Gendered and diversified? Leadership in global hospitality and tourism academia

Gewinner, Irina

doi:10.1108/ijchm-07-2019-0621

Cited by 8 publications

(4 citation statements)

References 51 publications

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“…Additionally, job motivation was explored using LGCM to detect its change trajectories. We also partialed out the effect of gender on our study variables by controlling for this demographic variable (Gewinner, 2020). It is shown that the effects of gender on the study variables are not significant, with the standardized coefficients ranging from −0.05 to 0.08 ( p > 0.05).…”

Section: Resultsmentioning

confidence: 99%

The perils of hospitality internship: a growth curve approach to job motivation change

Lin

et al. 2022

IJCHM

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Purpose Why would a hospitality or tourism enterprise’s talent program backfire to demotivate interns from engaging in their jobs? This study aim to synthesize theoretical strands from the self-determination theory, person–environment fit theory and conservation of resources theory to investigate the predictors of perceived person–job fit and how such a fit causes changes in interns’ job motivation over time. Design/methodology/approach A four-wave longitudinal study was conducted. The four waves of data obtained from over 251 interns in China were analyzed using latent growth curve modeling. Findings The findings demonstrate that abusive co-worker treatment moderated the impact of perceived negative social status and perceived overqualification on perceived person–job fit. Moreover, perceived person–job fit is a significant predictor of the initial level of job motivation and flattens the decrease in job motivation over time. These findings demonstrate that interns’ job motivation generally decreased over time, and perceived person–job fit may help dampen the change trajectory of job motivation. Practical implications This study contributes to the practice of education and organizations in hospitality and tourism management by advocating for better interventions to improve interns’ work experience and motivations. Also, organizations can create team-building opportunities and promote teamwork that contributes to the formation of cohesive relationships and improve personal bonding. Originality/value This longitudinal inquiry conducted in China underscores the perils of hospitality/tourism internship by synthesizing a framework based on the theoretical strands germane to person–environment fit, resource conservation and self-determination. It uncovers the dark side of internship – not only due to mismanaged internship experience, but also because it could backfire to create a demotivational spiral that may ultimately drive potential talents away from hospitality/tourism organizations and industry.

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Section: Resultsmentioning

confidence: 99%

The perils of hospitality internship: a growth curve approach to job motivation change

Lin

et al. 2022

IJCHM

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“…This is a huge limitation considering the powerful effects that inclusion (Luu, 2022) and equity (Im et al , 2023) have on hospitality firms. Both surface-level (Gewinner, 2020) and deep-level (Yang et al , 2022) diversity may be accounted for through an inclusion lens and wider theoretical foundation provided by LIT. LIT could also extend hospitality DM research by proffering additional outcomes to be explored that DM alone was previously incapable of explaining, such as organizational trust, employee well-being and organizational citizenship.…”

Section: Implications and Future Researchmentioning

confidence: 99%

Leadership inclusion theory: a grounded theory study on hotel executives

Russen

Dawson

Madera

et al. 2023

IJCHM

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Purpose The purpose of this study is to develop a theory that explains how organizations can create a more inclusive atmosphere on the individual, organizational and societal levels. The consequences of an inclusive environment were subsequently developed and explored. Design/methodology/approach Constructivist grounded theory methods were used to collect and analyze data from interviews with 20 hotel executives and their company websites. Findings The findings of this study produced a theoretical framework for inclusion in hotel leadership, leadership inclusion theory (LIT). The LIT states organizations must address individual differences, organizational policies and culture and societal norms to develop an inclusive environment. Equity follows inclusion as the value for individual differences makes equitable treatment easier. Finally, diversity increases through increased inclusion and equity. Practical implications The LIT describes steps for managers to take to develop an inclusive environment, establish equitable practices and increase diversity within an organization. Social implications The LIT highlights several unintended exclusion practices and generational attitudes that are common among organizations. By making conscious efforts, managers can take deliberate actions to establish a perceived environment of equality. Originality/value The LIT is a seminal theory-building effort grounded in hospitality. It explains the when and why of several phenomena related to inequality in the hotel industry and how to overcome such imbalances.

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“…In the last paper titled “Gendered and diversified? Leadership in global hospitality and tourism academia,” Gewinner (2020) focused on diversity in academic leadership. The sample consisted of Full professors in the UK, the USA, German-speaking countries (Germany, Austria and Switzerland) and the Asia-Pacific region (Australia, New Zealand, China, Malaysia, Singapore and South Korea).…”

Section: The Papers In This Special Issuementioning

confidence: 99%