The Impact Of Health And Safety Management On Employee Welfare And Well-being In Hotel

Industry: A Case Study Of Millennium Hotel Shanghai

This research has been conducted to find the effect of health and safety management practices on
employees’ welfare and wellbeing in hotel industry of China. For conducting the research, Millennium
Hotel Shanghai has been chosen. The research has been conducted through quantitative research
method in which questionnaires are used to collected data from 100 employees of Millennium Hotel
Shanghai. The study has revealed that there is a significant positive impact of health and safety
management practices on employees’ welfare and wellbeing. The hotel management should focus on
health and safety management practices in business market of high competition and globalization. In
order to increase welfare and wellbeing of employees, the management should highly focus on health
and safety management of employees. In the end of this research, recommendations and limitations of
this study are also provided.
Keywords: Health and safety management, Welfare, Wellbeing

CHAPTER 1: INTRODUCTION

1.1. Background
Due to increased competition and globalization, human resource management practices are considered
to be very important for the success of hotel industry. The management of hotels has to formulate
effective strategies for managing human resource. Employees of an organisation are considered to be
very important for gaining competitive advantage, so their effective management is necessary for
organisations. The hospitality industry of China has been facing difficulties and issues from last few
years due to change in social, economic and political factors. In 1978, for the first time the doors for
international tourism opened in China and now a day’s the industry has experienced huge growth. In
order to keep employees satisfied and to enhance their wellbeing, it is very important for managers of
hotel industry to provide them better facilities in working environment in which they have to work
(Santos et al, 2013). Among human resource management practices, one of the most significant and
advanced practice is health and safety management. In order to draw better performance from
employees and to increase their level of satisfaction, it is very important for management of
organisations to formulate strategies through which health and safety of employees can be protected.
Some years ago the main aim of Chinese hotels was just to enhance their profits and they did not focus
much on enhancing welfare and well-being of employees (Wachter and Yorio, 2014)
In order to succeed in hotel industry, the hotels have to give value and priority to health and safety
management of employees. In hotel industry, a major role is played by employees, so they must be
taken care properly. According to some legal compliances also, organisations have to focus health and
safety management practices. The enhancement of emotional and mental health comes via tradition of
work environment facilitating psychosocial demands of the workers. This tradition is implanted into the
workplace’s structure and doesn’t come in the category of distinct programs of health promotion. Simple
techniques can facilitate this, for instance motivating staff and managers to admire their co-workers in
order to complete a job successfully, this will help a lot in creating better tradition in the workplace. In
order to survive for long term, the management of hospitality industry has to initiate efforts for increasing
wellbeing of employees. In order to increase performance of employees, their well-being and welfare
must be enhanced by management of company (Zanko and Dawson, 2012)
In hotel industry, employees have a responsibility of direct dealing with customers, so their level of
performance must be high in this regard. Employees are considered to be the most important asset of
hotels, so in order to get better returns from those assets, their management must be done in an
effective way. In China, hospitality industry is considered to be one of most significant industry, so its
management plays a very important role in growth of industry. In order to gain long term competitive
advantage, health and safety management practices must be followed by management of hotels. As,
health and safety management is a new concept and it is related to high satisfaction level of employees,
so this can help hotels in gaining long term success. In most of the organisations these days,
significance of human resource management has been understood by managers. Due to this reason,
they put continuous efforts for effectively managing the health and safety of employees. Some years
back, there was not much awareness of advantages of health and safety practices by management of
organisations, so they was not highly indulged towards adopting health and safety management
practices. Even, organisations were not involved in providing better equipment to their employees for
doing their jobs (Hughes and Ferrett, 2015)
Among the total employees working in the world, there are just 10-15% employees who have been
provided with various opportunities to manage their health and safety. In hotels, there are more chances
of experiencing health hasards, so for management of hotel industry it is more important to provide
health and safety practices to its employees. Different studies have found that turnover rate of
employees tends to increase due to issues of employees’ health and safety. When organisation does
not effectively manage health and safety of employees, then, they usually prefer leaving that
organisation (Cheng et al, 2012). If employees are unable to perform their duties properly due to severe
headaches, difficulties in breathing, watering eyes or panic of exposure to substances which might
result in long term health issues, productivity will reduce. Therefore, establishing a safe and healthy
workplace not just is professional thing which should be done, but it provides advantages to the
employer as well. The role of occupational health and safety measures in work environment is
understood by employees, while, the major stress of their replies emphasized on happiness, emotional
welfare and mental health. With the help of health and safety practices, the welfare of employees can
be enhanced and this results in increasing overall efficiency of organisations. Employees are significant
asset in organisations particularly in hotels, as organisations’ performance depends on performance of
employees (Ko, 2013).
In an organisation healthy and safe environment helps in creating positive effect on psychological health
of workers. In case when employees get secure and healthy psychological mind then this creates highly
productive performance of the hotel. This has an impact on efficiency of whole workforce and quality of
products and services offered by the organisation. In case of having healthy and safety working
environment, there are less chances of accidents and injuries. A safe working environment also helps in
improving relationship with employees and increases the level of commitment of employees. The key
element of social and economic development is healthy employees. This assists in getting financial
advantages for the firm.
According to a research, around 2.2 million people die while working in companies every year due to a
fact that companies do not invest in health and safety management practices for employees. The health
of employee plays a significant role in enhancing their wellbeing. With the help of implementing health
and safety management practices, the firm can enhance performance level of employees. The health
and safety management practices implemented by companies also affect GDP of country in which those
companies operate. It has been estimated by Wright et al (2013) that in case no focus is given on health
and safety management practices, 4% of country’s GDP is lost due to deaths of employees. This shows
that it is very important for organisations to provide them effective services to employees for managing
their health and safety. Different studies have been performed for analysed the impact of health and
safety management practices on employee performance or satisfaction, but only few studies have been
performed on impact of health and safety management practices on employee wellbeing and welfare
(Bratton and Gold, 2012).
This study has focused typically on hotel industry of China, as there is more employee involvement in
hotels as compared to other organisations. The study has been done to evaluate the impact of health
and safety management practices on employee wellbeing and welfare. In order to conduct study,
Millennium Hotel Shanghai has been chosen as case study.

1.2. Problem Statement

In all kinds of organisations, employees are considered to be an important asset. In order to survive in
competitive business world, the organisations have to focus on their employees. The organisations
usually do not consider employees as an asset, rather than that they are considered to be expenses for
organisation. Due to this, they do not prefer investing on employees. This results in low morale of
employees and they prefer leaving the organisation. In order to retain employees for longer period of
time, focus must be given on increasing wellbeing and welfare of employees (Longoni et al, 2013).
When employees do not get proper protection from management and different aspects of health and
safety management of employees are ignored by management of hotels then this result in different
issues. In order to get high performance from employees of hotel, the management has to ensure
proper health and safety management of employees. This is considered to be very important for hotels
these days as this affects overall success and performance of hotels (Gravel et al, 2011).
It has become crucial for organisations to understand the importance of employees for long term
success and profitability of organisation. In order to increase profitability of business, it is important for
organisations that in addition to other practices, health and safety management practices of employees
must be strictly adopted by firms (Walker, 2015). It has become significant for organisations to focus on
health and safety management of employees, as it contributes a lot to employee welfare and this in turn
enhance employees’ contribution towards achieving mission and goals of organisation. Health and
safety management of employees in organisations has become significant as it directly affects
employees working in that organisation. This has been very important for firms to know about ways of
managing health and safety of employees for enhancing their welfare as well as well-being (Dollard and
Neser, 2013).

1.3. Aim
The aim of this research is to improve employee well-being and welfare for performance employees and
for a high productive workforce. The research will also use a case study of Millennium Hotel Shanghai.

1.4. Objectives
The research objectives are:

 Review health and safety literature in the hospitality hotel industry in China
 To examine the impact of health and safety management practices on employee welfare in hotel
industry
 To analyse and synthesize health and safety management practices on employee welfare and
well-being in Millennium Hotel Shanghai.
 To evaluate the significance of employee well-being and welfare in the hotel industry.
 To make recommendation for health and safety management improvement in the hotel industry

1.5. Research Questions

This following research will be used questions;

 What is the importance of well-being and welfare of employees for organisations?

 What is the impact of health and safety management practices on employee well-being?

1.6. Methodology
In present study, quantitative research approach has been used in which primary data is collected. The
primary data for study has been collected with the help of questionnaires. In questionnaires, items
related to independent and dependent variables were included and these questionnaires were
distributed to employees of hotel. In order to conduct this study in a more appropriate and effective way,
case study analysis method has been used in which case of Millennium Hotel Shanghai is studied. The
data has been collected from 30 employees of Millennium Hotel Shanghai through questionnaires and
after collection of data, it has been analysed with the help of SPSS.

1.8. Scope of Study

The scope of this research is hotels in China and employees working in hotels are considered to be
participants of study. The main focus of this research is on Millennium Hotel Shanghai. As research
issue is health and safety management that is typically related to employees, so participants of research
are employees of Millennium Hotel Shanghai. For ensuring higher generalizability of research, large
sized hotel has been selected.
1.9. Structure of dissertation

The research includes five chapters. First chapter is about Introduction of whole research in which
mainly background of research topic is discussed. In addition to this, research objectives, aim and
research questions are discussed in this chapter. This chapter also discusses problem statement and
scope of study.
The next chapter in this study is the Literature Review. In this chapter, all the important factors about
health and safety in hotel industry in China will be discussed. Studies related to research topic have
been analysed. This chapter is written for finding the gap between literature and researches done
previously related to domain of research. In this chapter, theoretical framework is also given.
After second chapter, next chapter is the Research Methodology. In this chapter, the different research
methods are analysed, to understand and select the most suitable one for this research work. Those
methods have been discussed that have been used for conducting the research. The justification for
selection of methods has also been given.
The fourth chapter is the Analysis and Findings. In this chapter, different tests have been run for
analyzing the data collected from respondents. This chapter discusses findings on the basis of analysis
done.
The last chapter is the Conclusion and Recommendations. This chapter has discussed the overall
conclusion of research. The chapter also discusses limitations of research and areas for future
research. In the end, recommendations have also been given to management of hotels operating in
China for improving their health and safety management practices.

CHAPTER 2: LITERATURE REVIEW

2.1. Introduction
This chapter is about analysis of previous literature done on health and safety management practices of
hotel industry. First of all in this chapter, definition of health and safety management is assessed. After
this different researches related to health and safety management in organisations are studied for
analysing their findings about the research topic. In addition to this, in this chapter the researcher
studied different researches related to the impact of health and safety management practices on welfare
and well-being of employees. In the end, health and safety management practices typically in hospitality
industry and then hotel industry of China are analysed. This chapter has helped the researcher in
identifying the research gap.

2.2. Definition of health and safety

In accordance with Hasle and Limborg (2006) occupational health can be termed as

 “the promotion and maintenance of highest type of physical, mental and social well-being of
workers at every level”
 the prevention among various workers of different departures which were outcome of the
condition of working; the protection of workers in employment term from risks which were caused
because of the factors that are injurious to health, the management and placing of worker in such
surrounding which is appropriate for both physiological and psychological capabilities;
 and for briefing the adaption of job related to work compatibility to man and man to some
particular job. As Koehn and Datta (2003) described safety as “a control over the recognized
hasards for increased the risk level’.

According to Kheni et al (2010) health and safety is termed as a universal factor which should be
considered specifically in small and medium companies has been avoided for such a long time period in
Africa and due to this, there is an increment in the accidents which are occurring in medium and small
organisations at almost daily basis.
2.3.2. Health and Safety Management in Organisations
Large firms usually have better health and safety record. They have the resource to improve health and
safety (Groves et al, 2013). However, medium and small companies are not supported much by
management as people mostly tend to look over increasing profits instead of improving the working
conditions that is why it resulted into poor health and safety of employees (Vinodkumar and Bhasi ,
2011). In addition to this, companies do not produce the risk management system it results into the
increasing number of accidents. Some of the owners of small organisations do own more experience
regarding the technology and recent machinery which is produced in the developed countries that is
why the immediate outcome is not to utilize them in an efficient way which is responsible for accidents
(Carbonari et al, 2011). Researchers have been done on the occupational health practice in the
countries of SADC stated that “workers get to know about the chemical, psychological and physical
hasards that emerge because of the types of industrial procedures and working organisations” (Quinlan
and Bohle, 2009).
With reference to Torp and Moen (2006), there are various costs to undergo both in avoiding accidents
together with cost of accident and in providing safe working environment. For example, cost being taken
in order to replace tools and damaged parts. A lot of assistance is provided by in order to give financial
support, it is also the reason why a lot of time at work is spent by majority of people while
simultaneously, majority of the employee encounter various health dangers which are
physical ,chemical and psychological both nature of work and the environment of workplace affect
employee health.

2.4. Impact of Health and Safety Management Practices on Employees Well-being and Welfare in
organisation
According to Ismail et al (2012) high effectiveness, job performance and job satisfaction are the core
outcomes of healthier enterprises and efforts which are being progressed to establish better
Occupational Safety and Health with much improved performance and organisation’s output by various
state trade unions, employers and agencies. The progression in technology at enterprises has resulted
in enhancements in organisation’s output in majority of progressed corporations while, on the other
hand a major impact of this is also on safety and health of employee at enterprise because of hasard
connected with the progressed technology (DeJoy et al, 2010). Safety and Health has a significant act
in the enterprise and it is entitled as right of workforce at a section which is safe and healthy, a legal
workplace, the workers who are involved in working at such healthier and secure workplace likely to
strong psychologically more as well as their physical and mental strength supports them in enhancing
their efficiency and performance of job as described by Wilkins (2011).
In accordance with Granerud and Rocha (2011) health and safety are entitled as most important in
enterprise for moral and psychological reasons. A right is always there for the employees to perform in
the atmosphere which is legal and secure. A healthy, safe and strong atmosphere results in much
positive impact on psychological health of the employee. If workers will have secure and peaceful
psychological mind, this will help a lot in productive performances of the organisations. This affects the
efficiency of workers and quality of services or products. Where there will be a secure workplace, there
will be less number of accidents. A safer workplace also makes enhancements in relations of workers
and facilitates the commitment of workers to work’s quality. The core aspect for social and economic
progression is that employee should be healthy. This will assist a lot in achieving financial benefits for
the company. As role is played by employees as backbones of the firm, massive and arbitrary
employment of various children, women and groups became the order (Nahrgang et al, 2011). Many of
the workers were noted to be inexperienced and unskilled on various kinds of duties that were a part of
occupation. Workers then change into major risk group. Poor and unsecure working conditions, new
tool’s invention, inauguration of progressed industries, relevance of latest instruments for development
of mass and few other mechanisms resulted in very major issue for the workers. This leads to various
hasards which employee faces and also their families along with them. The employees become
exposed to a lot of accidents and various occupational diseases which were resulted from diseases like
malnutrition, infestation of worm, malaria and various other hasardous diseases (Badri et al, 2012).
In order to ensure improvement in well-being of employees, the management of hotels has to focus on
providing good working environment to employees. Working environment is considered to be an
important factor that affects well-being and welfare of employees. Good working environment results in
reduction of turnover. This increases the confidence level of employees, their motivation level and
achievement of goals. The personal needs of employee related to working environment have to be
properly fulfilled in order to increase their satisfaction level. Working environment is an important factor
that affects health and safety of employees. It has been proposed by Wilkins (2011) that there are two
important components of working environment; climate and culture. These two factors help in achieving
long term goals that result in increasing employees’ performance through ensuring improved well-being.
The disparities between the understanding of employee and employer of workplace health were
obvious. A strong emphasis on Occupational Health and Safety was apparent for employers, with
procedures and policies cited by employers to avoid any kind of injury and sustain personal safety.
Emphasis is also putted by employers on productivity, with a required prerequisite ‘health’ for being
‘capable of dealing’ with needs of job in order to fulfil the desired standards of the job (Hughes and
Ferrett, 2015). Activities like counseling, management facilitation, Occupational health and safety
measures, supervision and training were acknowledged to be health of the workplace. It was believed
that these activities help a lot to enhance psycho-emotional ability and physical capabilities to deal with
the position demands. This also became a part of definitions of health of workplace. It was felt by some
workers that health of workplace is more than an ability to perform what one has asked to (Eakin et al,
2010). However, it was suggested by others that health of workplace comprise of giving conditions for
own growth and permitting employees to be at the top which they can be via opportunities given to them
within the organisation. A humanistic belief was the base of this view that workers were allowed to have
opportunities in order to improvement themselves at the job (Goetsch, 2013).
The management in organisations has to focus highly on mental health of employees in order to
increase their level of productivity. There is an increased evidence of global effect of mental illness.
Through problems related to mental aspect, people become disabled. The effect of mental health issues
in the workplace has many serious outcomes not only on single individual but also on productivity of
whole organisation (Havold, 2010). The performance of employees, rate of illness, turnover ratio,
accident and absenteeism are all affected by mental health status of employees. In UK, it has been
estimated that in organisations 80 million days are lost each year just because of mental illness of
employees due to which employers have to bear high cost. So, it is important for companies to focus on
mental health of employees for ensuring their welfare and well-being (Gravel et al, 2011).
In addition to mental health of employees, other significant aspects that affect welfare and well-being of
employees are stress at workplace and long working hours. Employees feel unhealthy when they have
to face high level of stress at workplace. Generally, employees do not have stamina of working for long
hours at one single place. So, due to long working hours mostly employees does not feel satisfied and
due to this reason their performance and productivity is affected. The management of companies has to
ensure that employees are provided with stress free working environment. They must feel comfortable
while working in an organisation. In this way, the management can increase their motivation level and
can build long term relationships with employees (Kheni et al, 2010).
According to Boyle (2015) safety and health plays an important role at workplace and it is the right of
employees to perform at safe and healthy workplace which is also legal. The workers who perform in
safe and healthy environments tend to be psychologically strong and support is provided by this
psychological strength to enhance their job performance and efficiency.
Safety and health is significant for the employees working in a workplace for psychological, moral and
legal reasons. There is a legal right for the employees to perform in healthy and safe workplace.
Productivity and job performance of the workers reduce because of the dangers of health at workplace.
These health hasards can be loud noise at working environment which causes breathing issues,
headaches or anxiety of contact to these kind of things which can result to health hasards in log run
(Robson et al, 2012). Hence, this exhibits that creating safe and healthy workplace for the workforce
benefits employers as a result of increased performance by the employee in safe and healthy
environment as stated by Kristiansen (2013) the workplaces which are unhealthy, is a major concern for
many people. If employees are unable to perform their duties properly due to severe headaches,
difficulties in breathing, watering eyes or panic of exposure to substances which might result in long
term health issues, productivity will reduce. Therefore, establishing a safe and healthy workplace not
just is professional thing which should be done, but it provides advantages to the employer as well. The
role of occupational health and safety measures in work environment is understood by employees,
while, the major stress of their replies emphasized on happiness, emotional welfare and mental health.
It is reported by employees that working in respectful environment will provide good emotional health,
however, working in an unhealthy and unsafe workplace will result in poor emotional heath which will
ultimately result poor for organisational performance (Badri et al, 2012).
Commitment and dedication by every management level to World Health Problems programs and a
respectful tradition was an encouraging element for workers to take part in programs and transformed
respectful features. The level of management which fails to show commitment to world health problems
and doesn’t support their employees in such programs, the workers feels less encouraged to take part
in world health problems programs. It has been revealed by a worker who worked in a biggest of the
companies and whose role was to promote wellbeing and health in work environment that achieving the
support of top level executives for the initiatives of health promotions was complex sometimes because
of the competing preferences (Ramli et al, 2011). The downturn of business could be because of the
prioritization of major business. This is the only reason to the business downturn, while quick business
development was one more reason provided for deficiency of support of management for the programs
of world health problems (Dollard and Bakker, 2010).
The mental and emotional welfare which was reported by workers as being very much impacted by their
work environment hasn’t fascinated the funding or same interest as enhancement campaigns of
physical health like health checks of Victorian state government financed work. The enhancement of
emotional and mental health comes via tradition of work environment facilitating psychosocial demands
of the workers. This tradition is implanted into the workplace’s structure and doesn’t come in the
category of distinct programs of health promotion. Simple techniques can facilitate this, for instance
motivating staff and managers to admire their co-workers in order to complete a job successfully, this
will help a lot in creating better tradition in the workplace (Lee et al, 2010). It is appreciated by the
employees when their role is known by the management and significantly management knows exactly
the way their employees are performing. These calculated were facilitated in quantitative research by
Zalk et al (2010). He reported that workers respond emotionally to their intuition of being facilitated and
valued by the workplace and this influence the physical and mental health of the employee in turn. Good
characteristics of the organisation are stage from where health programs of the organisations can be
introduced. Lacking elements like support of good management, flexibility of job and better
communication, any programs tend to suffer because of deficiency of interested members or deficiency
of desired results (Havold, 2010).
According to Geldart et al (2010) giving supportive workplace and enhancing the culture of workplace
are necessary to make sure the success of programs related to employee health. The aim of such
programs should be to make sure that good health behaviors comes in organisational culture of the
workplace. For a number of firms this demands a change in theory in order to show interventions in
long-term programs, but being a part of tradition of organisation. For achieving this, it is important to
have complete support of the management and dedication towards the aims of program.
The shifting philosophy behind safety and health legislation from start of 1970 to end of 1990s was
usefully captured by Moraru (2012). This philosophy had initial emphasis on description of standards, to
change towards questions on the way to best gain adequate standard of care. This campaign from the
demands of legislative to best practice guiding principles and risk management attract attention to the
requirement to analyse the direction of future potential for the alteration. For instance, it is examined by
Kennedy et al (2010) that inferences of development in more adaptable work applications for
involvement of worker in occupational health and safety. It is argued by them that structural shift lined
with the turn down in density of union, the progress in home-based and casual work and enlargement in
subcontracting have all aided in weakening the provisions of occupational health and safety
arrangements. It is contented by them that there is the demand of solving these problems in growth of
innovative and new regulatory and non-regulatory approaches, for example in utilization of mobile
spokesmen to show the interest of employee in these newly appearing types of small discrete work
environments, on the other hand Bain highlighted issues over the propensity for strong business groups
to persuade legislative bodies over alleged ‘business constraints’ of regulation of safety and health
(Chileshe and Dzisi, 2012).
With reference to Lai et al (2011), methodical occupational health and safety management has the
objective to recognize sources of ill-health an injury initially in the process of manufacturing and to
establish remedies before the happening of any ill-health or injury. This was seen by them as a
consequence of focus of quality management on achieved managerial accountability, and methodical,
integrated production management as well. It is asserted by D?jus and Antuchevi?ien? (2013) that the
efficient risk management rests at its centre, particularly, the methodical recognition of dangers, risk
control and assessment, review and analysis of risk control computations to make sure they are applied
and sustained efficiently.
Provided the looseness and understood breadth of the definition mentioned above, methodical
occupational health and safety management is present in large number of different voluntary and
mandated forms and these are at diverse environmental levels. The initial reasoning for current growth
of safety and health management processes is the attainment of healthy and safe work environments.
The core standard for success is minimization in severity and prevalence of disease and injury related
to work. Case study and descriptive accounts certify the success of specific organisations in enhancing
performance of safety and health following collaborative effort to enhance the management of safety
and health (Spath, 2011).
Over previous 15 years, research and theory targeting on the psychological health in the organisation
has given innovative and new ways of measuring and conceptualizing the effect of healthy initiatives of
organisation. The description of health organisation given by Mearns et al (2010) is any company that
increase the integration of workers objectives for welfare and objectives of organisation for productivity
and profitability. This definition recommends that when any company succeeds in fulfilling its mission of
becoming a healthy workplace, the company and individuals present in the organisation should be taken
into account. The requirement for dual consideration of individual along with the company is epitomized
by the argument that are practiced by the human source are progressive only if the concern for the
results of organisation match with the concern of employees’ wellbeing which have direct impact of
practices.
Well-being of employees depict the emotional, mental and physical facets of health of employee,
synergistically acting for influencing individuals in a very complex way Carayon (2011) basically there is
no agreement on the best identifier of well-being of employee and different kinds of well-being of
employee have consequences for the company. Significantly, research and theory has targeted the
constructs like climate, organisational commitment, motivation, stress, employee morale, job
satisfaction, general mental health and general physical health. Generally, the outcomes of research
have shown that different conceptualizations are significant for the interpretation of employees’
wellbeing but none of the research has done comparison of different constructs for determining their
significance (Gravel et al, 2011).
Zin and Ismail (2012) described the programs of health promotion as all “efforts that increase the alter
behaviour, increases acknowledgement and develop environments that support good health exercises”.
In accordance with the PATH model, organisational exercises have five major categories, under which
large number of health policies and programs that are used by the organisation for achieving maximal
well-being of employee and effectiveness of organisation can be classified.

2.5. Impact of health and safety program

Health and safety programs tend to increase the mental and physical health of employees with the help
of treatment, assessment and prevention of potential health issues and risks (Flum et al, 2010).
Assistance programs of employee for drug addiction and alcohol, safety training, counselling, stress
management training, and wellness screenings are some of the instances of potential programs that are
implemented by the organisation for increasing the health and safety of employees. A comprehensive
literature review has been conducted by Cigularov et al (2010) of 72 researches for investigating the link
in between organisational productivity and factors of health risk, described in terms of illness-linked
absenteeism and costs of health care. They stated that enhanced expenditures related to the health
care and absenteeism because of illness was linked with too much stress, occurrence of multiple factors
of risk, and excessive weight of body. The review done by Breslin et al (2010) did the evaluation of the
influence of programs of health promotion on the productivity of organisation. Across different research
studies, programs of health promotion were linked with the expenditures of health care and lower
absenteeism. The ratio of average cost-advantages for program savings of health promotion linked with
less number of costs of health care was 3.48, for each dollar spent, a cost saving of $ 3.48. In the report
the ratio of average cost-benefit was stated as 5.82 for health promotion program savings linked with
the expenditures of absenteeism. On the whole, the review of Aldana provides support to the idea that
higher health risks are linked with the performance of organisation. Along with it, the review
recommends that programs of health promotion do positively influence the effectiveness of company
when explained in terms of absenteeism and expenditures related to health care. A review done by
Tombs and Whyte (2013) gave extra support for the results made by. Zin and Ismail (2012) observed
12 of the researches and supported the results that decrement in the absenteeism and expenditures of
health are possible with the help of application of initiatives of health program. The influence of practice
of health and safety are applicable to the results of organisations and employee, aside from the factors
of health risk, absenteeism and health care expenditures. For instance, as Hamel et al (2012) stated
that there is a negative connection in between the stress and support of organisation and perception of
employees.
Application of healthy organisation initiatives, like those being designed for the promotion of health and
safety, are some type of support for organisation. Provision of this type of support is quite beneficial for
employees, and as a result they experience less stress. Stress of employees may be focused directly
with the help of stress management programs of worksite. Research identifies that training of stress
management motivates employees to get engaged in extra role conducts and makes improvements in
the well-being of employee, described as assumed stress, depression and affect (Papadopoulos et al,
2010). Along with it, companies stands for getting advantages from the programs of stress
management, which have been proven to enhance the productivity and are reducing the absenteeism.
The development of programs of Employee Assistance, like drug abuse or alcohol counselling is
another chance for companies to depict their concern and commitment for employees. Organisations
that want to depict commitment to employees may get advantage from the commitment by employees.
Along with this, decrement of destructive conducts like drug abuse or alcohol abuse results into positive
outcomes of organisation, involving decrement in the accidents and absenteeism of employees
(Sargeant and Giovannone, 2011).

2.6. Hospitality Industry

The hospitality industry is a service industry that involves lodging, theme parks, restaurant, event
planning and transportation within the tourism sector. The hospitality industry in all around the world
depends on leisure time availability and extra income of individuals. The hospitality industry is growing
at rapid pace all around the world. The management of hotel industry has to considerably focus on
human resource management as human resource is considered to be key to success of this industry
(Hamer et al, 2012). The importance of hospitality industry cannot be denied for any economy’s
development. In this era, where tourism activity is continuously increasing, the role of hospitality industry
has become critical for the economic development of the countries. interestingly, this industry is crucial
not only for developed countries, but developing countries are also taking advantage from the growth of
this industry (Gursoy et al., 2015).

2.6.1. Hotel Health and Safety Management

As an employee-intensive industry, the hotel industry has to always focus on health related issues of
employees. The human resource management in hotel industry has a considerable focus on welfare
and well-being of employees by ensuring their health and safety. In many hotels, management does not
focus on occupational health and safety of employees that result in high turnover of staff (Arocena and
Núñez , 2010). When management does not protect workers and ignore human resource management
then this creates various problems for managing employees’ performance. Currently, different
researchers are putting extra efforts for findings solutions to these issues in method of human resource
management. In order to manage the employees in an efficient and effective manner, their health and
safety management is considered to be most important. In every hotel, employees must be led by
human resource management from the effects by no matter the environmental issue or their personal
issue (Santos et al, 2013).
Due to inappropriate following of health and safety measures, more than 200 individuals are killed each
year due to accidents at workplace. More than 2 million individuals are suffered from illness each year in
hotel industry due to lack of health and safety management practices. For the management in hotel
industry, it is the responsibility for making necessary arrangements to prevent accidents and illness of
workers. Good health and safety management practices make employees competent and ensure long
term growth and survival of hotels. So, in hotel industry it is very important to maintain health and safety
of employees (Hohnen and Hasle, 2011).
2.7. Hotel Industry of China
The economy of China is facing various structural changes driven by hospitality industry and trend of
tourism. Due to the decrease in real estate market and investment in fixed investment, the hotel industry
of China has faced considerable change. The sensitivity level of hotel investors has been increased
regarding financial returns and they have started focusing on various strategies through which
performance level can be enhanced. The occupancy rate in market of China is increased in a similar
way of growth in gross domestic product of China. The average rates on daily basis are almost same.
There is a continuous increase in domestic tourism in China, due to which the hotel industry is also
facing boom. However, the rate of international tourists is low in China’s hospitality industry (Kheni et al,
2012).
From last five years, the hotel industry in China has experienced a growth of 8% to an approximated
$58.6 billion. However, the growth of hotel industry in China has been reducing over the time period.
One of the bright years in hospitality industry of China was 2010, because of Shanghai Expo and
Guangzhou Asian Games. These events resulted in increase of foreign tourists due to which country’s
hotel industry experience a sudden growth. After this the country experienced a decline from 2012 to
2014 and then in 2015 the number of international tourists was increased by 3.5%. The development of
hospitality industry in China is strongly affected by foreign enterprises. These enterprises have
introduced concepts of brand and chain management and high standards of service in hotels of China
(IBIS World.com, 2016).
The level of hospitality industry concentration in China is very low and there are top four players in
market that are Shangri-la Hotels and Resorts, Shanghai Jinjiang International Hotels Development,
InterContinental Hotels Group, Guangdong (International) Hotel Management Holdings. They account
for integrated 4.7% market share in 2016. There are different other players in market but they have very
small market share. The market of hotel industry is highly dynamic and industry experience rapid
change in market share ever year (Hon et al, 2013).

2.7.1. Health and Safety in Hotel in China

In China, health and safety management of employees is considered to be one of the most significant
human resource management practices in hotels. It has been understood by management of hospitality
industry in China that poor level of health and safety at hotels can lead to accidents and illness. This
also results in high costs for hotels (Chan and Wong, 2006). In China most of hotels have understood
the importance of health and safety management for improving reputation of hotels for customers,
regulators and more importantly for own staff. The management of hotels meet both legal and moral
obligations for ensuring high performance of employees at workplace (Stone and Grønhaug, 1993;
Tam, Zeng, and Deng, 2004). The workers in hotels are not forced to work in environment where their
wellbeing is at risk. The management of hotels in China also ensure safety of employees during their
working hours. In case of having injury to any worker, the management provides quick recovery service
to that employee. This shows that in most of hotels health and safety management practices are
implemented in hotels of China (Yim King Penny, 2007), but there is still need of more focusing towards
occupational health and safety of employees for increasing welfare and wellbeing of employees. In
order to get competitiveness by hotels and for developing the economy of China through hospitality
industry, the management of hotels has to focus on maintaining health and safety of employees. In hotel
industry, employees are considered to be most important factor that can affect overall image and
performance of hotels, so it is very important for management of hotels to ensure health and safety of
employees. They must formulate such strategies through which a hotel can ensure better safety of
employees. This would positively affect the economic development of China.

2.8. Summary
Healthy and safety has been known by various terms used by different researchers in their work, while
health and safety is most common and universal terminology. There are various direct and indirect
costs associated with health and safety management systems, therefore, small and medium
organisations often hesitate to adopt this. Organisations that introduce occupational health and safety
management system for their employees are more likely to have employees with greater job
satisfaction, job performance, high effectiveness, enhanced efficiency, psychological and physical
health, lesser accidents, improved psycho-emotional and physical capabilities, improved commitment
and dedication and mental and emotional welfare of the employees. While analysing the impact of
health and safety system, it is found that cost on health and safety management is linked with the cost
on health promotions and absenteeism. The hospitality industry which is human resource-intensive
industry has greater role of occupational health and safety management systems. When proper health
and safety management systems are not implemented in hospitality industry, it results in accidents, poor
health and negative impact on employees’ wellbeing and welfare. This ultimately negatively influences
the hotel’s survival. As China’s tourism is continuously increasing, hence, the role of hospitality industry
is crucial for China’s development. The importance of health and safety management systems has been
realized by many hotels in China. Though, this is resulting in positive result but there is much more to
explore that how it is associated with wellbeing and welfare of employees.

CHAPTER 3: METHODOLOGY

Introduction
This chapter set out the procedures for carrying out the primary research which describes the procedure
and method used for collection of data and for the selection of sample. Saunders et al research onion
has been used in this research for forming the structure of methodology of research. This chapter
involves the discussion done the methods, of research, and contains the description of sample size and
sampling. Along with it, advantages and disadvantages of research are also discussed at the end due to
the reason that there some limitations of methodology.
Along with it, before devising the research methodology, it is significant to do the selection of sample
and for contacting people from whom data collection have been done due to the reason that they are
the basic source of data. For this objective, researchers have used questionnaire for employees of
sample organisation and the target of research was provided to them.
Methodology of research has a major significance in any research. The research validity is dependent
on the methodology which is followed (Heely and Perry, 2000). There are some threats to the validity
and reliability of research when there is no planned methodology (Kothari, 2004). In absence of such
rigorous methodology, the generalization of research cannot be done (Kumar and Phrommathed,
2005). The methodology of research used in the research is described over here. The research has
made attempts to maintain the standards of an effective research and have done compliance with the
standards. The researchers have taken into account that the research and the acquired outcomes will
prove to be misleading. That is why researchers have taken into account the problem during the
conduction of research. In this chapter, first of all different options of methods are given and then
description for that method is given. After that there is a description of research instrument that has
been used in research for collecting the data. The next step is piloting and after that explanation about
sampling is given. In addition to this, the chapter includes the detail of data collection and reliability and
validity of data. In the end, summary of whole chapter is given.

Choice of research methodology

Two approaches can be used by researchers in the researches. These approaches are quantitative and
qualitative approach. Each approach has its own advantages and disadvantages. An overview of
research has been given for the justification of selection of approach in the current research.

Qualitative Research Method

A researcher translates or interprets the real meaning of terminologies relevant to different procedures
with the help of qualitative approach (Bryman, 2004). For doing in depth analysis, qualitative approach
proves to be helpful. For collection of data, different techniques can be used under the qualitative
approach (Gummenson, 2000). The procedures which have been used for data collection are
observations, unstructured interviews, case studies and target group discussions. The data which is
collected is like various techniques such as debriefing, trace evidences, content analysis and
behavioural observations (Cooper & Schindler, 2007).
For the generation of more information content, these techniques and methods are quite helpful (Smith,
2008). For the development of knowledge, this information proves to be helpful. However, it is important
to note that qualitative approach is linked with the biasness of research. It is quite hard to have control
over the personal biasness. Due to this issue of limitation, a research may not be much generalized and
reliable. That is why different researchers are having the view that some questionable outcomes are
generated because of the qualitative approach (Creswell, 2007).

Quantitative Research Method

Quantitative approach does the quantification of every element in the research. Research utilises
different techniques for quantification of concepts and events. In this approach, the basic feature is
quantification (Bodgan and Bilikan, Undated). Even the quantification of qualitative information has also
been done through different scales. The collection of data is done with the help of surveys, secondary
data collection methods and structured interviews. The methods used to do the analysis in quantitative
approach are regression, correlation, descriptive and reliability analysis. Regression and correlation
analysis are used for analysing the relationship between independent and dependent variables. In
addition to this descriptive analysis is used for summarizing the sample. In case of quantitative research
method, reliability analysis helps in assessing the consistency of questionnaire with the research issue
(Creswell and Miller, 2000). For controlling the biasness of research, quantitative approach proves to be
helpful. This characteristics of quantitative approach helps in making the research more reliable and
there is more generalisation this way. However, the content of information which is generated with the
help of this approach is quite limited and analysis can be done using this approach (Miles and
Huberman, 1994).

Research Method Adopted

In current study, mixed research method has been adopted according to which both qualitative and
quantitative research methods are used. This mixed procedure permits to explore the issues of research
with the help of quantitative methods and validation of outcomes through such quantitative methods,
which increase the accuracy of outcomes. Along with it, the method also allows to collect valid and
reliable data, decreasing the personal biasness and to have wider perspective (Patton, 2002). These
approaches of research are chosen for acquiring full information from the hotel related to health and
management practices. In accordance with the research nature, both quantitative and qualitative
approach is used. The researcher has done the integrations of qualitative (interpretivism) and
quantitative (positivism) approach in the research which transforms it into a mixed procedures approach
or it also transforms it into a pragmatic research where different kinds of methods are utilized in
implementation.
The integration of these approaches proves to be appealing and suitable for the research. By using
qualitative approach, more information can be generated. The usage of different methods gives more
information related to the health and safety practices of Millennium Hotel Shanghai. In this research, the
health and safety issues are under investigation and for in detail research, it is significant to use mixed
procedure approach for the identification of detailed and accurate outcomes related to the problem. On
contrary to this, by using the quantitative approach, the biasness is controlled and more generalized and
reliable outcomes are generated.
There are some of the limitations of approach but through using them in implementation can provided in
detailed results. Along with it, the mixed methodologies are used frequently in researches in various
fields. That is why, it let the researcher to do the collection of data rigorously and analysis of data
becomes easier. Along with it, mixed approaches let the researcher to do the contrast and comparison
of outcomes and this makes the data analysis crucial and more effective because of reasoning. The
collection of qualitative data is done from Millennium Hotel Shanghai. The collection of quantitative data
has been done from the employees of Hotel. At first, the collection of qualitative data is done then
collection of quantitative data is done. The qualitative data helps in exploring the issues of research on
contrary to this; quantitative data does the validation of findings.
Development of research instrument
In order to collect data from respondents, researcher used questionnaire as a research instrument (as
shown in Appendix A). The questionnaire consisted of close ended questionnaires related to variables
under study. First of all, there were a section of demographic variables in which questions related to
demographics of respondents were asked. The demographic variables used in questionnaire were age
and gender. For gender, two options male and female was given and for age there were five options
available and respondents can choose from them. After this there were different items related to health
and safety management practices and after this there were items related to well-being and welfare of
employees.
In the health and safety management sections, there are questions addressing the top management
issue of policy, leadership, resource, organisation, implementation the in hotel.
In the welfare and well-being section there are issue relating to the employee and worker issue of the
duty of care, facilities, worker time.
The structured questionnaire was prepared based on information gathered from previous researches. In
questionnaire, five point likert scale was used in order to ensure quantification. In accordance with
Babbie (2015), as it has lesser points in this scale so this helps in easily interpreting the data. The
validation of questionnaire is done through the factor analysis and conformity with supervisor. The
researcher also developed questionnaire on internet and to some respondents it was sent via email.
The respondents were not forced to fill questionnaires and enough span of time was given to them. In
questionnaire close ended questions were used in order to quantify the responses easily. After
developing the questionnaire, researcher also got it tested by some expert related to the field of study.

Piloting
In order to test reliability of instrument used to conduct the research, pilot test is conducted (Healy and
Perry, 2000). Before final collection of data and its analysis, pilot testing was done in which researcher
collected data from 10 respondents in the start through questionnaires.
In questionnaire, to assess findings and to reach at results of research issue, it was very important to
add questions related to all variables used in the study. The first pilot was done, by given the original
work to my supervisor, who helped to refining the question. The Chinese version made from the edited
English version was sent out to specific Chinese worker. The feedback won used to refine the
questionnaire further.
Due to this reason, five questions related to health and safety management practices that were
independent variable and five questions related to welfare and well-being of employees were added in
questionnaire. With the help of this, researcher did pilot testing of relationship between independent and
dependent variables. Questionnaires were distributed to only 10 respondents in order to know that
whether or not questionnaire will be easily understood by respondents. In addition to this, regression
and correlation analysis are also done for knowing the possibility of research hypothesis and the
possible direction of relationship. After pilot testing, researcher found two questions that had to be
refined. Those questions were related to health and safety management but that was related to
construction companies, so researcher changed that in accordance with hospitality industry.

3.6Data Collection
There are two kinds of methods through which data can be collected. These two methods are primary
and secondary data collection method (Marczyk et al, 2005). In this research, both primary and
secondary data is collected in order to draw valid conclusions. In case of primary data, the data was
collected from 100 employees of Millennium Hotel Shanghai. The primary data is collected through
questionnaires.
The primary data is a data that is collected for the first time and there is no prior existence of this type of
data (Peffers et al, 2007). The questionnaires used for primary data collection by sending email. The
data collection was very tough for researcher as respondents are usually concerned about privacy issue
and they usually have a fear that company might penalize them for sharing information about the
company. The data was collected from employees through their own will. None of the employees were
forced to fill questionnaires. All the respondents were being explained about the research topic. In
addition to this, the respondents were ensured that research will keep the confidentiality and none of the
respondents were individually identified. Before distribution of questionnaires, the respondents were
provided with cover letter related to the purpose of research. In these cover letters, the apprehensions
of respondents were addressed. The confidence was provided to all respondents so that they can feel
comfortable and ease while filling questionnaires. The rationale behind selection of employees as
sample is that through the multi-actor view, the validity and reliability can be enhanced (Merriam, 2002).
In addition to this, this technique of primary data collection with the help of questionnaire has more
practicality. With the help of questionnaires, researcher became capable of collecting a large amount of
data and this enhances the scientific and objectivity of research.
In addition to the primary data, another type of data collection method is secondary data. The sources of
secondary data were books, articles, newspapers and different internet sources that are typically related
to business management, human resource management and hospitality industry. The books were got
from library and articles were accessed from Google Scholar. These sources are used in present
research for building theoretical base of the study. This data was used in writing the literature review in
which different studies and researches related to the impact of health and safety management practices
on employees’ welfare and well-being are analysed. This data assisted in getting the basic
understanding about research issue. With the help of secondary data, the foundation of research was
developed and researcher became capable of developing a path that must be followed while conducting
the study.

 Time Horizon

In case of primary data collection, time horizon is considered to be an important aspect. Time horizon
tells the number of times for which data is collected in order to conduct the study. There are two choices
of time horizon. The first category of time horizon is cross-sectional time horizon and the other type is
longitudinal. Usually, researchers collect data for more than one times for one study (Saunders et al,
2007). In cross sectional time horizon data is accumulated not for one time but it is collected for more
than one time. In current research the most appropriate time horizon is cross sectional time horizon and
researcher did not find many issues while using this type of time horizon. So, in order to complete this
research cross sectional time horizon is used.

3.7Sampling
The aim of empirical and quantitative issues is analysing the meaning of specific process through the
use of perspectives of participants, hence it is very important to choose that sample through which
maximum learning can be gained (Merriam, 2002). In current study, case study of Millennium Hotel
Shanghai is used for the purpose of data collection. The sample of employees from Millennium Hotel
Shanghai was selected on the basis on non-probability sampling that is named as purposive sampling.
The rationale behind selection of this sampling technique is that it provides insight, detailed
understanding and finding aspects in more details. With the help of this sampling technique, the
researcher got the potential of gaining richer information (Merriam, 1998). Moreover, it also allows the
selection of those cases that are rich in information and are capable of answering questions of research
in a satisfactory manner (Patton, 1990). In case study strategy, 100 employees were selected as a
sample through non-probability sampling. These 100 employees were lower and middle level
employees. The researcher did not focus on one gender for the purpose of data collection because it
might results in biasness. As, the issue for health and safety management is more considerable for
lower and middle level employees, so it is more beneficial to collect data from them for analyzing the
impact of health and safety management practices on employees’ welfare and well-being.

3.8 Data Validity/ Reliability/ Analysis

The validity testing of prepared questionnaire is performed by the researcher after composition of the
same. The questionnaire is responsible for testing construct validity, content validity. The professionals
of health and safety management is contacted by the researcher for the rationale of content and face
validity. The schools of this study of quality management are contacted for the field of construct study.
After accepting the response from schools and professionals, required alterations is done in the
prepared questionnaire before giving them to the sample for collecting data. It is significant for the
questionnaire to check for its reliability in parallel with its validity (Merriam, 2002).
Reliability is concerned with the steadiness of data. Assistance is provided by the reliable data in
illustrating inference with an uncertainty. Research quality must not be affected by the collected data.
Nevertheless, facts should not be solidified by the data. After achieving the questionnaire ratified from
schools and professionals, questionnaires are tested for reliability testing. The reliability of the outcomes
is very much significant aspect of a consistent instrument. The desired objective might not be fulfilled by
the researcher if there is no reliability of data collected by researcher. The whole research may become
void in such case (Saunders et al, 2007). The reliability of consistent instrument is checked by the
researcher through different procedures. These procedures are comprised of parallel form methods, test
retest method, inter-item consistency analysis and item total analysis. The involvement of various
procedures is made sure that there is high reliability level of the instrument. The data reliability is
required for making sure the reliability of achieved outcomes along with the study (Saunders et al,
2009).
The collection of quantitative data with the help of prepared questionnaire at a later period has been
evaluated via statistical tools. The data after the collection was entered into Microsoft Excel for the
purpose of evaluation. This analysis has been carried out through variety of statistical tools such as
mean, median, standard deviation, and regression and correlation analysis. Reliable outcomes were
produced by this analysis and experimented patterns can be legitimated through this analysis.

3.9. Research Ethics

In order to conduct a research in a more effective and efficient way, it is important to conduct a research
in an ethical way. Researchers have to face different kinds of issues related to ethics while conducting a
research study. The most important aspect in conduction of research is confidentiality of data collected
from respondents. While conducting the research, the researcher ensured the privacy of respondents
from whom data is collected. Moreover, it has been ensured that none of participants were forced to fill
questionnaires. In addition to this, all of respondents were provided with aims and objectives of research
so that they can get to know about the research problem and objective behind the study. The
researcher ensures that proper referencing and acknowledgment is done for the data collected from
different articles, books and internet sources.

Summary
The research has been conducted through quantitative research technique. With the help of this
research method, researcher has used questionnaires for collecting data from respondents. The
research is conducted on Millennium Hotel Shanghai and data is collected from100 employees. In order
to analyse the data collected from employees, Microsoft Excel is used. The relationship between
independent and dependent variables is tested through regression and correlation analysis. While
conducting the research, the researcher focused considerably on ethical standards and practices.

CHAPTER 4: ANALYSIS

4.1. Demographic Analysis

The research was conducted on employees of Millennium Hotel Shanghai in order to analyse the impact
of health and safety management practices on welfare and wellbeing of employees. First of all, their
demographic variables were analysed. The respondents were asked about their gender. The above
table shows the distribution of respondents on the basis of their gender. The data gathered from
respondents’ shows that there were total 100 employees from whom data was collected and among
those 50 were males and 50 were females. There was equal percentage of both males and females in
the sample. This depicts that there was no inequality among males and females in the sample from
which data was collected.

Age
Cumulative
Frequency Percent Valid Percent
Percent
Less than 25 years 8 8.0 8.0 8.0
26-35 years 20 20.0 20.0 28.0
36-45 years 25 25.0 25.0 53.0
Valid
46-55 years 24 24.0 24.0 77.0
More than 55 years 23 23.0 23.0 100.0
Total 100 100.0 100.0
In addition to the gender, age of respondents was also analysed by providing them different options
related to age brackets. The data collected from respondents depicts that there were only 8%
employees who were of less than 25 years age. In contrast to this, there were almost equal percentages
of respondents who lie in other age brackets given in questionnaire. Most of employees from whom
questionnaires were got filled lied in age bracket of 36-45 years.

4.2. Descriptive Analysis

Descriptive analysis tells about the detail of whole sample used for the purpose of data collection. The
table shows that mean responses of respondents for all items related to health and safety management
practices is 3.79 that means it is closer to right side of the scale that means towards excellent.
Moreover, the average responses of employees for items related to welfare and wellbeing is 3.75 that is
again towards excellent side. This depicts the summary of all responses given by employees of hotel
and it can be seen from responses that most of employees think that there are effective health and
safety management practices offered by the management of hotel and due to this their welfare and
wellbeing is affected in a positive way.

4.3. Regression Analysis

As the study involves one independent and dependent variables, so it was important to analyse the
relationship between these variables. In order to test that how much change in independent variable can
bring change in dependent variable, regression analysis is used. The above table shows the value of R
tells that one unit change in independent variable will bring how much change in dependent variable. As
the value of R for relationship between health and safety management practices and welfare and
wellbeing of employees is 0.976, so it means that if hotel improves health and safety management
practices by 1 unit the this will result in 97.6% increase welfare and wellbeing of employees.

ANOVAa
Model Sum of Squares df Mean Square F Sig.
Regression 23.101 1 23.101 1932.524 .000b
1 Residual 1.171 98 .012
Total 24.273 99
a. Dependent Variable: WW
b. Predictors: (Constant), HSM

Coefficientsa
Standardized
Unstandardized Coefficients
Model Coefficients t Sig.
B Std. Error Beta
(Constant) .215 .081 2.647 .009
1
HSM .933 .021 .976 43.960 .000
a. Dependent Variable: WW
4.4. Correlation Analysis

Correlation analysis is used to assess the strength of relationship between variables. It tells that
whether the relationship is strong or weak. The above table tells about the strength of relationship
between health and safety management practices and employees’ welfare and wellbeing. The value of
Pearson correlation for the relationship between health and safety management practices is 0.976 with
0.000 as significant value. This means there is strong significant positive relationship between health
and safety management practices and welfare and wellbeing of employees.

4.5. Reliability Analysis

Reliability Statistics
Cronbach's Alpha N of Items
.896 18

In current study questionnaires have been used for the purpose of data collection. In order to ensure
reliability of results gained at the end of study, it is important to test reliability of research instrument
used to collect data. The reliability of instrument is tested through the value of Cronbach’s alpha. For
having reliable questionnaire, the value of Cronbach’s alpha must be greater than 0.6. As it can be seen
from the above table that value is 0.896 that is greater than 0.6, so it means questionnaire used in study
is reliable.
Item Statistics
Std.
Mean N
Deviation
How certain are you
that there is a written
health and safety 3.7000 .83485 100
policy in your
organisation?
How sure are about
who is the
responsible person to
3.7900 .74257 100
report for any
accident or accident
in your organisation.
Are you sure which
document or the form
required in your 3.5800 1.17362 100
organisation to report
accident or incident.
To what extend the
hotel takes care of
the employees 3.7000 .73168 100
working in the night
shift
How do you feel
about safety
provisions available in 3.9200 .78727 100
your organisation for
employee safety?
How will you rate the
suitability and
sufficiency of first aid
4.0000 .69631 100
equipment and
assistance available
in hotel?
From your own
understanding, do
you think there is
3.9200 .80000 100
sufficient fire
extinguishing
equipment?
To what extend do
you think there are
safe equipment 3.8600 .79162 100
environment in
kitchen.
What is the safety of
the computer used in 3.7000 .73168 100
the hotel reception?
To what extent the 3.4300 1.05653 100
hotel pays attention to
the interests of
employees
How well do you think
the hotel show duty of 3.7000 .83485 100
care to its employees
How would you rate
the hotel
management in carry
3.7900 .74257 100
out specific health
and safety actions to
its employees
How important do you
think the hotel
management focus its 3.5800 1.17362 100
resources on
employee well-being
How do you think
about working
3.7000 .73168 100
facilities provided by
the company
How do you think
about hygienic
3.9200 .78727 100
conditions of
workplace
How do you feel
about sanitary
4.0000 .69631 100
facilities provided in
workplace
How do you rate the
working Hours of the 3.9200 .80000 100
Organisation?
How do you rate the
employee welfare
activities of the
Organisation give a 3.7900 .74257 100
feeling of safety and
improve your
performance?

Item-Total Statistics
Scale Mean if Scale Variance if Corrected Item- Cronbach's Alpha
Item Deleted Item Deleted Total Correlation if Item Deleted
How certain are you that
there is a written health and
64.3000 73.606 .542 .890
safety policy in your
organisation?
How sure are about who is
the responsible person to
report for any accident or 64.2100 71.986 .756 .884
accident in your
organisation.
Are you sure which
document or the form
64.4200 72.751 .396 .898
required in your organisation
to report accident or incident.
To what extend the hotel
takes care of the employees 64.3000 72.172 .752 .884
working in the night shift
How do you feel about safety
provisions available in your
64.0800 80.519 .065 .904
organisation for employee
safety?
How will you rate the
suitability and sufficiency of
first aid equipment and 64.0000 73.798 .650 .887
assistance available in
hotel?
From your own
understanding, do you think
64.0800 70.680 .798 .882
there is sufficient fire
extinguishing equipment?
To what extend do you think
there are safe equipment 64.1400 73.031 .621 .888
environment in kitchen.
What is the safety of the
computer used in the hotel 64.3000 72.172 .752 .884
reception?
To what extent the hotel
pays attention to the 64.5700 77.399 .191 .904
interests of employees
How well do you think the
hotel show duty of care to its 64.3000 73.606 .542 .890
employees
How would you rate the hotel
management in carry out
64.2100 71.986 .756 .884
specific health and safety
actions to its employees
How important do you think
the hotel management focus
64.4200 72.751 .396 .898
its resources on employee
well-being
How do you think about
working facilities provided by 64.3000 72.172 .752 .884
the company
How do you think about 64.0800 80.519 .065 .904
hygienic conditions of
workplace
How do you feel about
sanitary facilities provided in 64.0000 73.798 .650 .887
workplace
How do you rate the working
64.0800 70.680 .798 .882
Hours of the Organisation?
How do you rate the
employee welfare activities
of the Organisation give a 64.2100 71.986 .756 .884
feeling of safety and improve
your performance?

In questionnaire, there were different items related to health and safety management as well as welfare
and wellbeing of employees. The individual reliability of each question is also tested. The table shows
that value of Cronbach’s alpha is greater than 0.6, so all items have consistency with each other.

4.6. Item-wise Analysis

How certain are you that there is a written health and safety policy in your organisation?
Frequency Percent Valid Percent Cumulative Percent
Worst 2 2.0 2.0 2.0
Bad 6 6.0 6.0 8.0
Neutral 24 24.0 24.0 32.0
Valid
Good 56 56.0 56.0 88.0
Excellent 12 12.0 12.0 100.0
Total 100 100.0 100.0

The employees of Millennium Hotel Shanghai were asked that whether or not there is written policy
related to health and safety management. It can be seen from the responses of employees that 56
percent employees were of the view that there is good policy about health and safety management in
hotel for employees. In opposite to this, only 2 percent employees selected 1 that means worst and 6
percent selected two that means bad. This clearly depicts that in Millennium Hotel Shanghai, policies
related to health and safety management of employees are properly formulated.

How sure are you about who is the responsible person to report for any accident or accident in
your organisation.
Frequency Percent Valid Percent Cumulative Percent
Valid Bad 5 5.0 5.0 5.0
Neutral 25 25.0 25.0 30.0
Good 56 56.0 56.0 86.0
Excellent 14 14.0 14.0 100.0
 Total 100 100.0 100.0

The employees were asked that whether there are individuals for reporting for an accident in their
organisation. Among 100 employees there were 56 percent employees who selected number 4 that
means towards excellent. This means those employees perceive that there is availability of individuals
in hotel for reporting any kind of accident or injury. There were only 5 percent employees who selected
1 number from 1 to 5. This means most of employees experienced the presence of individuals for
reporting any kind of accident or injury in the hotel.
Are you sure that document or the form is required in your organisation to report accident or
incident.
Frequency Percent Valid Percent Cumulative Percent
Worst 10 10.0 10.0 10.0
Bad 8 8.0 8.0 18.0
Neutral 14 14.0 14.0 32.0
Valid
Good 50 50.0 50.0 82.0
Excellent 18 18.0 18.0 100.0
Total 100 100.0 100.0

In order to analyse health and safety management practices in Millennium Hotel Shanghai, employees
were asked about any kind of document or form that is needed to report any accident or incident. The
data gathered from employees’ shows that among 100 employees there were 50 percent employees
who selected good and 18 percent employees selected number 5 that means excellent. This means in
Millennium Hotel Shanghai management provides forms to employees for reporting any kind of accident
or injury.

To what extent the hotel takes care of the employees working in the night shift
Frequency Percent Valid Percent Cumulative Percent
Bad 8 8.0 8.0 8.0
Neutral 22 22.0 22.0 30.0
Valid Good 62 62.0 62.0 92.0
Excellent 8 8.0 8.0 100.0
Total 100 100.0 100.0
In health and safety management practices, it is important to take care of employees who work in night
shifts as well. Due to this reason, through questionnaires employees were asked that whether that to
what extent employees is taken care by management who work in night shifts. The data shows that
there were 62 percent employees who chose ‘good’ from the options that means good care of
employees is taken by management of hotel. In addition to this, only 8 percent employees selected 2
number that means bad. This depicts that hotel takes care of employees who work in night shifts.
 How do you feel about safety provisions available in your organisation for employee safety?
Frequency Percent Valid Percent Cumulative Percent
Bad 7 7.0 7.0 7.0
Neutral 14 14.0 14.0 21.0
Valid Good 59 59.0 59.0 80.0
Excellent 20 20.0 20.0 100.0
Total 100 100.0 100.0

In order to test health and safety management practices of Millennium Hotel Shanghai the employees
were asked about it through questionnaire. In accordance with the results of questionnaire, it has been
seen that 7 percent of the employees do not think that they get safety provisions in the organisation for
safety of employee. 59 percent of the employees agreed that they get safety provisions in the
organisation for the safety of employee. 20 percent of the employee is much happy with the safety
provisions available in the company for the safety of employee. 14 percent of the employee neither
agreed nor disagreed with the statement that they feel safety provisions in company for safety of
employee. Therefore; it can be concluded that employees feel good about the safety provisions
provided to them.

How will you rate the suitability and sufficiency of first aid equipment and assistance available
in hotel?
Frequency Percent Valid Percent Cumulative Percent
Neutral 24 24.0 24.0 24.0
Good 52 52.0 52.0 76.0
Valid
Excellent 24 24.0 24.0 100.0
Total 100 100.0 100.0
The employees were asked about the sufficiency and suitability of the assistance and equipment
available in hotel. In accordance with the results of questionnaire, it has been seen that 54 percent of
the employees agreed over the statement that they have sufficiency and suitability of first aid assistance
and equipment which is available in hotel. 24 percent of the employees are highly satisfied with the
sufficiency and suitability of first aid assistance and equipment which is available in the hotel. Same like
this; 24 percent of the people neither agreed nor disagreed with the statement, according to them the
services provided to them by the hotel are not sufficient or suitable for them. Therefore; efforts should
be made for improving the suitability and sufficiency of first aid in the hotel.

From your own understanding, do you think there is sufficient fire extinguishing equipment?
Frequency Percent Valid Percent Cumulative Percent
Bad 8 8.0 8.0 8.0
Neutral 12 12.0 12.0 20.0
Valid Good 60 60.0 60.0 80.0
Excellent 20 20.0 20.0 100.0
Total 100 100.0 100.0
Employees have been asked about the sufficiency of fire extinguishing equipment in the hotel. In
accordance with the results of questionnaire acquired by the employees; it has been seen that 8 percent
of the employees think that they do not get sufficient fire extinguishing equipment in the hotel. According
to 60 percent of the employees there are sufficient fire extinguishing equipment in the hotel. 20 percent
of the employees are satisfied with the number of fire extinguishing equipment present in the hotel. 12
percent of the people neither agreed over the statement nor disagreed. According to them, there are fire
extinguishing equipment in the hotel but are not sufficient. Therefore; in accordance with the results of
questionnaire; it can be concluded that there are sufficient fire extinguishing equipment present in the
hotel.

To what extend do you think there are safe equipment environment in kitchen.
Frequency Percent Valid Percent Cumulative Percent
Worst 1 1.0 1.0 1.0
Bad 2 2.0 2.0 3.0
Neutral 27 27.0 27.0 30.0
Valid
Good 50 50.0 50.0 80.0
Excellent 20 20.0 20.0 100.0
Total 100 100.0 100.0
Employees were asked about the environment of the kitchen, like if they find the environment of kitchen
safe for them. In accordance with the results of questionnaire acquired by the employees. It has been
seen that very less percent of employees approximately 2 percent of the people stated that
environment of kitchen is not safe. There is no safety equipment placed in the kitchen. 1 percent of the
people were not satisfied at all with the environment of kitchen in terms of safety. 50 percent of the
employees are satisfied with the environment of kitchen, and according to them there is safety
equipment placed in the kitchen for their security. Therefore; it can be concluded that environment of
kitchen is quite safe. Security and safety of employees is taken into account.
What is the safety of the computer used in the hotel reception?
Frequency Percent Valid Percent Cumulative Percent
Bad 8 8.0 8.0 8.0
Neutral 22 22.0 22.0 30.0
Valid Good 62 62.0 62.0 92.0
Excellent 8 8.0 8.0 100.0
Total 100 100.0 100.0
The employees were asked for if the usage of computers in the reception of hotel is source of more
safety. In accordance with results of questionnaire; it has been seen that 8 percent of the employees
stated that using computers in the reception is of no use. It does not provide any benefit in terms of
safety of the employees. On contrary to this, 62 percent of the employees stated that using computers
in the hotel reception is effective. It proves to be helpful and provides safety to employees. 8 percent of
the employees stated the usage of computers in hotel reception provides feeling of more security and it
is good in terms of security of employees. 8 percent of the employees out of 100 percent stated that
they are very happy that computers are used in the hotel reception, as it provides safety to the
employees of the hotel. 22 percent of the employees neither disagreed with the statement nor agreed.
According to them, usage of computers is effective but it does not imply that it would provide much
safety. Therefore; according to the conclusion drawn through questionnaire; it can be stated that using
computers in hotel reception proves to provide security.

To what extent the hotel pays attention to the interests of

employees
Frequenc Valid Cumulative
Percent
y Percent Percent
Worst 3 3.0 3.0 3.0
Bad 17 17.0 17.0 20.0
Neutral 31 31.0 31.0 51.0
Valid Good 32 32.0 32.0 83.0
Excellen
17 17.0 17.0 100.0
t
Total 100 100.0 100.0

Through questionnaire, the employees were asked for if the hotel pays attention to the interests of
employees. In accordance with the results acquired through questionnaire it can be seen that 32
percent of the people agreed with the statement that their interests are taken into account by the hotel.
On the other hand, 17 percent of the employees disagreed with the statement that hotel take the
interest of employees into account. According to them, their interests are given no value by the hotel.
17 percent of the employees out of 100 percent stated that they hotel look over their interests. 3 percent
of the employees clearly stated that their interests are not considered at all by the hotel. 31 percent of
the employees neither disagreed nor agreed with the statement. It can be the possibility that all of their
requirements and interests are not taken into account by the organisation. Therefore; in accordance
with the results of questionnaire; it can be stated that not all of the employees are much happy about
the behavior of hotel regarding their interests. Improvements should be made for considering more
interests of employees.
How well do you think the hotel show duty of care to its
employees
Frequenc Valid Cumulative
Percent
y Percent Percent
Valid Worst 2 2.0 2.0 2.0
Bad 6 6.0 6.0 8.0
Neutral 24 24.0 24.0 32.0
 Good 56 56.0 56.0 88.0
Excellen
12 12.0 12.0 100.0
t
Total 100 100.0 100.0

The employees were asked that how effectively the hotel show care towards employees. In accordance
with the results of questionnaire acquired by the employees, it can be seen that 2 percent of employees
found hotel not being caring towards employees. 6 percent of the employees stated that hotel do not
show any care toward employees. On the other hand, 56 percent of the employees are very happy with
the care they get from the organisation. 12 percent of the employees out of 100 percent stated that
hotel show much care towards them. 24 percent of the employees neither agreed nor disagreed over
the statement. Therefore; according to the results; it can be concluded that hotel should show much
care towards employees.

How would you rate the hotel management in carry out specific health and safety actions to its
employees
Frequency Percent Valid Percent Cumulative Percent
Bad 5 5.0 5.0 5.0
Neutral 25 25.0 25.0 30.0
Valid Good 56 56.0 56.0 86.0
Excellent 14 14.0 14.0 100.0
Total 100 100.0 100.0

In accordance with the results of questionnaire it can be seen that 5 percent of the employees of hotel
stated that hotel management is carrying out particular specific health and safety actions is bad. On the
other hand, 56 percent people stated that hotel management is good in terms of carrying out particular
health and safety action for employees. 14 percent people marked that they had excellent experience.
25 percent of the employees were neutral, according to them health and safety actions are carried out,
but are not appropriate for employees. The hotel management should make more attempts for carrying
out more health and safety action for employees.

How important do you think the hotel management focus its resources on employee well-being
Frequency Percent Valid Percent Cumulative Percent
Worst 10 10.0 10.0 10.0
Bad 8 8.0 8.0 18.0
Neutral 14 14.0 14.0 32.0
Valid
Good 50 50.0 50.0 82.0
Excellent 18 18.0 18.0 100.0
Total 100 100.0 100.0
Through the questionnaire, the employees were asked about the wellbeing of employee, like how hotel
take into account the wellbeing of employee through their resources. In accordance with the conclusions
acquired by employees; through questionnaire. It has been seen that out of 100 percent 10 percent of
people stated that the hotel management does not focus at all on the wellbeing of employees using
resources. On contrary to this, 18 percent of people are happy with the management of hotel, according
to them; wellbeing of employees is taken into account. 50 percent of people out 100, agreed with the
statement that wellbeing of employees is focused using the resources available. 14 percent of the
people were neutral. From the outcomes of questionnaire; it can be stated that wellbeing of employees
is focused through resources. More of the efforts should be made in order to make employees happier.

How do you think about working facilities provided by the company

Frequency Percent Valid Percent Cumulative Percent
Bad 8 8.0 8.0 8.0
Neutral 22 22.0 22.0 30.0
Valid Good 62 62.0 62.0 92.0
Excellent 8 8.0 8.0 100.0
Total 100 100.0 100.0
Through the questionnaire, employees were asked about the working facilities they get from the
organisation. Employees were asked that if such working facilities are appropriate for them. Out of 100
percent, 8 percent of the employees stated that they do not get appropriate facilities from the
organisation and they find difficulty in doing different tasks. On contrary to this, a large number like 62
percent of the employees are happy with the facilities which are provided to them to work by the
organisation. According to them, they are provided with all of the facilities, and they find minor difficulties
in working. 8 percent of the people stated that working facilities which are provided by the hotel are
excellent. On the other hand, 22 percent of the people neither agreed over the statement nor disagreed,
according to them, hotel provide them with facilities but are not much appropriate. According to the
results, it can be concluded that working facilities which are provided by the organisation are good.
More of the improvements can be made for providing more convenient environment to employees.

How do you think about hygienic conditions of workplace

Frequency Percent Valid Percent Cumulative Percent
Bad 7 7.0 7.0 7.0
Neutral 14 14.0 14.0 21.0
Valid Good 59 59.0 59.0 80.0
Excellent 20 20.0 20.0 100.0
Total 100 100.0 100.0
With the help of the questionnaire, the employees were asked about the conditions of hygiene at the
working place. They were asked that if the surrounding is neat and clean and if cleanliness is
maintained this way in the surroundings. 7 percent out of 100 percent stated that there are poor
hygienic conditions in the workplace. There is no maintenance of cleanliness in the hotel. On contrary to
this, 59 percent of the employees stated that they are happy with the hygienic conditions of workplace.
According to them, the workplace is neat and clean. Cleanliness is maintained in the workplace. 20
percent of employees stated that they are very happy with the hygienic conditions of hotel. They don’t
find any garbage or poor hygienic environment around them. They termed that there is excellent
hygienic environment in the workplace. 14 percent of the people neither agreed over the statement nor
disagreed. In accordance with the results of questionnaire, it can be stated that hygienic conditions of
hotel are good. It can be improved through proper check and balance.

How do you feel about sanitary facilities provided in workplace

Frequency Percent Valid Percent Cumulative Percent
Neutral 24 24.0 24.0 24.0
Good 52 52.0 52.0 76.0
Valid
Excellent 24 24.0 24.0 100.0
Total 100 100.0 100.0
The employees were asked about the sanitary facilities provided to them in the workplace. In
accordance with the results of questionnaire, it has been seen that 24 percent of employees out of 100
percent are neutral about the statement. According to them, they are provided with sanitary facilities, but
sometimes the system of sanitation is not good in the workplace. 52 percent of the employees stated
that sanitary facilities which have been provided by the hotel are very good. Hotel provides maximum
sanitary facilities. 24 percent of the employees are very happy with the sanitary facilities provided to
them in the organisation. On contrary to this, none of the employees have marked bad sanitary facilities.
Therefore; in accordance with the result of the questionnaire acquired by selected employees; it can be
stated that hotel provide sufficient sanitary facilities to employees in the workplace. Employees are
happy with the sanitary facilities provided to them. Not much of the improvements are required in terms
of sanitation.

How do you rate the working Hours of the Organisation?

Frequency Percent Valid Percent Cumulative Percent
Bad 8 8.0 8.0 8.0
Neutral 12 12.0 12.0 20.0
Valid Good 60 60.0 60.0 80.0
Excellent 20 20.0 20.0 100.0
Total 100 100.0 100.0
Through the questionnaire, the employees were asked to rate the working hours of the organisation.
Like if the employees find working hours feasible for them. Employees were asked to rate about their
feasibility while taking working hours into account. Out of 100 percent, 8 percent of the employees
stated that working hours of the organisation are bad. They don’t find working hours feasible for them.
On the other hand, a large number of employees like 60 percent of the employees stated that they are
happy with the working hours of organisation. They do not have any complexity with the working hours
of organisation. 20 percent of the employees are very happy with the working hours of organisation.
They find these working hours very feasible for them. These working hours are most suitable for them.
12 percent of the employees are neutral about the statement; they neither agreed with the statement
nor disagreed. It can be a possibility that they find arrival time feasible for them, but leaving time is not
appropriate. Or they may find arrival and leaving time appropriate in terms of traffic issues, but working
hours are greater for them. Therefore; in accordance with the results of questionnaire; it can be stated
that working hours of the organisation are good. More of the improvements can be made for making it
feasible for the rest of employess.

How do you rate the employee welfare activities of the Organisation give a feeling of safety and
 improve your performance?
Frequency Percent Valid Percent Cumulative Percent
Bad 5 5.0 5.0 5.0
Neutral 25 25.0 25.0 30.0
Valid Good 56 56.0 56.0 86.0
Excellent 14 14.0 14.0 100.0
Total 100 100.0 100.0

Through the questionnaire; the employees were asked about the welfare activities of organisation; like if
these activities related to employee welfare, provide them a feeling of safety or let them to make
improvement in their performances. Out of 100 percent employees, 5 percent of the employees stated
that employee’s welfare activities are of no use. They do not provide them any feeling of security and in
turn does not help in improving the level of their performance. On contrary to this; 56 percent of the
employees stated that they are happy with the welfare programs of employees, it give them a feeling of
being secure. While feeling being secured; they can work with even more efficiency. Therefore;
according to 56 percent of employees welfare programs are effective in terms of improving the
performance of employees. 14 percent of the employees are very happy with the activities of employee
welfare; they feel like as if they are secure in the workplace. While working without any tension;
performances are automatically improved. 25 percent of the employees neither disagreed with the
statement nor agreed, in accordance with them welfare activities help them in feeling secured, but still
does not assist in improving the performance level. Therefore; in accordance with the results of
questionnaire; it can stated that welfare activities which are provided by the hotel help the employees in
feeling secured. These secured feelings in turn help in improving the performance level.

CHAPTER 5: CONCLUSION

5.1. Introduction
This chapter tells about the overall summary of findings that are gained from this research. In this
chapter first of all overall summary is provided in which detail about achievement of research objectives
is given. In addition to this, detail about findings of current research is given. Moreover, researcher also
provided some recommendations to the hotel industry regarding the use of health and safety
management practices in order to increase welfare and wellbeing of employees. In the end of this
chapter, limitations of this research are given and on the basis of those limitations, directions for future
research are provided.

5.2. Overall Summary

The current research has been to achieve five objectives and all of four objectives have been achieved
successfully. First of all, the first objective of this research was to review health and safety management
practices in hotels of China. This objective has been achieved in second chapter of literature review in
which different sources like books, articles and online sources are used.
The next objective of this research was to examine the impact of health and safety management on
employee welfare in hotel industry. This objective was achieved through analysis of data collected from
employees of Millennium Hotel Shanghai and it has been found from the analysis that there is a
significant positive impact of health and safety management practices on employees’ welfare.
Third objective was to analyse and synthesize the effect of health and safety management practices on
employee welfare and wellbeing. This objective was achieved through analysis of previous literature
and through data collected from employees of Millennium Hotel Shanghai. In order to analyse the
relationship between health and safety management practices on welfare and wellbeing of employees,
some articles and books were accessed and referred. In addition to this, data collected from employees
of hotel has shown that there is a significant impact of health and safety management on employees
welfare and wellbeing.
The fourth objective of this research was to evaluate the significance of welfare and wellbeing in hotels.
This objective has been fulfilled in second chapter where literature related to welfare and wellbeing of
employees in hotel industry has been studied.
The last objective was to give recommendations to the industry related to health and safety
management practices in order to increase welfare and wellbeing of employees. This objective has
been met in the end of this study where researcher gave recommendations to the management of hotel
industry through which they can improve their health and safety management practices.

5.3. Overall Conclusion

This study has been conducted to find the impact of health and safety on employees’ welfare and
wellbeing in hotel industry. For the purpose of conducting the research, Millennium Hotel Shanghai was
chosen as a case study. In this research, 100 employees from the hotel were selected. It has been
revealed from the findings of this research that it is agreed by most of the employees that practices of
OHS are working in Millennium Hotel Shanghai. It was in compliance with Eakin et al (2010) that real
gains of productivity can be accomplished by such enterprises that make investments in high
performance practices of health and safety. The study has founded that when a company is dedicated
to best practice of OHS and incorporates it in an appropriately managed way, the outcome is win-win
which gives advantage to both company and the workforce. It is required for making enhancement in
workplace regarding occupational health and safety for advantage of employee and the employer to
maximize productivity. The findings of this research agree with Ismail et al (2012) who recommended
that productive workplace practices of health and safety can assist in saving lives of employees by
minimizing risk hasards and their consequences. The programs of health and safety also have positive
impact on employees’ wellbeing and welfare.
The supposition is supported by the findings of the study of Ko (2013) that proactive method to the
management of OSH is linked with the outcomes of positive worker. Moreover, employees feel
optimistic about the OSH climate, their organisation and job at individual level, they likely to have better
wellbeing and health. These outcomes can be inferred as helpful of work done in past which involves
viewing a positive strategy to safety regarding the theory of social exchange, and observed
organisational support. It has been founded in this research that where it is felt by employees that
commitment of management is towards safety, they were correspondingly more tend to report
consequences beyond mere enhanced health and safety practices, with optimistic associations
discovered for the commitment of management to health and safety satisfaction, job performance and
organisational commitment. The wellbeing of workforce is progressively appropriate and essential
deliberation in workplace nowadays. Possibly the wellbeing at its uninvolved level is eventually about
individual happiness – living healthy and safely and feeling good. This reflects not letting work to
demoralize the needs and fundamental purposes in lives of people.
The organisations in the recent times are working in competitive and complex business atmosphere
therefore the requirement for an effective and competent work force. Health and safety staff is one of
the most vital resources in a company. Preferably relevant measures to make sure their wellbeing must
be observed. This always requires health and safety perception among employees and employers to
permit organisation to gain the set target (Kennedy et al, 2010).
There is a need to understand that increasing amount of employers are implementing measures
intended to endorsing health and safety among their workers. These, usually bigger, companies have
acknowledged that workstation can be involved in promoting or highlighting healthier lifestyle choices
and working practices. It is also known by them that they can affect numerous aspects of psychological
and physical wellbeing of employee in methods which can enhance their attendance, commitment and
productivity. This comprises of providing jobs of better quality which permit workers involvement and
autonomy, and more control in the manner work is done by them (Gravel et al, 2011). The
establishment of any program of health and safety will differ with respect to the size and location of
organisation, the type of work done whether workers comprise of men as well as women and their
quantity in different age ranges. The target of the occupational health is maintaining and promoting
largest degree of social, mental and physical wellbeing of employees in every occupation; the
avoidance amongst employees of evacuations from health initiated by their operating conditions.
The practices of health and safety are linked with preserving workers and other individual impacted by
what organisation develops and does against dangers emerging from employment or their connections
with organisation. OHS deal with hindrance of bad health emerging from operational conditions. It has
been founded in the research that incorporating health and safety in the organisational policy and
strategy forms section of business approach and as well as the constant enhancement circle which
operates an organisation towards distinction. The results are manifested on company level since
Occupational Health and Safety measures result in alteration by making better conditions for working,
enhancing organisational process and social climate (Havold, 2010).
The Occupational Health and Safety surrounds the physical, psychological and social wellbeing of
employees in every job. The conditions which are not good for working have the ability to impact health
and safety of an employee. The presences of unsafe and unhealthy conditions for working are usual,
whether an indoor or outdoor workplace is involved. The conditions which are not good can impact the
surrounding of the employee along with the employee. This implies that employees along with their
families and rest of the individual of their society, and physical atmosphere around the organisation, can
be at high risk because of hasards exposure. The study founded that all of this can be diminished by the
incorporation of practices of Occupational health and safety in the workplace (Spath,
2011).

5.4. Recommendations

 The risks of Occupational Health and Safety which are required to be taken into account by
employer emerge from regular operations and functions and during uncommon situations such
as incidents and accidents. It is responsibility of the employer to implement relevant locally and
globally known standards, guidelines and codes of OHS.
 The efficacy of OHS systems at its best needs the addition and significant participation of
workers in maintenance and incorporation of processes and procedures. In order to gain effective
and significant participation, employer may need to incorporate a system to change attitudes and
culture of employee in terms of health and safety (Santos et al, 2013).
 There is a need to encourage organisations to incorporate the measures/programs of OSH to
work organisational health and safety problems is required to be taken as an important factor for
the growth of workplace which will pave the way to efficiency and performance.
 In order to design productive safety plans and incorporating them needs in-depth scrutiny of
organisational conditions and figuring out the required level of safety. The amount of safety relies
on the amount of risk exist in any occupation.
 Large number of companies provides check-up services of physical health of their workers
periodically. Medical check-ups of workers on regular basis assist in detecting symptoms and
signs of depression, ulcers, tension, stress and other diseases caused by exposure of dangerous
gases (Lai et al, 2011).
 It is taken into account as a core step to manage the hasards of occupational health and safety
and cure them before they turn out to be a serious concern. Furthermore, it assists managers in
revamping workers by restructuring their roles to diminish the more damage.
 It is required for the organisation to organize policy programs of occupational health and safety
as a section of preparation of health and safety testimonial. Efficient occupational health and
safety practices need to set an obvious direction for company to pursue. They shall put in to
 every aspect of business performance as section of a comprehensible assurance to constant
enhancement. Roles and responsibilities to individuals and the working atmosphere will be met in
a manner which accomplishes the letter and spirit of law. The strategies which are cost effective
to develop and preserve physical and human resources will minimize monetary liabilities and
losses. In a broader context, expectations of stakeholders, whether they are representatives,
workers or shareholders, consumers or society at large, can be fulfilled.
 It is significant to persuade, educate and empower employees to work out their potentials in
security of their Occupational Health and Safety.
 Equipment’s, machinery and other items that are installed, manufactured, designed or purchased
for operations should conform to the protection needs of OHS. All related information of new
equipment should be given by the manufacturers or suppliers. Supplies should be secured, and
suppliers should ensure the guarantee of their safety. Following information should reach the
users of equipment and machines.
 The company should do training of employees. Employees should be trained on Occupational
safety and health practices. Every employee should be enforced to attend the training no matter
what level or cadre of education is provided in training. The major objective is to increase the
productivity (Hon et al, 2013).
 Ramli et al (2011) stated that most effective procedure related to practices of health and safety is
through applying good techniques of management. Genuine commitments regarding practices of
OHS through management proves to be efficient and effective in the entire organisation.
Therefore; it is responsibility of Management to ensure that organisation is free from unneeded
hasards and that condition around the organisation is not hasardous for the mental and physical
health of employees.

5.5. Limitations
Although this research is very fruitful and advantageous but there are also some limitations of this
research study. First of all, this research has been conducted on one case study due to lack of time and
due to financial constraints. So, in future study must be conducted on more organisations in order to
increase generalizability of research. In addition to this, sample size was also less so for increasing
validity and generalizability of research larger sample size can be used.
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Appendices

Appendix A: Research Instrument

Gender

1. Male
2. Female

Age

1. Less than 25 years

2. 26-35 years
3. 36- 45 years
4. More than 46 years

Give rating for each question from 1 to 5, where 1= Worst and 5= Excellent

Health & Safety Management 1 2 3 4 5

How certain are you that there is a written health and safety
policy in your organisation?
How sure are about who is the responsible person to report for
any accident or accident in your organisation.
Are you sure which document or the form required in your
organisation to report accident or incident.
To what extend the hotel takes care of the employees working in
the night shift
How do you feel about safety provisions available in your
 organisation for employee safety?
How will you rate the suitability and sufficiency of first aid
equipment and assistance available in hotel?
From your own understanding, do you think there is sufficient fire
extinguishing equipment?
To what extend do you think there are safe equipment
environment in kitchen.
What is the safety of the computer used in the hotel reception?

5
Welfare and Well-being 1 2 3 4

To what extent the hotel pays attention to the interests of

employees
How well do you think the hotel show duty of care to its
employees
How would you rate the hotel management in carry out
specific health and safety actions to its employees
How important do you think the hotel management focus its
resources on employee well-being
How do you think about working facilities provided by the
company
How do you think about hygienic conditions of workplace
How do you feel about sanitary facilities provided in
workplace
How do you rate the working Hours of the Organisation?
How do you rate the employee welfare activities of the
Organisation give a feeling of safety and improve your
performance?