Hospitality Industry: Employee Stress and Retention

This annotated bibliography examines various research studies focusing on employee well-being, stress levels, and retention strategies within the hospitality industry. It delves into factors contributing to workplace stress among hospitality employees, including work-family conflicts, long working hours, and demanding job roles. The analysis highlights the importance of organizational initiatives such as talent management programs, work-life balance practices, and effective leadership in mitigating employee stress and fostering a positive work environment. By understanding these challenges and solutions, hospitality businesses can enhance employee satisfaction, reduce turnover rates, and improve overall organizational performance.

Annotated Bibliography

Table of Contents
STAGE 1.........................................................................................................................................4
EAP 1...........................................................................................................................................4
EAP 2...........................................................................................................................................5

STAGE 1
EAP 1
Reference 1:
Roan, M. A. and Diamond, C., 2003. Starting Out: the Quality of Working Life of Young
Workers in the Retail and Hospitality Industries in Australia. pp.91-119.
Study which is presented by Roan and Diamond clearly states that in the present time
hospitality sectors becomes the largest employer for young people. From this study, it has been
assessed that most of the people or individuals who interviewed considers the quality of working
life to the large extent. Hence, to make the career or future brighter in the high quality working
life becomes the priority of personnel. Along with this, now both retail and hospitality sector is
suffering from the issue of making high expenses in relation to retaining the staff level. Thus,
with the aim to reduce the expenditure level and retaining the staff companies of such industries
is placing emphasis on providing young people with high quality life. However, due to having
time limitations researcher was not conducted stud on the extent to which perception level of
individuals compel them to leave the organization.
Reference 2:
Zhao, X. and Ghiselli, R., 2016. "Why do you feel stressed in a “smile factory”?", International
Journal of Contemporary Hospitality Management. 28 (2). pp.305–326.
This journal presents that work-family conflicts are the major factors due to which
employees of hospitality sector feeling stressed. Hence, for enhancing employee retention and
profitability business units operating in hospitality sector is required to restructure the
environment. Hence, by offering highly effectual and supportive environment to the employee’s
hospitality firm can retain the personnel for longer duration. By developing and testing the
hypothesis by the researcher it has been found that long working hours and irregular schedule
may result into the dissatisfaction among the employees. The rationale behind this, employees
faces difficulty in managing both work and family life due to such irregularities.
Reference 3:

O’Neil, W. J. and Davis, K., 2011. Work stress and well-being in the hotel industry.
International Journal of hospitality management. pp.385-390.
From the assessment of above journal it has been identified that companies operating in
the hotel sector is required to lay high level of emphasis on employee well-being. Hence, by
organizing the programs for employee welfare hospitality organizations can reduce the work
stress of the personnel to the large extent. Hence, in such study authors clearly presented that
stress level highly differs from married to unmarried employees. Besides this, researchers also
found that women are experiencing more stress in job as compared to men. In contrast to this,
companies of hospitality industry have not analyzed the stress level that takes place in the men
and women. Thus, such study and its outcome will assist to the business organizations of
hospitality sector in developing competent strategies which in turn makes contribution in the
employee well-being.
EAP 2
Reference 1:
Meloury, J. and Singal, T.,2014. When the plate is full: Aggression among chefs. International
Journal of hospitality management. 41. pp.97-103.
From the evaluation of above mentioned journal it has been determined that chefs were
highly aggressive in nature as compared to the general population. Thus, study reveals that
propensity of verbal aggression is higher than the physical one. Besides this, such quantitative
research study presents that female chefs are not highly aggressive in nature as compared to the
other of community. Thus, by taking into consideration the hypothesis it can be stated that male
chefs are more aggressive in nature as compared to females. However, it also has been identified
that female chefs are usually more stressed rather than male candidates. Thus, by considering all
such aspects hospitality firms can manage the business operations and functions more
effectually.
Reference 2:
Deery, M., 2008. Talent management, work-life balance and retention strategies. pp.792-806.

Journal of talent management presents that job satisfaction and organizational
commitment is highly required for managing the talent within firm. Moreover, job satisfaction
level of the employees is highly influenced from the extent to which respective organization
undertakes measure for the growth, development and well-being for them. Besides this, it can be
inferred from the evaluation of such article that attributes of individual such as positive and
negative also has impact on the retention level. Moreover, when employees perceive or accept
the change with positive attitude then it may result into the less employee turnover and
absenteeism. Further, it has been identified that positive attitude is highly required among the
personnel for making balance in both work and family life. Hence, strategies presented by the
researchers will help hospitality firms in reducing employee turnover and enhancing the profit
margin.
Reference 3:
Chiang, T. F. F., Birtch, A. T. and Kwan, K. H., 2010. The moderating roles of job control and
work-life balance practices on employee stress in the hotel and catering industry. International
Journal of hospitality management. 29. pp.25-32.
The above mentioned article provides deeper insight about the extent to which job
control and work-life practices have high level of impact on the stress level of personnel.
Outcome of the study presents that employees who have high level of control on their
responsibilities and receives support from management are feeling less stress over others. By
taking into account such aspect it can be said that effectual control on job level helps individuals
in mitigating the stress level to the large extent. Further, it has been identified that support which
is provided by the management places positive impact on the performance and behavior of
personnel to the significant level.
The reason behind this that job control or content as well as HR policies and framework
is highly associated with the stress level of personnel. In this regard, hospitality firms can
manage the level of job stress by applying the D-C model. Moreover, such model provides
companies with the effectual framework by including all the dimensions of HR policies and job
contents. Thus, by employing the HRM strategies and policies companies of hotel and catering

industry can offer highly effective environment to the personnel and thereby retain them for long
run.