Pub Date : 2024-09-18DOI: 10.1177/19389655241276498
Sean McGinley
The labor market has recovered from the lows induced by pandemic-era lockdowns, and this study seeks to determine how that recovery influences hospitality turnover. Drawing on Control Theory and the Threat-Rigidity Hypothesis, moderated associations were proposed between career variety and turnover intentions and grit and turnover intentions. The observed results supported the proposed theoretical explanation of job insecurity moderating the associations. Given low levels of job insecurity, people high in career variety were more likely to harbor high levels of turnover intentions and those with high levels of grit were less likely to harbor high turnover intentions. Theoretical contributions and practical implications are also discussed.
{"title":"Job Mobility in the Time of Recovery: An Examination of How Job Threats Influence Turnover Intentions","authors":"Sean McGinley","doi":"10.1177/19389655241276498","DOIUrl":"https://doi.org/10.1177/19389655241276498","url":null,"abstract":"The labor market has recovered from the lows induced by pandemic-era lockdowns, and this study seeks to determine how that recovery influences hospitality turnover. Drawing on Control Theory and the Threat-Rigidity Hypothesis, moderated associations were proposed between career variety and turnover intentions and grit and turnover intentions. The observed results supported the proposed theoretical explanation of job insecurity moderating the associations. Given low levels of job insecurity, people high in career variety were more likely to harbor high levels of turnover intentions and those with high levels of grit were less likely to harbor high turnover intentions. Theoretical contributions and practical implications are also discussed.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"29 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142261100","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-09-14DOI: 10.1177/19389655241271328
Emi Moriuchi, Samantha Murdy
With the growth of the sharing economy, consumers are price-shopping for their travel plans. Drip pricing is a concept practiced in specific service industries but is understudied in the sharing economy. This study aims to examine the effect of pricing presentation on consumer’s intention to stay at an accommodation in a sharing economy context. Two studies were conducted. Study 1 tests the research framework and the effect of drip pricing versus partitioned pricing. Study 2 investigates the effect of perceived price fairness. Consistent in all two studies, consumers prefer partitioned pricing over drip pricing in the sharing economy context. Perceived price fairness moderates the hypothesized relationships, suggesting this moderating factor can be used to overcome the provider-imposed pricing presentations and attenuate the negative effect it has on staying intentions. The findings in this study help sharing economy hosts to better understand how to overcome the dictated pricing presentations on the platform. Based on the results, the pricing of the service fee is an important factor to ensure that customers will book their stay. This research advances the investigation of pricing presentation in a sharing economy context. A new moderator perceived fairness was identified as a strong moderator for consumers to stay in a sharing economy.
{"title":"Consumer Reactions to Drip Pricing: The Moderating Effect of Price Fairness in the Sharing Economy Accommodation","authors":"Emi Moriuchi, Samantha Murdy","doi":"10.1177/19389655241271328","DOIUrl":"https://doi.org/10.1177/19389655241271328","url":null,"abstract":"With the growth of the sharing economy, consumers are price-shopping for their travel plans. Drip pricing is a concept practiced in specific service industries but is understudied in the sharing economy. This study aims to examine the effect of pricing presentation on consumer’s intention to stay at an accommodation in a sharing economy context. Two studies were conducted. Study 1 tests the research framework and the effect of drip pricing versus partitioned pricing. Study 2 investigates the effect of perceived price fairness. Consistent in all two studies, consumers prefer partitioned pricing over drip pricing in the sharing economy context. Perceived price fairness moderates the hypothesized relationships, suggesting this moderating factor can be used to overcome the provider-imposed pricing presentations and attenuate the negative effect it has on staying intentions. The findings in this study help sharing economy hosts to better understand how to overcome the dictated pricing presentations on the platform. Based on the results, the pricing of the service fee is an important factor to ensure that customers will book their stay. This research advances the investigation of pricing presentation in a sharing economy context. A new moderator perceived fairness was identified as a strong moderator for consumers to stay in a sharing economy.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"210 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142261101","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-09-10DOI: 10.1177/19389655241271398
Yuan Li, Manisha Singal
Drawing on agency theory, we explore the relationship between mergers and acquisitions (M&As) and chief executive officer (CEO) compensation in the hospitality and tourism (HT) industry. Specifically, we investigate whether growth via acquisitions, a popular strategy in the HT industry, is influenced by CEO compensation. Using a sample of HT and non-HT firms for comparison from 1992 to 2019, we find that CEO compensation is significantly higher after acquisitions for both HT and non-HT firms. However, when controlling for common compensation determinants, CEO compensation is significantly higher in HT firms but not in non-HT firms. Surprisingly, in our sample, corporate governance is not significantly related to changes in CEO compensation post-acquisition. In addition, while the fraction of cash-based compensation is negatively related to M&A propensity in both HT and non-HT firms, the fraction of equity-based compensation is unrelated to M&A propensity in HT firms. Our study fills an important gap in the sparse literature on the link between M&A and CEO compensation in the HT industry, providing theoretical implications for future research and managerial implications for boards of directors to design compensation plans that align the interests of managers and shareholders.
根据代理理论，我们探讨了酒店和旅游业（HT）中的并购（M&As）与首席执行官（CEO）薪酬之间的关系。具体而言，我们研究了酒店和旅游业中流行的并购战略是否会影响首席执行官的薪酬。通过对 1992 年至 2019 年酒店与旅游业企业和非酒店与旅游业企业的样本进行比较，我们发现酒店与旅游业企业和非酒店与旅游业企业的 CEO 薪酬在并购后都显著提高。然而，在控制了共同的薪酬决定因素后，HT 企业的 CEO 薪酬明显高于非 HT 企业。令人惊讶的是，在我们的样本中，公司治理与收购后首席执行官薪酬的变化没有显著关系。此外，在高增长公司和非高增长公司中，基于现金的薪酬比例与并购倾向呈负相关，而在高增长公司中，基于股票的薪酬比例与并购倾向无关。我们的研究填补了有关高温行业 M&A 与首席执行官薪酬之间联系的稀少文献中的一个重要空白，为未来研究提供了理论依据，并为董事会设计能使经理人和股东利益一致的薪酬计划提供了管理启示。
{"title":"Mergers and Acquisitions, CEO Compensation, and Corporate Governance in the Hospitality and Tourism Industry","authors":"Yuan Li, Manisha Singal","doi":"10.1177/19389655241271398","DOIUrl":"https://doi.org/10.1177/19389655241271398","url":null,"abstract":"Drawing on agency theory, we explore the relationship between mergers and acquisitions (M&As) and chief executive officer (CEO) compensation in the hospitality and tourism (HT) industry. Specifically, we investigate whether growth via acquisitions, a popular strategy in the HT industry, is influenced by CEO compensation. Using a sample of HT and non-HT firms for comparison from 1992 to 2019, we find that CEO compensation is significantly higher after acquisitions for both HT and non-HT firms. However, when controlling for common compensation determinants, CEO compensation is significantly higher in HT firms but not in non-HT firms. Surprisingly, in our sample, corporate governance is not significantly related to changes in CEO compensation post-acquisition. In addition, while the fraction of cash-based compensation is negatively related to M&A propensity in both HT and non-HT firms, the fraction of equity-based compensation is unrelated to M&A propensity in HT firms. Our study fills an important gap in the sparse literature on the link between M&A and CEO compensation in the HT industry, providing theoretical implications for future research and managerial implications for boards of directors to design compensation plans that align the interests of managers and shareholders.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"5 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142220080","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-09-07DOI: 10.1177/19389655241276511
Shi (Tracy) Xu, Mark Ashton, Yanning Li, Gregor Staunton, Yu (Kevin) Li
Many hotel organizations were helping their employees remain engaged in the workplace during the pandemic. From the perspective of social exchange theory, the antecedents and outcome of this engagement were explored in two studies. A qualitative interview investigation of U.K. hotel employee engagement as reported by Senior Managers ( n = 9) was carried out in Study 1 from which a theoretical model to investigate the antecedents and outcome of this engagement was developed, and tested with U.K. hotel employees ( n = 163) in Study 2, with both studies conducted sequentially during the pandemic. Study 1 found that the emergence of new methods and styles of communication, the provision of and increased access to training, and employees’ adaptation to changes positively facilitated employee engagement through the pandemic. Results of Study 2 suggested that employee resilience, perceived communication quality, and workplace health and safety training are positively related to employee engagement, which in turn improves employee performance. This research enhances the theoretical understanding of the personal factor (i.e., employee resilience) and situational factors (i.e., perceived communication quality, and workplace health and safety training) that help enhance employee engagement and ultimately improve performance. The practical implications of the study propose means of effective communication with employees, mechanisms to bolster employee resilience and proactive health and safety training and reinduction of employees ahead of their return to work with guests during times of extreme turbulence.
{"title":"Hotel Employee Engagement During the Pandemic: A Mixed-Method Approach","authors":"Shi (Tracy) Xu, Mark Ashton, Yanning Li, Gregor Staunton, Yu (Kevin) Li","doi":"10.1177/19389655241276511","DOIUrl":"https://doi.org/10.1177/19389655241276511","url":null,"abstract":"Many hotel organizations were helping their employees remain engaged in the workplace during the pandemic. From the perspective of social exchange theory, the antecedents and outcome of this engagement were explored in two studies. A qualitative interview investigation of U.K. hotel employee engagement as reported by Senior Managers ( n = 9) was carried out in Study 1 from which a theoretical model to investigate the antecedents and outcome of this engagement was developed, and tested with U.K. hotel employees ( n = 163) in Study 2, with both studies conducted sequentially during the pandemic. Study 1 found that the emergence of new methods and styles of communication, the provision of and increased access to training, and employees’ adaptation to changes positively facilitated employee engagement through the pandemic. Results of Study 2 suggested that employee resilience, perceived communication quality, and workplace health and safety training are positively related to employee engagement, which in turn improves employee performance. This research enhances the theoretical understanding of the personal factor (i.e., employee resilience) and situational factors (i.e., perceived communication quality, and workplace health and safety training) that help enhance employee engagement and ultimately improve performance. The practical implications of the study propose means of effective communication with employees, mechanisms to bolster employee resilience and proactive health and safety training and reinduction of employees ahead of their return to work with guests during times of extreme turbulence.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"11 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142220081","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-08-02DOI: 10.1177/19389655241267241
Amrik Singh, John W. O’Neill, Peng Liu
This study investigates the influence of hotel attributes and characteristics on debt servicing and default in the U.S. hotel sector. Employing a unique dataset that we derived comprising more than 2,000 hotels from five recent years, this study provides empirical evidence of significant effect of hotel characteristics on debt servicing performance and default. Debt service and debt yield performance is significantly and negatively associated with the likelihood of default. Hotel default probability also varies significantly across various hotel characteristics, including service type, location, class, size, and age. In particular, the results show interstate hotels by location, economy and midscale hotels by class, smaller hotels by size, newer hotels by age, and hotels that are components of portfolios with significantly lower probability of default. Analysis by hotel service type provides empirical support for the main findings. Theoretical and practical implications provide owners and investors with relevant information for hotel investment decisions.
{"title":"The Influence of Hotel Characteristics on Debt Servicing and Default in the U.S. Lodging Sector","authors":"Amrik Singh, John W. O’Neill, Peng Liu","doi":"10.1177/19389655241267241","DOIUrl":"https://doi.org/10.1177/19389655241267241","url":null,"abstract":"This study investigates the influence of hotel attributes and characteristics on debt servicing and default in the U.S. hotel sector. Employing a unique dataset that we derived comprising more than 2,000 hotels from five recent years, this study provides empirical evidence of significant effect of hotel characteristics on debt servicing performance and default. Debt service and debt yield performance is significantly and negatively associated with the likelihood of default. Hotel default probability also varies significantly across various hotel characteristics, including service type, location, class, size, and age. In particular, the results show interstate hotels by location, economy and midscale hotels by class, smaller hotels by size, newer hotels by age, and hotels that are components of portfolios with significantly lower probability of default. Analysis by hotel service type provides empirical support for the main findings. Theoretical and practical implications provide owners and investors with relevant information for hotel investment decisions.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"8 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141887070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-25DOI: 10.1177/19389655241264470
Bongki Woo, Kawon Kim
This study investigates how managers’ and targeted Asian employees’ responses to customer-perpetrated racial discrimination affect the observing customers’ perceptions and behavioral intention. Using two experimental designs, Study 1 examines the effect of managers’ responses (i.e., avoidance, employee support, and customer support), and Study 2 tests targeted employees’ responses (avoidance, confrontation, and venting) to racial discrimination on observing customer’s revisit intention. In addition, this study examines the moderating role of the severity of racial discrimination. Across two studies, this research provides evidence that observing customers tend to rate managers as fair when they support the targeted employees. Also, observing customers rate the targeted employees as competent when they professionally confront the customers which led to a higher level of revisit intention. This study expands the hospitality literature by focusing on racial discrimination against Asian American and offers practical guidance on how managers and employees should respond to racial discrimination.
{"title":"Racial Discrimination Against Service Employees: The Influence of Managers and Employees’ Responses","authors":"Bongki Woo, Kawon Kim","doi":"10.1177/19389655241264470","DOIUrl":"https://doi.org/10.1177/19389655241264470","url":null,"abstract":"This study investigates how managers’ and targeted Asian employees’ responses to customer-perpetrated racial discrimination affect the observing customers’ perceptions and behavioral intention. Using two experimental designs, Study 1 examines the effect of managers’ responses (i.e., avoidance, employee support, and customer support), and Study 2 tests targeted employees’ responses (avoidance, confrontation, and venting) to racial discrimination on observing customer’s revisit intention. In addition, this study examines the moderating role of the severity of racial discrimination. Across two studies, this research provides evidence that observing customers tend to rate managers as fair when they support the targeted employees. Also, observing customers rate the targeted employees as competent when they professionally confront the customers which led to a higher level of revisit intention. This study expands the hospitality literature by focusing on racial discrimination against Asian American and offers practical guidance on how managers and employees should respond to racial discrimination.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"22 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141782341","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-13DOI: 10.1177/19389655241249605
Lenna V. Shulga, James A. Busser, Denise H. R. Molintas
The main purpose of this study was to summarize extant empirical findings on how front-line service employees experience and manage emotions at work. When consolidated, the research on front-line employee emotions revealed mixed and contradictory results and knowledge gaps on workplace challenges of service-oriented employees. The PRISMA were followed for study selection, and the appraisal theory of emotions was used to classify the direct antecedents and outcomes of emotion management. To calculate meta-analytic effect sizes, comprehensive meta-analysis methodology wasapplied to analyze 79 studies (N=28,332). The summary effects of known antecedents, affective events (conflict, customer interactions), stimuli (personality characteristics), and workplace environment (support and display rules) on front-line employees’ emotion management were more modest than previously indicated. Organization, supervisor, and coworker support were found to be a moderator between conflict and employees’ emotion management. The most-researched outcomes of emotion management (burnout and job performance) also showed only modest effect sizes. Job satisfaction was a moderator between emotion management and job performance. The relationship between emotion management and customer-related antecedents and outcomes showed modest to small effect sizes. These results contribute to the ATE and highlight the knowledge gap on how customer emotions and behaviors affect front-line employees’ ability to manage their emotions and provide quality customer service and, in turn, how employee’s transference of emotions might influence customer satisfaction, loyalty, and trust. Managers should provide necessary support to mitigate the impact of affective events that may influence how front-line employees manage emotions at work to increase job satisfaction and performance.
本研究的主要目的是总结现存的关于一线服务员工如何在工作中体验和管理情绪的实证研究成果。综合来看，有关一线员工情绪的研究揭示了以服务为导向的员工在工作场所所面临挑战的混合和相互矛盾的结果以及知识缺口。研究选择遵循了 PRISMA 标准，并使用情绪评估理论对情绪管理的直接前因和结果进行了分类。为了计算元分析效应大小，我们采用了综合元分析方法对 79 项研究（N=28,332）进行了分析。已知的前因、情感事件（冲突、客户互动）、刺激（个性特征）和工作场所环境（支持和展示规则）对一线员工情绪管理的综合影响比之前的研究结果更为温和。研究发现，组织、主管和同事的支持是冲突与员工情绪管理之间的调节因素。研究最多的情绪管理结果（职业倦怠和工作绩效）也只显示出适度的效应大小。工作满意度是情绪管理与工作绩效之间的调节因素。情绪管理与客户相关的前因和结果之间的关系显示出适度到较小的效应大小。这些结果为 ATE 做出了贡献，并凸显了在以下方面的知识空白：客户情绪和行为如何影响一线员工管理情绪和提供优质客户服务的能力，以及反过来，员工的情绪转移如何影响客户满意度、忠诚度和信任度。管理者应提供必要的支持，以减轻可能影响一线员工在工作中如何管理情绪的情感事件的影响，从而提高工作满意度和绩效。
{"title":"Hospitality Front-line Employees: A Meta-Analysis of Emotion Management at Work","authors":"Lenna V. Shulga, James A. Busser, Denise H. R. Molintas","doi":"10.1177/19389655241249605","DOIUrl":"https://doi.org/10.1177/19389655241249605","url":null,"abstract":"The main purpose of this study was to summarize extant empirical findings on how front-line service employees experience and manage emotions at work. When consolidated, the research on front-line employee emotions revealed mixed and contradictory results and knowledge gaps on workplace challenges of service-oriented employees. The PRISMA were followed for study selection, and the appraisal theory of emotions was used to classify the direct antecedents and outcomes of emotion management. To calculate meta-analytic effect sizes, comprehensive meta-analysis methodology wasapplied to analyze 79 studies (N=28,332). The summary effects of known antecedents, affective events (conflict, customer interactions), stimuli (personality characteristics), and workplace environment (support and display rules) on front-line employees’ emotion management were more modest than previously indicated. Organization, supervisor, and coworker support were found to be a moderator between conflict and employees’ emotion management. The most-researched outcomes of emotion management (burnout and job performance) also showed only modest effect sizes. Job satisfaction was a moderator between emotion management and job performance. The relationship between emotion management and customer-related antecedents and outcomes showed modest to small effect sizes. These results contribute to the ATE and highlight the knowledge gap on how customer emotions and behaviors affect front-line employees’ ability to manage their emotions and provide quality customer service and, in turn, how employee’s transference of emotions might influence customer satisfaction, loyalty, and trust. Managers should provide necessary support to mitigate the impact of affective events that may influence how front-line employees manage emotions at work to increase job satisfaction and performance.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"33 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140929840","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-13DOI: 10.1177/19389655241241472
Jessica Vieira de Souza Meira, Jeong-Yeol Park, S. Kyle Hight, Diego Bufquin, Robin M. Back
Sexual harassment in the workplace remains one of the most significant issues affecting the hospitality sector today. In particular, scholars need to better understand why some employees choose to remain employed by a company despite experiencing such harassment. Drawing from appraisal theory and social exchange theory, the goal of this study is to investigate the mediating effects of negative emotions (i.e., shame and anger) on the relationship between sexual harassment and turnover intention, and the moderating effect of pay satisfaction on the relationship between such negative emotions and turnover intention. Data were collected from 500 full-time restaurant employees in the United States. Using structural equation modeling (SEM), all direct effects were supported, except for the impact of shame on turnover intention. Moreover, anger mediated the relationship between sexual harassment and turnover intention, and pay satisfaction moderated the relationship between anger and turnover intention. Practical and theoretical implications are discussed in detail.
{"title":"Sexual Harassment, Negative Emotions, and Turnover Intention in the Restaurant Industry: The Moderating Effect of Pay Satisfaction","authors":"Jessica Vieira de Souza Meira, Jeong-Yeol Park, S. Kyle Hight, Diego Bufquin, Robin M. Back","doi":"10.1177/19389655241241472","DOIUrl":"https://doi.org/10.1177/19389655241241472","url":null,"abstract":"Sexual harassment in the workplace remains one of the most significant issues affecting the hospitality sector today. In particular, scholars need to better understand why some employees choose to remain employed by a company despite experiencing such harassment. Drawing from appraisal theory and social exchange theory, the goal of this study is to investigate the mediating effects of negative emotions (i.e., shame and anger) on the relationship between sexual harassment and turnover intention, and the moderating effect of pay satisfaction on the relationship between such negative emotions and turnover intention. Data were collected from 500 full-time restaurant employees in the United States. Using structural equation modeling (SEM), all direct effects were supported, except for the impact of shame on turnover intention. Moreover, anger mediated the relationship between sexual harassment and turnover intention, and pay satisfaction moderated the relationship between anger and turnover intention. Practical and theoretical implications are discussed in detail.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"40 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-04-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140569494","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-02DOI: 10.1177/19389655241241471
Giang Hoang, Tuan Trong Luu, Mingjun Yang
In recent tourism and hospitality literature, there has been a surge in research endeavors that center on the construct of authentic leadership. Given this increasing interest, our study reviews the empirical studies on authentic leadership in tourism and hospitality to provide a comprehensive framework and research agenda of this leadership style in these contexts. Through a systematic selection process using predefined inclusion and exclusion criteria, we obtained a sample of 37 empirical studies. Following the content analysis approach, we analyzed and synthesized the research results from these studies. Our review makes several critical contributions to the literature. First, our study casts light upon the divergent conceptualizations and approaches used for defining and measuring authentic leadership in the tourism and hospitality literature, thereby enhancing the depth of understanding of this multifaceted construct. Second, we present an overview of the theoretical frameworks and research designs employed in this domain. Third, we present a nomological network of authentic leadership in tourism and hospitality, highlighting the outcomes, moderators, and mediators. Based on these findings, directions for further studies are suggested to address the identified gaps in the literature. We also proposed several practical implications for managers and firms in tourism and hospitality industries to help leaders effectively influence their employees through their authentic behavior.
{"title":"A Systematic Literature Review of Authentic Leadership in Tourism and Hospitality: A Call for Future Research","authors":"Giang Hoang, Tuan Trong Luu, Mingjun Yang","doi":"10.1177/19389655241241471","DOIUrl":"https://doi.org/10.1177/19389655241241471","url":null,"abstract":"In recent tourism and hospitality literature, there has been a surge in research endeavors that center on the construct of authentic leadership. Given this increasing interest, our study reviews the empirical studies on authentic leadership in tourism and hospitality to provide a comprehensive framework and research agenda of this leadership style in these contexts. Through a systematic selection process using predefined inclusion and exclusion criteria, we obtained a sample of 37 empirical studies. Following the content analysis approach, we analyzed and synthesized the research results from these studies. Our review makes several critical contributions to the literature. First, our study casts light upon the divergent conceptualizations and approaches used for defining and measuring authentic leadership in the tourism and hospitality literature, thereby enhancing the depth of understanding of this multifaceted construct. Second, we present an overview of the theoretical frameworks and research designs employed in this domain. Third, we present a nomological network of authentic leadership in tourism and hospitality, highlighting the outcomes, moderators, and mediators. Based on these findings, directions for further studies are suggested to address the identified gaps in the literature. We also proposed several practical implications for managers and firms in tourism and hospitality industries to help leaders effectively influence their employees through their authentic behavior.","PeriodicalId":47888,"journal":{"name":"Cornell Hospitality Quarterly","volume":"202 1","pages":""},"PeriodicalIF":3.5,"publicationDate":"2024-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140569377","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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