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This study aims to build and test an empirical model that investigates the mechanism with which innovation-based human resource management (HRM) impacts employee satisfaction and performance in Nigerian international airports.

A time-lagged approach that involved three-waves was used to collect data from passenger-contact employees and their immediate managers for three-month period starting from January to March 2019. A total of 247 dyads of passenger-contact employees and managers were used for the data analysis.

Results from data analysis showed that coworker support and absorptive capacity mediate the impact of innovation-based HRM on employee satisfaction and performance. Innovation-based human resource effort is best applied when coworker support is evident in the workplace.

The development and application of innovation-driven human resources in the Nigerian aviation context encourage satisfaction with assigned task roles, leading to employee performance. Theory-based implications for managing passenger-contact employees were also given. A significant strength of this study is that it is among the forerunners of scholars that investigated innovation-based HRM as a continuum rather than different aspects of broader management issues.

The purpose of this paper is to investigate work engagement (WE) as a mediator of the influence of psychological capital (PsyCap) on lateness attitude and turnover intentions. It also examines lateness attitude as a mediator between WE and turnover intentions.

Structural equation modeling was employed to gauge the relationships using data gathered from nurses in public hospitals in Northern Cyprus.

The results underscore the role WE plays as a mediator between PsyCap and the previously stated outcomes. The results also highlight the role lateness attitude plays as a mediator in the relationship between WE and turnover intentions.

What is known about the effects of PsyCap and WE on nurses’ lateness attitude and turnover intentions is scarce. There is also limited empirical evidence regarding the underlying mechanism linking PsyCap to lateness attitude and turnover intentions.

The geographical location and the ambiance of the Coastline Mediterranean Countries (CMCs) advantageously present the region as a tourist destination with rich cultures. The paper aims to discuss this issue.

As such, this study investigates the dynamics of energy import and environmental quality in relation to international tourism development for nine CMCs over the period 1995–2013 using a pooled mean group approach.

Although the impacts of energy import, CO₂ (here as environmental quality) and GDP on international tourism receipts are observed to be significant and negative, international tourist arrival expectedly exerts positive and significant impact, all at the adjustment speed of 0.19. A heterogeneously robust Granger non-causality test further reveals a strong one-directional causal relationship from energy import to tourism receipts.

The dynamics of the energy market amidst persistent evolution of new source(s) of energy would evidently play a significant role in the region’s tourism sector. It then suggests policy direction to governments of the region and by extension the global tourism market.

By providing insight into the nexus of environment, energy and tourism development, the current study is the first that addresses the concern in the context of the CMCs.

The COVID-19 pandemic has resulted in significant changes in tourists’ attitudes and behaviors mostly as a result of confinement-related problems. Although various studies have been conducted to analyze customers’ perceptions of service quality and satisfaction using a drop-off/pick-up method, the influence of COVID-19 on customers’ perceptions of service quality and satisfaction has not been examined using online reviews. It is critical to evaluate satisfaction aspects from user-generated content to ascertain their preferences for hotel services during the pandemic. This research aims to explore the viewpoint shared online by hotel tourists, as well as identify which service practice is associated with higher and lower satisfaction during the COVID-19 pandemic.

This study investigates the potential impact of organizational variables on the service recovery performance of frontline employees, and the impact of successful service recovery on frontline employees’ job satisfaction and intensions to resign. Data obtained from a survey of frontline employees working in several banks in two cities in Western Turkey serve as the study setting. Results and their implications are discussed.

Although the importance of high-performance work practices to foster individual-level outcomes is well documented, how team-level perception of HPWPs impacts team-level outcomes is not well researched, particularly in the hospitality sector. To fill this research gap, the role of team-level perception of HPWPs in fostering team engagement through team psychological capital is investigated.

A survey was conducted using a structured questionnaire.

The study findings suggest that in the presence of HPWPs, front-line service employees have high psychological resources and are more engaged in performing their organizational tasks.

The hotel management should benefit from high-performance work practices to enhance employees' attachment with their service organizations for exhibiting work engagement.