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Transformational leadership (TFL) has been identified by a number of studies as a positive force for business success. However, few studies have explicitly examined its influence on the cooperative employment relationship, such as frontline employees' voice in the workplace. Thus, this study conducts an empirical analysis of dual-level (i.e. group-focused and individual-focused) TFL and its effect on frontline employees' cooperative voice.

This empirical study is based on data from a survey of 468 full-time frontline workers from 38 hotels in China.

The empirical results revealed that both individual-level and group-level TFL are significantly associated with frontline employees' cooperative voice. Person–Organization value congruence and Person–Supervisor value congruence both act as mediators in the linkage between group-level TFL and employees' cooperative voice behaviors. The partial mediating role of Demand–Ability congruence on the relationship between individual-level TFL and cooperative voice is also established.

First, this study investigates the dual-level effects of TFL on the cooperative voice behavior of frontline employees. Second, this study explores whether three dimensions of value congruence mediate the influence of TFL on the voice behaviors of employees.

This study attempts to explore major attributes of food delivery applications in consideration of their impacts upon perceived service quality, satisfaction and usage intention. A multi-group analysis is performed to examine the hypothesized relationships in the structural models for the millennials and non-millennials.

The data was collected from 311 food delivery application users. The structural equation model (SEM) was designed to examine the interrelationships among variables.

The findings indicate that five salient dimensions that include ease of use, facility aesthetics, trustworthiness, value for money and product portfolio have a significant impact on overall service quality. Results further demonstrate that differences in generational difference partially moderate the relationship between each attribute of the food delivery application service quality as well as overall service quality.

The rapid evolution of the Internet and mobile communication has resulted in the proliferation of food delivery applications in China. However, to the best of our knowledge, only a few studies have focused on measuring the key dimension of service quality of food delivery applications.

This paper aims to investigate the corporate-level determinants (i.e. management commitment) of work ability. It also examined whether mid-level contextual variables intensify the relationship between management commitment and the work ability of senior casino dealers.

A three-level hierarchical analysis of data from 432 casino dealers from 16 casinos was performed to determine the proportion of variance in the dependent variable when the explanatory variables were at varying hierarchical levels.

The findings suggest that management commitment has a positive and significant impact on frontline dealers’ work ability. Furthermore, supervisor support and group trust have moderating effects on the relationship between management commitment and dealers’ work ability.

The current study provides important information on how to increase the ability of aging dealer to remain active and learn new skills.

Work ability has received substantial attention from recent studies of human resources because of its close relationship to employee job skills and competencies. However, to the best of the authors’ knowledge, no conceptual model explains the role of work ability role in promoting and updating human resources management practices and policies.

Drawing upon Hofstede's cultural dimensions theory, a comprehensive model exploring the relationships among four distinct culture values and their influence on employees' turnover intention through the mediating roles of organizational commitment and organizational citizenship behavior was developed and tested.

This study covers 585 migrant workers from nine countries who work in the food and beverage industry in Guangzhou, China. Structural equation modeling (SEM) was used to analyze the data collected from these migrant workers.

The results reveal that (1) among the four culture values, only uncertainty avoidance, collectivism orientation and masculinity orientation significantly affect organizational commitment and organizational citizenship behavior, (2) organizational commitment is significantly positively related to organizational citizenship behavior and (3) both organizational commitment and organizational citizenship behavior have a negative direct effect on turnover intention, while organizational citizenship behavior has a stronger impact on migrants' turnover intention than organizational commitment.

The issue of cultural diversity, particularly among relevant migrant workers in the hospitality industry in developing countries, such as China, needs more attention than ever.

The 2019 novel coronavirus (COVID-19) pandemic has affected many countries around the world. Due to the debate on the source of the outbreak, wildlife meat consumption has gained international attention and become an area that requires further exploration. The purpose of this research is to explore the differences in game consumption motivations and behaviours among populations in northern and southern China.

An online survey on wild meat awareness with (potential) game consumers across the country as target groups was conducted.

Results from this study showed that consumers in the southern region have a preference for wildlife. This preference was determined by factors such as natural environment, history and culture and the level of economic development. However, there was no significant difference in the frequency of game consumption between the north and south since game meat is not a major component of the daily diet.

The government should consider banning this trade permanently to prevent future disease outbreaks caused by wildlife-to-human transmissions.

The consumption of game meat is regional, but the animals in game trades live across a wider area, and thus, game trades have a global influence on ecological systems and human health. Therefore, this epidemic is also a global concern, which might lead people to display a highly negative attitude towards consuming game meat.

This study aims to explore the antecedents of perceived value and the moderating effect of trust and the relationship between these antecedents and perceived value in the context of the service sector.

The multivariate statistical analysis technique of structural equation modeling was used to test the proposed theoretical model.

The results indicate that self-efficacy, motivation, social influence, facilitating conditions and emotions have a significant and direct relationship with customers’ perceived value and that trust can enhance the effect of these antecedents on perceived value. These findings have several significant implications for service robot implementation within the service sector.

With the advancement in artificial intelligence and sensor technology, various industries have launched the practice of deploying intelligent robots to build competitive advantages. The use of intelligent robots to assist with the customer service process and improve consumers’ experience within the service sector is becoming more commonplace.

本论文旨在研究服务业中决定感知价值以及哪些中介变量调节感知价值决定因子和感知价值之间的关系。

本论文采用多变量SEM法分析提出的理论模型。

研究结果表明, 自我效能、动机、社会影响、辅助条件、以及情感对消费者感知价值有直接且显著的影响, 此外, 信任对于其影响因子对感知价值的关系有增强作用。本论文研究结果对服务型机器人在服务业中的应用有着很大的启示。

随着人工智能和感应科技的发展, 很多产业都开始应用智能机器人来增强竞争力。使用智能机器人来辅助消费者服务过程以及提高服务体验感受越来越成为普遍。

The purpose of this paper is to investigate how workplace ostracism influences employee work engagement. It further examines the mediating role of workplace belongingness and moderating role of intrinsic work motivation.

Data was collected from 402 hotel employees from Thailand. A second stage moderated-mediation is used to test the relationship between workplace ostracism and employee work engagement.

Workplace ostracism negatively impacts employee work engagement and workplace belongingness mediates this relationship. The negative effect of workplace ostracism on employee work engagement through workplace belongingness is stronger for employees high on intrinsic motivation.

Hotel firms should make social connection an organization-wide strategic priority. They can include workplace ostracism as workplace harassment in their policy.

Besides contributing to the nascent literature on workplace ostracism in the hospitality industry, the present study extends research on workplace ostracism by empirically testing the relationship between workplace ostracism and employee work engagement. By using workplace belongingness as a mediator, a better understanding is provided regarding “why” workplace ostracism relates to employee work engagement. By introducing intrinsic work motivation as a moderator, scholars can gain a better understanding in regard to “whom” workplace ostracism negatively relates to employee work engagement.

Structural equation modelling (SEM) has increasingly been used by hospitality and tourism researchers to examine complex relationships. This paper aims to highlight the benefits and limitations of SEM for hospitality and tourism research and compare its two main approaches, i.e. covariance-based SEM (CB-SEM) and partial least squares-SEM (PLS-SEM).

By using a comparative approach, this study parallels SEM’s two main approaches, i.e. CB-SEM and PLS-SEM, using three different examples from hospitality and tourism industry. Both the approaches are compared side by side in terms of assumptions, validity and reliability of measurement models, item retention and loadings, strength and significance of path relationships and coefficient of determinations.

The findings show that even though both methods analyse measurement theory and structural path models, there are relatively higher advantages for hospitality and tourism researchers in applying PLS-SEM.

Because of the limitations of only using three examples, the results and trends generated in this study may not be generalized to all research in hospitality and tourism discipline. Moreover, the Likert scale has been used to measure the constructs in both the studies, which may have biased the results.

This study is the first to compare the usage of both the SEM approaches in hospitality and tourism research. The findings of this study provide significant implications and directions for hospitality and tourism researchers to apply PLS-SEM in the future.

Employee engagement serves as a critical strategy for tourism and hospitality organizations to support their employees and fight adversity. This study aims to investigate the antecedents and effects of employee engagement and examine innovative behavior as a linchpin mechanism for the relationship between organizational engagement culture and organizational performance.

This study analyzed the antecedents and effects of employee engagement through a hierarchical linear model that considers both organizational- and individual-level factors. The data was collected through a questionnaire survey from employees of 39 hotels in Guangzhou, China.

The results confirmed the significant positive effect of organizational empowerment, leadership and collaboration atmosphere on employment engagement. An individual’s perception of rewards and recognition, distributive justice and procedural justice significantly affected employee engagement. It was also confirmed that employee engagement ultimately improved performance outcomes at the individual and organizational levels. Additionally, the mediation effect of organizational innovation culture on the relationship between organizational employee engagement and organizational performance was confirmed.

Organizations can improve their performance by enhancing employee engagement, which in turn, can be encouraged by empowering leadership and organizational collaboration culture. Organizations can also improve their performance by providing rewards and recognition appreciated by employees and ensuring justice to them.

This research contributes to the literature on employee engagement in the hospitality industry by demonstrating how organizational performance can be improved through employee engagement using a multilevel model. The findings highlight that organizations with engaged employees are more likely to achieve an innovative culture, which in turn, leads to organizational success. This study also confirmed that empowerment, leadership and collaboration culture help improve organizational performance in the hospitality industry.