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This study aims to analyze the impact and predictive capacity of organizational culture on both customer loyalty and organizational performance in health clubs using data from managers and customers of health clubs in Spain.

A total of 101 managers were asked to measure organizational culture and organizational performance and 2,931 customers were asked to indicate their customer loyalty. The proposed hypotheses were tested and their predictability assessed through PLS-SEM. A composite concept was adopted to analyze the relationships between the different constructs and their indicators.

The findings suggest that organizational culture has a positive relationship with both customer loyalty and organizational performance. The four main dimensions of organizational culture that influence this relationship are, in order of significance, organizational presence, formalization, atmosphere and service-equipment. The authors’ model has a very good predictive power for both dependent variables.

Customer loyalty is an aspect of health clubs that can be improved. This study highlights the importance of creating a strong organizational culture in health clubs, as it enhances and predicts customer loyalty and organizational performance. Its predictability has already been tested with samples of managers and customers, with the analysis being performed from the perspective of the organization’s management and customer perceptions. This study also contributes to the field of sport management, using a predictive PLS-SEM technique.

本论文旨在分析组织文化对于健身俱乐部客户忠诚度和组织绩效的影响力和推导力，以西班牙健身俱乐部经理和客人为研究样本。

共有 101 名健身俱乐部经理和 2,931 名客人构成本论文研究样本，分别采集了经理们对于组织文化的态度和健身俱乐部客人们对于客户忠诚度的态度。本论文采用偏最小二乘回归（PLS-SEM）验证假设。本论文借用一个综合概念以分析不同结构和其自变量的关系。

组织文化对客户忠诚度和组织绩效有积极促进作用。组织文化的四大维度包括，以影响力排序，组织存在、正规化、氛围、和服务-设备等。本论文模型对于客户忠诚度和组织绩效有很好的推导力。

客户忠诚度是值得健身俱乐部加强的。本论文强调了健身俱乐部中组织文化的重要性，这是因为它增强和促进客户忠诚度和组织绩效。其促进和推导力已经由本论文借用经理和客人的样本，从组织管理者和客户两方面角度，实际验证。本论文采用推导性PLS-SEM方法，还对体育管理领域有着贡献。

组织文化，推导力，绩效，健身行业，健身俱乐部，PLS-SEM

This study aims to identify the effect of entrepreneurial orientation and organizational culture on organizational innovation and organizational performance among small- and medium-sized enterprises (SMEs) on the creative industry which is supporting tourism in Indonesia.

A quantitative approach was used to distribute questionnaires using a purposive sampling technique to 183 SME’s owners of the creative industry that produce and trade the products directly to the customers. A partial least square (PLS) was conducted to analyze the data.

Entrepreneurial orientation and organizational culture have a significant effect on innovation, which in turn, influences the performance. Interestingly, innovation does not have a significant influence on performance as well as does not mediate the influence between entrepreneurial orientation and organizational performance.

The issue of innovation in this study was measured by many indicators that reflected the organizational innovation. Further studies may investigate other specific types of innovation.

Both entrepreneurs and government should establish more technological support, business incubation centers and counseling organizations to encourage performance in the future.

Socio-cultural diversity such as entrepreneurial orientation and natural resources especially the culture of Indonesia can inspire creative industries to continue to innovate and after that can lead them to improve their performance, especially in the tourism area.

本论文旨在探究SMEs创业导向和组织文化对组织创新和组织绩效的作用, 这些SMEs从事创新产业以支持印度尼西亚的旅游业。

本论文采用定量手段, 对183位直接生产和投放创业产业给顾客的SMEs业主分发问卷。采用方式为目的性采样法。问卷数据分析方式为PLS。

研究结果表明, 创业导向和组织文化对创新有着显著影响, 从而影响绩效。有趣的是, 创新对绩效没有直接效果, 也不调创业导向与组织绩效直接的作用。

本论文研究的创新问题是由很多影响因子衡量, 显示组织创新概念。未来研究可以研究其他具体创新类型。

在未来中, 创业者和政府都应该建立更多科技支持、商业孵化中心、和咨询机构来提高绩效。

社会-文化多样性, 比如创业导向和自然资源, 特别是印度尼西亚的文化, 能够启发创新产业继续创新、继而引领他们提高绩效, 特别在旅游方面。

The purpose of this study is to develop research questions and explore industry expert perceptions related to the process of transformative changes in post-COVID-19 gastronomy and wine tourism.

To achieve this purpose, the authors applied individual and collective brainwriting techniques using the digital whiteboard, Mural. The research questions were answered within Mural's Sailboat template, which helped industry experts describe four situational areas and their symbolic elements. These included transformative change – the island, strategies – the wind, challenges – the anchors and strengths – the coral. The exploration was conducted across interpersonal, organisational and intra-destination levels.

This study results yielded a know-how framework that synthesised the insights of industry experts. The framework underscores the importance of a sequential approach to embrace transformative change to mindsets, practices and systems. It also advocates strategies (new leadership style, business solutions and community empowerment), potential challenges (self-doubt, established organisational culture and inertia within large systems) and leveraging industry strengths (personality traits, human resources and organisational interdependence) to effectively navigate the evolving gastronomy and wine tourism environment.

This paper represents a pioneering effort in assessing the key areas in the gastronomy and wine business and drawing parallels to the essential levels of transformation required to effectively cope with upcoming uncertainties.

本研究的目的是提出研究问题并探讨行业专家对新冠肺炎 (COVID-19) 后美食和葡萄酒旅游变革过程的看法。

为了实现这一目的, 作者利用数字白板、壁画应用了个人和集体的脑力书写技术。 研究问题在 Mural 的帆船模板中得到了解答, 该模板帮助行业专家描述了四个情景区域及其象征元素。 其中包括变革 – 岛屿、策略 - 风、挑战 - 锚点和优势 - 珊瑚。 探索是在人际、组织和目的地内部层面进行的。

研究结果产生了一个综合了行业专家见解的专业知识框架。 该框架强调了采用顺序方法来拥抱思维方式、实践和系统变革的重要性。 它还倡导战略（新的领导风格、业务解决方案和社区赋权）、潜在的挑战（自我怀疑、既定的组织文化和大型系统内的惰性）, 并利用行业优势（个性特征、人力资源、组织相互依赖）来 有效驾驭不断变化的美食和葡萄酒旅游环境。

本文代表了通过了解有效应对新的不确定性所需的转型水平来评估美食和葡萄酒行业关键形势领域的开创性努力。

La finalidad de este estudio fue desarrollar preguntas de investigación y explorar las percepciones de los expertos de la industria relacionadas con el proceso de cambios transformadores en la gastronomía y el enoturismo post-COVID-19.

Para lograr este objetivo, los autores aplicaron técnicas de escritura de ideas individuales y colectivas utilizando la pizarra digital Mural. Las preguntas de investigación fueron respondidas dentro de la plantilla Sailboat de Mural, que ayudó a los expertos de la industria a describir cuatro áreas situacionales y sus elementos simbólicos. Estos incluían cambios transformadores (la isla), estrategias (el viento), desafíos (las anclas) y fortalezas (el coral). La exploración se llevó a cabo a nivel interpersonal, organizacional e intradestino.

Los resultados de la investigación generaron un marco de conocimientos que sintetizó los conocimientos de los expertos de la industria. El marco subraya la importancia de un enfoque secuencial para adoptar cambios transformadores en mentalidades, prácticas y sistemas. También aboga por estrategias (nuevo estilo de liderazgo, soluciones empresariales y empoderamiento de la comunidad), desafíos potenciales (inseguridad, cultura organizacional establecida e inercia dentro de grandes sistemas) y aprovechar las fortalezas de la industria (rasgos de personalidad, recursos humanos, interdependencia organizacional) para navegar eficazmente en el cambiante entorno de la gastronomía y el enoturismo.

este artículo representa un esfuerzo pionero en la evaluación de áreas situacionales clave en los negocios de la gastronomía y enología al comprender los niveles de transformación necesarios para hacer frente de manera efectiva a las nuevas incertidumbres.

How to foster voice behavior has always been a hot topic in organizational research; however, the mechanism through which performing decent work affects employee voice behavior remains to be fully understood. To address this deficiency, the current study investigates how basic need satisfaction may relate to perceived decent work and voice behavior and the moderating role of gender. Our research draws upon self-determination theory and social information processing theory.

The theoretical model was tested using two-wave investigation data collected from a sample of 349 employees and 85 supervisors in Southwest China.

Decent work perception was positively related to voice behavior, and this relationship was partially mediated by basic need satisfaction. In addition, the relationship between decent work perception and basic need satisfaction as well as the indirect effect of decent work perception on voice behavior via basic need satisfaction was stronger for men than for women.

This study highlights the pivotal roles of basic need satisfaction and gender in the consequences of decent work perception in the workplace. The authors provide new insights into the relationship between decent work perception and voice behavior and inspire scholars to elucidate other explanatory mechanisms in this link.