Fun in the workplace and training climate: impact on the turnover of young adults in the hospitality industry

Purpose The purpose of this study is to examine the impact of fun in the workplace and training climate on turnover in a European context. Design/methodology/approach Data is gathered from the responses of 902 hotels, restaurant and café workers from Belgium, Germany and the Netherlands to an online survey alongside organizational records of turnover. All employees work part-time and are primarily of college age. This is then analyzed using logistic regression. Findings The findings reported suggest that management support for fun and co-worker socializing at the office level are negatively and significantly related to turnover but not fun activities. In addition, individual level job support is significantly related to turnover but not manager support and organizational support. Practical implications Therefore, to promote retention managers should encourage the integration of employees with one another, promote fun on the job and create meaningful job responsibilities for young employees. Originality/value This paper has an original approach by examining the impact of fun in the workplace on turnover in a setting outside the USA and by examining this in relation to training climate.

Turnover among young adults in the hospitality industry: examining the impact of fun in the workplace and training climate

PurposeAs a step toward more firmly establishing factors to promote retention among younger employees in the hospitality industry, this study aims to focuses on fun in the workplace (fun activities, manager support for fun and coworker socializing) and training climate (organizational support, manager support and job support) as potential antecedents of turnover in a European context.Design/methodology/approachLogistic regression was used to analyze the impact of fun and training climate on turnover with a sample of 902 employees from Belgium, Germany and The Netherlands. Data on fun and training climate were obtained through surveys, which were paired with turnover data from organizational records.FindingsWith respect to fun in the workplace, group-level manager support for fun and coworker socializing were significantly related to turnover, but not fun activities. With respect to training climate, individual-level job support was significantly related to turnover, but not organizational support and manager support.Research limitations/implicationsAs the data were obtained from employees from one organization, further research would be valuable with additional samples to substantiate the generalizability of the results.Practical implicationsGiven the challenge of turnover, organizations should foster informal aspects of fun in the workplace and learning opportunities to promote retention.Originality/valueThe study examined the fun–turnover relationship in a context outside of the USA where previous fun–turnover research has been conducted, and it examined fun relative to training climate, which has not been studied heretofore. This study also investigated group- and individual-level effects of both fun and training climate on turnover.

Analysis of the Prediction of Motivational Climate in Handball Players’ Fear of Failure

Sports can at times become a negative socializing agent for athletes. The objectives here were to analyse the relationship between motivational climates (involving coaches and peers) and fear of failure in players according to gender and sports experience, and also to control for the extent to which these motivational climates predict the different aversive causes of fear of failure. To this aim, a non-experimental, descriptive, and sectional design was used in which participants answered the Perceived Motivational Climate in Sport Questionnaire, the Peer Motivational Climate in Youth Sports Questionnaire, and the Performance Failure Appraisal Inventory. The sample included 479 handball players aged 16–17 years old (mean = 16.60; standard deviation = 0.50) who were playing in Spanish regional youth category handball teams. The results revealed that the task-involving training climate predominates in both genders over the ego-involving training climate, particularly in girls and in less experienced players. The peer ego-involving climate also predominates with respect to the peer task-involving climate in both genders, but this is particularly so for boys and in more experienced players. Furthermore, except for fear of feeling shame, which was predicted by the peer ego-involving climate, all the aversive causes of fear of failure are predicted mainly by the coach climate. The immediate environment was proved to be determinant in avoidance behaviours and fear of failure.

The Relationship between Training Climate and Self Efficacy to the Effectiveness of the Implementation of ISO 14001 Environmental Management System Training

The environment is an inseparable element of human health. A good environmental management will bring benefit to human and surrounding. The successful implementation of International Standardized Management System (SML) ISO 14001 is determined by various factors and one of the factors is training. The purpose of this study was to analyze the correlation of training climate and self-efficacy to the effectiveness of ISO 14001 SML training. This study was categorized as a quantitative type with a cross-sectional design. The population consisted of participants with the total sampling of 90 respondents. The research variables include the training climate, self-efficacy and the effectiveness of the training. This study was conducted in PT XYZ, one of the manufacturing company in Jakarta. The results indicated that training climate and self-efficacy promote the effectiveness of the training with the percentages of 46.7% and 51.1% respectively. The prevalence of ratio that increases the opportunity for practical training is managers’ support (12.9), mastery experience (5.7), and opportunities to use learned abilities (0.2). In conclusion, the climate training and self-efficacy show a positive relationship with the effectiveness of training

Exploring virtual mental practice in maintenance task training

Purpose This paper aims to contribute to a general understanding of mental practice by investigating the utility of and participant reaction to a virtual reality maintenance training among underground coal mine first responders. Design/methodology/approach Researchers at the National Institute for Occupational Safety and Health’s Office of Mine Safety and Health Research (OMSHR) developed software to provide opportunities for mine rescue team members to learn to inspect, assemble and test their closed-circuit breathing apparatus and to practice those skills. In total, 31 mine rescue team members utilized OMSHR’s BG 4 Benching Trainer software and provided feedback to the development team. After training, participants completed a brief post-training questionnaire, which included demographics, perceived training climate and general training evaluation items. Findings The results overall indicate a generally positive reaction to and high perceived utility of the BG 4 benching software. In addition, the perceived training climate appears to have an effect on the perceived utility of the mental practice virtual reality game, with benchmen from mines with more positive training climates reporting greater perceived efficacy in the training’s ability to prepare trainees for real emergencies. Originality/value This paper helps to broaden current applications of mental practice and is one of the few empirical investigations into a non-rehabilitation virtual reality extension of mental practice. This paper also contributes to the growing literature advocating for greater usage of accurate and well-informed mental practice techniques, tools and methodologies, especially for occupational populations with limitations on exposure to hands-on training.