Stigma in Food Service Work: How it Affects Restaurant Servers' Intention to Stay in the Business or Recommend a Job to Another

By Vivienne J. Wildes. 2005

137 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/22f36a1a9c1ee848622c80e21da12d3fcecf63c2

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In Social Psychology

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Citations in the corpus

Effects of Individual and Organizational Factors on Job Satisfaction and Intent to Stay in the Hotel and Restaurant Industry (2010, background): “As suggested by Martin (1980) and Wildes (2005), investigating intent to stay for the next year best predicts employee positive behaviors in terms of measuring turnover.”
Work-life balance of UK construction workers: relationship with mental health (2020, background): “For example, non-standard work hours (e.g. night or weekend work) negatively impact on employee mental health (Wildes 2005) and a longitudinal study in the Netherlands reported that using the company policy for exemption from evening and night shifts increased work engagement among senior workers,…”
Working Conditions in Hospitality: Employees' Views of the Dissatisfactory Hygiene Factors (2009, background): “…of turnover exist such as the age of staff (Ghiselli et al., 2001; Sims, 2007; Woods & Macaulay, 1989) and the poor image of hospitality work (Wildes, 2005), factors related to working conditions may be easier to modify than (for example) the industry’s image, which is no doubt affected by…”
Does Fun Pay? The Impact of Workplace Fun on Employee Turnover and Performance (2013, background): “and restaurants can easily exceed 50 percent annually (Hinkin and Tracey 2000; Tracey and Hinkin 2008; Wildes 2005), straining organizations with escalating costs and lost productivity (Hinkin and Tracey 2000).”
Service employees and self-verification: The roles of occupational stigma consciousness and core self-evaluations (2014, background): “Thus far, research has established that occupational stigma consciousness leads to behavioral outcomes, such as not recommending one’s job to others and exiting the organization (Pinel and Paulin, 2005; Wildes, 2005).”
Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill (2013, background): “Second, despite that the topic of CWBs has receivedmuch attention in the tourism and hospitality literature (e.g., Jung and Yoon, 2012; Robinson, 2008; Sheahan and Smith, 2003; Wildes, 2005; Wood, 1992; Yang, 2008), the relationship between workplace ostracism and hospitality employees’ CWBs has yet”