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

Abstract

The aim of this study was to explore whether Taiwanese hospitality workers’ gender moderates the relationship between perceived ethnic diversity levels within their workplace and work-related outcomes at an individual employee level. Data were collected from 371 employees across 26 hotels in Taiwan. The results supported mediation effects of job satisfaction and affective commitment on the relationship between perceived ethnic diversity and employees’ turnover intention. Gender moderated the relationships between perceived diversity and job satisfaction, affective commitment and the relationships between job satisfaction and turnover intention. This study highlights the importance of ethnic diversity impacts on employee work outcomes within Asian hospitality organizations, specifically in Taiwan.

The impact of COVID-19 on turnover intention among hotel employees: A moderated mediation model

“…As a result, along with classifying and revealing the mediating role of job insecurity in this study, further studies should investigate whether there are more paths or mechanisms of COVID-19 event strength, which may influence the turnover intention of hotel employees. In addition, different from the factors influencing the turnover intention of employees examined in the previous studies, including organizational ( Hsiao et al, 2020 ; Jung & Yoon, 2013 ), management ( Gordon et al, 2018 ; Jang & Kandampully, 2017 ), and employee personal factors ( Karatepe & Karadas, 2014 ; Tongchaiprasit & Ariyabuddhiphongs, 2016 ), we explored the impact of COVID-19 event strength, an external and environmental stimulating factor, on the turnover intention of hotel employees.…”

“…Thus, due to mixed inferences, turnover intention resulting from either job insecurity or perceived operating performance might differ between large- and other-sized hotels. Moreover, hotel size significantly impacts job satisfaction ( Frye & Mount, 2007 ) and hotel performance ( Kim et al, 2013 ), which are the prerequisite for turnover ( Ferreira et al, 2017 ; Hsiao et al, 2020 ; Tongchaiprasit & Ariyabuddhiphongs, 2016 ; Zopiatis et al, 2014 ). Kim et al (2013) have also confirmed the moderating effect of hotel size.…”

“…Moreover, because of operating performance perception (the overall performance and development prospect of the hotel) and job insecurity (employee's perception of the current work climate) employed for reflecting on employees' work environment, we claim that operating performance perception and job security may be the key issues influencing the turnover intention of hotel employees. Furthermore, hotel size significantly impacted job satisfaction, which might be one of the prerequisites for employee turnover ( Ferreira et al, 2017 ; Hsiao et al, 2020 ; Tongchaiprasit & Ariyabuddhiphongs, 2016 ; Zopiatis et al, 2014 ). Hotel employment associated with operating performance is closely related to hotel size ( Fujii and Mak (1981) .…”

Silence is not Golden: Motivating Employee Voice through Inclusive Leadership

“…In addition, there is a need to study voice and silence processes in employees from traditionally underrepresented (e.g., Kong & Jolly, 2019) and understudied (e.g., Hsiao et al, 2020) groups. Given the international scope of hospitality research, the diversity of the United States and global hospitality workforces (Jolly & Self, 2020; Madera et al, 2018), and the wide variety of sectors encompassed by the industry, it would seem that hospitality researchers are well positioned to make significant future contributions to the understanding of basic psychological needs, their antecedents, and their outcomes in the workplace.…”

The effects of community safety support on COVID‐19 event strength perception, risk perception, and health tourism intention: The moderating role of risk communication

“…Common method variance is a systematic error variance among variables (Williams & Brown, 1994 ) and refers to a type of deviation that is caused by similarity in methods used to collect data (Hsiao et al, 2020 ). As per Podsakoff et al ( 2003 ), we carried out exploratory factor analysis (EFA) for all the items using a rotation‐free principal component analysis method.…”