中国人经营五星饭店有点儿难

在日前举行的“首届中国饭店职业经理人高级研讨会”上,国家旅游局人事劳动教育司副司长陈志学说,酒店行业真正的职业经理人太少。据了解,目前全国有星级饭店7358家,饭店“官员化”或准职业经理人的现象较为普遍。陈志学说．总体看来,饭店职业经理人的职位与能力不匹配,表现在缺乏诚信与合作精神。职业责任感不强,短期行为严重。此外,学历偏低,人才结构不尽合理,经验型和转行、半路出家的人员偏多,真正学饭店管理或相关专业的专业人才偏少。     

用职业锚理论指导大学生职业生涯规划

职业锚理论实际上是人们选择和发展自己的职业时所围绕的中心,是个人的动机、需要、价值观、能力相互作用和逐步整合的绪果。在大学生职业生涯规划中引入职业锚理论,开展职业锚类型识别,使学生认识自我,分类指导各类型学生的职业生涯规划,对于提升学生职业素质,从而促进高校就业指导工作朝着科学化、专业化发展具有十分重要的意义。     

饭店企业组织伦理氛围对组织承诺的影响研究

近年来,组织伦理氛围与组织承诺之间的相关性研究备受研究者关注。我国大陆关于饭店企业组织伦理氛围对组织承诺影响的研究非常少见。本研究主要以安徽、福建、湖南、四川、河南等地的9家三星级以上饭店为样本,采取问卷调查方法,利用结构方程模型软件定量分析了饭店企业组织伦理氛围对组织承诺的影响。据此提出了改善饭店企业组织伦理氛围与提升员工组织承诺的对策建议。     

关于星级酒店培训师职业能力的探讨

培训是星级酒店提升服务质量、提高管理品质、夯实品牌形象的重要途径。培训效果的好与坏直接关系到酒店员工服务态度、服务能力、服务意识的优与劣。本文从目前国内星级酒店行业现状为切入,分析星级酒店培训师应具有的职业能力。     

中职生职业能力培养的思考

通过对中职生现状的分析,提出了中职生应具备的职业能力及培养职业能力的途径。特别是借鉴“双元制”的模式,完成对中职生能力的培养。     

中国旅游从业者职业忠诚度研究

企业员工忠诚对于企业的长远发展至关重要,旅游企业的员工忠诚研究对于旅游企业及区域旅游业的持续发展十分必要.本文通过网络调研对全国31个大陆省区各层次各行业旅游从业者的职业忠诚进行了大样本量问卷调研,并利用SPSS 16.0对所得一手数据进行了统计分析.研究发现：（1）我国旅游从业者的职业忠诚度并不太高,旅游从业者对企业的忠诚度较职业忠诚度略低;（2）人口统计学因素包括婚姻状况、年龄、专兼职、学历、最后毕业专业、工作职务、职称情况不同,旅游从业者忠诚度也不相同,性别只是单一地影响旅游从业者的职业忠诚度;（3）不同类型旅游企业员工的职业忠诚度不同,景区的职业忠诚度最高,其次是旅行社,酒店员工的职业忠诚度最低;（4）工作满意、收入满意、职业前景乐观预期、工作努力回报预期、旅游工作的社会认可度感知及旅游企业环保经营认知因素是影响我国旅游从业者企业忠诚度的重要因素,而工作满意、职业发展前景乐观预期、努力工作回报预期、同事关系、旅游企业环保经营认知、旅游发展的政策环境认知因素对我国旅游从业者的职业忠诚度有显著的影响.     

基于员工视角的景区旅游服务质量实证研究

旅游服务质量是景区管理的重要内容.本文在结合现有研究成果的基础上,提出了基于员工视角的旅游服务质量概念模型,构建了“工作环境”“员工生活”“工作回报”“员工情绪”“服务质量”5个潜在变量、25个测量问项组成的结构方程模型,并以九寨沟、黄龙景区为例进行了实证研究.结果表明:景区员工的“工作环境”直接正向影响员工提供的“服务质量”,并通过“员工情绪”间接影响“服务质量”;员工“工作回报”直接负向影响“服务质量”,但通过“员工情绪”间接正向影响“服务质量”.     

员工职业锚的差异及其激励措施初探

不同职业锚员工对自己的职业有不同看法和要求,因此他们的需要和理想不同,本文在分析不同职业锚员工的需要和理想的基础上,提出采取不同的激励措施来激励员工。     

塑造档案工作者的职业新形象

良好的职业道德与自我评价和自我定位是档案工作的职业要求;现代职业能力是档案事业发展所必需超越“知识”的基本能力。本文就如何塑造档案工作者职业新形象及职业的角色定位与形象重塑问题进行探讨。     

图书馆员工的职业生涯规划设计探讨

本文拟在对新概念下图书馆的功能、岗位分析的基础上,从职业选择、职业途径,职业发展三方面来对图书馆员工的职业生涯规划进行设计。     

Member Commitment and Participation in Local Emergency Planning Committees

Research on Local Emergency Planning Committees (LEPCs) has suggested that members' perceptions of group processes and participation activities mediate the relationship between organizational context and LEPC effectiveness. Data from 57 LEPCs support the importance of organizational commitment in predicting member participation and the predictive power of some of organizational commitment's previously identified antecedents. However, the data failed to support two hypotheses about the effects of organizational context on group process and of member participation on LEPC effectiveness. These findings suggest ways to increase the effectiveness of voluntary, quasi-public organizations such as LEPCs, citizen advisory panels, and planning boards.     

宾馆的组织公平性与服务公平性

作者提出了一个探讨组织公平性对服务公平性“外溢效应”的概念模型,用以分析宾馆员工的组织公民行为在他们感知的管理人员的领导能力和领导行为、员工的工作满意感、对管理人员的信任感、对企业的归属感与宾客感知的服务公平性和服务质量之间的极为重要的中介作用。作者向广州市5个三星级宾馆服务人员、基层管理人员和宾客收集数据,并使用结构方程模型分析方法,对这个概念模型进行了实证检验。数据分析结果表明员工感知的组织公平性是影响宾客感知的服务公平性的一个重要因素。     

饭店各级管理人员的公仆型领导风格对员工服务质量的影响

作者在13家宾馆和餐馆进行了一次实证研究,探讨饭店中、高层管理人员的公仆型领导风格对员工服务质量的影响。多层次线性模型分析结果表明,企业的公仆型领导氛围会通过部门的公仆型领导氛围,间接影响员工的服务质量;员工感知的企业负责人的公仆型领导风格会通过员工感知的部门负责人的公仆型领导风格,间接影响员工的服务质量。此外,企业的公仆型领导氛围会调节员工的工作满意感对他们的服务质量的影响,部门的公仆型领导氛围会调节员工的情感性归属感对他们的服务质量的影响。     

Career paths and mobility in the Swedish hospitality sector

ABSTRACT

How career paths are interpreted and conceptualised by hospitality workers and industry representatives remains underexplored in current literature. In this paper, we highlight and discuss sector-specific and contextual factors that influence the possibility of establishing a career within the Swedish hospitality sector. The paper uses interviews with hotel managers, who describe and discuss motivations and choices made throughout their own careers and interviews with young (former) seasonal hospitality workers who describe and reflect on their future plans and work-life experience. Additional data are derived through observations at national seminars and meetings for representatives from the Swedish tourism and hospitality industry, where issues of competence and careers were discussed. The findings indicate that the shaping of career paths within the hospitality sector is influenced by two normative and discursively produced ‘truths’ about career paths in the hospitality sector: the importance of internal knowledge transfer and the importance of high mobility. These narratives impose expectations on individuals to be mobile, to change jobs frequently and to work their way from the bottom-up within the industry, and are based on a presumption of a diversified and dense local hospitality labour market. However, since the conditions are different due to contextual, geographical features of labour market size and structure, attractiveness of places, etc., these expectations are difficult to fulfil in places other than in larger urban areas. These normative assumptions of what a successful hospitality career is also have consequences for the development of the hospitality sector as external influences of competence from other sectors and higher education are not seen as valuable, which makes the sector self-contained and not open to external, potentially innovative knowledge.     

Inter-actor Trust in the Planning Process: The Case of Transit-oriented Development

Inter-actor trust (or the absence of it) plays an important role in complex planning processes. Trust has received much attention in management science, but surprisingly little in planning literature despite the similarities between the two and its increasing importance in ensuring coordination between multiple, heterogeneous actors in delivering developments. This paper aims to explore the role of trust in coordination in transit-oriented developments processes, based on literature research and two empirical case studies in the region of Toronto in Canada and the province of Zuid-Holland in the Netherlands. This research suggests that in both planning contexts trust is an important element in achieving successful outcomes. Trust was often identified at a personal level as something which can bridge differences between organizations, but that can be hindered by a history of distrust between organizations. The building of trust between stakeholders seems dependent on a commitment to building a good relationship early and openness throughout. Breaches of trust, as long as they are not fatal for the relationship, can lead to a stronger trust relationship in the long term. Trust, however, is not just an individual or organizational matter: the broader institutional context was also found to have pronounced impacts on the ability of trust to take root.     

Composing our careers: Susan Hanson's contributions to geography and geographers

Susan Hanson's career exemplifies the notion that our lives are compositions rather than predictable, linear trajectories. In this essay I argue that Susan's career is an empowering example of a collage of woven-together life experiences, substantive research interests, feminist values and progressive professional practices. I illustrate these ideas through three compositions that I trace throughout Susan's career: networking gender; caring geography; and reproducing geography. Susan's work connects and validates the diverse elements of our lives through her scholarship, her commitment to feminist values and her disciplinary leadership.     

AFTER THE BALL IS OVER

In 2000, the Research Center for Arts and Culture at Columbia University’s Teachers College was approached by a board of persons knowledgeable about dance and the International Organization for the Transition of Professional Dancers (IOTPD) to provide data about the challenges and realities of dancers’ career transition. This first study of its kind became a coordinated inquiry into the career transition of professional dancers in eleven different countries, culminating in a report written by William Baumol, Joan Jeffri, and David Throsby. The major areas of concern are: information that confirms what the field has always known about career transition, but did not have the numbers to support; and data that surprised the researchers. Our findings show that, in many instances, expectations of current dancers and realities of former dancers sometimes differ widely, providing important information for policy makers, funders and supporters interested in furthering continued employment of artists.     

The Poor Man’s Goldmine?

This article analyses the career paths of Swedish and Finnish sailors from the mid-19th to the mid-20th century. The article shows that, for the most of the men, the seaman’s occupation was just a passing phase before taking up a job on shore, but many of them also created a long-lasting and advancing career by going to sea. There was not necessarily, however, a clear distinction between job opportunities at sea and those on shore in those days: men worked both at sea and on shore. We therefore argue that an individual’s advancement in a maritime career was a context-specific socio-economic phenomenon. In Scandinavia, work on board ships was dependent on features that characterized the division of labour in a predominantly agricultural domestic economy on land and emerging industrialization during the turn of the century. Here we present an analysis of the career paths of almost 60,000 men recruited to serve on Swedish and Finnish merchant vessels from the 1840s to late 1940s.     

Leveraging city officials’ professional and social Identities to facilitate affordable housing

Housing affordability is an acute problem in many developed economies. It is rooted, inter alia, in a conflict of interests across levels of government. Policies that seek to increase the supply of housing and lower their purchase price are popular among the general electorate, yet local governments deploy urban planning regulations to restrict densification and development of affordable housing within their jurisdictions. Moves to address this conflict would benefit from unpacking city officials' policy preferences and their variation. This paper compares the positions of local-government politicians vs. those of unelected bureaucrats in Israeli cities, drawing on survey and interview data. Our findings confirm the conflicts of interest between levels of government even within Israel's unitary, centralized context. However, we show that career bureaucrats, given their relative freedom from electoral pressures and commitment to professional values, are more amenable to citizens' and central government's shared interest in densification and affordable housing. We also highlight city officials' place of residence—within vs. outside the city—and their social identification with citizens and residents as antecedents of their urban-planning preferences. We draw on these findings to delineate directions for more effective central–local government collaboration in seeking affordable housing solutions.