Dissertation Title Factors Leading to Work Passion for Innovative Work Behavior: A Case Study of a Small Hotel Company in Thailand Author Ms. The results of the factors leading to work passion for innovative work behavior revealed in the four different themes included; work factors (independence, meaningful work, feedback, variety of tasks), organizational factors (cooperation, expected performance, involvement in the organization, development program, organizational strategy), relationship factors (connection with the manager, connection with colleagues, engagement with the customer), and an individual factor (personality).
Rationale
- Innovative Work Behavior (IWB)
- Work Passion
- Factors Leading to Work Passion
- Small Hotel Business
The research topic of this study is the innovation in the hotel, the small hotel business in Thailand, so boutique hotels and hostels will be discussed. From the discussion of the characteristics of boutique hotels and residences above, the researcher is interested in the innovation and innovative work behavior of small hotel business managers and employees.
Purposes of the Study
The hotel is quite new in the industry, but it is gaining a lot of attention from the big hotel businesses because of the niche offering (Bunda, 2014).
Research Questions
Research Scope
Significance of the Study
Operational Definitions of Key Terms
Intention to stay: the extent to which the individual plans to stay with the organization. Organizational approval: the extent to which the individual feels proud to be part of the organization and has a positive attitude towards it.
Chapter Summary
In summary, the researcher defines a small hotel business as a hotel that rents accommodation from 3 to 60 rooms on a daily or weekly basis with shared services.
LITERATURE REVIEW
Types of Passion
Obsessive passion involves a relative lack of control over the passionate activity and rigid persistence with the activity even in the face of significant personal costs (Vallerand, Mageau, Elliot, Dumais, Demers, & Rousseau, 2008). An individual with passion performs with a higher energy level throughout the activity as harmonious passion produces better results compared to obsessive passion (Ryan, & Frederick, 1997; Vallerand et al Passion and Interpersonal Relationship.
Work Passion
A study by Ho et al. 2011) confirms that passion leads to high work performance, while the study of Bonneville-Roussy et al. 2010) demonstrates that passion is associated with positive outcomes such as high levels of long-term performance and well-being. For example, people's cognitive engagement has been shown to mediate between their harmonious passion and job performance (Ho et al., 2011).
Work Passion Model
The Passion for Work process, as shown in Figure 2.1, represents how individuals perceive the environment through their evaluation process, or in this case, the organization, and determine how they will behave based on their perceptions. Chotiros Dumrongsanti and Wasita Boonsathorn (2010) continued to conceptualize the characteristics of passion for work by synthesizing and redefining related concepts such as organizational commitment (Mowday, Steer and Porter, 1979), employee engagement (Towers Perrin, 2009; Hewitt Associates, 2010) . , passion for work (Zigarmi et al., 2009b) and the Buddhist concept of the path of achievement.
Theories of Innovative Work Behavior (IWB)
- Definitions of Creativity and Innovation
- Definition of Innovative Work Behavior
- Innovative Work Behavior as a Multi-Stage Process
- Innovation and Passion
Based on the discussion of the above definition of innovative work behavior, the researcher defines innovative work behavior in this dissertation as the way individuals generate and implement new ideas in the job, unit or organization that benefit others. In the final stage, the innovative individual contributes to the implementation of the idea by producing a model of the innovation (Carmeli et al., 2006).
Factors Leading to Work Passion and Innovative Work Behavior
- Factors Leading to Work Passion
- Factor of Innovative Work Behavior
A job factor is defined as a factor that is influenced by aspects of the job, coworkers, or manager (Zigarmi et al., 2013). The attitude factor is defined as a factor that is influenced by the individual's perception of the organizational factor and the employment factor (Zigarmi et al., 2013).
Small Hotel Business
- Boutique Hotel
- Hostel
As the researcher is focusing this research on a small hotel business, the concept of boutique and hostel will be discussed as follows. The global increase in the number of boutique and lifestyle hotels is a notable trend in the hospitality sector.
Innovation in the Hospitality Industry
Process innovation Refers to the production process, such as improved inputs, reduced production time, waste. Interestingly, the passion for people in the service industry can relate to different groups of people.
Chapter Summary
Considering these innovation typologies, the point of view of this research is to investigate the factors that lead to passion for work innovation. Products, processes, services, business models and other types of innovation are all included in this study.
METHODOLOGY
- Research Approach
- Scope of the Study and Participants
- Scope of the Case Study
- Scope of the Participants
- Data Collection
- Data Collection Phase
- Interview Protocol
- Qualitative Examination
- Trustworthiness
- Credibility
- Transferability
- Dependability
- Confirmability
- Chapter Summary
Thus, this study fills the gap regarding work passion for innovative work behavior of managers and employees of small hotel business in Thailand using qualitative method using case study method. In the interpretation of the data, the researcher exhaustively examined all possible ways of interpreting, categorizing and constructing a description of the participants' perceptions and attitudes regarding work passion for innovative work behavior of managers and employees. In other words, credibility implies belief in the "truth" of the findings (Lincoln, & Guba, 1985).
To ensure the reliability criterion of the study, the researcher assured all participants that the interview was confidential before starting an interview session. A detailed research plan was presented, including a description of the qualitative plan and the plan used to guide the methodology.
RESULTS OF THE QUALITATIVE INVESTIGATION
Background of the Case Study Hotels and Participants
In the south of Thailand, Boutique N was founded in 2004 and offers its customers 8 rooms, a free spa, a swimming pool and a noodle restaurant. Built in 2012 in southern Thailand, Boutique R offers 20 rooms with 2 spa rooms, a swimming pool, an OTOP shop and a rice farm with a number of activities. On average, they had 10.6 years of experience in the industry and 6.4 years of experience with the current hotel.
In contrast, in the employee group there were 30 participants (5 managers and 25 staff members) and the age of the participants ranged from 20 to 57 years. The average years of experience in the industry were 8.3 and 2.5 years at the current hotel.
Findings
- RQ1 What is the Meaning of the Innovation Among Executives and Employees of the Small Hotel Business?
- How Does Innovative Work Behavior Develop Among the Executives and Employees of the Small Hotel Business? (RQ2)
- The Meaning of Work Passion for Innovative Work Behavior (RQ3) Research question 3 explored the meaning of work passion for innovative
- The Factors Leading to Work Passion for Innovative Work Behavior
Ten out of 40 clauses indicated the participants' behavior in coming up with innovative ideas at this stage when they found some opportunities in the market. The participants felt overwhelmingly proud of the job and the success of the hotel industry, which drove them to think and create further. The passion of the work drove the participants' determination to provide positive experiences for guests as well as to take good care of all the hotel's surroundings, such as the local community.
Research question 4 investigated the factors that lead to work passion for innovative work behavior among managers and employees of the small hotel business in Thailand. In addition, some of the participants stated the relationship between the standard of their performance and the growth of their hotel. Seven out of 40 participants expressed their concerns about achieving the organization's mission or the hotel's strategy.
Most of the participants felt relaxed and happy with their job because it matched their personality.
Conceptual Framework
Chapter Summary
Fourth, the factors leading to work passion for innovative work behavior that inhibited innovation in the small hotel business were elaborated. A discussion of the findings in this chapter and recommendations for future research are presented in Chapter 5.
DISCUSSION AND RECOMMENDATIONS
Summary
Several factors leading to work passion and the concept of work passion were shown to differ from the conceptual framework proposed in Chapter 2. The details of the findings are discussed below. The first theme of the concept of work passion, the affect component, revealed the following subthemes; The second theme of the concept of work passion, the cognition component, specified the following subthemes;
The last theme of the passion for work concept, the intention/behavior component, revealed the following subthemes;. Finally, in answering research question 4, four themes and thirteen subthemes of factors leading to work passion for innovative work behavior were identified.
Discussion
- RQ1: What is the Meaning of Innovation Among Executives and Employees of the Small Hotel Business?
- RQ3: What is the Meaning of Work Passion for Innovative Work Behavior Among the Executives and Employees of the Small Hotel
- RQ4: What are the Factors Leading to Work Passion for Innovative Work Behavior Among the Executives and Employees
- Implications for Scholars
- Implications for Practitioners
The affects component refers to the feeling of managers and employees of the small hotel business when they passionately show innovative work behavior. The conclusion regarding the discussion of the work passion for innovative work behavior of managers and employees of the small hotel business is reproduced in the following figure 5.1. The discussion in this section serves research question 4, What are the factors that lead to work passion for innovative work behavior among the managers and employees of the small hotel business.
The conclusion regarding the discussion of factors leading to work passion for innovative work behavior of managers and employees of small hotel business is presented in the model in figure 5.2. Factors leading to work Passion for innovative work Behavior of small hotel business managers and employees.
Limitations of the Study
The government aimed to develop the small hotel business, including boutique hotel and hostel in Thailand, to accommodate tourists from all over the world who travel to Thailand and enjoy Thai culture and local attractions. Thus, this research result is beneficial when implemented in boutique hotels and hostels in Thailand to stimulate the innovation and creation of incorporating Thai culture and community attractions with the services.
Recommendations for Future Research
Chapter Summary
Innovation in the service sector: the demand for service-specific innovation measurement concepts and typologies. Perceived fairness as a moderator in the curve. relationships between job requirements and job performance and job satisfaction. Le rôle de la passion dans le bien-être subj ectif des aînés [The role of passion in subjective well-.
The effect of management practices on employee perceived service quality – the role of emotional satisfaction. Nice to meet you: Positive emotions, self-other overlap, and complex understanding in the formation of new relationships.
APPENDICES
APPENDIX A
INTERVIEW QUESTIONS (English Version)
Introduction
The In-Depth Interview
For RQ3: What are the factors leading to work passion for innovative work behavior among managers and employees of a small hotel business. Guidelines for creating work passion for innovative work behavior within hotels 5.1 Please can you give an example of the most impressive activity that drives.
Ending Session
Demographic information
APPENDIX B
INTERVIEW QUESTIONS (Thai Version)
ตอนที่ 1
ท ำให้ท่ำนไม่สะดวกใจ
ระยะเวลาการสัมภาษณ์ 1-1.30 ชม
ส าหรับค าถามวิจัยข้อที่ 1
ควำมหมำยของค ำว่ำ นวัตกรรม
- กำรริเริ่มควำมคิดใหม่
ส าหรับค าถามวิจัยข้อที่ 2
นวัตกรรม
ส าหรับค าถามวิจัยข้อที่ 3
กล่ำวขอบคุณ
จบกำรสัมภำษณ์
APPENDIX C
SAMPLE OF INTERVIEW TRANSCRIPT
Noi: First of all, I have to say that the owner of this hotel really welcomes new ideas. When we talk about work passion for the innovation, how do you feel, what do you think and how do you react. Researcher: If you are feeling down, what could be the reasons that could rekindle your passion for innovation at work?
Researcher: Please can you give an example of the most impressive activity or policy that drives passion at work for innovation. Researcher: What activities or policies should that organization or supervisor design to foster your work passion for innovation.
