Dissertation Title Gender, Age and Religious Diversity Management Practices Relating Hotel Employee Engagement in Phuket. At the same time, the implementation of diversity management can also help the organization to reduce employee turnover, absenteeism and avoid unnecessary internal conflicts among employees. The purpose of this study was to (1) investigate the significance - implementation of diversity management practices (DMPs) with regard to gender, age and religion in the hotel industry, (2) investigate the significance of gender, age, religion in the hotel employees' perception of diversity management practices, and (3) to examine the relationship between DMPs and employee engagement.
When comparing employees who are different in terms of gender, age and religion, the results found that male employees pay more attention to gender and age diversity management practices, young employees and employees who are Buddhist, the management practices of considered gender diversity more important than older workers and other religious workers.
CONTENTS (CONTINUED)
LIST OF TABLES (CONTINUED)
INTRODUCTION
- Introduction
- Rationale of research
- Research questions and objectives .1 Research questions
- Scope of the research
- Definition of keyword
In the global market, the hotel industry faces many issues of unfair wages (Allen and Sachs, 2007). Diversity plays a key role in the hotel industry, but management is not effective (Korjala, 2013). With the increase in employment in tourism, the catering industry will also increase.
Hotel Employees: Refers to full-time employees who work at least 1 year in a hotel in Phuket.
LITERATURE REVIEW
- Introduction
- Workforce Diversity and Diversity Management: The definition and its importance
- The relationship between diversity management and employee engagement Employees’ positive attitude towards the organization and its value so
- Importance-performance analysis
- Research Conceptual Framework
In the global market environment, only 1-5% of executives are women because few women serve on company boards (Yemisi et al., 2012). In fact, the enthusiasm of older employees in the company will greatly influence the working atmosphere in the company (Chattopadhyay, 1999). In this way, religious diversity in the workplace can bring many benefits to the company from different perspectives.
In the article, it can be defined as employees who expect more than the performance of the hotel.
RESEARCH METHODS
- Introduction
- Overview of research method used
- Research Instrument Development .1 Measures
- Site of Study
- Sampling and data collection
- Data analysis
Use Cronbach's alpha to calculate the reliability value to check whether the internal nature of the project is consistent. Because Phuket has a very large workforce of gender, age and religious diversity, this can also drive the gender, age and religion diversity of the hotel staff. The target population for this study includes all the staff working in hotels in Phuket.
5 hotels asked the researcher to send the online version of the questionnaire to distribute to their employees.
FINDINGS
- Respondents’ profile
- The respondents’ perception toward the importance level of Diversity Management Practices
- The respondents’ perception toward the implementation of Diversity Management Practices
- The relationship between importance and implementation of DMPS
- The impact of gender, age and religion on the importance and the implementation of DMPS
- P-Value Religion-DMPs
- P-Value Gender-DMPs
- P-Value Age-DMPs
- P-Value 3. The company respects the food management of employees of all
- P-Value Gender DMPs
- P-Value Age DMPs
- P-Value 5. The company provides religious holiday blessings for employees of
- The company does not have gender selectivity when publishing
- The company provides equal training conditions and
- The company consciously spreads the cultural awareness of
- The company provides equal opportunities for promotion to
- P-Value 7. The company provides equal salary and bonuses to male and
- P-Value 7. The company can objectively and equally evaluate the work
Paired sample T-test was performed and the results showed that the significance and mean implementation score for all attributes are not significantly different (p-value > 0.05) except “The company does not have gender selectivity when publishing recruitment information (except positions special )” and. Similarly, in terms of age DMPs, most attributes did not show significant differences (p-value > 0.05) except "The company provides equal employment opportunities for all age groups when recruiting senior managers" (p -value = 0.05) and "The company provides reasonable training conditions and development plans for employees of all ages" (p-value = 0.02 > 0.05). Regarding the DMPs of religion, most attributes are significantly different (p-value < 0.05) except "The company allows employees of all religions to pray daily (such as Muslim employees perform prayers and attend Friday Sermons)" (p-value .
Regarding DMP for gender, all attributes were significantly different (p-value < 0.05), except "The company provides free childcare services for women during work (for example, the company has a dedicated childcare room)" (p-value = 0.89 > 0.05). Finally, regarding DMP regarding religion, all attributes showed no significant differences (p-value > 0.05), except "The company can effectively avoid religious discrimination among employees in the workplace" (p-value = 0.04 < 0.05). For the other 11 attributes, which included "the company supports the full participation of women in the workplace", "the company provides equal employment opportunities for men and women in the recruitment of senior managers".
According to Table 4.21, respondents who were Buddhists believed that the practices "The company can effectively avoid religious discrimination among employees in the workplace" were more important than respondents who were Muslims. Buddhism saw a higher level of implementation of the practice “The company provides equal opportunities for all ages to give feedback, to solve problems or improve your work” than respondents who were Christian. And the respondents who were Buddhist observed the practice “The company does not have age selectivity in publishing information about employment” and.
For the other 3 attributes, which included "The company supports job participation for all age groups (no age bias)", "The company provides reasonable training conditions and development plans for employees of all ages" and. From Table 4.24, the respondents who were Buddhist saw the practices of "The company can effectively avoid religious discrimination among employees at the workplace" and "The company provides religious holidays for employees of different religions" to be a higher level of implementation than the respondents who were Muslim.
CONCLUSION AND DISCUSSION
- Introduction
- Conclusion
- Discussion
- Recommendation
- Limitations and suggestion .1 Limitation of the study
On the other hand, female employees have a stronger opinion than male employees that their hotel tried its best to ensure that there were no conflicts in the work and family life of male and female employees during working hours and workplaces. The employees who were aged "25 to under 40" pay more attention to whether the hotels support women's full participation in the workplace and provide regular physical examinations for male and female employees than the employees who were aged. of "less than 25 years old". For example, the employees who were aged "25 to under 40" have a stronger opinion that their hotel can provide equal employment opportunities for all age groups when recruiting senior managers than the employees who were aged "less than 25 years".
They also have a stronger perception that their hotel tried to provide reasonable training conditions and development plans for employees of all ages than employees who were "less than 25 years old" and "40 years old and older". In terms of religion's DMPs, employees who were "25 and less than 40 years old" are more concerned about whether hotels respect food management of employees of all religions in their daily lives or at festivals than employees who were "less than 25 years old" and "40 years old and older". Employees who were "25 and under 40 years old" are more concerned about whether hotels accept and respect employees of all religions to celebrate religious holidays than employees who were "under 25 years old" and "40 years old" high".
When looking at how their hotel religion implements DMPs, the employees who were in the age group of "25 and less than 40 years" and "40 years and older" had the stronger perception that their hotel can accept and respect employees of all religions to festival to celebrate religious holidays than the employees who were in the age of "less than 25 years". And they also have the stronger perception that their hotel tried its best to avoid religious discrimination among employees in the workplace than the employees who were Muslim. In Thailand, the distribution of gender in the hotel industry shows that more than half of the hotel employees are female.
In this study, the results showed that the company's effort to ensure that the work and family lives of male and female employees are free of conflict during working hours and at the workplace may encourage a more traditional division of labor, thereby hindering rather than supporting gender equality . Hotels must pay attention to ensuring equal employment opportunities for people of all ages in the recruitment of senior managers and reduce the investment in conflicts in the professional and family life of male and female employees during working hours and at the workplace, and fasting for employees of different religions. .
Bibliography
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Appendix A
The following table is designed to survey the importance and implementation of diversification management. Please read the questions patiently and mark “√” in the box where you think it is correct. The company tries its best to ensure that there are no conflicts in the work and family life of male and female employees in working hours and workplaces.
The company provides an equal opportunity to provide feedback, resolve issues, or improve your work. The company supports employment for all age groups (no age bias). The company provides equal opportunities for all ages to provide feedback, solve problems or improve your work.
The company allows employees of all religions to pray daily (such as: Muslim employees perform prayers and participate in Al-khutbah on Friday). The company allows the religious habits of employees of different religions (such as: . Muslim female employees wear headscarves). You devote yourself to your work 3. You are proud to be a member of the organization.
You are satisfied with your current job 6. You do not leave this company easily 7. You rarely consider changing jobs.
Appendix B
เพศ
ตำแหน่งงานของท่าน
วุฒิการศึกษา
Appendix C Certification
