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What Can Hospitality Employers do to Moderate the Job Insecurity Experienced by Employees during the COVID-19 Pandemic?

Barrett, Shannon (2021) What Can Hospitality Employers do to Moderate the Job Insecurity Experienced by Employees during the COVID-19 Pandemic? Masters thesis, Dublin, National College of Ireland.

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Background: COVID-19 has resulted in temporary redundancies across the globe. There is an abundance of existing literature surrounding the impacts of redundancy on wellbeing. However, temporary redundancy is a relatively new phenomenon, presenting a gap in the literature. Existing quantitative research suggests that employees experienced increased job insecurity during the pandemic. This has been linked with increased turnover intent yet there is limited research surrounding what can be done to reduce job insecurity during times of crisis. This study aimed to build on existing research surrounding this topic by collating the views of hospitality employees who experienced temporary redundancy during the pandemic.

Methods: Convenience sampling was used. A total of 12 individuals from cafés, restaurants, and hotels in Ireland agreed to participate in semi-structured interviews. Data was analysed using thematic analysis.

Findings: Employees were impacted by temporary redundancy to varying extents dependant on the personal, environmental, and financial resources they possessed. However, most participants experienced job insecurity during the pandemic, and felt as though their social and mental wellbeing were impacted by COVID-19 restrictions. The findings of this research suggest that the actions of employers surrounding temporary redundancies can impact the wellbeing of employees and can exacerbate or alleviate feelings of job insecurity, which can influence turnover intent. Participants also discussed the fact many small businesses in the hospitality sector do not have trained HR personnel, arguing that public policy makers should set out guidelines for employers to follow in relation to employee wellbeing during times of crisis.

Conclusions: As it may take some time for public policy makers to enforce guidelines, it is important for hospitality employers to prioritise employee wellbeing. This should involve consistent communication with employees and semi-regular check-ins. Senior management may also benefit from training to aid the intuitive detection of employees with depleted resources.

Item Type: Thesis (Masters)
Subjects: H Social Sciences > HD Industries. Land use. Labor > Specific Industries > Hospitality Industry
H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work
H Social Sciences > HF Commerce > Industrial Psychology > Workplace Stress
Divisions: School of Business > Master of Arts in Human Resource Management
Depositing User: Clara Chan
Date Deposited: 12 Jan 2022 11:34
Last Modified: 12 Jan 2022 11:34

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