International Journal of Hospitality and Tourism Systems

John R. Walker ¹, Josielyn T. Walker ¹, Ankush Ambardar ²

Affiliations
1 Pearson Publishers (Indian Edition) by Dorling Kindersley (India) Pvt Ltd.
2 Department of Tourism & Hotel Management, Kurukshetra University Kurukshetra – Haryana.

Abstract

No Abstract

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Ankush Ambardar ¹

Affiliations
1 Department of Tourism & Hotel Management, Kurukshetra University, Kurukshetra, Haryana., IN

Abstract

The paper aims to identify, investigate and report the importance and usage of cross-cultural training (CCT) practices in Indian hotels. Based on a survey of 212 Indian hotel organization's perceptions on CCT practices were assessed with the help of 4 demographic variables. Descriptive static was used to identify the importance of these practices. The study provides a strong indication that there is much need of CCT in hotels having diversity in employees and guests from various cultural backgrounds. Frontline employees play a vital role in practicing cross-cultural issues. Results reveal that chain hotels focus towards providing cross-cultural training as compared to non-chain properties in Indian hotels. The study makes a modest attempt to add information to the very little empirical knowledge available referring to the CCT practices in Indian hotel industry.

Keywords

Cross-cultural Training, Indian Hotels, Demographic

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Ankush Ambardar ¹

Affiliations
1 Department of Tourism & Hotel Management, Kurukshetra University, Kurukshetra, Haryana, IN

Abstract

Employee safety and health is considered to be one of the major important human resource functions for any hotel organization. The current paper focuses on the application of occupational safety and health of laundry employees looking at the nature of the tasks performed in day to day operations. OSH is one of the significant factors responsible for employees' inspiration and moreover retention in a hotel organization. Health, safety and performance of the employees are dependent on understanding and application of ergonomic practices followed during laundry operations. The paper explores laundry employee protection against various critical factors such as injuries, accidents, work postures, chemical exposure, heat, fire, noise, etc. A questionnaire was used to perpetuate perception of laundry employees in regard to protection from factors concerning safety and health issues from hotels of India. The results reveal that some of the OSH practices are been followed in hotels, while some were missing from hotels such as training, periodical audit and protection against chemical hazards. The present study suggests need for adopting OSH practices and enforcing periodical check for the same in every hotel besides of its categorization.

Keywords

Occupational Safety and Health (OSH), Performance, Chemical Exposure, Laundry, Chain Hotels.

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Ankush Ambardar ¹, Amrik Singh ¹

Affiliations
1 Department of Tourism & Hotel Management, Kurukshetra University, Kurukshetra, Haryana, IN

Abstract

Employees are the most valuable assets for any organization. It becomes significant for an organizations to attract and retain best talents but also to maintain them for longer term in the organization. Present paper focuses on indentifying existing Quality of Work Life Practices in Indian Hotel Industry and adoption of these practices in Indian Hotel Industry. This research closely looked at the following broad dimensions: equal opportunities and growth prospects, adequate fair and compensation, welfare facilities, social security measures, safe and healthy environment, basic facility related with employee well-being, stress management, motivational dimensions, etc. This empirical study was conducted to examine the quality of work life (QWL) practices among selected hotel of India. Convenient sampling method was adopted for the selection of hotels. Data was collected through self administrated questionnaire. Questionnaire was emailed to 350 hotels of all categories from five star deluxe, five star, four star, three star, two star, one star respectively approved by Ministry of Tourism. Data was analyzed using Descriptive statistics, KMO and Barletts Test, Reliability Test, Shaprio-Wilk Test, Dimension Analysis, Wilcoxon Signed Rank Test.

Keywords

Quality of Work Life Practices, Indian Hotel Industry.

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Ankush Ambardar ¹, Kunal Raheja ¹

Affiliations
1 Department of Tourism & Hotel Management, Kurukshetra University, Kurukshetra, Haryana, IN

Abstract

The hospitality industry is one of the world's largest industries, employing 200 million people and generating more than 10 percent of global GDP. But hospitality players have difficult challenges to meet such as employee retention, training, the high turnover rate of employees, and meeting high health and safety standards. The fast paced environment of hotel industry includes a range of tasks and jobs that pose different risks and can be rife with workplace health and safety hazards. With the high number of young employees employed throughout the industry ensuring each employee should be adequately trained to lead safe and healthy life. Occupational safety and health practices are significant area of concern in this rapidly growing hotel industry. Effective safety and health practices leads to positive employee performance and satisfaction. The aim of this study is to understand occupational health and safety practices in Housekeeping department of Indian hotel industry. Keeping in view the same the present research paper covers the issues related to employees facing in housekeeping department of hotels in India. The results inferred that level of execution of OS&H practices were poor in housekeeping department and study also found the difference in execution of OS&H practices among Indian hotels on the basis of star categorization.

Keywords

GRA Guest Relation Assistant, QWL Quality of Work Life, OSH Occupational Safety and Health.

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Mohinder Chand ¹, Ankush Ambardar ²

Affiliations
1 Professor, Department of Tourism and Hotel Management, Kurukshetra University, Kurukshetra, Haryana, IN
2 Sr. Assistant Professor, Department of Tourism and Hotel Management, Kurukshetra University, Kurukshetra, Haryana, IN

Abstract

The paper investigates the effects of HRM practices on organisational innovation performance: the mediating effects of employees' creativity and perceived organisational support in the Indian hospitality industry. A conceptual model is developed to examine the relationship among four constructs namely human resource management practices, perceived organisational support, and employee creativity as antecedents of organisational innovation performance and seven research hypotheses are empirically tested using structural equation modelling (SEM). All the posited seven hypotheses are supported. The results indicate that the human resource management practices and perceived organisational support could indeed affect employee creativity with regard to organisational innovation performance. In addition, the mediating role of employee creativity and perceived organisational support is also confirmed in this research. The study discusses both academic and managerial implications of the results and future research directions are suggested.

Keywords

Human Resource Management Practices, Organisational Support, Employee Creativity, Organisational Innovation Performance, Hospitality, India.

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Ankush Ambardar ¹, Sonam Angmo ², Megha Ambardar ³

Affiliations
1 Associate Professor, Department of Tourism & Hotel Management, Central University of Haryana, Haryana, IN
2 Research Scholar, Department of Tourism & Hotel Management, Kurukshetra University, Kurukshetra, Haryana, IN
3 Assistant Professor, Department of Tourism & Hotel Management, Kurukshetra University, Kurukshetra, Haryana, IN

Abstract

This study is an attempt to understand the perceptions of impacts by tourists in Leh district of Ladakh region of Jammu and Kashmir. Tourists form one of the most important stakeholders and their opinions and perceptions are vital to understanding and sustaining the tourism industry. For this study, tourists were grouped into international and domestic; male and female; and their perceptions towards both positive and negative impacts as well as difference in perceptions (vis-a-vis. international vs. domestic and male vs. female) was studied. Results of the study indicated that the negative impact-‘increased accumulation of waste’ and the positive impact -‘increased opportunities for shopping’ found stronger opinion by tourists. As far as difference in perceptions of tourists was concerned, it was found that international tourists perceived more negative impacts than their domestic counterparts and domestic tourists perceived more positive impacts than international tourists. As far as difference in perceptions of male and female tourists was concerned, it was found that male tourists had a stronger perception than females for most of the impacts. However, male tourists perceived environmental impacts more strongly than their female counterparts and female tourists perceived socio-cultural impacts more strongly than male tourists.

Keywords

Tourism, Impacts, Leh, Perceptions, Tourists.

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Mohinder Chand ¹, Ankush Ambardar ¹, Megha Gupta ¹, Kusum ²

Affiliations
1 Department of Tourism & Hotel Management, Kurukshetra University, Kurukshetra, IN
2 Faculty of Hospitality, GNA University, Phagwara, Punjab, IN

Abstract

The objective of study was to analysis the impact of rewards, recognition and welfare on employee engagement and to identify most contributing rewards recognition and welfare determinants on employee engagement in hotels of Tricity comprising of Chandigarh, Panchkula and Mohali. Data was collected from the employees of hotels which were approved from Ministry of Tourism, India (MOT). A regression model comprising of eleven determinants predictors explained 83% variation in employee engagement among employees of Chandigarh hotels. It was also significant to discover that reward, recognition and welfare has positive impact on employee engagement and out of fifteen identified reward, recognition and welfare determinants eleven were identified as most contributing towards employee engagement. Hence, it can be inferred that if rewards, recognition and welfare resources offered to employee then there would be a corresponding change in employee engagement. It means the better the rewards, recognition and welfare, the higher the levels of employee engagement and possibly therefore, the greater the levels of performance and productivity

Keywords

Employee Engagement, Hotel, Reward, Recognition, Welfare, Hotel

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