Query: JOB PERCEPTION IN HOTEL INDUSTRY

title: Mediating role of job stress between work family conflict, work leisure conflict, and employees' perception of service quality in the hotel industry in France
abstract: This study investigates the relationships among work family conflict (WFC) work leisure conflict (WLC) job stress, and quality of service. This study examines the mediating role of WLC between WFC and job stress. Also, it tests the mediator effect of job stress between WFC, WLC, and quality of service. Data were collected from employees in interaction with customers (648) in the hotel industry in France. The results indicate that WFC and WLC have a positive influence on job stress. The analyses of indirect effects tests based on a bootstrap analysis (Preacher Hayes, 2004) showed an indirect effect between WFC and job stress. Similarly, the results demonstrated that job stress mediates the relationship between WFC, WLC, and quality of service. The results of the study provide implications for managing employees in the hospitality and tourism industries.

title: Work family conflict/family work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada) moderating role of need for family friendly practices as "resource passageways"
abstract: This study examines how the need for family friendly practices contribute in increasing the effects of work family conflict (WFC) and family work conflict (FWC) on job stress, burnout, and intention to leave in the hotel industry in Quebce (258 staff) The essential results indicate that the perception of a need for childcare moderates the relationship between FWC, job stress, and burnout. Also, employees wanting to have a compressed workweek and part time measures are exposed to more stress related to WFC/FWC. Finally, the four measures can constitute resources passageways in order to reduce the work family interference, job stress, burnout and therefore the intention to leave. Theoretically, he results extend this line of theorizing by highlighting the importance of subjective needs for family friendly policies, as 'resource caravan passageways' in the work family interface and job outcome processes. The perception of a desire or need for these measures offers a new understanding of these practices. Practically, identifying who is more sensitive to family friendly measures would enable organizations or employers to allocate supportive resources more adequately by targeting those employees who are most in need of such practices.

title: Differences of Perception of Job Stress According to The Demographic Characteristics of Hotel Employees
abstract: Job stress Demographic features Hospitality industry  The aim of this study is to evaluate that job stress perception may differ according to demographic characteristics and contribute to the existing literature. For this purpose, a questionnaire was applied to the hotel staff in Turkish Republic of Northern Cyprus (n 278) Statistical analyzes were made using SPSS for Windows 23.0 package program. For the determination of the demographic characteristics of the participants; frequency, percentage and arithmetic mean tests were performed. In order to determine whether work stress perceptions differ according to their demographic characteristics, t test and one way Anova tests were performed.  In the analyzes made by considering gender, marital status, age, education status and work experience, it is seen that perception of job stress differs according to certain situations. It is evaluated that the findings obtained as a result of the research will constitute a source for the researches to be made for the hospitality industry.

title: Perception of Final Year Hotel Management Students towards Working in Hotel Industry
abstract: Although the development of hotel industry can create new job opportunities' it is often criticized that the hotel industry provides low skilled and less paid jobs. If today's students are going to be the hotel managers of tomorrow it's important to understand their perceptions about hotel jobs. This paper focuses on final year students who have completed their industrial trainings and are ready for placement in hotels. The study finds that the students respondent neither favorable nor unfavorable towards the hotel jobs. The findings also show that there is willingness to work in hotel related jobs or study further about hospitality industry. Though the impact is debatable, a student's negative work experience during the industrial training can influence their image of hotel industry.

title: The Influence of Transformational Leadership and Cross Cultural Psychological Capital on Turnover Intentions in Hotel Industry
abstract: The study of transformational leadership encompassed many contexts and disciplines and is believed to be the most valuable hotel industry. The impact of perceived transformational leadership and cross cultural psychological capital on the frontline employee's quit intentions in the Sabahhotel industry was examined in this study. Data were obtained from 162 frontline workers using a purposive sampling method. The relationships in question were tested using "Partial Least Squares Structural Equation Modelling" (PLS SEM) The findings demonstrated the positive effect of transformational leadership on cross cultural psychological capital while having a negative impact on turnover intention. Conversely, however, it appears that crosscultural psychological capital does not influence turnover intention level. Focused on the theory of Job Demands Resources and Conservation of Resources, this study adds to the hospitality literature by offering a new theoretical model representing employees' perception of transformational leadership and cross cultural psychological capital that affects frontline employees' turnover intention. These results have implications for leadership and turnover theory and retention practice, especially in the hotel industry.

title: How Does the Work Status Affect Employees' Job Attitude and Behavior in the Hotel Industry?
abstract: The study focuses on how work status impacts employees' perception of job satisfaction, organizational commitment, and job performance in the hotel industry. Also, it explores whether supervisors perceive employees' job attitudes and behavior in the same way as they perceive. Data were collected from a self administered survey for five star hotel employees and supervisors in Seoul, South Korea. A total of 335 valid responses were collected from 280 employees and 65 supervisors and analyzed by using structural equation modeling. The results of the study indicated that nonstandard employees expressed higher job satisfaction and higher organizational commitment but perceived lower job performance than standard employees did. Work status had no significant moderating effect on the relationships between job satisfaction, organizational commitment, and job performance; however, the results of this study indicated that supervisors' perceptions of nonstandard employees' job satisfaction, organizational commitment, and job performance were quite different from those of the nonstandard employees themselves. This study suggests that hotel operators should develop strategies to fully utilize nonstandard employees who reveal potential for quality service to guests.

title: How the need for "leisure benefit systems" as a "resource passageways" moderates the effect of work leisure conflict on job burnout and intention to leave: A study in the hotel industry in Quebec
abstract: Based on a conceptual framework and a survey of 258 persons in the hotel industry in Quebec, this study examines how work leisure conflict contributes in increasing job burnout and intention to leave. Also, it examines the moderating role of "leisure benefit systems" on the effect of WLC on burnout and intention to leave. Using SEM and critical ratios for differences between groups, the results indicate that WLC has a positive effect on burnout and intention to leave. Moreover, our study reveals perception of need for subsidized recreation and extended vacations time moderates and increases the effect of WLC on depersonalization. Implementing practices such as flexibility in working hours, as well as leisure benefits could help employees to balance work and leisure.

title: Examining the impact of artificial intelligence on hotel employees through job insecurity perspectives
abstract: Artificial intelligence is another advance in technology for the hotel industry and its role is undetermined at this time. The overarching purpose of this treatise was to examine hotel employees' perception of AI and its impact by identifying the critical role of job insecurity, job engagement, and turnover intention through a pragmatic approach. An explanatory sequential mixed methods design was used by conducting a quantitative study with an empirical survey method followed by a qualitative study with a case study method. The results from the quantitative study demonstrated that perceived job insecurity significantly affected perceived job engagement and perceived job insecurity indirectly affected turnover intention through intermediary variable of perceived job engagement. There were no statistical differences between non managerial positions and managerial positions. These results were fully supported by the qualitative study. The implications from these findings were provided to articulate the influence of AI on hotel employees.

title: The relationship between empowerment and job satisfaction among front line employees in hotel industry Siti Nurulhana Abdul Razak
abstract: Empowerment is the perception that workers can help determine their own work roles, accomplish meaningful work, competence in their work and can give impact to the important decisions. A half century of research suggests that empowerment strategies can offer real benefits like will make the employee perform well and also will get job satisfaction. In order to give empowerment to the employees, the manager needs to look at the job tenure of the employees. The dimensions of job tenure are skills and experiences. Hence, it may affect employees' job satisfaction. Research approach for this study is quantitative which is a set of questionnaires has been developed. This study was conducted to examine the relationship between empowerment and job satisfaction of front line employees in Kuala Lumpur 3 star hotels. A total of 150 questionnaires were distributed at 10 hotels in Kuala Lumpur, Malaysia. Results showed that empowerment does have significant relationship through the dimensions of meaningfulness, competence self determination and impact with job satisfaction of the front line employees. Managers certainly need to ensure that employees are satisfied and enjoy what they do at work. By developing creativity and rooms for employees to exercise empowerment, it can enhance their job satisfaction level and performance thus providing quality service to customers.

title: Will hotel employees' perception of unethical managerial behavior affect their job satisfaction? A study of Chinese hotel employees in China.
abstract: This study aims to investigate how Chinese hotel employees (Zhejiang province in mainland China) perceive unethical managerial behavior. It targets to identify any underlying dimensions that exist among the hotel employees. This study also aims to discover any relationship between overall job satisfaction and the derived dimensions. The effects of demographic variables on employees' job satisfaction and its relationship with unethical managerial behavior are also investigated. Recommendations are presented to hoteliers and human resources practitioners on developing an ethical climate in the hotel industry.  Quantitative mixed methods incorporated both in depth interviews on identifying 20 unethical managerial behaviors among hotel employees, and statistical analyses of the dimensions of the said behaviors were applied to this research. As quantitative analysis was the principal data analysis method adopted to test the hypotheses on hotel employees' perception of une.