Developing in-house careers and retaining management talent: What hospitality professionals want from their jobs

Cornell Hotel and Restaurant Administration Quarterly

Volumn 48, Issue 2, 2007, Pages 163-182

  Walsh, Kate ^a   Taylor, Masako S ^b  

^a Cornell University School of Hotel Administration ^*  (United States)

^b KANSAI GAIDAI UNIVERSITY   (Japan)

Author keywords

Hospitality industry turnover; Managerial retention; Self directed careers

Indexed keywords

EID: 34247330864     PISSN: 00108804     EISSN: 15523853     Source Type: Journal    
DOI: 10.1177/0010880407300521     Document Type: Article

References (38)

1. In the literature, emotional commitment is referred to as affective commitment, and economic commitment is referred to as continuance commitment. We chose to apply terms more in keeping with the practical meaning behind the original constructs.
2. These scales were adaptations of one used and validated by Kickul (2001) measuring the degree organizations offer challenging work. Scale reliabilities are. 88 for currently providing and. 76 for importance.
3. These scales were adaptations of one used and validated by de Meuse, Bergmann, and Lester (2001) measuring the degree organizations offer opportunities to develop meaningful work relationships. Scale reliabilities are. 94,. 91, and. 89 for currently receiving from relationships with managers, subordinates, and clients, respectively; and. 84,. 89, and. 84 for importance of relationships with managers, subordinates, and clients, respectively.
4. Scale reliabilities for extrinsic rewards are. 83 for currently receiving and. 74 for importance.
5. Affective commitment to the job and work relationships was measured adapting Meyer and Allen's (1997) affective commitment scale (reliability is. 76 for job,. 90 for manager,. 97 for subordinates, and. 96 for clients). Commitment to rewards was measured adapting Meyer and Allen's (1997) continuance commitment scale (reliability is. 83). Overall organizational commitment was measured using the modified version of Mowday, Steers, and Porter's (1979) scale (reliability is. 93), and industry commitment was measured using a modified version of Blau's (1989) scale (reliability is. 81). Finally, organization and industry turnover intentions were measured using Becker's (1992) scale (reliabilities are. 89 for organization turnover intentions and. 88 for industry turnover intentions).
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