Training methods and topics for hospitality employees with disabilities: Managers' attitudes and perceived knowledge

Páez, Paola

doi:10.31274/etd-180810-2469

Cited by 5 publications

(10 citation statements)

References 25 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The data collected from the field were coded after which were and mentoring (44%). In contrast to the findings of this study, a study by Paez [20] found that the three training methods most commonly reported by the employees were on the job-training (97%), demonstrations (76%) and self-guided (56%). Also, Harrison [21] found on-the-job training to be one of the training methods most commonly used in the food service industry.…”

Section: Procedures For Data Presentation and Analysiscontrasting

confidence: 99%

Effects of Training on Employee Performance in Ga East Hotels

Ansah¹,

Rita²

2019

Act Scie Paedia

View full text Add to dashboard Cite

The hospitality industry, from which hotels are a main part, is service intensive and consequently relies heavily on its human resources [1]. The hospitality industry is one of the oldest industries in the world, the fastest growing sector of the economy and a multi-billion dollar growing enterprise [2]. For a whole hotel to operate smoothly, it needs the involvement of staff of all departments: from the departments directly dealing with guests like Front Office, Housekeeping, Food and Beverages to back-office departments such as Accounting or Engineering [1]. Ghana's hotels contribution to the Gross Domestic Product (GDP) for the third quarter of 2012 grew by 31.8% [3]. This indicates the significance of the hospitality industry towards the overall growth of the country's economy and has long been recognized that tourism and hospitality have an impact on economic activity [4]. Improved capabilities, knowledge and skills of the talented employees proved to be a major source of competitive advantage in a global market [5]. Employees are major asset of any organisation since they play an active role towards a company's success [6]. As a result, equipping these unique assets through effective training becomes imperative in order to maximise the job performance and also position them to take on the challenges of today's competitive business climate [7]. Perhaps, the most effective way to develop employees is to give them training in their respective fields [8] and training has the distinct role in the achievement of an organizational goal by incorporating the interests of organisation and the workforce [7].

show abstract

Section: Procedures For Data Presentation and Analysiscontrasting

confidence: 99%

Effects of Training on Employee Performance in Ga East Hotels

Ansah¹,

Rita²

2019

Act Scie Paedia

View full text Add to dashboard Cite

show abstract

“…Other factors, such as "making others uncomfortable" and "harder to adopt new methods," do not comprise the components of each factor as was stated. Paez [52] and Sharma et al [53], extended Chi and Qu's [49] questionnaire. Similarly to Chi and Qu [49], they, too, did not perform construct validity of their scale.…”

Section: Measurementsmentioning

confidence: 99%

Developing a Multilevel Scale to Assess Retention of Workers with Disabilities

2021

View full text Add to dashboard Cite

Purpose Persons with disabilities (PwD) face difficulties in employment. Despite extensive research on PwD in the workplace, there is lack of research on the factors behind retaining or terminating the job of a PwD. This study aims to address this gap by developing the Retaining Workers with Disability (RWD) model. Method Predicated on 1032 respondents with employment decision authority, we performed exploratory factor analysis (EFA) followed by confirmatory factor analysis (CFA) for convergent and discriminant validity of the RWD model. Next, we developed the two-rank model RWD-II and employed CFA for validation. Results We presented a dual-facet measurement tool for assessing employer attitudes towards retaining PwD in the workplace. Two dominant factors were measured, direct and indirect work-related items. Indices for both models (one and two-rank) showed a good fit. Conclusion Our study highlighted two major factors influencing managers in the decision-making process of retaining workers with disabilities as follows: direct and indirect work-related concerns. The measure was validated using the RWD scale. By providing the tool to identify attitudes towards PwD work retention, we offer the first step in identifying and changing a negative approach toward this population in the workplace. Practical contributions are discussed.

show abstract

“…In a survey, the investigator examines those phenomena which exist in the universe independent of his action". Originally, the employer attitude assessment questionnaire developed by Chi and Qu (2003), and same tested scale was again revised and utilized by Paez (2010). Both studies were conducted in the USA but in different geographical locations.…”

Section: Methodsmentioning

confidence: 99%

“…Email was sent to the authors of both studies to obtain approval to adopt their questionnaires for this current study. Below table 3 provide brief overview of previous instrument of Paez (2010), and revised instrument for the better understanding.…”

Section: Methodsmentioning

confidence: 99%

The Professional and Economic Development of Individuals with Disabilities in the Hospitality Sector with a Focus on the Importance of Training and Skill Enhancement at all levels: Hungarian Perspective

Sharma¹,

Zsarnoczky²,

Dunay³

2020

View full text Add to dashboard Cite

The paper provides an in-depth study on one of the significant management interventions within firms regarding the issues of training and skills development to create an inclusive workplace for the people with disabilities. This study aims to explore attitudes of employers toward training employees with disabilities in the hospitality sector in Hungary. Another objective of this study is to fill the gap with a focus on two more specifications: aesthetic labor as a key selection tool of hotel recruiters, and to gather information on the understanding of employers on providing reasonable accommodations for employees with disabilities. Survey method was adopted as the main data collection instrument. Primary data was collected majorly via paper-and-pencil administration and web based survey (google forms). 859 questionnaires distributed of which 212 questionnaires were returned, indicating a response rate of 24.6%, but only 174 questionnaires were used for the analysis. The one of the results highlighted was the importance of providing training on comprehensive work-related skills (soft, technical and social) which are considered crucial for people with disabilities to sustain in the labour market. This study also add new empirical insights into existing international literature on the importance of employees selection on the basis of their physical attributes, and the perception of employers on the range of workplace changes to accommodate employees with different forms of disabilities and their degree of severity. In the final section, the article offers recommendations for future

show abstract

Training methods and topics for hospitality employees with disabilities: Managers' attitudes and perceived knowledge

Cited by 5 publications

References 25 publications

Effects of Training on Employee Performance in Ga East Hotels

Effects of Training on Employee Performance in Ga East Hotels

Developing a Multilevel Scale to Assess Retention of Workers with Disabilities

The Professional and Economic Development of Individuals with Disabilities in the Hospitality Sector with a Focus on the Importance of Training and Skill Enhancement at all levels: Hungarian Perspective

Contact Info

Product

Resources

About