Baum, 2013;Kara et al, 2012;Saner & Sadikoglu, 2016). The current article reflects other studies that found women generally hold lower level jobs than men in the hospitality industry, and that those jobs are largely seasonal, less secure, and comprise a range of casual, part-time and fulltime opportunities (Baum & Cheung, 2015;Campos-Soria et al, 2015). Furthermore, these types of jobs create a sense of insecurity for women in terms of their ability to attain promotion and develop a clear career path in the organization (Santero-Sanchez et al, 2015).…”

“…These gender differences are reinforced in the education system with 60% to 70% of students in hospitality programs being female (Schoffstall, 2015), a turnaround from comparable statistics in the 1980s (Ewert, 2012). However, there is a noticeable horizontal segregation (i.e., the concentration of women and men in professions or sectors of economic activity) and vertical segregation (i.e., the underrepresentation at the top of occupation-specific ladders) of female employees in the field (Campos-Soria, Garcia-Pozo, & Sanchez-Ollero, 2015). Groschl and Arcot (2014) and Bird, Lynch, and Ingram (2002) reported that women only occupy a small percentage of top management positions and executive leadership levels.…”

“…Female turnover intentions, however, are also influenced by the lack of promotion opportunities and the difficulty of achieving work–family balance (Ng & Pine, 2003). Campos-Soria et al (2015) indicated that more women leave and try to find another job than find a new position in their current organization, as the result of wage inequality. Inequality and discrimination against women have led to a lack of access to professional development and promotion opportunities as compared with men, reinforcing vertical/horizontal gender segregation within organizations.…”

Caracterización del mercado laboral en el sector hotelero de Cartagena y las principales áreas metropolitanas

“…Al respecto se han encontrado diferencias entre el sector hotelero y otros sectores a favor de estos últimos en relación con los salarios (Casado-Díaz y Simón, 2016;Oliva y Schejter, 2016;Sturman, 2011), el nivel educativo predominante (Fernandes de Araújo, 2011;Hai-Yan y Baum, 2006;Marchante y Ortega, 2010;Pou, 2012; Velissariou y Amiradis, 2014) y los retornos a la educación y la experiencia (Campos Soria et al, 2011a). En la literatura se ha profundizado en la discriminación del género femenino en el sector en términos de los diferenciales de salario Delfim y Varejão, 2006;Fleming, 2015;García-Pozo et al, 2012a;Muñoz-Bullón, 2009; Sparrowe e Iverson, 1999) y la segregación ocupacional (Campos-Soria et al, 2015;Huete et al, 2016;Obadić y Marić, 2009;Santero-Sánchez et al, 2015). Por otro lado, se han identificado diferencias regionales en términos del turismo como una estrategia de desarrollo (Becerra, 2009;James, 2013).…”

Diferencias de género en los rendimientos del capital humano en el sector de la hostelería en España

“…En este contexto, la literatura también ha demostrado que las mujeres ganan salarios más bajos que los hombres en esta actividad. Por ejemplo, Campos-Soria, García-Pozo y Sánchez-Ollero (2015) estimaron que los hombres ganan de media un 7,76% más que las mujeres en el sector de la hostelería andaluza. Esta es una brecha salarial similar a las estimadas por Sparrowe e Iverson (1999) y Fleming (2015) para el sector de la hostelería en Estados Unidos.…”