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Thesis/Dissertation Information
- Degree Disciplines:
- Education
Notes
- Abstract:
- Purpose : Professionals in the hospitality industry are interested in decreasing voluntary turnover percentages in order to contribute to the profitability of the organization. The purpose of this study was to investigate the lived experience of a mentoring program conducted in the hospitality industry by interviewing participants who participated in a formal mentoring program. This study also investigated the effects of the mentoring program on commitment to the organization and turnover rates. Method : Ten newly trained restaurant managers who worked for a local quick service restaurant were offered voluntary participation in a formal mentoring program. The restaurant managers were mentored for a period of six weeks by a peer mentor with at least three years of tenure with the organization. At the completion of the six-week mentoring program, which included face-to-face meetings and telephone conversations with their mentors, the restaurant managers completed an interview and a commitment survey. The study was a mixed method design with priority on the qualitative approach incorporating the phenomenological method. The quantitative data analyzed built on the qualitative data and compared the commitment surveys and the voluntary resignation percentages of the protégés that received mentoring compared with the existing company’s managers. Major Findings : Three major themes were found after analyzing the qualitative data. The three themes included Support System, Problem-Solving System, and Peer Assistance. Nine sub themes within each of the three major categories also emerged including Someone to Talk To, Relief of Work Stress, Motivation to Stay and Advance, Hands-On Help, Questions Answered, Makes Job Easier, Feeling of Comfort, Learning from Experience, and Approachable and Understanding. All ten participants had positive responses regarding their perception of the lived experience of participating in a mentoring program. They also recommended that all newly graduated managers have a peer mentor. Three protégés also offered recommendations to improve the mentoring program. The quantitative data examined the commitment surveys and the turnover rates among the protégés compared to the existing company’s managers. The commitment surveys did not offer a significant difference among satisfaction of pay, supervisor, progress, or location among the protégés compared to the existing company’s managers. However, the turnover rates of the protégés were half that of the existing restaurant management team that did not participate in a mentoring program. This directed the researcher to believe that the protégés positive perceptions of the mentoring program contributed to a lower turnover rate.
- Thesis:
- Thesis (Ph.D.)--Barry University, 2007.
- Bibliography:
- Includes bibliographical references (leaves 90-94).
Record Information
- Source Institution:
- Barry University
- Holding Location:
- Barry University Archives and Special Collections
- Rights Management:
- Copyright Kimberly B. Brooks. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder.
- Resource Identifier:
- TX911.3.M27 B76 2007_BrooksKimberly ( BU-Local )
- Classification:
- TX911.3.M27 B76 2007 ( lcc )
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