Pub Date : 2023-10-17DOI: 10.1080/15332845.2023.2253673
Hazem Ahmed Khairy, Yehia Elzek
AbstractThis study examines how job performance (JP) is affected by nepotism and workplace gossip. It also investigates the moderating role of organizational justice between nepotism and gossip and between gossip and JP. 640 responses gathered from the staff at Egyptian travel agencies (Sector, A) and Egyptian 5-star hotels were analyzed using PLS-SEM. Contrary to the expectations of the study model, the results showed a positive relationship between nepotism and JP. On the other hand, the results articulated a negative relationship between gossip and JP. The results also indicated that organizational justice plays a moderating role in the relationship between nepotism and gossip and between gossip and JP. The research provides a theoretical contribution to bridging the gap in studies related to nepotism and gossip in the tourism and hotel sector. Practically, the research provides managers in the tourism and hotel sector with recommendations to combat gossip and maximize the benefits of nepotism and dispel its negatives. Limitations and potential directions for future research were presented.Keywords: Nepotismworkplace gossiporganizational justicejob performancetravel agencieshotels Disclosure statementNo potential conflict of interest was reported by the authors.
{"title":"The impact of nepotism and workplace gossip on job performance in travel agencies and hotels in Egypt: the moderating role of organizational justice","authors":"Hazem Ahmed Khairy, Yehia Elzek","doi":"10.1080/15332845.2023.2253673","DOIUrl":"https://doi.org/10.1080/15332845.2023.2253673","url":null,"abstract":"AbstractThis study examines how job performance (JP) is affected by nepotism and workplace gossip. It also investigates the moderating role of organizational justice between nepotism and gossip and between gossip and JP. 640 responses gathered from the staff at Egyptian travel agencies (Sector, A) and Egyptian 5-star hotels were analyzed using PLS-SEM. Contrary to the expectations of the study model, the results showed a positive relationship between nepotism and JP. On the other hand, the results articulated a negative relationship between gossip and JP. The results also indicated that organizational justice plays a moderating role in the relationship between nepotism and gossip and between gossip and JP. The research provides a theoretical contribution to bridging the gap in studies related to nepotism and gossip in the tourism and hotel sector. Practically, the research provides managers in the tourism and hotel sector with recommendations to combat gossip and maximize the benefits of nepotism and dispel its negatives. Limitations and potential directions for future research were presented.Keywords: Nepotismworkplace gossiporganizational justicejob performancetravel agencieshotels Disclosure statementNo potential conflict of interest was reported by the authors.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136033337","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-14DOI: 10.1080/15332845.2023.2253676
Sun-Hwa Kim
AbstractThere has been a lack of study of fixed mindsets in the HR field. An opportunity to make full use of fixed mindsets has been lost. A fixed mindset is examined in this study with respect to how it manifests in interpreting supervisor support. By connecting trait-activation theory with a fixed mindset, this study theorizes the boundary condition of a fixed mindset in accepting supervisor support. According to the study, instrumental support exacerbated fixed mindsets while emotional support alleviated them. Additionally, it demonstrated the vulnerability of a fixed mindset to burnout. The findings of this study contribute to the literature on supervisor support and employee development. In the post-pandemic era, it provides a basis for developing more tailored supervisor support for hospitality and tourism practitioners.Keywords: Emotional supportfixed mindsetfrontline employeeinstrumental supportPLS-SEMturnover intention Disclosure statementNo potential conflict of interest was reported by the author(s).
{"title":"Redesigning hospitality supervisor support in the post-pandemic era: understanding modes from the recipient’s perspective as related to triggering a fixed mindset","authors":"Sun-Hwa Kim","doi":"10.1080/15332845.2023.2253676","DOIUrl":"https://doi.org/10.1080/15332845.2023.2253676","url":null,"abstract":"AbstractThere has been a lack of study of fixed mindsets in the HR field. An opportunity to make full use of fixed mindsets has been lost. A fixed mindset is examined in this study with respect to how it manifests in interpreting supervisor support. By connecting trait-activation theory with a fixed mindset, this study theorizes the boundary condition of a fixed mindset in accepting supervisor support. According to the study, instrumental support exacerbated fixed mindsets while emotional support alleviated them. Additionally, it demonstrated the vulnerability of a fixed mindset to burnout. The findings of this study contribute to the literature on supervisor support and employee development. In the post-pandemic era, it provides a basis for developing more tailored supervisor support for hospitality and tourism practitioners.Keywords: Emotional supportfixed mindsetfrontline employeeinstrumental supportPLS-SEMturnover intention Disclosure statementNo potential conflict of interest was reported by the author(s).","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135803201","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-14DOI: 10.1080/15332845.2023.2253685
Bliss E. L. Kaunda, Ngoni C. Shereni
AbstractThis study sought to ascertain the relationship between gender equality and sustainable tourism by interrogating various challenges that hinder women from progressing to senior management roles. A feminist epistemological approach was adopted in this study. Twenty women employed in the tourism industry in Zimbabwe were purposively sampled and semi-structured interviews were done with the respondents. Thematic content analysis method was used to analyze data collected from the interviewees. Several challenges hindering women from progressing to senior management levels were identified in this study. Also, recommendations that can help the tourism industry achieve gender equality and contribute to sustainable tourism were highlighted.Keywords: Feminist epistemologygender equalitysustainable development goalssustainable tourismZimbabwe Disclosure statementNo potential conflict of interest was reported by the authors.
{"title":"Gender equality and sustainability in the tourism industry: Feminist perspectives","authors":"Bliss E. L. Kaunda, Ngoni C. Shereni","doi":"10.1080/15332845.2023.2253685","DOIUrl":"https://doi.org/10.1080/15332845.2023.2253685","url":null,"abstract":"AbstractThis study sought to ascertain the relationship between gender equality and sustainable tourism by interrogating various challenges that hinder women from progressing to senior management roles. A feminist epistemological approach was adopted in this study. Twenty women employed in the tourism industry in Zimbabwe were purposively sampled and semi-structured interviews were done with the respondents. Thematic content analysis method was used to analyze data collected from the interviewees. Several challenges hindering women from progressing to senior management levels were identified in this study. Also, recommendations that can help the tourism industry achieve gender equality and contribute to sustainable tourism were highlighted.Keywords: Feminist epistemologygender equalitysustainable development goalssustainable tourismZimbabwe Disclosure statementNo potential conflict of interest was reported by the authors.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134910630","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-24DOI: 10.1080/15332845.2023.2207987
Taylor Peyton, Huy Gip, A. Paşamehmetoğlu, Priyanko Guchait
Abstract This study explores how hotel supervisors’ authentic leadership behavior relates to followers’ value congruence, trust, organizational commitment (OC), and organizational citizenship behaviors (OCB). Survey data were collected from 176 Turkish hotel employees at two time points. Through SmartPLS, it was revealed that followers’ trust in their supervisor mediated the relationship between authentic leadership and OC. Indirect effects were found for authentic leadership on OCBs, both through trust and OC. Value congruence moderated the relationship between authentic leadership and followers’ trust in their supervisor. Results confirmed theoretical expectations, except for the surprising effect of value congruence in relationship to authentic leadership and trust.
{"title":"How authentic leadership cultivates trust and desirable workplace behaviors in hotels: Commitment and leader-follower value congruence matters","authors":"Taylor Peyton, Huy Gip, A. Paşamehmetoğlu, Priyanko Guchait","doi":"10.1080/15332845.2023.2207987","DOIUrl":"https://doi.org/10.1080/15332845.2023.2207987","url":null,"abstract":"Abstract This study explores how hotel supervisors’ authentic leadership behavior relates to followers’ value congruence, trust, organizational commitment (OC), and organizational citizenship behaviors (OCB). Survey data were collected from 176 Turkish hotel employees at two time points. Through SmartPLS, it was revealed that followers’ trust in their supervisor mediated the relationship between authentic leadership and OC. Indirect effects were found for authentic leadership on OCBs, both through trust and OC. Value congruence moderated the relationship between authentic leadership and followers’ trust in their supervisor. Results confirmed theoretical expectations, except for the surprising effect of value congruence in relationship to authentic leadership and trust.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45973710","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-18DOI: 10.1080/15332845.2023.2207976
Joel Reynolds, M. Dolasinski
Abstract Technological advancements, the global pandemic, and a different student demographic have forced change in the development and delivery of learning in the higher education classroom. Educators are tasked with understanding and customizing instruction to a new learning environment, in which traditional approaches are not always most appropriate. One approach is microlearning. This study investigated student preferences for various modalities used in microlearning. Results showed short video, instructional screencast, and short live lecture, were preferred over static modalities such as infographics and short stories. Strong relationships within the modalities were also explored. Implications for academic practitioners and industry trainers are discussed.
{"title":"Microlearning: Exploring hospitality student preferences of multi-sensory/multi-modality tools within various contexts","authors":"Joel Reynolds, M. Dolasinski","doi":"10.1080/15332845.2023.2207976","DOIUrl":"https://doi.org/10.1080/15332845.2023.2207976","url":null,"abstract":"Abstract Technological advancements, the global pandemic, and a different student demographic have forced change in the development and delivery of learning in the higher education classroom. Educators are tasked with understanding and customizing instruction to a new learning environment, in which traditional approaches are not always most appropriate. One approach is microlearning. This study investigated student preferences for various modalities used in microlearning. Results showed short video, instructional screencast, and short live lecture, were preferred over static modalities such as infographics and short stories. Strong relationships within the modalities were also explored. Implications for academic practitioners and industry trainers are discussed.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48357429","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-04DOI: 10.1080/15332845.2023.2208006
Michael J. Tews, K. Stafford, Sydney Pons
Abstract In the wake of the global pandemic, recruiting individuals for employment in the restaurant industry has proved challenging. To help guide practice and extend previous research, the present study focused on the impact of four job and organization characteristics on applicant attraction in the context of restaurant recruitment—competitive compensation, opportunities for advancement, scheduling flexibility, and fun. With a sample of 286 unemployed active job seekers who evaluated hypothetical recruiting advertisements for entry-level positions, the results demonstrated that competitive compensation messaging had the most consistent positive main effects. In addition, opportunities for advancement messaging was found to be predictive of applicant attraction, with stronger effects for men than women. In turn, fun messaging was found to be beneficial in attracting women, but detrimental in attracting men. No significant effects were found for scheduling flexibility messaging.
{"title":"Applicant attraction to the restaurant industry: Examining the impact of compensation, scheduling, advancement, and fun","authors":"Michael J. Tews, K. Stafford, Sydney Pons","doi":"10.1080/15332845.2023.2208006","DOIUrl":"https://doi.org/10.1080/15332845.2023.2208006","url":null,"abstract":"Abstract In the wake of the global pandemic, recruiting individuals for employment in the restaurant industry has proved challenging. To help guide practice and extend previous research, the present study focused on the impact of four job and organization characteristics on applicant attraction in the context of restaurant recruitment—competitive compensation, opportunities for advancement, scheduling flexibility, and fun. With a sample of 286 unemployed active job seekers who evaluated hypothetical recruiting advertisements for entry-level positions, the results demonstrated that competitive compensation messaging had the most consistent positive main effects. In addition, opportunities for advancement messaging was found to be predictive of applicant attraction, with stronger effects for men than women. In turn, fun messaging was found to be beneficial in attracting women, but detrimental in attracting men. No significant effects were found for scheduling flexibility messaging.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43342541","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-03DOI: 10.1080/15332845.2023.2207990
M. Collins, D. Pearlman
Abstract Internships can serve as a pipeline to employers and have played an important role in hospitality education programs. The COVID-19 Pandemic has moved many internships online limiting student benefits and options. As the hospitality industry struggles to compete in the post-Coronavirus labor market, it has never been more important to ensure highly satisfying internship experiences. Findings indicate that host sites permitting student interns to be creative and feel appreciated while identifying long-term career opportunities produce more satisfied interns. While satisfaction may be enhanced when supervisors mentor their interns by building strong Leader-Member Exchange relationships, they may not be required for intern satisfaction.
{"title":"Quality internships in the hospitality industry: A way to help address the labor shortage","authors":"M. Collins, D. Pearlman","doi":"10.1080/15332845.2023.2207990","DOIUrl":"https://doi.org/10.1080/15332845.2023.2207990","url":null,"abstract":"Abstract Internships can serve as a pipeline to employers and have played an important role in hospitality education programs. The COVID-19 Pandemic has moved many internships online limiting student benefits and options. As the hospitality industry struggles to compete in the post-Coronavirus labor market, it has never been more important to ensure highly satisfying internship experiences. Findings indicate that host sites permitting student interns to be creative and feel appreciated while identifying long-term career opportunities produce more satisfied interns. While satisfaction may be enhanced when supervisors mentor their interns by building strong Leader-Member Exchange relationships, they may not be required for intern satisfaction.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43452420","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-03DOI: 10.1080/15332845.2023.2207998
C. Deale, Seung-Hyun Lee
Abstract This study focused on the benefits that employees/potential employees in the hospitality industry in the United States want and need, using the hierarchy of needs as a framework. An online survey was completed by 225 respondents that focused on developing desirable benefit packages that would appeal to employees and potential employees, so as to recruit, train, retain, and develop employees effectively. Findings indicated that enhanced benefits result in positive perceptions about the industry, which lead to future intentions to remain in the industry and enhanced satisfaction. Implications include that offering more personalized benefits may be helpful to the hospitality industry.
{"title":"Employee benefits in the hospitality industry: What do employees want and need?","authors":"C. Deale, Seung-Hyun Lee","doi":"10.1080/15332845.2023.2207998","DOIUrl":"https://doi.org/10.1080/15332845.2023.2207998","url":null,"abstract":"Abstract This study focused on the benefits that employees/potential employees in the hospitality industry in the United States want and need, using the hierarchy of needs as a framework. An online survey was completed by 225 respondents that focused on developing desirable benefit packages that would appeal to employees and potential employees, so as to recruit, train, retain, and develop employees effectively. Findings indicated that enhanced benefits result in positive perceptions about the industry, which lead to future intentions to remain in the industry and enhanced satisfaction. Implications include that offering more personalized benefits may be helpful to the hospitality industry.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48777939","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-02DOI: 10.1080/15332845.2023.2208005
Ran Zhang, Alice H. Y. Hon
Abstract This study examined employees’ Guanxi orientation as a quasi-dispositional predictor and organizational Guanxi practice as a contextual predictor of employees’ engagement in personal Guanxi behavior directed at the supervisor, which in turn predicted three work-related outcomes: job satisfaction, job stress, and turnover intention. Using data collected from 226 hotel employees, the conceptualized structural model was tested. Results of this study showed that employees’ Guanxi orientation and organizational Guanxi behavior both positively predicted employees’ engagement in personal Guanxi behavior toward the supervisor; employee personal Guanxi behavior toward the supervisor was positively related to job satisfaction whereas organizational Guanxi behavior was negatively related to job satisfaction and positively related to stress; lastly, personal Guanxi was positively related to employee turnover intention. Theoretical and practical implications were discussed.
{"title":"“It’s okay when I do it, but not others.”","authors":"Ran Zhang, Alice H. Y. Hon","doi":"10.1080/15332845.2023.2208005","DOIUrl":"https://doi.org/10.1080/15332845.2023.2208005","url":null,"abstract":"Abstract This study examined employees’ Guanxi orientation as a quasi-dispositional predictor and organizational Guanxi practice as a contextual predictor of employees’ engagement in personal Guanxi behavior directed at the supervisor, which in turn predicted three work-related outcomes: job satisfaction, job stress, and turnover intention. Using data collected from 226 hotel employees, the conceptualized structural model was tested. Results of this study showed that employees’ Guanxi orientation and organizational Guanxi behavior both positively predicted employees’ engagement in personal Guanxi behavior toward the supervisor; employee personal Guanxi behavior toward the supervisor was positively related to job satisfaction whereas organizational Guanxi behavior was negatively related to job satisfaction and positively related to stress; lastly, personal Guanxi was positively related to employee turnover intention. Theoretical and practical implications were discussed.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43282938","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-02DOI: 10.1080/15332845.2023.2208000
Haemi Kim, Hailin Qu
Abstract This study aims to explore the critical role of employees’ organization-based self-esteem, which is related to their social exchange in an organization and prosocial behavior. The social exchange theory, conservation of resources theory, and self-consistency theory were applied to develop the research framework. A cross-sectional survey was applied to collect data from frontline employees working in the full-service restaurant. The results presented that both leader-member exchange and coworker exchange were positively related to organization-based self-esteem. Moreover, organization-based self-esteem was positively related to prosocial behaviors, including role-prescribed and extra-role customer service, and cooperation. Theoretical and practical implications were discussed.
{"title":"Exploring the antecedents and consequences of hospitality employees’ organization-based self-esteem","authors":"Haemi Kim, Hailin Qu","doi":"10.1080/15332845.2023.2208000","DOIUrl":"https://doi.org/10.1080/15332845.2023.2208000","url":null,"abstract":"Abstract This study aims to explore the critical role of employees’ organization-based self-esteem, which is related to their social exchange in an organization and prosocial behavior. The social exchange theory, conservation of resources theory, and self-consistency theory were applied to develop the research framework. A cross-sectional survey was applied to collect data from frontline employees working in the full-service restaurant. The results presented that both leader-member exchange and coworker exchange were positively related to organization-based self-esteem. Moreover, organization-based self-esteem was positively related to prosocial behaviors, including role-prescribed and extra-role customer service, and cooperation. Theoretical and practical implications were discussed.","PeriodicalId":35371,"journal":{"name":"Journal of Human Resources in Hospitality and Tourism","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42059271","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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