Perceptions and attitudes of undergraduate tourism students towards working in the tourism industry in Turkey
By S. Kuşluvan, Zeynep Kusluvan. 2000
438 citations recorded by the source corpus.
Subfields: Sociology and Political Science, Tourism, Leisure and Hospitality Management
View Paper: https://www.semanticscholar.org/paper/ad32b6f47aa129fbb26da05471fcdfc4b46a8051
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In Sociology and Political Science
In Tourism, Leisure and Hospitality Management
Citations in the corpus
- Factors affecting hotel employees’ attrition and turnover: Application of pull-push-mooring framework (2019, methodology): “Social status was considered to be one of the largest unique obstacles to the commitment to work in the hospitality industry (Kusluvan and Kusluvan, 2000).”
- Gender differences on job satisfaction of the five‐star hotel employees: The case of the Turkish hotel industry (2012, background): “According to tourism research findings, the majority of hospitality and tourism employees leave the industry as a result of low job satisfaction, poor working conditions and absence of motivating factors (Kusluvan and Kusluvan, 2000).”
- Perceptions and attitudes of tourism students in Turkey (2005, methodology): “) developed and tested by Kusluvan and Kusluvan (2000)”
- Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “Reasons mentioned for this high turnover include factors such as low pay, antisocial working hours, menial work and limited career opportunities (Barron, 2008; Davidson et al., 2011; Kusluvan and Kusluvan, 2000; Walsh and Taylor, 2007).”
- Student career prospect and industry commitment: The roles of industry attitude, perceived social status, and salary expectations (2014, methodology): “…in hospitality focuses on exploring students’ general attitudes toward the industries, their career prospects, and their intention to enter the industries upon graduation (Aksu & Köksal, 2005; Barron & Maxwell, 1993; Jenkins, 2001; Kusluvan & Kusluvan, 2000; Richardson, 2008; Roney & Öztin, 2007).”
- The Effects of Perceived Organisational Support on Employees' Affective Outcomes: Evidence from the Hotel Industry (2010, background): “126 depends on the attitudes, performance and behaviour of employees (Kusluvan and Kusluvan, 2000).”
- Intention to “Leave” or “Stay” – The Role of Internship Organization in the Improvement of Hospitality Students’ Industry Employment Intentions (2013, background): “The benefit of an industry internship has been well documented among students, academic institutions, and the industry (Ayres, 2006; Kusluvan & Kusluvan, 2000; O’Mahony, McWilliams, & Whitelaw, 2001).”
- Hospitality management graduates’ perceptions of career factor importance and career factor experience (2014, positive): “Kusluvan and Kusluvan (2000) suggested hospitality graduates with more realistic expectations are more likely to remain in the industry; this idea was further supported by Chuang et al. (2007).”
- Gender differences in the hospitality industry: A Job quality index (2015, background): “In particular for the tourism and hospitality industry two factors join hands here: the precarious and at least unstable labour market situation and the dependence of tourist company success on employee skills, motivation and satisfaction (Kusluvan & Kusluvan, 2000).”
- The effects of personality traits and attitudes on student uptake in hospitality employment (2008, background): “For example, previous studies have shown that overall hospitality students display negative attitudes toward entering the hospitality industry, particularly with regard to job characteristics and working conditions (Kusluvan and Kusluvan, 2000).”