The purpose of this article is to describe and understand the nascent state of hospitality on the Victorian goldfields in the 1850s. The primary sources for such an account are the journals of miners, public officials, and other travellers spanning this decade. The gold rushes transformed hospitality in numerous ways; the number of travellers requiring hospitality increased exponentially, and significant commercialisation occurred to meet this increased demand. Despite mining representing a new wave of occupation of their lands (pastoralism being the first) Aboriginal people were often renowned for their hospitality on Victorian goldfields.

Research into workplace influences on the gambling behaviour of gaming venue employees found that shiftwork was perceived by most employees as the key factor encouraging gambling by venue staff. Using a qualitative design, researchers visited venues in 5 regions of Queensland to interview 92 employees from hotels, licensed clubs and casinos. A thematic analysis uncovered key reasons for shiftwork being seen as more important than other workplace influences. These themes include: a lack of alternative social opportunities, only gambling venues are open after late shifts, staff tend to socialise with other hospitality workers, social isolation, gamble to fill in time, and shiftwork makes it easier to hide heavy gambling. However, some interviewees felt shiftwork discouraged them from gambling, because most gambling venues are closed after finishing late shift and shiftwork means they go out less overall. Other employees considered that shiftwork had no influence, because they find other activities in their time off and/or they just go home after a shift. Providing more regular shifts and promoting family and alternative social and recreational activities for staff are measures venues could implement to help counter these effects.

Tourism has been increasingly used for, and directly linked with, rural poverty reduction in developing countries. However, the application, and to an extent the principles, of the widely used organising framework for considering poverty reduction, the Sustainable Livelihoods Approach (SLA), may not fit fully the tourism situation, and vice versa. Based on a review of the literature we first suggest that sustainable livelihoods for tourism should be viewed in a broader tourism context, rather than merely taking tourism as a development tool. Second, the SLA seeks household livelihood sustainability at the individual or household level, while tourism sustainability is often applied to the industry and destinations at wider, more macro level scales. Thus, a reconciliation of the tensions and opportunities between the SLA and tourism needs to be found. Third, tourism research has demonstrated local residents' increasing concern about participation in political governance associated with tourism development, with less participation jeopardising local people's assets from a livelihood perspective. Therefore, an additional concept of institutional asset (mainly community participation) needs to be incorporated within the SLA. Given the above understandings, a sustainable tourism livelihood was defined and a Sustainable Tourism Livelihoods Approach (STLA) is proposed. The potential applications of the STLA are discussed and future research is recommended.

The rapid growth of China's outbound tourism market has attracted a great deal of attention in recent years. However, the academic literature is still sparse in this area. Using a theoretical framework that synthesises the key processes related to destination choice, the authors undertake a systematic review of the academic literature on outbound tourism from China. Stemming from this review, the article provides some direction for future empirical research on this important topic. The authors also suggest that a new model for travel planning could be developed, suggesting that traditional destination choice models may inadequately capture the nuances of destination choice in the Chinese context.

This article examines ‘encounters’, or interactions between tourists. The focus is on how social life is established and maintained, specifically the meaning of inter-tourist social interactions in the remote regions of Australia. The ways in which perceptions of the landscape frame these interactions are also considered. The meaning and significance of these interactions was found to be filtered through the prism of the tourists' occupation of a physically demanding, sometimes threatening and culturally unfamiliar landscape. Because of the rigours of the travel environment, tourists were keen to be in the company of others, but in encounters or relationships free of the obligation of ongoing attachment, without specific function, content or outcome. Their interactions with other tourists and the local populations enriched their understanding of the social and physical environment. Those interactions offered comfort and companionship in what they perceived to be a hostile and alien environment.

This study aims to identify the prevalence of employee theft and rationalisations for taking company property, to help practitioners reduce workplace theft. The characteristics of workplaces where theft is common are identified, the items most likely to be stolen, the characteristics of the likely culprits, and their justifications for stealing. The study uses a questionnaire to collect quantitative and qualitative data from hospitality workers, whose responses are analysed to determine the severity of employee theft and rationalisations for taking company property. Employee theft is shown to be common, and strongly associated with workplaces where under-staffing and inadequate training are also common. Casual workers, young people, and those paid least, are found to be those most tolerant of theft. By addressing the relationship between social consensus, moral reasoning, and petty theft, the discussion identifies causes of petty theft from an ethics perspective.

This article considers the impact of the new generation of employees entering the hospitality workforce and the changes in management paradigms that will be required to successfully recruit, select, train and motivate Generation Y (Gen Y) to achieve the goals of the organisation, given the strategic importance of human resource management in creating competitive and sustainable service organizations. This article also analyses the current state of thinking on Gen Y's work-related values, attitudes and behaviours and reviews the research that has been conducted to date on Gen Y in the workplace. A discussion is provided on how these values and attitudes will potentially interact with prevailing hospitality management paradigms, before presenting a research framework that depicts the potential relationships between the key variables and identified themes. Following this, six propositions are presented regarding Gen Y's work-related values and attitudes in relation to hospitality employment. The article concludes with an outline of the intended direction for future research.