Abstracts in English, Afrikaans and Zulu / This research study aimed to propose a talent retention framework for the hospitality industry in the Indian Ocean region by examining the relationship between fit, flourishing and organisational commitment in relation to employee retention. In addition, the study aimed to determine whether demographic factors (age, gender, nationality, marital status and employment status [local or expatriate]), work role fit and flourishing significantly and positively predict organisational commitment, and whether demographic factors (age, gender, nationality, marital status and employment status (local or expatriate) differ with regard to these variables. The study was directed at a random sample of employees at international hotels represented in the Indian Ocean region. The data was collected using the Work Role Fit Scale, the Flourishing-at-Work Scale and the Organisational Commitment Scale. The study revealed significant positive relationships between fit, flourishing and organisational commitment in the hospitality industry. The results found that fit and flourishing positively and significantly predict organisational commitment. Lastly significant differences were found between the fit, flourishing and organisational commitment of employees in the hospitality industry in terms of demographic variables: age, gender, nationality, marital status and employment status (local or expatriate). / Hierdie navorsingstudie het ten doel gehad om 'n talentbehoudraamwerk vir die gasvryheidsbedryf in die Indiese Oseaan-streek voor te stel deur die verhouding tussen gepastheid, florering en organisatoriese toewyding met betrekking tot werknemerbehoud te ondersoek. Verder het die studie gepoog om te bepaal of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]), werkrolgepastheid en florering die organisatoriese toewyding beduidendheid en positief voorspel, en of demografiese faktore (ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus [plaaslik of uitgestuur]) rakende hierdie veranderlikes verskil. Die studie is gerig op 'n ewekansige steekproefneming van werknemers by internasionale hotelle wat die Indiese Oseaan-streek verteenwoordig. Die data is deur die werkrolgepastheidskaal, die floreer-by-die-werk-skaal en die organisatoriese toewydingskaal versamel. Die studie het beduidende positiewe verhoudings tussen gepastheid, florering en organisatoriese toewyding in die gasvryheidsbedryf aan die lig gebring. Die resultate het bevind dat gepastheid en florering die organisatoriese toewyding positief en beduidend voorspel. Laastens is beduidende verskille gevind tussen die gepastheid, florering en organisatoriese toewyding van werknemers in die gasvryheidsbedryf met betrekking tot demografiese veranderlikes: ouderdom, geslag, nasionaliteit, huwelikstatus en werknemerstatus (plaaslik of uitgestuur). / Lolu cwaningo lwaluhlose ukuphakamisa uhlaka lokugcinwa kwamakhono embonini yezokungenisa izihambi esifundeni sase-Indian Ocean ngokuhlola ubudlelwano phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile maqondana nokugcinwa kwabasebenzi. Ngaphezu kwalokho, lolu cwaningo kuhloswe ngalo ukuthola ukuthi izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa ([okwendawo noma okudingisiwe]), indima yomsebenzi efanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano, nokuthi ngabe izici zabantu (ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwasekhaya noma okwamanye amazwe) ziyahluka maqondana nalezi ziguquko. Ucwaningo luqondiswe kusampula engahleliwe yabasebenzi emahhotela aphesheya amelwe esifundweni sase-Indian Ocean. Imiphumela ithole ukuthi okufanelekile nokuchuma kahle okuphawulekayo kubikezela ukuzibophezela kwenhlangano. Okokugcina umehluko obalulekile utholakale phakathi kokuzibophezela okufanelekile, okuchumayo nokuhlelekile kwabasebenzi embonini yezokungenisa izihambi ngokuya ngokuhlukahluka kwezici zabantu: ubudala, ubulili, ubuzwe, isimo somshado nesimo sokuqashwa (okwendawo noma okudingisiwe). / Human Resource Management / M. Com. in Business Management (Human Resource Management)

With the rapid growth in the hospitality industry, its owners and managers are also facing serious challenges. The industry is becoming more and more competitive. Managers are pressed to find the balance between cutting cost to increase profit and improving the quality of the service/product to increase the value their customers’ experience. Customers are nowadays more aware of the quality of the service or the product provided to them and more than ever before, hospitality owners and managers need to focus on improving their quality. The main objective of the research was to establish whether the implementation of selected Six Sigma principles would result in a measurable improvement in the quality of a hospitality establishment. An analysis was done based on three different feedback systems, some Sig Sigma-inspired changes were made and a post-measurement was done to establish the effect of the changes. The study concluded that the implementation of selective Six Sigma principles, can improve the quality of services and products in hospitality establishments, as well as reducing their process waste in such establishments. / MBA, North-West University, Potchefstroom Campus, 2015

With the rapid growth in the hospitality industry, its owners and managers are also facing serious challenges. The industry is becoming more and more competitive. Managers are pressed to find the balance between cutting cost to increase profit and improving the quality of the service/product to increase the value their customers’ experience. Customers are nowadays more aware of the quality of the service or the product provided to them and more than ever before, hospitality owners and managers need to focus on improving their quality. The main objective of the research was to establish whether the implementation of selected Six Sigma principles would result in a measurable improvement in the quality of a hospitality establishment. An analysis was done based on three different feedback systems, some Sig Sigma-inspired changes were made and a post-measurement was done to establish the effect of the changes. The study concluded that the implementation of selective Six Sigma principles, can improve the quality of services and products in hospitality establishments, as well as reducing their process waste in such establishments. / MBA, North-West University, Potchefstroom Campus, 2015

Tourism in Libya is considered to be the best long-term alternative as a source of national income to the oil industry upon which the country's economy has long been heavily dependent. Hotels are a key element of the tourism industry. This study focuses on obstacles to foreign direct investment (FDI) in the Libyan hotel sector, because FDI is a necessary element to support the development of Libya as an internationally competitive tourism destination. Specifically, the objectives of this study are developed on page five. This study was carried out in four main stages. The first stage involved an extensive literature review to generate a background and develop a theoretical framework for the research. This study adopted a case study approach (Yin, 2003), incorporating semi-structured interviews and a questionnaire, with a sample population consisting initially of foreign hotel managers, and government officials as a second stage. The third stage involved conducting a further questionnaire and a series of semi-structured interviews with hotel managers, Corinthia hotel staff and government officials to identify key FDI issues within the Libyan hotel sector. The fourth stage provides recommendations intended to help solve the existing foreign investor problems facing the hotel sector and Libya's tourism implementation strategy. The study concludes that there are some major FDI issues facing the Libyan hotel sector, including: economic, administrative, and legal and institutional barriers in areas such as recruitment and selection; skills gaps; inadequate practical training; minimum opportunities given to foreign companies; restriction on the role of the public and private sector in the development of the Libyan Tourism Master Plan (LTMP); shortage of qualified academic staff; outdated curricula; inadequacy of the LTMP; lack of funding of Libyan tourism education; and the lack of co-operation between the hotel sector, tourism education and the government's LTMP. The main contributions of this study include: an understanding of the obstacles that confront FDI in the Libyan hotel sector; the application of factor analyses to build consensus on the essential elements of FDI obstacles within the Libyan hotel sector and the development of a best practice LTMP model. Note: It is important to note that the field work for this thesis, as well as the data analysis and conclusion, was carried out prior to the popular uprising in Libya which began on February 17th 2011.

This study investigated demographic characteristics of 240 Chamber of Commerce members in terms of their expectations for customer service in hotels. Subjects reported their age, gender, marital status, race, educational level, income level and ethnicity, and completed a 26-item questionnaire which measured expectations for customer service. Principal components analysis was used to reduce the 26 items to five dimensions of service quality, and multivariate analysis of variance was used to evaluate the effect of the demographic variables on those dimensions. Gender of the customer was found to have a significant effect on the combined dimensions of service quality; other variables were not significant.

Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2018. / Factors that impact female managers in career development in the hospitality industry The hospitality industry is growing fast with the result there is a demand for more employees to assist in the various aspects of the industry. Together with this there is a noticeable increase in the number of females occupying management positions within the industry. The phenomenon that women are still restricted in career advancement is still evident. Several Studies show that the number of women in managerial positions is unbalanced compared to the percentage of women in the workforce including the hospitality industry. What does it take for female managers to attain and retain managerial positions? What challenges or obstacles are female managers confronting that are hindering their career development? This research project presented the general profile of female managers in Cape Town’s five and four star hotels, and examined the different factors that impact the female manager’s advancement in career development within the hospitality industry. The purpose was to identity the different factors that hinder female manager’s career development in hospitality industry. And the factors formulated are social, personally, cultural, economical, and professional or industry related and evaluate what the hospitality industry is doing in promoting and encouraging women’s career advancement. The target population for this study was female managers in Cape Town’s five and four star hotels. The criteria used included all female managers, in different departments within the selected Cape Town’s five or four star establishments. The research design consists of self administered questionnaires sent to a sample of five and four star hotels. Ethical consideration was considered important in the process of the research study. The results demonstrate that there are different factors hindering women in maintaining, obtaining and sustaining managerial postions within the hospitality industry. The significance of the research study will assist the female managers and the industry identity the different factors that interrupt women’s career development in the industry and identity different and appropriate strategies to promote and enhance women’s progression in the hospitality industry.

More than 50% of the workforce in the United States is disengaged, costing U.S. organizations almost $355 billion annually. Engaged employees improve customer satisfaction, perform effectively, and are committed to organizational goals. Guided by Kahn's personal engagement theory, the purpose of this multiple case study was to explore strategies business leaders in the hospitality industry used to improve employee engagement for increased productivity. A purposive sample of 1 business leader each from 6 organizations in South Korea shared their experiences with the phenomenon of employee engagement. Data were collected through face-to-face semi structured interviews and by reviewing company position descriptions and human resource policies. Yin's data analysis method revealed prevalent themes of communication, recognition and rewards, and work environment. Leaders influence employee engagement through open communication, providing rewards or recognition as performance incentives, and creating a psychologically safe work environment. Implications of this study for social change include decreased physical and mental health costs for employees and organizations. Improving employee engagement in the hospitality industry can reduce absenteeism and increase organizational profitability, sustainability, and participation in community and social programs.

This thesis examines the shift from traditional on-site industry education (apprentice style learning) to tertiary education in academically-centred institutions, with particular emphasis on professional culinary education. With the deceptively seamless transition of numerous crafts and trades from their traditional apprentice/journeyman training and education schemes, into the tertiary education sector - from the late 1960s up until today - a crack had been created in the education process. The government had acknowledged that the possible 'confusion' and 'drop back' in traditional training schemes and apprenticeships had, to some extent, been a case of confusion or misinterpretation on the part of trade and industry and new trainees. Particularly, when the general comprehension of the 'newly' altered Education Act, New Apprenticeship Act and government-promoted shift of autonomous industry bodies to a centralised State controlled system had been largely ineffective, there was an observable decline in the traditionally mentored and educated crafts and trades. The investigation extends beyond the recent 'symptoms' of changing government Acts, extensively developing (global) tertiary education and evolving industry education responsibility to explore the deeper influences and controls of change which have brought us to where we are today. This exploration will cover a diversity of education history, government policy, industry renovation and significant world events which have changed the path of the modern journeyman and professional craft and trade education. Within the New Zealand context, little research has been found or published on this particularly involved theme [the Modern Journeyman and professional culinary education], which, by its absence has contributed to a wide chasm of unanswered enquiries and uncertainties, which now needs to be investigated. This treatise explores three key areas of 'power and control' within the arenas of politics, education and industry education. These are considered through the multi-perspective lenses of critical social science, existentialism and postmodernism. Specific attention is paid to the practical aspects of the evolving (culinary) Journeyman and the seemingly repetitive patterns of 'power and control' that have emerged from the multifarious disciplines and time-frames. Throughout the development of Western European education and the advancement of craft and trade (knowledge and practices), there has been a question of value, ownership and 'privilege' attached to who, how, where and what can be taught and learnt. And in many cases the State has either stepped in to regulate the process - as a matter of civil duty, or has taken over the process - as a form of social and ideological control. In the case of the Culinary Journeyman, the New Zealand tertiary system and the shifting authorities of professional knowledge and practice, the price which may eventually be extracted for the targeted control of education practice (mentored/apprenticed learning) and professional knowledge development, may be more than the cost of an admission to a professional tertiary cookery course in the future.

Based on a fourteen-month period of ethnographic research conducted in an Australian Coastal hotel, this thesis explores the issues of management in a flexible organization. Using a textual approach to the study of organizations, the thesis focusses on the customer service discourse, its constituents, and the processes of its symbolic (re-) production in the hotel studied. Using a variety of textual data-among them academic publications from authors as diverse as Foucault, Clegg, Haugaard, Ritzer and Castoriadis; various forms of fieldnotes; and detailed descriptions of ritual and ceremonial events - the thesis not only provides a vivid account of organizational life at the hotel, it also identifies aspects of the latter such as meetings, training and reward programmes, and customer response schemes, as disciplinary technologies applied to govern both employees and customers. Extending the considerations about the disciplinary qualities of the customer service discourse and linking them with the issues of new forms of control as recently debated in the larger field of organization studies, the thesis will identify the processes of imagination, normalization, and subjugation as central to the establishment of a new management doctrine: corporate culturism. This discussion will also reveal the essentially hybrid nature of control under this new doctrine and it will expose the process of managing meaning as fundamental to its constitution and endurance. Respectively, the thesis will identify the hotel studied as an organization that thrives on corporate culturism. As the thesis represents a contribution to the field of (organizational) ethnography, it will - by recurrently reflecting on some of the contemporary debates in the field- implicitly address status and practicability of empirical (ethnographic) research in a postmodern world. / Doctor of Philosophy (PhD)

This thesis is about the customer experience in hotels. The thesis evaluates the customer experience in relation to the antecedents of behavioural loyalty. Behavioural loyalty is evaluated in relation to customer satisfaction, brand trust and brand attitude. Customer satisfaction is also evaluated in relation to the antecedents of hotel performance, service quality and perceived value. The broad research underpinning this research is: How do consumers perceive and relate to luxury and first class hotel brands? The hotel industry is a large and highly diverse industry that includes a wide range of property styles, uses and qualities (Chon & Sparrowe, 2000; Go & Pine, 1995; Olsen, 1996; Powers & Barrows, 1999). The industry covers the spectrum of small, medium and large enterprises (Brotherton, 2003; Jones, 2002) and makes a significant contribution to national and international economies. The research incorporated data collection in three stages. The first stage was a qualitative study of consumers who self selected as first class or luxury consumers. The data from the focus groups were used to develop items for inclusion in a survey instrument. The focus groups data, together with information gathered from a literature review, were used to develop scales across a number of hotel performance dimensions. In addition scales were included in the survey instrument on customer satisfaction, perceived value, brand trust, brand attitude and behavioural loyalty. The second stage of the research was a pilot study with the survey instrument being distributed to a convenience sample. The data collected at this stage were used to purify and refine the survey instrument. The final stage was data collected from consumers in a number of Australian hotels. The resultant data set comprised 693 completed and useable responses. The data were examined using exploratory and confirmatory factor analyses to confirm the hotel performance and other dimensions. The resultant dimensions showed good psychometric properties. A number of hypotheses were proposed in the thesis and examined using structural equation modelling. Although two hypotheses were rejected the resultant structural model showed strong relationships between the dimensions included. The research identified that service quality is a strong contributor to behavioural loyalty. The stronger pathway from service quality to behavioural loyalty was through customer satisfaction ( = 0.63) although the pathway through brand attitude ( = 0.22) was also significant. Both customer satisfaction and service quality had a significant effect on brand trust and service quality also influenced brand attitude. A number of recommendations for further research were made. These included the replication of this study in different geographic and industry contexts.