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This paper aims to explore the effects of leadership style and trust in leadership on employees’ affective commitment under the epidemic situation.

A total of 580 valid questionnaires were collected online targeting the hospitality and tourism employees working from home during the particular period of the COVID-19 Coronavirus crisis. Structural equation modeling was used to analyze the data with AMOS software.

The findings indicated that perceived transformational leadership was a positive predictor of trust in leadership and affective commitment. In addition to the positive contribution to commitment, trust in leadership also mediated the relationship between transformational leadership and organizational commitment.

The current study contributes to the literature on leadership and organizational commitment. The results of this study may provide a valuable guide to organizations, leaders and young employees.

变革型领导对员工信任及员工情感承诺的影响研究

本文旨在研究在新冠疫情背景下, 变革型领导对员工信任度以及情感承诺的影响。

本文研究对象为旅游及酒店行业工作人员, 由于新冠疫情, 调查问卷通过线上的方式向居家办公的酒店工作人员进行发放, 调查结束共收集到580份有效问卷, 利用AMOS软件对收集到的数据进行结构方程分析。

本研究发现, 变革型领导对员工组织信任具有正向影响, 员工信任对员工的组织情感承诺具有正向影响, 变革型领导正向影响员工的组织情感承诺, 并且, 变革型领导通过增强员工信任度, 正向影响员工的组织情感承诺, 即员工信任在变革型领导和情感承诺中间起中介作用。

本研究为拓展企业管理领域研究做出了贡献, 本文研究结果验证了相关的领导理论及组织管理理论, 丰富了职业承诺领域的研究, 为组织、领导以及青年员工的职业发展提供了参考借鉴。

Investigación sobre la influencia del liderazgo transformacional en la confianza y el compromiso emocional de los empleados

Este artículo tiene como objetivo estudiar la influencia del liderazgo transformacional en la confianza y el compromiso emocional de los empleados bajo el impacto del Covid-19.

El objeto de investigación de este artículo es el personal del sector turístico y hotelero. Se recogieron un total de 580 cuestionarios válidos y se analizaron los datos recopilados mediante ecuación estructural utilizando el software AMOS.

Esta investigación encontró que el liderazgo transformacional tiene una influencia positiva en la confianza de los empleados, la confianza de los empleados tiene una influencia positiva en el compromiso emocional de los empleados, el liderazgo transformacional afecta positivamente el compromiso emocional de los empleados y la confianza de los empleados juega un papel intermediario entre el liderazgo transformacional y el compromiso emocional.

Esta investigación enriquece la investigación sobre la teoría del liderazgo y el compromiso organizacional, y proporciona una referencia para el desarrollo profesional de organizaciones, líderes y empleados jóvenes.

This study aims to review the progress of research on artificial intelligence (AI) relating to the hospitality and tourism industry, focusing on the content, focal points, key terms and trends of AI research.

A total of 491 referred papers are selected from the Web of Science core collection database. These papers, published in the past 30 years (1991–2021), are analyzed by using Gephi and VOSviewer software.

AI research shows a growing trend since 1991, and the number of publications and citations increased significantly since 2018, indicating that AI became a focus for researchers. AI studies are grouped into four clusters, namely, AI technology, technology acceptance, customers’ perception and future trends. The research focus changed from AI technology in the early stage to customers’ attitudes toward and willingness to accept AI.

The findings contribute to advance knowledge development, identify research gaps and shed light on future research. The results offer practical enlightenment for governments, tourism destinations and hospitality organization.

The results offer practical enlightenment for governments, tourism destinations and hospitality organization.

This study is the initial attempt to provide a systematic review of AI research relating to the tourism and hospitality fields.

The prevalence of artificial intelligence (AI) has considerably affected management and society. This paper aims to explore its potential impact on hospitality industry employees, bringing enlightenment to both employees and managers.

Data were collected from a survey of 432 employees who worked in full-service hotels in China. Structural equation modeling (SEM) was used to analyze the data.

Results presented a positive relationship between AI awareness and job burnout. No significant direct relationship was found between AI awareness and career competencies. Organizational commitment mediated the relationship between AI awareness and career competencies, as well as the relationship between AI awareness and job burnout.

This study contributes to human resource management in the hospitality industry to theoretical and practical aspects. Theoretically, it enriched both career theory and fit theory. Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

Practically, this study reminds managers to pay attention to the adverse effect of AI on human capital. It also enlightens the manager to think of the positive effects that AI may bring. Managers should provide proper support to overcome AI’s threat to human resources.

The study aims to analyze the impact of AI from a career perspective. It provided theoretical support and evidence for hotel managers for the effects of AI awareness on hotel employees. The study conveys a potential topic of concern that the hospitality industry may face in the future.

This paper aims to explore the complete process and underlying mechanism that social enterprises obtain legitimacy during interactions with stakeholders from theoretical integration of institutional theory and organization ecology perspective.

Based on theoretical classification, this paper selects six typical Chinese social enterprises and conducts a multi-case analysis.

The study finds that social enterprises aim at legitimizing single entity or industry and shaping stakeholders’ cognitive boundary simultaneously. Therefore, by adopting constrained cooperation and competition activities, social enterprises use normative isomorphism to achieve personal legitimation and combining ecological niche construction, social enterprises achieve organizational legitimation. By adopting fragmented cooperation-dominant or competition-dominant activities, social enterprises use mimic isomorphism supplemented by competitive isomorphism or population structure creation to obtain industry legitimation. By adopting dynamically integrated coopetition activities, social enterprises use mimic isomorphism and reflexive isomorphism to reach field legitimation.

This paper proposes a mechanism model that the coopetition with stakeholders influences the legitimation process, identifies four stages of social enterprise’s legitimation process and the types of legitimacy obtained in each stage and fills the gap of Chinese indigenous social enterprise research.

This study aims to elucidate the process and internal mechanism of place identity construction in traditional villages under the impact of tourism by taking Cuandixia village as a case. The research methods comprise participatory observation and in-depth interviews with the residents. The main results are as follows: the impact of tourism on traditional villages is mainly reflected in space reconstruction, livelihood change, social relations restructuring and culture change; under the impact of tourism, the representation of residents’ identity construction shows complexity, with positive and negative effects; and the place identity construction of residents affects their perception of and attitudes toward tourism. Moreover, self-esteem and self-efficacy principles play a key role in their perception of tourism. This study provides some reference for further investigation of the tourism development model and the mental mechanism of residents in traditional villages.

Human Resource Management (HRM) is a critical organizational function, which has continued to evolve. We aim to explore how different HRM will be in the workplace of the future and why, from both strategic and practical perspectives. We present and discuss core HRM practices, such as recruitment, selection and training, as well as peripheral activities, such as monitoring health and safety, and diversity management, reflecting on how they may transform in the workplace of the future.

This is a conceptual thought piece, building on the Substitution, Augmentation, Modification and Redefinition (SAMR) model, to offer a futuristic view of HRM in the era of AI.

Discussing the contemporary challenges of Artificial Intelligence, which we predict will lead to what we term Cyborging HRM.

This study can help HR managers and practitioners to be prepared for AI-embedded HRM systems in the future. For academics, it offers an innovative framework to establish future writing on HRM in the AI era.

AI is pushing HRM and the profession will have to undergo a revolutionary rather than evolutionary transformation in order to remain a necessary and valuable function for organizations. Our elaboration of the SAMR model and suggested implications for the future transformation of HRM should be worthwhile to organizations, management and the wider society.