Search results

Hospitality is one of the industries severely impacted by the COVID-19 pandemic. It is vital to comprehend how to help the workforce in this service sector grow resilient through such a crisis. This paper aims to unpack the role of employer event communication in promoting hotel workers’ resilience.

The data were garnered from 462 hotel workers who were on unpaid leave or layoff during the hotel shutdown.

The results unfolded the positive link between employer event communication and hotel workers’ resilience, for which core beliefs examination served as a mediation mechanism. Family support was found to moderate the effect of employer event communication on core beliefs examination.

The findings indicate to hospitality organizations that in face of a crisis such as the COVID-19, their employee resilience can be activated if they implement event communication activities. They should further realize that their support should go hand in hand with family support in fueling employee resilience from the crisis.

This study advances the understanding of how and when to promote resilience among hotel workers during a pandemic crisis.

Discusses natural resources policy‐making issues in the context of expectations about the work of the Australian Resource Assessment Commission and its performance so far. For example, mining and forestry are under challenge as industries because scientific knowledge is extending beyond the technical justification of their activities. Policy makers cannot rely on value‐free scientific information: data are open to different interpretations and both sides in a dispute (industry and conservationists) can marshall scientific evidence to support their case. Government is forced to establish independent agencies to give them advice but their role in transforming knowledge into policy‐relevant information is problematic.

The purpose of this study was to examine the impact of strategic leadership (SL) on business operational resilience (OR) in the hotel industry in Egypt, namely, during and after the pandemic. This investigation also aimed to explore the mediating function of crisis response strategies (CRSs) and organisational e-readiness (Oe-R) in this relationship.

The researchers conducted a cross-sectional study using a questionnaire as the primary data collection method. Using partial least squares structural equation simulation (PLS-SEM), the study used a comprehensive sample that targets the general managers of all five-star hotels in Egypt.

Results indicated that SL has a positive impact on CRSs and Oe-R. Furthermore, the results reveal a positive influence of Oe-R on both CRSs and hotel OR. On the other hand, CRSs do not influence hotel OR. The findings showed that CRSs fully mediate the link between SL and OR. However, CRSs do not serve as a mediator between Oe-R and OR. Furthermore, the findings showed that Oe-R partially mediates the link between SL and both OR and CRSs.

The study yields unique and valuable theoretical and practical insights to guide hotel leaders and managers towards adaptive recovery and resilience in turbulent and crisis-ridden environments by demonstrating that the combined mediating function of CRS and Oe-R is more effective in strengthening the relationship between SL and OR.

This study represents a pioneering investigation that establishes a correlation between SL and OR, either through direct or indirect means. The research examines the involvement of CRSs and Oe-R as collaborative mediators in this relationship. Previous studies undertaken in the hotel industry and service sector have not investigated this specific element.

This study aims to investigate the influence of illegitimate tasks on frontline hospitality employees’ in-role and extra-role performance via the mediating role of thriving at work and the moderating role of work centrality.

Survey data were collected from 264 supervisor–subordinate pairs from three hotels in Jiangsu, China and analyzed using structural equation modeling.

Illegitimate tasks negatively affected hospitality employees’ in-role and extra-role performance by inhibiting thriving at work. In addition, work centrality strengthened the impact of illegitimate tasks on thriving at work and their indirect effect on in-role and extra-role performance via reduced thriving at work.

First, managers should avoid assignment of unnecessary tasks. However, many tasks that could be viewed as illegitimate must still be performed; the results demonstrate that managers must be mindful of how such tasks are assigned and to whom, and should take steps to minimize and/or manage potential negative reactions to illegitimate tasks.

This study enriches the illegitimate tasks literature by examining its influence on the frontline hospitality employees’ in-role and extra-role performance and highlights a novel mediating mechanism linking illegitimate tasks and employee performance using conservation of resource theory. In addition, this reveals the novel moderating effect of work centrality.

This study aims to explore how professional event associations’ recovery strategies are perceived by members and to measure the consequent influence of the perceived fit of recovery strategies on organizational identification (OI), consistent behavioral intentions and long-term commitment intentions.

Data were collected from current members of professional event management associations who work not only as event planners but also as service providers in the hospitality and tourism industry. The authors used partial least squares structural equation modeling to test the proposed model.

The perceived fit between recovery strategy and internal domains, the self in particular, was found to be the most important in exerting effects directly on OI, and its indirect effects are significant on all the behavioral intentions toward the association, while the perceived fit of recovery strategy with external domains, especially the industry, was not significant with any of the other factors.

The findings from the present study provide professional event association leaderships with significant managerial implications in establishing a sustainable business model to retain current members and increase their intentions toward consistent engagement and long-term commitment.

Stepping forward from the strategic management and organizational behavior literature in the private sector, the authors shed light on a crisis recovery mechanism of professional associations in the event industry, to the best of the authors’ knowledge, the first such attempt in the event management literature.

This study aims to investigate the impact of overnight off-work relaxation on the performance of frontline service employees (FLEs). Specifically, the authors focused on FLEs' customer-directed extra-role service behavior (C-ERSB) and coworker-directed extra-role service behavior (CW-ERSB) as indicators of outstanding service performance. Drawing on the conservation of resources (Hobfoll, 1989) and ego depletion theories (Baumeister, 2002), the authors hypothesized that the positive effect of overnight relaxation on ERSBs will be mediated by the state of recovery. Additionally, the authors examined the boundary conditions of these relationships by testing the moderating effects of work–family conflict (WFC) and family–work conflict (FWC).

The study employed an episodic sampling method. One hundred thirty-five FLEs completed two daily surveys (before- and after-work) over five consecutive workdays, yielding 636 time-lagged day-level observations. Multilevel path modeling was performed to analyze the mediation and second-stage moderated mediation effects.

Results showed that overnight off-work relaxation was positively related to FLEs' next-day C-ERSB and CW-ERSB via next-morning recovery state. The positive relationship between overnight off-work relaxation and the next-morning recovery state was weaker for FLEs who experienced overnight WFC. FWC during work hours weakened the positive relationship between the next-morning recovery state and CW-ERSB, but not the relationship between the next-morning recovery state and C-ERSB.

The study used an episodic sampling method to reveal the significance of off-work relaxation, recovery and family–work interface on FLEs' ERSBs, a critical yet underexplored phenomenon in service literature. This study sheds light on the pathways to achieve exceptional service performance by revealing the importance of overnight off-work relaxation and the conditions that promote ERSBs.

This paper aims to explore work interfering with family (WIF) and family interfering with work (FIW) as the mediators linking psychological resilience to happiness.

Data gathered from tour guides in Türkiye were used to test the aforesaid associations. In this paper, partial least squares structural equation modeling was performed to gauge the direct links and mediating impacts of WIF and FIW simultaneously in the link between psychological resilience and happiness.

Psychological resilience exerts a dual influence on WIF and FIW. Simply put, psychologically resilient tour guides balance their work demands with those of the family or vice versa and exhibit low levels of WIF and FIW. As hypothesized, WIF and FIW are the two mediating mechanisms relating psychological resilience to happiness.

It is important to create a family-supportive atmosphere where tour guides can avail themselves of family-friendly practices (i.e. family leave, flexible work schedules, breaks to be spent with family members after long tours and convenient working hours). Psychologically resilient tour guides, with the abovementioned practices, would experience alleviated conflicts between work and family roles and would therefore have heightened happiness.

Although the extant literature has presented plenty of empirical studies about the predictors and outcomes of WIF and FIW, evidence about the links of personal resources as third variables to WIF and FIW simultaneously is still scanty. In addition, there is no evidence linking personal resources such as psychological resilience to nonwork outcomes such as happiness through the mediating roles of WIF and FIW. This paper fills in these voids by gauging the links given above using data collected from tour guides, a population that has been subjected to limited inquiry in the WIF and FIW literature.

Drawing on the conservation of resources theory, this study aims to identify the mediating effects of depersonalization and resilience on the relationship between customer incivility and organizational citizenship behavior (OCB). It further posits that these indirect effects vary depending on the caring climate and achievement orientation.

A field survey among 622 service employees (Study 1) and a three-wave field survey of 315 service employees and their managers (Study 2) from various service organizations were conducted.

This study confirms that depersonalization operates as a negative mediator in the relationship between customer incivility and OCB. Simultaneously, resilience emerges as a positive mediator, underscoring the contrasting pathways through which customer incivility affects OCB. Furthermore, a caring climate plays a pivotal role in mitigating the detrimental impact of depersonalization on OCB and weakening the positive impact of resilience on OCB. Additionally, this study identifies achievement orientation as a significant moderator between customer incivility and resilience.

This study advances theoretical foundations by investigating depersonalization and resilience as critical mediators in the intricate relationship between customer incivility and OCB. It goes beyond the conventional understanding of customer incivility’s impact by shedding light on the dual roles of a caring climate, demonstrating its potential to alleviate both positive and negative consequences of customer incivility. Moreover, its identification of achievement orientation as a moderator adds a novel dimension to the discourse, emphasizing the need for tailored strategies to harness employee resilience in the face of customer incivility.

Evaluation of research is a core function of academic work, yet there has been very little theoretical development about what it means to ‘know’ in relation to judgements made in examination of doctoral research. This chapter addresses the issue by reflecting on findings from three projects aimed at enhancing understanding of doctoral examination. In order to progress understanding about knowledge judgements in the doctoral research context, the chapter draws on two key contributions in the field of knowledge and knowing, namely, Habermas’ cognitive interests and Chinn, Buckland and Samarapungavan’s notion of epistemic cognition. It examines the common ground between the two bodies of theory, drawing illustratively on empirical work in the field of doctoral examination. The comparison of the Habermasian theory of cognitive interests with Chinn et al.’s notion of epistemic cognition led to the conclusion that there were areas of overlap between the two conceptual schemas that could be utilised to advance research into doctoral examination in higher education. Habermas’ cognitive interests (which underpin his ways of knowing theory) offer a conceptual lens that facilitates analysis of the interaction of ontological and epistemic components of knowledge production. Chinn et al.’s notion of epistemic cognition allows for finer grained analysis of aspects of the cognitive work involved in knowledge rendition. This work is particularly pertinent in an era that sees the boundaries of the disciplines being challenged by the need for new perspectives and cross-disciplinary approaches to solving complex problems.