مقاله انگلیسی رایگان در مورد اثرات رضایتمندی آموزش، مزایای کارکنان و انگیزه ها برای تعهد کارکنان نیمه وقت – الزویر ۲۰۱۸

۱- Introduction

۲- Literature review

۳- Research hypotheses

۴- Methodology

۵- Results

۶- Conclusions & discussion

۷- Managerial implications

۸- Future research

References

Abstract

Training in hospitality organizations is associated with several benefits including consistency in job performance, greater job satisfaction, higher guest satisfaction, and reduction in business costs. Unfortunately, companies do not tend to put forth much effort into implementing effective training techniques, particularly for part-time employees. This study surveyed part-time hotel employees to determine if training method and duration impacted training satisfaction. The impact of benefits and incentives received, and training satisfaction on job commitment was also determined. On-the-job training and job shadowing were found to impact training satisfaction. Select benefits and incentives and training satisfaction impacted commitment. Implications are discussed.

Introduction

Training and development is a crucial activity in hospitality organizations because of the high costs associated with employee turnover. There are several benefits associated with training including consistency in job performance, greater job satisfaction, higher guest satisfaction, and reduction in business costs, to name a few (Wesley and Skip, 1999). Unfortunately, companies do not tend to put forth much effort into implementing effective training techniques. The hospitality industry has a poor reputation for lackluster techniques although this is not well supported empirically (Poulston, 2008). Specifically, management in hotels is usually reluctant to invest in proper training for their employees and in programs to train the trainer. Because of management’s lack of willingness to invest in these types of programs, a cycle is being created in this industry where poor training of employees and the consequential lack of motivation and poor commitment of employees is never-ending (). The large number of part-time employees in the hospitality industry adds to management’s reluctance to invest in training because there is a widely held belief among hospitality managers that part-time workers have less commitment, competence, and willingness to work hard (Inman and Enz, 1995). Two out of five workers in the hospitality industry are part-time; this is more than twice the proportion of all other industries (Employment and Training Administration and U.S. Department of Labor, 2010). According to a survey conducted by Harris Poll on behalf of CareerBuilder, 23% of employers expected to recruit part-time employees in 2015; this number is up 6% from 2014 (CareerBuilder, 2015). Positions held by part-time hotel employees include everything from front desk, housekeeping, cooks, servers, and maintenance, and even some management and accounting positions, making it essential to develop training programs for each of these positions.