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Different or alike? Exploring the psychological contract and commitment of different generations of hospitality workers

Different or alike? Exploring the psychological contract and commitment of different generations... Purpose – This study aims to explore generational differences in the psychological contract of hospitality employees and work outcomes such as commitment and turnover intention. Design/methodology/approach – Data were collected in 20 hotels ( n =359) from a four‐star hotel chain in The Netherlands using a self‐administered questionnaire. Data were analysed using MANOVA and post‐hoc analysis. Findings – Findings suggest that opportunities for development and challenge, variation and responsibility are more important to younger generations of hospitality workers. Generation X placed high value on work‐life balance, autonomy and job security. No differences were found for work atmosphere, salary and task description. Significantly lower commitment and higher turnover intention was also found for Generation Y. Practical implications – The findings provide insight into generational differences in expectations that hospitality workers have of their employers. This helps managers in developing management styles as well as human resource policy to better address these expectations. Originality/value – This study is one of the first to explore the psychological contract in a hospitality context and contributes empirical evidence to the body of knowledge on generational differences. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Contemporary Hospitality Management Emerald Publishing

Different or alike? Exploring the psychological contract and commitment of different generations of hospitality workers

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Publisher
Emerald Publishing
Copyright
Copyright © 2012 Emerald Group Publishing Limited. All rights reserved.
ISSN
0959-6119
DOI
10.1108/09596111211226824
Publisher site
See Article on Publisher Site

Abstract

Purpose – This study aims to explore generational differences in the psychological contract of hospitality employees and work outcomes such as commitment and turnover intention. Design/methodology/approach – Data were collected in 20 hotels ( n =359) from a four‐star hotel chain in The Netherlands using a self‐administered questionnaire. Data were analysed using MANOVA and post‐hoc analysis. Findings – Findings suggest that opportunities for development and challenge, variation and responsibility are more important to younger generations of hospitality workers. Generation X placed high value on work‐life balance, autonomy and job security. No differences were found for work atmosphere, salary and task description. Significantly lower commitment and higher turnover intention was also found for Generation Y. Practical implications – The findings provide insight into generational differences in expectations that hospitality workers have of their employers. This helps managers in developing management styles as well as human resource policy to better address these expectations. Originality/value – This study is one of the first to explore the psychological contract in a hospitality context and contributes empirical evidence to the body of knowledge on generational differences.

Journal

International Journal of Contemporary Hospitality ManagementEmerald Publishing

Published: May 25, 2012

Keywords: Generation; Psychological contract; Job commitment; Employees turnover; Hospitality; Hotels; The Netherlands

References