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This paper aims to examine the environmental awareness, initiatives and performance in the Macau hotel industry.

A mixed research method was adopted involving quantitative surveys with 31 hotels in Macau and 11 face-to-face interviews with the hotel managers, facilities managers and engineers.

Response from surveys and interviews with 31 hoteliers show that hotels in Macau have a high level of environmental awareness. Most hoteliers actively introduce initiatives that contribute to cost savings. Initiatives including using energy conservation light bulbs, having an active system to detect/repair leaking facilities and installing water conserving fixtures are widely implemented, while programs involving using solar lawn light, recycling leftover food and reusing wastewater are not. Major barriers for going green include the lack of government regulations on environmental management (EM), financial constraints, the lack of employees to handle EM and the fear that environmental initiatives may negatively impact the guest’s experience, especially those VIP and hardcore gamblers and customers who expect enjoying the luxuries services in Macau hotels. Lower star hotels experience more difficulties in adopting green approaches.

This paper presents a single case study of Macau; therefore, the results in this research may have limited generalizability.

This paper is one of the very few attempts that investigate EM in Macau – a renowned world tourism and gambling destination, where the vast majority of hotels have their casino facilities. Results show that apart from the financial consideration and the lack of government enforcement to adopt green measures similar to hotels in other destinations, EM practices of Macau’s hotels are also constrained by its customer base and the acute shortage of human resources that is caused by the tourism boom.

The purpose of this study is to explain when and how organizational respect is related to job burnout syndromes. Using the stimulus–organism–response framework, the authors found that organizational respect is negatively related to burnout via job satisfaction, with job insecurity moderating the relationship. Drawing on conservation of resources theory, the authors proposed and found that job satisfaction and emotional exhaustion sequentially mediate the relationship between organizational respect and depersonalization, and this relationship is also moderated by job insecurity.

Data analysis was conducted using responses obtained from 280 anonymous employees in the postproduction film industry. The Statistical Package for the Social Sciences, AMOS and PROCESS macro was used for data analysis.

The research findings show job satisfaction mediates the effects of organizational respect for all three burnout syndromes. Organizational respect predicts depersonalization not only indirectly through job satisfaction but also through emotional exhaustion. Job insecurity moderates the relationship between job satisfaction and depersonalization and between emotional exhaustion and depersonalization. Organizational respect reduces depersonalization through job satisfaction, but this effect depends on how secure the employees feel about their jobs.

Samples from one industry but from countries under different management cultures may not show the true scale of burnout levels for the industry. Cross-sectional data from one industry may limit the generalizability to other industries. The finding on the reverse effects of organizational respect on depersonalization for satisfied employees could be further investigated.

The findings provide insights for learning organizations on the importance of cultivating a respectful atmosphere and reducing job insecurity to mitigate aspects of burnout.

The authors clarified the moderating role of job insecurity and the mediating role of job satisfaction and emotional exhaustion in the organizational respect–depersonalization relationship.

The purpose of this study is to investigate the relationship between work values (WV) and expectations in terms of job quality (JQ) and workplace communication environment (WCE) of undergraduate students. Whether there are significant differences in terms of WV, JQ and WCE among cultural and demographic variables was also assessed.

A survey of 795 undergraduate students in China, Thailand and United Arab Emirates was conducted. Structural equation modeling and a series of one-way analysis of variance tests was carried out.

WV have significant effects on JQ expectations and WCE. This study identifies extrinsic values as the most important WV of the future job market entrants. There are differences in culture, gender and work experience between the three samples in the variables under investigation.

The study relied on the self-reported responses in one university in each site. Data on the undergraduate students’ major and academic performance was not collected.

Job seekers are more likely to choose jobs and WCE that are similar to their personal work value orientation. The study underscores the importance of WV as important motivators in the workplace.

This study is the first to compare the WV, JQ and WCE across multiple nations. The study underscores the importance of JQ and WCE as important motivators in the workplace.

This study aims to investigate the relationships between two dimensions of communication satisfaction – personal feedback and supervisory communication – on outcomes such as altruistic organizational citizenship behavior and civic virtue. Another aim is to examine the mediating role of organizational justice (OJ) between these two dimensions of communication satisfaction and altruistic organizational citizenship behavior and civic virtue.

This study is based on a survey conducted in major organizations in Macau SAR, China. Data from 294 respondents who successfully completed the questionnaire is used for the analysis.

The results reveal that supervisory communication is significantly and positively associated with altruistic organizational citizenship behavior. Both personal feedback and supervisory communication are significantly and positively associated with civic virtue. OJ is a mediator between personal feedback and civic virtue. OJ also mediates the relationship between satisfaction with supervisory communication and civic virtue. It is intriguing that OJ is not a mediator in the relationship between satisfaction with communication and altruistic organizational citizenship behavior.

A single city cross-sectional study presents some restrictions on the generalizability of the findings. More studies are needed to understand communication satisfaction – organizational citizenship behavior processes to establish if the findings hold with other samples in other cultures.

The empirical evidence in this study shows that satisfaction with communication is critical for promoting discretionary behaviors. The mediating roles of OJ between personal feedback and civic virtue and between supervisory communication and civic virtue, clearly indicate that even though a manager may try hard to motivate employees’ participation in discretionary behaviors, whether employees participate in extra-role behaviors depends on their perception of justice.

This is the first study to examine how altruistic organizational citizenship behavior and civic virtues are influenced by satisfaction with communication. Moreover, the mediating role of OJ has never been tested previously. The findings contribute to the HR literature and provide deeper insights on how to promote citizenship behavior.

Because of the nature of their work, frontline service employees are highly exposed to customer incivility (CI) and are required to perform surface acting (SA) in such circumstances. Both CI and SA have detrimental impact to a sustainable workforce. This study aims to investigate the psychological effects of CI and SA on emotional exhaustion (EE), organizational commitment (OC) and work–family conflict (WFC).

Data from 203 respondents who successfully completed the questionnaire is used for the analysis. Structural equation modelling and bootstrapping were performed to investigate the relationship among variables.

The study found that both CI and SA are positively related to EE. EE is negatively related to OC and positively related to WFC. EE was engaged as a mediator between CI and OC, and between CI and WFC. EE also served as a mediator between SA and OC, and between SA and WFC.

The findings advanced our knowledge of the impact of CI and SA on EE, OC and WFC. Based on the findings, theoretical and practical implications are discussed.