Publication Date


Executive Summary

Hotel work is characterized by long and unsocial shifts, and many hotel employees feel tired, treated unfairly, and dissatisfied with their jobs. There is a high incidence of part-time and temporary employment that translates into low pay, job insecurity, and limited access to training. Hotels in some countries – notably, Poland – are practically without collective representation leaving hotel workers with a weak bargaining position. This study aimed to find out whether hotel employees might be interested in unionization and whether, in the absence of unions in the workplace, staff can count on their co-workers for support and, whether this might affect their support for unions and intention to leave. The study is based on data collected through a questionnaire survey conducted among Polish cooks and cook’s helpers. 186 responses were used for further analysis. There was an inverse relationship between job satisfaction and intention to quit and dissatisfaction did not increase one’s desire for union membership. A sense of fairness translated into less desire for unionization and for leaving. There was a positive relationship between cohesiveness and a desire for unionization and an inverse relationship between cohesiveness and intention to quit. The way hotel managers treat their charges influences their behavior in and attitudes towards their workplaces.