Search

The purpose of this study was to compare faculty and student expectations of course content, structure and requirements of lower and upper-division courses. Two groups of participants were recruited: 1) undergraduate psychology majors, and 2) Social Sciences faculty. The survey consisted of a series of questions regarding expectations and perceptions of upper and lower division classes. Responses were recorded on a 5-point scale ranging from "strongly agree" to "strongly disagree". As hypothesized, students and faculty expected upper and lower division courses to differ in a number of ways and faculty expectations differed from student expectations in a number of areas. (Contains 1 table.)

Research suggests long hours and frequent travel contribute to an overwork climate and negative employee outcomes (e.g. turnover) in the sports industry. Recent studies indicate individual factors like job position and gender may impact employees' work experiences while also suggesting sport industry employees remain highly committed to the industry. Therefore, four hypotheses were examined to better understand the impacts of career commitment, job position, and gender on the relationship between overwork climate and turnover intentions. Survey data collection methods were used to sample intercollegiate athletic department employees (N = 4,627). Hayes' PROCESS macro was used to examine career adaptability and the dual-moderated mediation of career commitment, job position, and gender on the relationship between overwork climate and turnover intentions. Results indicated overwork climate impacted the intent to change job and industry. Additionally, career commitment was found to mediate the relationship between overwork climate and intent to change jobs and industry. Finally, gender and job position significantly impacted the moderated mediation relationship between overwork climate, career commitment, and intent to change to jobs but not industries. These findings suggest employees with higher levels of career commitment are less likely to change jobs and industries in the presence of an overwork climate. However, in overwork climates, certain employees (i.e. women, entry-level employees) are more likely to change jobs or leave their organization, but not the sport industry, illustrating the acceptance of an industry-wide overwork culture. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Sexual harassment is pervasive globally within hospitality organizations. This conceptual study identifies organizational climate characteristics that make the restaurant work environment unique as compared to other industries. The work environment is based upon keeping the customer happy, includes gender gaps in power structures, emphasis on appearances, entrepreneurial in nature, the physical work environment, and alcohol is served. A framework for sexual harassment training must consider organizational factors, pre/post training, design, and evaluation. The study also provides a framework for sexual harassment training given these distinctive esthetics. [ABSTRACT FROM AUTHOR]

Importance: Latent tuberculosis infection (LTBI) can progress to active tuberculosis disease, causing morbidity and mortality. Objective: To review the evidence on benefits and harms of screening for and treatment of LTBI in adults to inform the US Preventive Services Task Force (USPSTF). Data Sources: PubMed/MEDLINE, Cochrane Library, and trial registries through December 3, 2021; references; experts; literature surveillance through January 20, 2023. Study Selection: English-language studies of LTBI screening, LTBI treatment, or accuracy of the tuberculin skin test (TST) or interferon-gamma release assays (IGRAs). Studies of LTBI screening and treatment for public health surveillance or disease management were excluded. Data Extraction and Synthesis: Dual review of abstracts, full-text articles, and study quality; qualitative synthesis of findings; meta-analyses conducted when a sufficient number of similar studies were available. Main Outcomes and Measures: Screening test accuracy; development of active tuberculosis disease, transmission, quality of life, mortality, and harms. Results: A total of 113 publications were included (112 studies; N = 69 009). No studies directly evaluated the benefits and harms of screening. Pooled estimates for sensitivity of the TST were 0.80 (95% CI, 0.74-0.87) at the 5-mm induration threshold, 0.81 (95% CI, 0.76-0.87) at the 10-mm threshold, and 0.60 (95% CI, 0.46-0.74) at the 15-mm threshold. Pooled estimates for sensitivity of IGRA tests ranged from 0.81 (95% CI, 0.79-0.84) to 0.90 (95% CI, 0.87-0.92). Pooled estimates for specificity of screening tests ranged from 0.95 to 0.99. For treatment of LTBI, a large (n = 27 830), good-quality randomized clinical trial found a relative risk (RR) for progression to active tuberculosis at 5 years of 0.35 (95% CI, 0.24-0.52) for 24 weeks of isoniazid compared with placebo (number needed to treat, 112) and an increase in hepatotoxicity (RR, 4.59 [95% CI, 2.03-10.39]; number needed to harm, 279). A previously published meta-analysis reported that multiple regimens were efficacious compared with placebo or no treatment. Meta-analysis found greater risk for hepatotoxicity with isoniazid than with rifampin (pooled RR, 4.22 [95% CI, 2.21-8.06]; n = 7339). Conclusions and Relevance: No studies directly evaluated the benefits and harms of screening for LTBI compared with no screening. TST and IGRAs were moderately sensitive and highly specific. Treatment of LTBI with recommended regimens reduced the risk of progression to active tuberculosis. Isoniazid was associated with higher rates of hepatotoxicity than placebo or rifampin. This systematic review to support the 2023 US Preventive Services Task Force Recommendation Statement on screening for latent tuberculosis infection in adults summarizes published evidence on the benefits and harms of screening for, and treatment of, tuberculosis in asymptomatic persons 18 years or older. [ABSTRACT FROM AUTHOR]

This study seeks to examine the relationship between career adaptability (concern, control, curiosity, and confidence) and attrition intention among hospitality employees through the attitudinal and emotional mediation of career satisfaction and anxiety, respectively. Based on career construction theory, the results reveal that career satisfaction mediates the relationship between the career adaptability dimensions of concern, confidence, and curiosity to attrition intentions of hospitality employees as an attitudinal response, whereas career anxiety mediates the relationship between concern and control to attrition intentions as an emotional response. Lastly, the study also tests the moderating role of employee status and suggests that career adaptability serves as a psychological resource for full-time employees but not for part-time employees. The findings of this study provide important practical contributions to preserving the future workforce of the hospitality industry. [ABSTRACT FROM AUTHOR]

This study examines the negative consequences of perceived isolation and its influence on intentions to travel and visit hospitality businesses. Drawing on compensatory control theory, we explore the multi-faceted effects of perceived isolation (e.g., functional, emotional, and social loss) on subsequent within-domain (e.g., functional loss – functional compensation) and cross-domain (e.g., functional loss – social/emotional compensation) compensatory needs, which eventually drive intentions to seek experiential consumptions. We conduct this research via a two-phase design, each of which involves a national consumer panel of U.S. adults (Phase 1 = 840; Phase 2 = 1087) who have participated in "shelter-in-place"/ "stay-at-home" ordinances during the national lockdown. Across two phases, we find that perceived isolation leads to compensatory needs and intentions for travel and hospitality consumption. Our study also reveals the dynamics between two-phase models regarding the within and cross-domain compensation pathways and the effect on experiential consumption intentions. [ABSTRACT FROM AUTHOR]

An important gap in the customer mistreatment literature is understanding how employees' affective reactions can be modified to decrease negative affective reactions. The current study draws from affective events theory to examine how customer-focused perspective-taking, or employees taking the customer's point of view, can modify employees' affective reactions to customer mistreatment. Withholding customer compensation was examined as an outcome of customer-focused perspective-taking, and anger and empathy were examined as mediators. A two-group (customer-focused perspective-taking: yes or no) experimental design examined the between-subjects effect of customer-focused perspective-taking among 128 frontline managers. The results indicate mediation of anger and empathy between perspective-taking and customer compensation, supporting customer-focused perspective-taking as an intervention to help employees maximize service delivery. The most important theoretical contribution of the article is showing that by interrupting the affective events theory process at a within-person level, affective reactions and episodic performance can be modified when reacting to customer mistreatment. [ABSTRACT FROM AUTHOR]

Given the dynamic nature of the hospitality industry, firms must continuously improve to remain viable. Many innovations and improvements in service are driven by the experiences of employees on the front lines of service delivery, who have direct knowledge of what works and what does not in the day-to-day operation of a hospitality business. Unfortunately, research indicates that employees are not likely to speak up with opinions, ideas, and suggestions, behavior known as employee voice, unless they have some motivation to do so. Drawing on basic need satisfaction theory, we hypothesized and found that inclusive leader behaviors are associated with the satisfaction of followers' basic needs for relatedness and competence. In turn, the satisfaction of these basic needs was associated with increases in employee self-reported voice behavior. Our findings provide important insights into the kinds of leader behaviors that may drive employee voice. [ABSTRACT FROM AUTHOR]

Objective: Hydroxychloroquine (HCQ) is commonly used in the treatment of various autoimmune diseases related to its many benefits and favorable safety profile. Although HCQ retinopathy was considered to be uncommon, a prevalence of 7.5% was described in a recent study making early detection critical. The most updated screening guidelines by the American Academy of Ophthalmology were published in 2016; however, it lacked pediatric-specific recommendations and the overall compliance with screening guidelines was poor in previous studies. We developed a quality improvement (QI) initiative aiming to create institutional screening recommendations. Additionally, to increase eye screening in pediatric rheumatology clinic for patients receiving HCQ from 65% to 85% in 12 months and to sustain that rate for at least 6 months. Methods: We formed a multidisciplinary team of pediatric rheumatologists and ophthalmologists, clinical pharmacist, clinic nurses, QI specialist, quality data technician and administrative staff. We included patients receiving HCQ and who were evaluated at Nationwide Children's Hospital rheumatology clinic. A key driver diagram was formulated to identify barriers to compliance and determine possible interventions. Main interventions included summarizing screening guidelines in a step by step algorithm, increasing awareness of these guidelines among patients and providers, improving collaboration and communication with ophthalmologists, and initiating pre-visit planning. Results: Baseline performance data included 164 patients. Fifty-four (33%) of those patients were at high risk for HCQ retinopathy. Of them, 50% were on HCQ dose of >5 mg/kg/day and 31.5% had been taking HCQ for ≥5 years. Two center line shifts were noticed over the course of the project. The target of 85% compliance was reached in February 2019 and was sustained until December 2019. Conclusions: Our study highlights the importance of interdisciplinary communication to increase awareness of screening guidelines among medical providers and patients. Pre-visit planning played a major role in identifying patients and opportunities for optimizing eye screening in patients at risk for HCQ retinopathy. Collaboration between rheumatologists and ophthalmologists is crucial in managing patients on HCQ. The implementation of same-day eye screening allowed this collaboration to be more efficient. Future efforts are being directed at monitoring and improving utilization of the effective interventions. [ABSTRACT FROM AUTHOR]

Advancements in technology enable hospitality organizations to rely on digital recruitment efforts such as websites to attract applicants. Reflecting this industry trend, a small, but growing body of literature from the hospitality industry examines how applicants react to online recruiting using fictitious websites of hypothetical companies in experiments. The purpose of this article is to validate the use of fictitious websites as an experimental data collection method. Two quasi-experiments were guided by theories and model of applicant perceptions of fit and organizational attraction. Fit was manipulated by matching the career preference of active job seekers (e.g., a job seeker in the hotel sector) with a fictitious website (e.g., a hotel's careers page) or not (control group). The results from the two quasi-experiments showed person–organization fit (Study 1) and person–job fit (Study 2) led to more organizational attraction under conditions of matches (e.g., a job seeker in the hotel sector evaluating a hotel's careers page) than in the control groups. The findings of the two studies not only support the use of fictitious websites as a viable data collection method but also open a new line of research for hospitality research and human resources. Future hospitality scholars can use this technique to manipulate organization's human resource practices (e.g., recruitment, selection, training, performance evaluation, compensation, and benefits) and examine attitudes of individuals (e.g., applicants, employees, and managers). The current data collection method also allows for researchers to not only manipulate information but also maximize the realism of the experimental stimuli. [ABSTRACT FROM AUTHOR]

While organizational and management research has implemented the use of experience sampling methods (ESM), hospitality management research has yet to reap the benefits of this method and design. ESM involves collecting data at several time points from participants as they experience organizational phenomena, measuring the variations and oscillations in attitudes, behaviors, and performance. This article seeks to define ESM for hospitality research, highlight the strengths, outline the challenges of ESM, and offer best practices by using ESM data from three hospitality industry examples. Each example compares cross-sectional data collection methods and analyses to ESM data collection methods and analyses to compare the different results of the data collection methods. [ABSTRACT FROM AUTHOR]

In the focal article, Jones, Arena, Nittrouer, Alonso, and Lindsey (2017) provide a review and a conceptual framework for examining subtle discrimination in the workplace. The focal article, however, mainly focuses on subtle discrimination that occurs among coworkers and only mentions customers once. The current commentary delves deeper into this notion and extends their framework by focusing on customer-based subtle discrimination. We mainly focus on research from the service industry, in part because the service industry is the largest industry in the United States, employing more than half of all employees in the United States (Lopez, 2010), and because the service industry involves frequent customer interactions. Whether it is a server in a restaurant, a front-desk clerk at a hotel, a flight attendant on a plane, or an attendant in a retail store, stigmatized service employees often face subtle discrimination. Consistent with the focal article, we argue that the subtle discrimination faced by service employees can be both interpersonal (e.g., rudeness directed toward a stigmatized service employee) and formal (e.g., a lower tip for a stigmatized service employee). The purpose of this commentary is to highlight the research on subtle discrimination by customers, focusing on a discussion of the reasons why stigmatized service employees are particularly vulnerable to subtle discrimination from customers during service encounters. [ABSTRACT FROM PUBLISHER]

The article discusses research into harm implications of employment discrimination. Referencing a similar study by J. K. Swim and colleagues, published in an issue of "Journal of Personality and Social Psychology," it hypothesizes that individuals are more likely to be in favor of the plaintiff with overt racism in an employment discrimination case. It also explores how said type of discrimination contributes to impaired performance and decline in psychological well-being.