Women’s career advancement in hotels: the mediating role of organizational commitment

Liu, Ting; Shen, Huawen; Gao, Jie

doi:10.1108/ijchm-12-2019-1030

Cited by 31 publications

(28 citation statements)

References 64 publications

(61 reference statements)

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“…Because of the perceived discrimination in the promotion process, many women may struggle with motivation at work. It is the responsibility of hotel managers to assist their female employees in advancing their careers (Liu et al, 2020); therefore, hotel managers' perspectives on the promotion process are essential to enabling female employees to feel valued and motivated in their positions, rather than discriminated against.…”

Section: Promotion Process Of Hotel Employeesmentioning

confidence: 99%

“…The employees' perceptions of this promotion influence future actions as well as perceptions of management decisions. Attributions associated with positive perceptions, such as commitment and willingness to work hard, have a greater anticipation of success and will lead to a higher inclination to accept similar management decisions in the future, when compared to actions that lead to negative outcomes (Jackson, 2019;Liu et al, 2020). Employees must feel like the promotion process is conducted fairly, whereby all employees are given the same opportunity and criteria.…”

Section: Attribution Theorymentioning

confidence: 99%

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Gender discrimination and perceived fairness in the promotion process of hotel employees

Russen

Dawson

Madera

2021

IJCHM

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Purpose The purpose of this study is to examine hotel managers’ perspectives on the promotion process of hotel employees based on the promoted employee’s gender, their perceived organizational justice and perceived gender discrimination against women. The moderating role of anti-male bias beliefs in the promotion process was examined. Design/methodology/approach The study adopted an experimental design (female vs male promoted) with a sample of 87 hotel managers. Data were analyzed using mediation and moderated mediation analyses. Findings The results indicated procedural and distributed justice mediates the effect of gender of the promoted employee on perceived gender discrimination against women. It was found that perceptions of anti-male bias moderate the relationship between gender of the promoted employee and distributed justice, demonstrating higher levels of perceived fairness within the organization when a female is promoted, especially when low levels of anti-male bias exist. Practical implications Many organizations may refrain from offering more promotional opportunities to women for fear of reverse discrimination. This research demonstrates that the organization will be perceived as fairer if it offers more opportunities to women, should create a stronger organizational culture and higher financial performance. Originality/value To the best of the authors’ knowledge, this paper is the first to address the gender inequity in promotional opportunities of hotel employees and demonstrate the overall benefit of combating such inequality. This is the first time that anti-male bias has been addressed in the hospitality context, suggesting the need for more research on reverse discrimination, especially in promotional situations.

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Section: Promotion Process Of Hotel Employeesmentioning

confidence: 99%

Section: Attribution Theorymentioning

confidence: 99%

Gender discrimination and perceived fairness in the promotion process of hotel employees

Russen

Dawson

Madera

2021

IJCHM

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“…However, such prioritisation cannot simply be seen as "self-imposed". On the one hand, hospitality organisations play an important role in supporting employees to achieved work-family balance, which, as Liu et al (2020) demonstrates, can affect female employees' organisational commitment and career advancement, On the other hand, the notion of 'reproduction' should urge us to look into the unequal distribution of domestic tasks between partners (Lyonette and Crompton, 2015). Investigating in reproductive labour is indispensable for making sense of gender inequality in contemporary capitalist societies as suggested by Marxist feminists (Bryson, 2004;Luxton, 2014).…”

Section: Towards a Sociological Perspective Of Gender In Hospitality mentioning

confidence: 99%

“…Characterised by perceived unclear career paths and opportunities, it is also an industry known for high staff turnover recently explained by the concept of the leaving process (Gebbels et al, 2020). Equally, however, it is increasingly noted that women's career advancement in hospitality is often affected by family responsibilities such as housework and caregiving (Boone et al, 2013;Liu et al, 2020). In fact, as recognised by Marxist feminists (Luxton, 2014), the exploitation of women manifests both as limited access to productive labour (e.g.…”

Section: Introductionmentioning

confidence: 99%

Let’s not just “talk” about it: reflections on women’s career development in hospitality

Gebbels

Gao

Cai

2020

IJCHM

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Purpose This paper aims to provide an action-orientated reflection for promoting gender equality in hospitality, based on Bradley’s (2013) approach that considers the operation of gender in the “production” and “reproduction” spheres of social life. To that end, it reflects on women’s career development in hospitality based on the Western perspective. Design/methodology/approach A two-stage thematic analysis of a public research seminar on gender issues in tourism and hospitality were used to explore issues of women’s career development within the intertwining spheres of “production” and “reproduction”. Findings Three themes, namely, culture of an open dialogue, bringing men into the equation and educating the future workforce, emerged from data to propose new insights on “what can be done” about gender equality in tourism and hospitality, including practical suggestions for transformations of gender relations in organisations. Research limitations/implications This paper contributes new knowledge on women’s career development in the hospitality industry by proposing recommendations to address gender gaps including fostering a culture of an open dialogue based on an inclusive listening environment, recommending changes to organisational policies and culture and integrating the subject of gender into tourism and hospitality curriculum. Originality/value By proposing a sociological perspective of gender in hospitality employment informed by Bradley (2013), this study challenges the traditional masculinity and the long-standing gender labour division through education, organisational and daily practices thus tackling fundamental gender issues.

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“…Women account for a large proportion of workers in the hospitality industry (Carvalho et al, 2019 ). Thus, how to balance the relationship between work and family directly affects the organizational commitment of women hotel employees (Du and Yu, 2016 ; Sun and Zhang, 2016 ; Liu et al, 2020b ). Hotels can also realize the optimization and integration of hotel HR elements (Chen, 2015 ).…”

Section: Introductionmentioning

confidence: 99%

Women's Work-Life Balance in Hospitality: Examining Its Impact on Organizational Commitment

et al. 2021

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Women account for a large proportion of the hotel industry. Work-life conflict has become one of the main obstacles to the organizational commitment of women. Thus, this study investigates the relationship for women between work-life balance, as an independent variable, and organizational commitment, as a dependent variable. Specifically, we examine women's work-life balance in the hospitality industry and compare women's organizational commitment under different levels of work-life balance. Then, we assess whether women's work-life balance and organizational commitment are associated with their sociodemographic characteristics (i.e., age, education, working years, and position level). Data were collected from 525 women employees in China. Multiple linear regression analyses were conducted to identify the relationship between work-life balance and organizational commitment. The results showed that work-life balance had a significant effect on organizational commitment. There was also a significant relationship between women's sociodemographic characteristics, work-life balance, and organizational commitment.

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Women’s career advancement in hotels: the mediating role of organizational commitment

Cited by 31 publications

References 64 publications

Gender discrimination and perceived fairness in the promotion process of hotel employees

Gender discrimination and perceived fairness in the promotion process of hotel employees

Let’s not just “talk” about it: reflections on women’s career development in hospitality

Women's Work-Life Balance in Hospitality: Examining Its Impact on Organizational Commitment

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