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Based on career construction theory and job embeddedness theory, the aim of the present study is to give insights into the interplay between transformational leadership and perceived career success by examining the indirect effects through serial mediation of career adaptability and job embeddedness, respectively.

A quantitative approach was used for this study. Data were gathered from 469 nurses working in government hospitals in Saudi Arabia. Hypotheses were tested using structural equation modeling.

The results show that transformational leaders enhance perceived career success. Moreover, the relationship between transformational leadership and perceived career success is serially mediated by career adaptability and job embeddedness.

The role of leadership in promoting employee's perceived career success has been seldom studied in the literature. This is the first study of its kind to examine the effect of transformational leadership on nurses' perceived career success along with the mediating roles of career adaptability and job embeddedness.

The construct of psychological capital or PsyCap (consisting of the positive psychological resources of hope, self-efficacy, optimism and resilience) has been demonstrated to relate to employees’ attitudinal and behavioral outcomes. The purpose of this study is to investigate the influence of positive psychological capital on mental health, readiness for organizational change, and job insecurity in the wake of COVID-19 pandemic.

Data were collected from 567 hotel employees working in hotels in the Kingdom of Saudi Arabia. A quantitative approach was used and employees were requested to fill the questionnaires.

Results show that psychological capital enhances an employee’s mental health and readiness for the organizational change. Moreover, PsyCap is found to negatively impact the perceptions of job insecurity among hotel employees. The study has useful managerial implications for hoteliers, especially, in the wake of COVID-19 pandemic.

This is the first study of its kind to link hotel employees’ positive psychological capital with their perceptions about job insecurity and mental health. COVID-19 pandemic has hit the world fiercely and new normal expects employees to be ready to embrace changes in organizations. This study contributes to the literature on hospitality management by linking psychological capital with hotel employees’ readiness for organizational change in the context of Coronavirus.

Because of the rapidly changing environment and fleeting market opportunities, employee's innovative work behavior is increasingly assuming a pivotal role in enhancing organizational effectiveness and competitive advantage. The success of organizations is largely depended on their employees' ability to innovate. The role of cultural intelligence to enhance innovative work behavior is yet to be explored in the innovation research. The purpose of this study is to examine how cultural intelligence enhances employees' innovative work behavior through work engagement and interpersonal trust.

The study is a cross-sectional design which utilizes data from 381 participants from multinational corporations in Saudi Arabia.

The results indicate that cultural intelligence can significantly affect employee's innovative work behavior. It further reveals that both work engagement and interpersonal trust partially mediate the effect of cultural intelligence on innovative work behavior.

This study adds to the literature on intelligence by examining an underexplored type of intelligence (i.e. cultural intelligence) in relation to employee's innovative work behavior. It reveals work engagement and interpersonal trust as the psychological mechanisms that can link cultural intelligence to innovative work behaviors.

This study extends the actor–context interactionist model of individual innovation from the traditional synergetic pattern to a complementary one. The complementary perspective emphasizes the need for integration of divergence and convergence in enhancing employee's innovative work behavior. This study examines how individual working style relates to innovative work behavior through supportive noncontrolling supervision and job complexity.

The study used a time-lagged research design, collecting data through surveys from 262 employees and their immediate supervisors working in telecommunication companies of Saudi Arabia.

This study found that (1) employee with an intuitively inclined working style (e.g. a divergent predictor) engages in higher levels of innovative work behavior when supportive noncontrolling supervision or job complexity (e.g. convergent factors) is higher; and (2) the positive interactive effect of intuitive working style and supportive noncontrolling supervision on employee's innovative work behavior is stronger when job complexity is higher rather than lower.

This study provides deeper understanding of the interactionist perspective of employees' innovative work behavior. This study is the first of its kind to integrate complementary and synergistic perspectives of actor–context interactionist model of employees' innovative work behavior.

The effect of task conflict on innovative work behavior has yielded inconsistent results pointing to the need to examine the conditions under which task conflict is helpful for employees’ innovative work behavior. This study aims to develop a comprehensive model linking task conflict and innovative work behavior through constructive conflict, positive conflict value, cognitive flexibility and psychological safety.

Data were collected from 316 supervisor–subordinate dyads working in software development and high-technology companies located in Saudi Arabia. The research model was tested using partial least squares approach.

Results show that constructive conflict mediates the relationship between task conflict and innovative work behavior. Moreover, positive conflict value and cognitive flexibility mediate the effect of constructive conflict on innovative work behavior. Finally, psychological safety positively moderates the effect of positive conflict value and cognitive flexibility on innovative work behavior.

This study suggests that constructive conflict, cognitive flexibility, positive conflict value and psychological safety are important mechanisms that explain the link between task conflict and innovative work behavior.

This chapter is about how the tourism is revived and how it can be rebuilt in Asian and Pacific countries after the deadliest COVID-19 pandemic with facts and stats of prepandemic and postpandemic impacts on economies of Europe and Asia due to COVID-19. The pandemics are not new to the hospitality industry but this COVID-19 pandemic has changed the whole industry concepts, and several hotels have revived their products and protocols and redesigned them to cope with any pandemic in future. Family businesses hotels are the most affected stakeholders in the hospitality industry of Asia where the governments of different countries have provided the financial support to them to revive back. The purpose of this chapter is to provide the readers with the facts about the current scenario of the hospitality and tourism industry in Asian tourist destinations and how these countries have taken proper measures to face the future (Pandemic situations). The literature is based on prepandemic stats and the effects of COVID-19 on tourism industry during the existing phases of COVID-19 including the facts and available stats of Asia which will help in the understanding of how these countries are rebuilding the tourism industry in postpandemic situation.

The development of ‘smart destinations’ has fundamentally altered the travel and tourism sector by making trips more individualised and enhancing overall operational effectiveness. Using (AI) technology in the creation of smart destinations has provided the tourism industry with the opportunity to reimagine and redevelop tourism in a way that is both environmentally responsible and technologically advanced. This chapter investigates the use of AI and smart destinations in China and Hong Kong with the goals of enhancing tourist experiences, boosting environmental sustainability, and propelling economic expansion. AI and smart destinations have greatly impacted China and Hong Kong tourism. AI has improved tourism, customer service, and trip recommendations while intelligent destinations reduce carbon emissions and promote ecotourism to sustain tourism. AI and intelligent locations boost visitor satisfaction and economic growth. As the tourism industry faces future challenges, AI technology and smart destinations will be crucial to creatively and sustainably rebuild tourism. Smart locations and AI have transformed tourism by offering customised, efficient, and environmentally responsible travel experiences.

This book is essential for anyone in artificial intelligence (AI) and destination management in the tourism industry or government. The book includes both theoretical and practical writings for stakeholders. In all chapters, we provide titles including AI, regenerative and green destinations, sustainable tourism, tourist motivations and expectations, good examples of smart destinations and regions, the regeneration of the tourism industry via AI, rethinking tourism activities and products, current issues in robots, self-service technology, effect of pandemic on smart destinations, sustainable gastronomy and regenerative tourism and tourism issues are discussed in the management plans of the centralisation. This book provides cases and empirical studies that deal in depth with the current situation, challenges, solutions and future strategies after technological development of tourism and increasing interest on smart destinations from a responsible perspective, for readers with an equitable interest or involvement with the organizations in inquiry.