Aaron Hsiao

Impacts of China Tourism Law on Chinese Outbound Travelers and Stakeholders: An Exploratory Discussion

China’s first Tourism Law came into force on October 1, 2013 with the purpose of regulating malpractices in the tourism industry, in particular coercive shopping, low price, and poor quality tours. It is still not clear how it has impacted on travelers and the relevant stakeholders, such as destinations and travel agencies. As an exploratory study, the authors have identified and analyzed the possible outcomes of the Tourism Law’s impacts on various stakeholders and pointed directions for future research on this topic.

Conceptualization and Operationalization of an Altruistic and Egoistic Continuum of Organizational Citizenship Behavior Motivations

This study proposes and empirically tests a holistic framework of organizational citizenship behavior (OCB) motivation that uses an altruistic–egoistic continuum. It also tests the structural relationships between altruistic and egoistic motivations and different dimensions of OCB. Analysis of questionnaire data from 398 hotel employee respondents supported eight of nine proposed relationships. Study results indicate a continuum incorporating multiple altruistic and egoistic motivations and suggest that OCB can be stimulated by both altruistic and egoistic motivations. The findings show that managers should facilitate positive social exchange in the hotel, provide constructive feedback regarding the desired performance, and encourage employees to engage more often in OCB directed toward the organization.

Understanding wine tourism in China using an integrated product-level and experience economy framework

ABSTRACT Wine tourism in China is an emerging market. This study addresses two research questions: the product offering and the tourist experience in this market. Findings of an exploratory study using netnography were examined by combining product levels theory and the experience economy model. The resulting proposed theoretical framework identified the status of Chinas wine tourism market as situated in the infancy stage. Results revealed the core product needed more customers’ involvement, and enrichment of the augmented product, to best position the wine destinations. While, enhancing educational, entertainment, and escapist experiences would benefit the whole experiences and increase future loyalty.

Destination attractiveness and travel intention: the case of Chinese and Indian students in Queensland, Australia

ABSTRACT Destination attractiveness is an important stream of literature. Australia has been recognized as one of the world’s most attractive destinations. This study looked into international students’ perceptions of Australia as an attractive international tourism destination as well as their travel intention. A sample of 252 Chinese and Indian international students participated in the study. Students’ perceived destination attractiveness and how it influenced their travel intention, pleasure of travel and place attachment were investigated. The study also looked into perception differences between Chinese and Indian students using t-test and hierarchical regressions.

Organizational Ethnic Diversity and Employees’ Satisfaction With Hygiene and Motivation Factors—A Comparative IPA Approach

ABSTRACT This study investigates employees’ perceptions of hygiene and motivation factors in Taiwanese hotels. Using a comparative importance–performance analysis approach, the study also examines the differences between the perceptions of employees in low- and high-diversity organizations. The results reveal that employees in hotels with a high level of organizational diversity reported higher levels of employee job satisfaction than did employees in hotels with low levels. The authors discuss the theoretical and empirical implications of their findings.

Minorities’ job satisfaction and organisational commitment in hospitality industry

Purpose The purpose of this paper was to explore whether organisational diversity is associated with minority employee attitudes (i.e. job satisfaction and organisational commitment) in Taiwan and to illustrate if macro-structural inquiry is applicable in the Asian context. Design/methodology/approach This paper utilised a quantitative methodology which consisted of a self-administered survey developed using relevant information from the existing literature. A total of 305 valid surveys were received from the 22 participating Taiwanese hotels and the target population was composed of hotel employees from all departments within the hotels. Descriptive data analysis using SPSS were performed to analyse the data. Findings The findings illustrate that ethnic diversity levels in hotels predict more of the variation in employee attitudes than the remaining types of organisational diversity. In organisations with high and medium levels of organisational diversity, indigenous employees reported significantly higher levels of job satisfaction than did non-indigenous employees; female employees ranked organisational commitment significantly higher than male employees. Research limitations/implications The paper is limited in its findings and explanations to a group of employees in Taiwanese context, and the research findings may not be applicable to all Asian countries. However, this paper displays considerable evidence of the positive impacts in a North-East Asian setting of organisational diversity suggested by literature derived from a Western context. Additionally, the current research did not investigate the impact of diversity policies on employee attitudes. The future research could examine whether equal opportunity and affirmative action are achievable in attracting or retaining ethnic and other minority employees. Practical implications One implication is that organisations should have human resource management policies and training programs (e.g. conflict resolution, problem-solving and team capacity building) that recognise natural differences in groups to capture the positive consequences of heterogeneity. In other words, conflict among diverse employees in the organisation should be managed to enhance the positive effect of diversity on performance. Originality value The results of the research provide evidence for managing diversity by increasing levels of heterogeneity in the workforce. This paper also argues that organisations need to incorporate equal opportunity requirements, training and education programs into policy and strategic initiatives. This paper displays considerable evidence of the positive impacts in a North-East Asian setting of organisational diversity suggested by literature derived from a Western context.