RP-Department of Hospitality Management

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Browsing RP-Department of Hospitality Management by Author "Kariuki, Albert Chege"

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    Contribution of Disability Infrastructure and Superstructural Practices to Employment Inclusivity of Persons with Disabilities in 4-5 Star Hotels in Mombasa City County, Kenya
    (African Journal of Emerging Issues, 2025-01) Binyanya, Benard; Wandolo, Monica Akinyi; Kariuki, Albert Chege
    Purpose of Study: The purpose of this study was to to determine the contribution of disability infrastructural and super structural practices on employment inclusivity of PWDs among 4-5 star hotels in Mombasa City County Kenya. Problem Statement: More than one billion, or 15%, of PWDs are disproportionately excluded from the workforce globally; by 2030, that number is estimated to rise by 3.5 million, with an annual growth rate of 2.9%. PWDs employment rates average 44% against 75% (WHO, 2020). The hospitality business faces difficulties in hiring PWDs because it is a labour-intensive sector that requires able-bodied human resources. Methodology: A mixed research design was used. The study was underpinned by the theory of change, social oppression theory and the resource-based theory of competitive advantage. The target population was 106 participants from selected hotels and organizations in charge of disability persons;16 general managers, 16 HRM managers, 32 F&B managers, 16 executive housekeepers, 16 front office managers,1 county PWDs regional coordinator, 1 skills development and placement officer from the MLSP, Mombasa county and 8 PWDs. The sample size comprised of all the 106 participants. Data was collected using questionnaires, interviews and observation methods. Result: The findings revealed that infrastructural and super structural practices had a moderate effect on PWDs employment inclusivity (r= 0.350, p=0.004) Multiple regression analysis was carried out. The results produced insignificant results (B=.114, p=.242), and thus infrastructural and super-structural practices do not predict employment inclusivity. Recommendation: Hotels should enhance their disability mainstreaming efforts by prioritizing the development and implementation of comprehensive health and safety policies that encourage disability inclusion. This includes establishing proper job-matching programs tailored to the skills and capabilities of Persons with Disabilities (PWDs) and introducing mentorship initiatives to provide consistent support and guidance for PWD employees.
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    Disability Demographics Factors and Employment Inclusivity: A Study of Persons with Disabilities in 4-5 Star Hotels in Mombasa City County, Kenya
    (Journal of Hospitality and Tourism Management, 2025-01) Binyanya, Benard; Wandolo, Monica Akinyi; Kariuki, Albert Chege
    World Health Organization statistics indicates that the average employment rate for PLWDS is 44%. The hospitality business faces difficulties in hiring PWDs because itis a labour-intensive sector that requires able-bodied human resources. This study's goal was toevaluate the impact of disability demographic factors on employment inclusivity of PWDs in hotels in Mombasa city county Kenya. A mixed research design was used. The study was underpinned by the theory of change, social oppression theory and the resource-based theory of competitive advantage. The target population was 106 participants from selected hotels and organizations in charge of disability persons;16 general managers, 16 HRM managers, 32 F&B managers, 16 executive housekeepers, 16 front office managers,1 county PWDs regional coordinator, 1 skills development and placement officer fromthe MLSP, Mombasa county and 8 PWDs. The population was eventually sampled using a combination of purposive, stratified and census sampling methods. The sample size comprised of all the 106 participants. Data was collected using questionnaires, interviewsand observation methods. The results were analysed using content analysis, descriptive analysis, Pearson correlation and multiple regression. Moderation was tested using Process Macro Hayes model 1. The results produced insignificant results that indicatethat demographic factors (B=.141, p=.102) had not been able to positively and significantly influence the employment inclusivity of PWDs in Kenyan hotels. The most underlying factor that contributed to these findings is the lack of knowledge, awareness, and skills to develop an inclusive work environment, implement by employers. Therefore, this study recommends that stakeholders such as training institutions, policy and regulatory frameworks and industry should build capacity by carrying out intensive sensitization campaigns.