Purpose

Due to the global labor shortage, the labor-heavy and high turnover hospitality industry is now recruiting from nontraditional sources. This study aims to investigate the views of people in the hotel industry to better understand how people with disabilities can obtain jobs in the hotel industry and how they are treated.

Design/methodology/approach

The study used a constructivist approach to grounded theory. Interviews were conducted with senior managers, middle managers and line-level employees at both internationally branded and locally branded hotels and who worked at upscale and midscale hotels to tell their perspectives about recruiting and working with people with disabilities.

Findings

Senior managers showed positive attitudes toward hiring people with disabilities but lacked pragmatic considerations about their integration into teams. Middle managers were the most hesitant, primarily due to practical concerns about accommodating their workplace needs. Line-level staff at midscale hotels were more open to working with colleagues with disabilities compared to those at high-end properties.

Originality/value

Limited research has been conducted on the broad perspectives regarding workers with disabilities in the hospitality industry. The study reveals not only the impact of managerial level on managers’ perspectives, but also how hotel class influenced the views of the coworkers and potential coworkers of people with disabilities. These distinctions not only help to advance our theoretical understanding of careers and hospitality labor markets but also inform operators on how to best integrate and recruit people with disabilities.

中文翻译：

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职位级别、酒店分类和品牌类别如何影响对残疾同事的态度

 目的

由于全球劳动力短缺，劳动力密集且流动率高的酒店业现在正在从非传统来源招聘。本研究旨在调查酒店业人士的看法，以更好地了解残疾人士如何在酒店业获得工作以及他们受到的待遇。

设计/方法论/途径

该研究使用了扎根理论的建构主义方法。我们对国际品牌和本地品牌酒店以及在高档和中档酒店工作的高级管理人员、中层管理人员和一线员工进行了采访，讲述了他们对招聘和与残疾人士合作的看法。

 发现

高级管理人员对雇用残疾人表现出积极的态度，但对他们融入团队缺乏务实的考虑。中层管理人员最为犹豫，主要是出于对满足工作场所需求的实际担忧。与高端酒店的员工相比，中型酒店的一线员工更愿意与残疾同事合作。

 原创性/价值

对酒店业残疾工人的广泛观点进行的研究有限。该研究不仅揭示了管理级别对管理者观点的影响，还揭示了酒店等级如何影响残疾人同事和潜在同事的观点。这些区别不仅有助于增进我们对职业和酒店劳动力市场的理论理解，还可以帮助运营商了解如何最好地融入和招聘残疾人。