Award Date

12-15-2025

Degree Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Department

William F. Harrah College of Hospitality

First Committee Member

Cass Shum

Second Committee Member

Billy Bai

Third Committee Member

Renata Fernandes Guzzo

Fourth Committee Member

Stoney Alder

Number of Pages

286

Abstract

With the rise of pay transparency laws across various states, job seekers have become increasingly aware of salary expectations across different markets. In the hospitality industry, where turnover rates are high, pay transparency helps job seekers make informed decisions by providing clarity on wages for specific positions. Drawing on organizational justice theory, this dissertation examines the impact of pay transparency on job seekers' perceived job attractiveness and subsequent application intentions within the hospitality industry, focusing on the moderating role of generational differences. The dissertation investigates how two types of pay transparency, namely pay range transparency and precise pay transparency, affect job seekers' views on four forms of perceived organizational justice, including distributive, procedural, interpersonal, and informational justice, across both frontline wage-based employees and managerial salary employees. Employing two three-condition (pay range transparency, precise pay transparency, no pay transparency) scenario-based experimental design, this research investigates how justice perceptions mediate the relationship between pay transparency, job attractiveness, and application intentions. Additionally, it analyzes the influence of generational cohorts, with a particular emphasis on Generation Z and Millennials, comparing their reactions to older generations Findings indicated that pay transparency, whether expressed as precise pay or pay ranges, significantly improved justice perceptions and indirectly increased both job attractiveness and application intentions through fairness measures. No significant generational differences emerged, highlighting that transparency is valued similarly across younger and older applicants. This study contributes to both theory and practice by addressing the growing legislative emphasis on pay transparency, offering empirical evidence of its effects within the hospitality sector, and providing actionable recommendations for organizations. The findings are intended to provide valuable insights for hospitality organizations, helping them adapt their recruitment strategies to meet evolving transparency expectations and lessons around generational preferences in an increasingly competitive labor market.

Keywords

Application intentions; Generations; Justice perception; Pay transparency; Perceived job attractiveness

Disciplines

Hospitality Administration and Management | Leisure Studies | Tourism and Travel

File Format

PDF

File Size

3600 KB

Degree Grantor

University of Nevada, Las Vegas

Language

English

Rights

IN COPYRIGHT. For more information about this rights statement, please visit http://rightsstatements.org/vocab/InC/1.0/

Download

Available for download on Sunday, May 15, 2033


Share

COinS