By Joseph Chen, Joseph S. Chen

Advances in Hospitality and rest, a brand new peer-review serial, can provide fresh insights from a number of clinical experiences within the domain names of hospitality, rest, and tourism. It presents a platform to provoke options on modern concerns and rising developments necessary to concept development in addition to expert practices from a world viewpoint. the main target of this serial is to go beyond the leading edge tools of inquiry with a purpose to motivate new examine subject matters which are very important and feature been in huge overlooked. The serial is eager to deal with the wishes of the population having pursuits in disseminating principles, strategies and theories derived from scholarly investigations. capability readers may possibly retrieve important texts to stipulate new study agendas, recommend doable subject matters for a dissertation paintings, and increase the information of the topics of curiosity.

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Shore, L. , & Tertrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship. In: C. L. Cooper & D. M. Rousseau (Eds), Trends in organizational behavior (pp. 91–103). New York, NY: Wiley. Sims, R. R. (1994). Human resource management’s role in clarifying the new psychological contract. Human Resource Management, 33, 373–382. 28 ROBERT J. BLOMME ET AL. Snell, S. , & Dean, J. W. (1992). Integrated manufacturing and human resource management: A human capital perspective.

In: A. ), Strategisch management: Top 20 trends (pp. 131–140). Amsterdam: Management Press. Den Hartog, D. N. (1997). Inspirational leadership. D. thesis, Vrije Universiteit, Amsterdam. , & Cool, K. (1989). Asset stock accumulation and sustainability of competitive advantage. Management Science, 35, 1504–1511. , & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507. , & Cropanzano, R. (1998). Organizational justice and human resource management. Thousand Oaks, CA: Sage.

Too much perceived unfairness by employees with too little compensation from other job characteristics may lead to turnover intentions. Secondly, care should be taken in the communication in the recruitment process of new staff, to align the perceptions of new personnel with realistic possibilities for salary and promotion in the organization. Consistency in promises related to salary and promotion opportunities are important to prevent violation of the psychological contract (Rousseau, 1995). In the 33–44 age category, the family–work balance is a negative predictor for turnover intentions.

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