Worker body-art in upper-market hotels: Neither accepted, nor prohibited

Efthymiou, Leonidas

doi:10.1016/j.ijhm.2018.02.012

Cited by 45 publications

(18 citation statements)

References 41 publications

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“…Those in the position of hiring others should be prepared to articulate the potential benefits and drawbacks of considering tattoo status in hiring decisions as they balance competing interests. On one hand, hiring managers may wish to not discriminate against those with tattoos due to tight labor markets and perceived unfairness by applicants (Efthymiou, 2018). On the other hand, hiring managers may seek to restrict employees’ tattoos because of deviance and customer preferences (Baumann et al, 2016; Brallier, Maguire, Smith, & Palm, 2011).…”

Section: Discussionmentioning

confidence: 99%

“…In other instances, employee lawsuits have required reconsideration of how to treat employees with tattoos (Elzweig & Peeples, 2011). Still other hospitality managers cite the tight labor market for prompting their reconsideration of whether to hire tattooed applicants (Efthymiou, 2018).…”

mentioning

confidence: 99%

“…In a related vein, Miller, McGlashan, Nicols, and Eure (2009) have found individuals think coworkers with tattoos are less acceptable than those without. Recently, Efthymiou (2018) found that tattoos were not necessarily prohibited among hotel employees but were not embraced either.…”

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confidence: 99%

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The Relationship Between Tattoos and Employee Workplace Deviance

Tews¹,

Stafford

2019

Journal of Hospitality & Tourism Research

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While those adorned with tattoos have historically belonged to deviant subpopulations, tattoos today are certainly more widespread. With this mainstreaming of tattoos, the question arises whether the deviant stereotype persists and extends to today’s workplace. To address this issue, the present study examined the relationships between tattoos and organizational and interpersonal workplace deviance with a sample of 518 individuals employed in restaurant settings. Whether or not an employee was merely tattooed was not related to either form of deviance. However, greater tattoo number was associated with greater organizational deviance. In addition, the results suggest that being adorned with “darker” tattoos was related to both types of deviance, although the effect sizes were not large. The significant findings held even after controlling for the employees’ agreeableness and conscientiousness.

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Section: Discussionmentioning

confidence: 99%

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confidence: 99%

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The Relationship Between Tattoos and Employee Workplace Deviance

Tews¹,

Stafford

2019

Journal of Hospitality & Tourism Research

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“…To the extent that tattoos were not extreme and offensive, body art on employees was found to be an integral part of the Servicescape and a means for employees to bond with customers. Efthymiou (2018), in his interviews with resort hotel managers, found that tattoos were not embraced. Despite reservations regarding tattooed employees, the managers indicated that guests were not as opposed to tattooed employees as they had anticipated.…”

Section: Previous Research On Tattoos and Workplace Prejudice And Discriminationmentioning

confidence: 99%

Tattoos and unfavorable treatment among employees in the hospitality industry

Tews

Stafford

2020

IJCHM

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Purpose As employers are purportedly becoming more receptive to tattoos, the question arises whether tattooed employees are nonetheless subject to unfavorable treatment. In this light, the purpose of this paper is to examine the impact of different tattoo characteristics on four outcomes: annual earnings, fair interpersonal treatment from supervisors, perceived discrimination and perceived overqualification. The specific tattoo characteristics were tattoo number, visibility and content. Design/methodology/approach Survey data from a sample of 162 tattooed hospitality employees were obtained from a Qualtrics research panel and analyzed using regression. Findings The results demonstrated that employees with a greater degree of dark tattoo content (content of a more threatening and intimidating nature) received less favorable treatment, as demonstrated by significant relationships with fair interpersonal treatment, perceived discrimination and perceived overqualification. Tattoo number was related to increased perceived discrimination and perceived overqualification. At the same time, tattoo number was related to increased annual earnings, signaling a benefit. Research limitations/implications Measures of tattoo characteristics and workplace outcomes were collected in a single survey. An analysis of data collected at different points would potentially provide a more definitive test of cause and effect. Practical implications On one front, organizations should establish grooming policies that specify what is acceptable with respect to tattoos. To help minimize personality-related tattoo stereotypes from influencing hiring decisions, organizations could use personality assessments to make the hiring process more objective. Moreover, diversity training could address tattoo-related stereotypes, bias and prejudice. Originality/value Even though prior studies have demonstrated that tattooed people are viewed as less suitable for employment, research focused on the relationship between tattoos and actual discrimination has been limited. The results from this study highlight that employees with tattoos may still be subject to maltreatment, despite the mainstreaming of tattoos.

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“…Therefore, we revisit teamwork and explore the sustainability of MMT through CBL and PBL, in the light of wider technological advancements [e.g. 29,30,31,32,33,34,35].…”

Section: Literature Review -Sustainable Teaching Practicesmentioning

confidence: 99%

The Quest for Sustainable Teaching Praxis: Opportunities and Challenges of Multidisciplinary and Multicultural Teamwork

Doukanari¹,

Ktoridou²,

Efthymiou³

et al. 2020

Preprint

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This article explores the dynamics arising by multidisciplinary and multicultural student teams (MMT), working through Case-based Learning (CBL) and Problem-based Learning (PBL); as well as its use as a sustainable teaching practice. Based on a mixed methods approach, which includes observation (both physical and virtual) and questionnaires, the study reveals that MMT through CBL and PBL can both facilitate and hinder sustainable learning. Our findings show that while MMT enhances knowledge sharing, it also poses a wide range of challenges, raising questions about its social significance as a sustainable teaching practice. The study suggests the implementation of certain mechanisms, such as ‘Teamwork Training’ and ‘Pedagogical Mentors’, aiming to strengthen the sustainable orientation of MMT through CBL and PBL.

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Worker body-art in upper-market hotels: Neither accepted, nor prohibited

Cited by 45 publications

References 41 publications

The Relationship Between Tattoos and Employee Workplace Deviance

The Relationship Between Tattoos and Employee Workplace Deviance

Tattoos and unfavorable treatment among employees in the hospitality industry

The Quest for Sustainable Teaching Praxis: Opportunities and Challenges of Multidisciplinary and Multicultural Teamwork

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