Comparing working conditions and job satisfaction in hospitality workers across Europe


 What has been called the war for talent in companies has become a key element in organizations that want to be competitive. Talent management has already been studied and verified in terms of its impact on performance and productivity, and this has led to more and more research generating a professional and scientific interest with other variables, such as ethical behavior. In the present study it is verified, through a model of structural equations, that the organizations that apply strategies of talent management have more ethical behaviors and intention to stay. Talent management and ethical behavior would reinforce work environments, by restoring confidence in the organization. Likewise, talent management implies greater loyalty of talent, that is an antecedent of the intention to stay in the organization.

/pdf/the-impact-of-talent-management-on-ethical-behavior-and-3o12fpq7.pdf

The impact of talent management on ethical behavior and intention to stay in the organization

The major objective of the current study was to find out the impact of motivational factors on the job outcomes of librarians working in HEC-recognized university libraries in Pakistan. A survey research method followed by predictive correlational design was applied to test the constructed hypotheses in this study. The population of the study was library professionals working in the university libraries of Lahore, Pakistan. There were 13 public sector universities and 21 private sector universities. The census sampling technique was used to collect data from the respondents of the 34 universities. Data were collected with the help of a questionnaire. Out of 225 respondents, 189 completed questionnaires were received. Hence, the response rate was 84%. The gathered data were analyzed through SPSS software. Descriptive and inferential statistical tests were applied to find out the impact of motivational and behavioral factors on the job outcomes of information professionals. The findings of the study showed that different types of motivation influenced information professionals to carry out innovative and value-added services in the workplace. Rewards, a sense of honor, an amicable work environment, and autonomy were the key categories of motivation that encouraged information professionals to undertake efficient job performance. Recommendations provided through a framework based on the findings of the study will prove to be a benchmark for policymakers, human resource managers, and heads of institutions in order to formulate such techniques that might motivate information professionals for the implementation of user-centric services.

https://www.mdpi.com/2076-328X/13/1/41/pdf?version=1672747888

Effects of Motivational and Behavioral Factors on Job Productivity: An Empirical Investigation from Academic Librarians in Pakistan

The present text intends to draw attention to the need for an efficient ethical model that should regulate the activity and resource allocation in the healthcare system, and particularly in granting access to healthcare to families with high poverty rates, as well as in caring for children. Thus, the paper focuses on an ethical perspective using the idea of the social responsibility of organizations and especially of the state as an organization that takes responsibility in the social field. From an ethical point of view, the social responsibility principle eliminates the divergences between ethical responsibility and financial responsibility that may appear in establishing public health policies and in the construction of an ethical model for service providing and resource allocation. The intention of the paper is not to propose a model but rather to emphasize the need for creating an ethical model in the Romanian public health system starting from the National Strategy and the Report of the presidential committee for analyzing and elaborating public health policies in Romania.

On the need for a model of social responsibility and public action as an ethical base for adequate, ethical and efficient resource allocation in the p

This paper examines the relationship between employees' perceptions of the workplace's ethical climate and deviant behavior. The authors also suggest examining workplace spirituality as a mediating factor in the link indicated above. Using a sample of 257 workers from four industrial enterprises in central Nigeria, a quantitative analysis was carried out. The Smart-PLS 3.3.9 program was used to test the hypotheses. The results demonstrated that deviant behavior is directly and negatively impacted by the ethical climate. However, the findings also allow the researchers to confirm the role of workplace spirituality as a mediator in the association between the ethical climate and deviant behavior. Due to this fact, researchers may now focus on defining and putting into practice control mechanisms that inform managers of how well the ethical climate is seen by employees and HRM managers should be equipped to address the issue.

Perceptions of Ethical Climate on Deviant Behavior: The Mediating Role of Work Spirituality

As part of comprehensive research on the ethical climate in the Serbian tourism industry, this study examines the effects of selected predictors (job department, individual values and employees’ perspective) on the perception of ethical climate types as well as the relationship between the type of ethical climate, and job satisfaction. Additionally, this study tests these goals for both managers and their subordinates. Research was conducted in 2013, on a sample of 258 employees in different small and medium tourism organizations in Serbia. The findings revealed new information on both ethical climate and job satisfaction-related factors in small and medium tourism enterprises in a non-Western, transitional economy, where ethical behavior is influenced by constant social and economic changes. Several theoretical and managerial implications and future research opportunities were derived from the findings.

Identification of predictors’ effects on perceiving the ethical climate and job satisfaction within Serbian tourism industry

The task of the paper is to point out the importance of applying regulations of legislative documents in order to achieve an appropriate level of ethical behaviour of participants in tourism. The paper also points up to the existence of the Global Code of Ethics for Tourism UNWTO. It is a basic mechanism which directs an appropriate ethical conduct of all stakeholders in tourism and requires concretization in Serbia as well. The special importance of the work is related to basic principles of ethical codes of conduction of the association of travel agencies in Great Britain (ABTA), Slovenia (ZTAS) and Bosnia and Herzegovina (UTA BiH). That kind of document still does not exist in Serbia, nor does indicate its establishment and use. Furthermore, the lack of research works focused to the issue in Serbia requires a discussion about the importance of institutionalizing business ethics in tourism. In order to address a research problem, researchers have applied different methods in each particular phase of the research process. Method used for data collection is desk research. This phase provided data from available references, while data processing was accomplished by description, examination as well as comparison.

The institutionalization of business ethics of travel agencies in Serbia

The purpose of the paper is to provide an empirical study of employees’ ethical behavior in travel and tourism industry. A survey research was done in 2012 in the Republic of Serbia among employees in travel agencies as one of the most important subjects in heterogeneous structure of travel and tourism industry, using a questionnaire designed according to the basic theoretical principles of professional ethics. Dealing with the issue of ethical responsibility of employees in travel agencies, this work examines whether employees have business ethics awareness and what kind of individual and corporate social responsibility as part of business environment is undertaken in this regard. The findings of the study showed that employees of travel agencies are ready to act in an ethical manner, although it is the opposite of management attitudes in specific situations. Finally, the paper provides a critical evaluation of entrepreneurial activities and obstacles that travel agencies encounter while operating in the Serbian economy in transition.

/pdf/the-ethical-dimension-of-travel-agencies-business-in-2oqes7u9do.pdf

The ethical dimension of travel agencies business in changing business environment (Serbia): Employees' attitudes vs. employees' conduct expected by management

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Identification of predictors’ effects on perceiving the ethical climate and job satisfaction within Serbian tourism industry

The institutionalization of business ethics of travel agencies in Serbia

The ethical dimension of travel agencies business in changing business environment (Serbia): Employees' attitudes vs. employees' conduct expected by management