Understanding Why Women Work in Five-Star Hotels in a Developing Country and Their Work-Related Problems

Okumuş, Fevzi; Sarıışık, Mehmet; Naipaul, Sandra

doi:10.1080/15256480903539693

Cited by 28 publications

(20 citation statements)

References 32 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…However, compared to several previous studies (Guerrier, 1987;Riley, 1990), this study found a higher percentage of female HGMs working in hotels in Turkey. Several previous studies highlighted certain career challenges for female managers in the hotel industry (Gurrier, 1987;Kattara, 2005;Okumus, Sariisik, & Naipaul, 2010). It can be suggested that specific career development and mentoring strategies should be developed for female employees and female managers in hotel companies to ensure that they are appropriately trained, mentored, and promoted to the HGM position.…”

Section: Conclusion and Recommendationsmentioning

confidence: 98%

Career paths of hotel general managers in Turkey

Okumuş

Karamustafa

Sarıışık

et al. 2016

Asia Pacific Journal of Tourism Research

Self Cite

View full text Add to dashboard Cite

This article investigates the career paths of hotel general managers (HGMs) in a developing country, namely Turkey. Based on an in-depth literature review, a questionnaire was developed and data were collected from 168 HGMs in Turkey. Compared to previous studies, this study found a higher percentage of female HGMs working in hotels. According to the research findings, almost half of the respondents received formal education in hospitality and tourism. The participating respondents most frequently reached the HGM position through working in the front office department and the food and beverage department. Honesty, interpersonal skills, and loyalty were found to be the top three characteristics that helped the participants become HGMs. In terms of required skills, communication, human relations, taking initiatives, and the ability to formulate plans were the top four skills for the participants in their career development. Finally, learning a foreign language, having a college degree, and developing long-term career goals were the top three personal development strategies. This is one of the first studies investigating HGMs career paths in a developing country and it offers specific theoretical and practical implications on this important topic.

show abstract

Section: Conclusion and Recommendationsmentioning

confidence: 98%

Career paths of hotel general managers in Turkey

Okumuş

Karamustafa

Sarıışık

et al. 2016

Asia Pacific Journal of Tourism Research

Self Cite

View full text Add to dashboard Cite

show abstract

“…Dissatisfied employees leave their position in the organization as compared to those employees who are satisfied (G Liselli et al, 2001) Male and female employees dislike their job in the organization just because of long working hours, job stress, low income, no time for their personal life, shortage of labour, lack of employee motivation and the attitudes between the employees and managers (Pavesic and Brymer, 1990). Okumus et al (2010) also find out that female employees have not enough time for their friends and family, and for hobbies, face difficulties for promotion, long working hours and job conditions and not having time for household duties were the problems for female employees. Given the many correlates and consequences of employee's satisfaction in the organization, the purpose of this study is to analyze gender differences with regard to employee satisfaction.…”

Section: Introductionmentioning

confidence: 97%

Effect of Gender Differences on Job Satisfaction of the Female Employees in Pakistan

Fatima¹

2015

IJEFM

View full text Add to dashboard Cite

The objective of this research is to further determine the gender differences while controlling the effect of selected variables on job satisfaction using data gathered from employees working in the Non-Governmental Organizations (NGOs) and public sector schools of selected Districts of Southern Punjab. This research was based on primary data which was collected from 90 employees (45 females and 45 males) working with the Ngo's and Schools. The research results showed that there is a positive significant relationship between selected independent variables with dependent variable. The research results also indicated that in Pakistan, male employees are more satisfied with their jobs as compared to female employees. This study is helpful for management to revise their policies to eliminate the differences of job benefits for males and females in order to increase the job satisfaction of female employees.

show abstract

“…By incorporating résumé characteristics and interview IM conditions in the same model, the results reported here have highlighted the roles of the 'gender of motioning people' rather than the 'gender of paper people' in hiring decision making and provided more evidence of gender-biased employment in the workplace (Cole et al 2004), especially in the hospitality and tourism industry where employees' gender has been found to be closely related to their position level within the occupational structure (cf. Kusluvan et al 2010;Okumus et al 2010).…”

Section: Contribution To Scholarshipmentioning

confidence: 97%

“…2005; Kusluvan et al 2010;Okumus et al 2010;Yang and Cherry 2008). Qualified hotel employees deliver service to customers not only to win their trust and commitment on the employee level and the hotel level, which maintains the quality of the relationship between employees and customers, but also, in turn, to reinforce customers' purchases, word-of-mouth recommendations, and intention to revisit the hotel (Nasurdin et al 2014;Su and Wang 2007).…”

mentioning

confidence: 92%

“…As the industry provides the labor market with a considerable amount of entry-level job vacancies (Kusluvan et al 2010;Okumus et al 2010), screening applicants by evaluating résumés and then proposing a list of recommended candidates to interviewers for subsequent interviews to assess candidates' attributes is a more economic employment practice (Cole et al 2009;Hutchinson 1984). Accordingly, how effectively recruiters infer applicants' qualifications from résumés matters because their recommendations influence organizations' hiring decisions (Cole et al 2009).…”

mentioning

confidence: 96%

See 1 more Smart Citation

How does the interview change the importance of résumé information in acceptance decisions? An experimental study in the hotel industry

Lorgnier

Yang

et al. 2014

Serv Bus

View full text Add to dashboard Cite

The present study examines the effects of résumé information and interview conditions on postinterview acceptance decisions in a laboratory selection setting of the hotel industry. Data from 229 responses by undergraduate students majoring in hospitality management in Taipei indicated that résumé-based cognitive abilities (CAs) were positively related to applicant's chance of being accepted after the interview. Furthermore, the effect of résumé-based interpersonal abilities (IAs) was stronger for female applicants in the interview than their male counterparts. The effect of CAs was also stronger when applicants used excuse rather than justification as defense tactics during interviews.

show abstract

Understanding Why Women Work in Five-Star Hotels in a Developing Country and Their Work-Related Problems

Cited by 28 publications

References 32 publications

Career paths of hotel general managers in Turkey

Career paths of hotel general managers in Turkey

Effect of Gender Differences on Job Satisfaction of the Female Employees in Pakistan

How does the interview change the importance of résumé information in acceptance decisions? An experimental study in the hotel industry

Contact Info

Product

Resources

About