What is it about?
High employee turnover is a continuing challenge for tourism operators, notably in Macau with its tightly regulated labor market and rapid expansion of hotel room capacity. The six major Macau major casino operators have adopted employee retention programs to promote staff retention during this period of supply-led business growth. The study investigates the employee reaction to such schemes and whether they have any influence over their intentions to remain, with particular attention to any differences relating to gender and to organizational culture (Chinese or international).
Featured Image
Why is it important?
The findings offer an empirical basis to guide casino operators in formulating and refining retention strategies. The article contributes to scholarship by exploring employee receptiveness to the merits of different inducements, notably training and development provision or financial benefits.
Perspectives
It's rare to have access to data covering all of the major operators in a particular market. It was a particular pleasure to undertake this study because the respondents are employed by each of the "Big Six" in Macau. Some of these "Big six" are amongst the world's leading casino operators so the study provides unusual insights, particularly in the context of Macau, the only part of greater China where casino gaming is allowed. The gender and organizational culture related issues are of particular interest.
Professor Brian Edward Melville King
The Hong Kong Polytechnic University
Read the Original
This page is a summary of: Employee preferences for industry retention strategies: The case of Macau’s “Golden Nest Eggs”, International Journal of Hospitality & Tourism Administration, January 2018, Taylor & Francis,
DOI: 10.1080/15256480.2018.1429343.
You can read the full text:
Contributors
The following have contributed to this page
