Toward improved employment relations practices of casual employees in the New South Wales registered clubs industry

Lowry, Diannah; Simon, Alan; Kimberley, Nell

doi:10.1002/hrdq.1013

Cited by 57 publications

(51 citation statements)

References 28 publications

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“…This form of commitment, with which the employee is hired into the organization, will remain part of him in his career life with only small changes and with no connection to the various organizations for which the employee has worked. Nonetheless, an affirmative work ethic affects other forms of commitment, such as continuance commitment (Lowry, Simon & Kimberley, [17]). An affirmative work ethic is associated with occupational commitment because high moral standards will positively influence an individual's persistence in a given job or career.…”

Section: Models Of Employee Commitmentmentioning

confidence: 99%

The Relationship between Employee Commitment and Job Attitude and Its Effect on Service Quality in the Tourism Industry

Lee¹,

Chen²

2013

AJIBM

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The main aim of this study was to analyze the relationship between employee commitment and job attitude in the tourism industry and its effect on service quality. This research study attempts to explain the various theories related to employee commitment and job attitude. Primary data for the study was obtained through questionnaires, using structured questions to explain the main objective. The study used a cross-sectional research design to meet the objectives. The data were analyzed using various statistical techniques: SPSS, ANOVA, regression, and correlation analysis. The study found that biographical characteristics of the employees have an effect on job attitude and job commitment. In order to enhance job satisfaction, employees need to be motivated in a relevant manner.

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Section: Models Of Employee Commitmentmentioning

confidence: 99%

The Relationship between Employee Commitment and Job Attitude and Its Effect on Service Quality in the Tourism Industry

Lee¹,

Chen²

2013

AJIBM

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“…Several studies identify the role of training and development and its impact on job satisfaction and organizational commitment (Lam and Zhang 2003;Lowry, Simon and Kimberley 2002;Pratten 2003;Smith 2002;Taylor, Davies and Savery 2001). Lashley and Best (2002) and Poulston (2008) have stated in their findings that hotels that provide inadequate training exacerbate staff turnover and threaten quality standards and profits (Poulston 2008).…”

Section: Discussionmentioning

confidence: 99%

“…Managers may be reluctant to invest in training considering that the staff might leave (Maxwell,Watson and Quail 2004;Pratten 2003;Davies, Taylor and Savery 2001;Lowry, Simon andKimberley 2002, Elnasr, A. andSobaih, E. 2011). Performing a task publicly with inappropriate skills not only impacts self-confidence but also service quality.…”

mentioning

confidence: 99%

Exploring the Antecedents of Staff Turnover Within the Fast-Food Industry: The Case of Hamilton, New Zealand

Mohsin

Lengler

2014

Journal of Human Resources in Hospitality & Tourism

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. (2015) 'Exploring the antecedents of sta turnover within the fast-food industry : the case of Hamilton, New Zealand.', Journal of human resources in hospitality tourism., 14 (1). pp. 1-24. Further information on publisher's website: Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-pro t purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details.

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“…DISCUSSION The sample consists of 80% male respondent which is in line with the prevailing social scenario where there is a minimal participation of females due to social stigmas. 27.7% of population consists of respondents in the age group 21-30 years.…”

Section: Methodsmentioning

confidence: 99%

Training and Development Practices of Manufacturing Industries

Gaikwad

2017

weken

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Training and Development is one of the crucial differentiator for business especially manufacturing industries. The training and development system in manufacturing industries in Ahmednagar as needs a systematic overhaul. The present training and development programs lack a systematic approach especially in regards to design and planning approach. For instance there have been no fixed schedule for training and development and moreover such schedule is not disseminated or displayed. The average number of trainings programs which reflect the present training policy of the organization is only 2 which again reflect the apathy of institutions towards training and development. If the testimony of the employees is to be believed then manufacturing industries lack a clear policy of training and development and seldom are employees deputed to external organizations. The methodology of training followed is on the job training and on most of occasions the resource person are internal resource persons or employees of the company. One of the serious grievances put forth by employees is in regards to identification of training and development needs and have ranked it as one of the most important factor influencing their decision to participate in training and development programs. Considering all of the above organizations need to develop a holistic and scientific approach towards training and development.

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Toward improved employment relations practices of casual employees in the New South Wales registered clubs industry

Abstract: This research investigated the effects of casual work arrangements on employee job satisfaction and commitment in a segment

Cited by 57 publications

References 28 publications

The Relationship between Employee Commitment and Job Attitude and Its Effect on Service Quality in the Tourism Industry

The Relationship between Employee Commitment and Job Attitude and Its Effect on Service Quality in the Tourism Industry

Exploring the Antecedents of Staff Turnover Within the Fast-Food Industry: The Case of Hamilton, New Zealand

Training and Development Practices of Manufacturing Industries

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