Understanding hotel employee career behaviour: Developing and testing an integrative model in the context of Ghanaian hotel industry
Notice bibliographique
Résumé
The Ghanaian hotel industry faces persistent challenges in attracting, retaining, and reducing turnover among frontline employees. This thesis investigates these challenges by developing and testing an integrated career intention model that explains the career behaviours of hotel employees. Guided by social cognitive career theory (SCCT), social identity theory (SIT), and the theory of planned behaviour (TPB), the study aims to examine how individual-level factors (career beliefs and career identity), an organisational-level factor (transformational leadership), and a sociocultural factor (subjective norms) influence frontline hotel employees’ career attitudes and intentions. A sequential mixed method approach was employed. Qualitatively, semi-structured interviews were conducted to identify and explain hotel career beliefs in the hotel employment context. Quantitatively, partial least squares structural equation modelling (PLS-SEM) was used to analyse the structural relationships among hotel career beliefs, career identity, transformational leadership, career attitude, subjective norms and career intentions. Qualitative data was collected from 24 hotel frontline employees, while quantitative data was collected from a sample of 769 hotel frontline employees across five cities in Ghana. Findings revealed that customer service skills, professionalism, and a strong commitment to customer satisfaction were significant hotel career beliefs. Three core dimensions of hotel career beliefs emerged: customer service, workplace experiences, and work expectations. The quantitative results indicated that hotel career beliefs positively predicted career identity, which in turn significantly predicted career intentions. Career intentions negatively affect turnover intentions. The quantitative research results further revealed that subjective norms significantly and positively influence career attitudes. Transformational leadership not only strengthens employees’ career attitudes and intentions but also moderates the relationship between subjective norms and career attitudes, amplifying their positive effect. Favourable career attitudes strongly predict employees’ career intentions, underscoring the importance of cultivating positive perceptions to enhance employee commitment. This research addressed significant gaps in hospitality career studies and offers practical implications for improving employee attraction, retention and career development in the hotel industry. The findings offer practical implications for the hospitality and tourism (H&T) industry, particularly across collectivist (Africa and Asia) and individualist (U.S., Australia, Canada, and Europe) contexts.
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Comment cette classification a été obtenuedéplier
Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,002 | 0,001 |
| Méta-épidémiologie (sens strict) | 0,001 | 0,000 |
| Méta-épidémiologie (sens large) | 0,001 | 0,000 |
| Bibliométrie | 0,001 | 0,002 |
| Études des sciences et des technologies | 0,000 | 0,000 |
| Communication savante | 0,000 | 0,002 |
| Science ouverte | 0,001 | 0,000 |
| Intégrité de la recherche | 0,001 | 0,003 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».