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Book part
Publication date: 25 May 2021

İrem Kaptangil

The Covid-19 pandemic, which started in China and spread rapidly all over the world in a short time, can be considered as a dynamic struggle that forces all individuals…

Abstract

The Covid-19 pandemic, which started in China and spread rapidly all over the world in a short time, can be considered as a dynamic struggle that forces all individuals and therefore organizations to act with new strategies. When considered in terms of its effects and consequences, it can even be regarded as the beginning of a new world order. In this new order, individuals who are unintentionally exposed to chaos theories and possible disaster scenarios related to Covid-19, both in their daily life and in organizational life, can make an effort to continue their lives with the increase in their anxiety levels. While this new order, which shakes the vital balance, forces individuals to struggle, the managers of the organization become a part of this struggle. In addition to the individual struggles of the employees, organizations are also in a separate struggle as providing the necessary support. In this chaos environment, it is important that the psychological health of the employees and the strategic moves of the organizations are mutually supportive in order to ensure a healthier working life. Therefore, this research was carried out with the support of current data and literature to evaluate the Covid-19 pandemic under the headings of remote work, work−family balance and the psychological reflections they cause. In this context, the changes caused by covid-19 were evaluated from the employee’s point of view, and inferences were made from the possible consequences of the situation.

Details

Contemporary Issues in Social Science
Type: Book
ISBN: 978-1-80043-931-3

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Article
Publication date: 2 May 2019

Zakaria Elkhwesky, Islam Elbayoumi Salem and Mona Barakat

The purpose of this paper is to investigate the importance of ethnic, gender and religious diversity management practices (DMPs) and the level of implementation from…

Abstract

Purpose

The purpose of this paper is to investigate the importance of ethnic, gender and religious diversity management practices (DMPs) and the level of implementation from perspectives of five-star hotels in Egypt. Besides, it also examines the moderating role of empowerment and capability development (CD) between the importance and the implementation of gender and religious management practices.

Design/methodology/approach

The questionnaires were distributed personally to entry-level F&B employees, F&B managers, working in F&B departments, and HR managers in all accepted five-star hotels in their workplaces, during July and August 2017. Only 400 returned back, with a response rate of 35 percent and were considered usable for data analysis.

Findings

The results clarified that there was a significant moderate positive correlation between the importance and the implementation of gender and religious management practices (MPs). Nonetheless, the correlation proved to be significant, weak and positive between the importance and the implementation of ethnic MPs. The relationship between the importance and the implementation of ethnic, gender and religious MPs was not moderated by empowerment.

Research limitations/implications

Although questionnaires have been collected from diverse F&B outlets, comparisons among outlets were not conducted. This study concentrated on the F&B departments only; hence, future researchers can make comparisons among different departments.

Practical implications

This study implies that HR managers should recruit employees from diverse ethnicities, gender, ages, disabilities and religions to help five-star hotels achieve success in marketplaces. Recruiting diverse employees should be a basic part of the organizational culture of hotels, specifically F&B departments.

Social implications

Social activities organized in hotels, such as a tennis table, football and billiards tournaments, are included. Hotels can provide employees with special meals during fasting and they can also allow Christian employees to leave the hotel from 7 to 10 a.m. to attend the mass in church each Sunday.

Originality/value

Although DM is necessary for the hospitality industry, there is a lack of studies focusing on investigating the importance−implementation of DMPs and analyzing the moderating role of empowerment and CD in this industry, specifically in Egypt. This study provided weighty contributions to the management of diversity in the Egyptian hotel sector and formed one of the first empirical studies.

Details

Journal of Hospitality and Tourism Insights, vol. 2 no. 2
Type: Research Article
ISSN: 2514-9792

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Article
Publication date: 13 April 2018

Shashi Bala and Puja Singhal

This study aims to endeavor to explore the extent of gender digital divide(GDD) in Uttar Pradesh (U.P., IT-Hub of North India), a most populous state of India, with a…

Abstract

Purpose

This study aims to endeavor to explore the extent of gender digital divide(GDD) in Uttar Pradesh (U.P., IT-Hub of North India), a most populous state of India, with a particular focus on the first and second order of digital divide, including availability, access time and use of the internet.

Design/methodology/approach

The authors have adopted stratified multistage sampling procedure for this research and conducted an empirical study on the data set of 600 respondents of six districts of U.P. to perform the inter-regional analysis. Furthermore, χ2 method has been used to reveal the factors responsible for the GDD among selected districts of UP.

Findings

Statistical results clearly indicate that out of 12 sub-districts, most of the districts suffered from first order as well as second order of GDD, and this gender disparity within an increasing digitization environment is due to the existence of exclusion from basic technological skills, social norms and financial constraints.

Practical implications

The results have implications for the U.P. Government in general and policymakers behind digitization projects in particular as well as the promoters of gender equality including researchers and fellows.

Originality/value

This study is the first to illustrate the orders of the digital gender gap in a developing economy such as India and to gain an insight into the factors behind it. This research will also consider a promising avenue for future work.

Details

Journal of Information, Communication and Ethics in Society, vol. 16 no. 2
Type: Research Article
ISSN: 1477-996X

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Article
Publication date: 14 May 2018

Lisa Cain, James Busser and Hee Jung (Annette) Kang

This paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and…

Abstract

Purpose

This paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover theory.

Design/methodology/approach

Surveys were completed by members of the American Culinary Federation in North America, the Nevada Restaurant Association and attendees at the ChefConnect Annual Conference. The data were analysed with confirmatory factor analysis and structural equation modelling.

Findings

All relationships in the model were significantly positive except for calling to life satisfaction. Importantly work-life balance was a significant mediator between calling and life satisfaction as well as for employee engagement and life satisfaction.

Research limitations/implications

The research provides a more comprehensive framework for hospitality scholars to understand the outcomes of work as a calling through meaningfulness. The sample of executive chef limits generalizability.

Practical implications

The identification of a calling through in-depth interviews is recommended. Once recognized, managers should further foster chef’s passion through employee engagement facilitated by workplace autonomy and continuing education and work-life balance supported with human resource management practices including time off for critical life events. This will allow calling to flourish, increase life satisfaction and reduce the likelihood of turnover and burnout.

Originality/value

Outcomes reveal the complexity of the relationship between calling and life satisfaction. Contrary to previous findings, the presence of positive work-life balance was critical to attain life satisfaction, even when work was viewed as a calling.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 5
Type: Research Article
ISSN: 0959-6119

Keywords

Content available
Article
Publication date: 22 July 2021

Christopher Paul Cain, Lisa Nicole Cain, James A. Busser and Hee Jung (Annette) Kang

This study sought to understand how having a calling influenced engagement, work–life balance and career satisfaction for Professional Golfers Association of America (PGA…

Abstract

Purpose

This study sought to understand how having a calling influenced engagement, work–life balance and career satisfaction for Professional Golfers Association of America (PGA) and Golf Course Superintendent of America (GCSA) professionals.

Design/methodology/approach

A conceptual model was used to examine callings among golf course supervisors and its impact on their engagement, work–life balance and career satisfaction. This study also explored the moderation effect of employees’ generalized or specialized role on the calling–engagement relationship. Surveys were collected from a single golf management company and partial least squares structural equation modeling (PLS-SEM) was used for data analysis.

Findings

The results revealed significant relationships among all of the variables, with the exception of the impact of having a calling on work–life balance. Additionally, the more having a calling increased, the more important it was for supervisors to have specialized roles to increase their engagement.

Originality/value

This study identifies important differences in factors that promote career satisfaction for golf course supervisors and extends current understanding of role theory.

Details

International Hospitality Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2516-8142

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Article
Publication date: 12 July 2021

Rachael Rief and Samantha Clinkinbeard

The purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job…

Abstract

Purpose

The purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).

Design/methodology/approach

The authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.

Findings

Perceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.

Research Implications

More research is needed to identify predictors of organizational fit perceptions among police officers.

Practical implications

Findings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.

Originality/value

The authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

Details

Policing: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1363-951X

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Article
Publication date: 6 March 2020

Shazia Nauman, Connie Zheng and Saima Naseer

Drawing on conservation of resources theory, this study aims to investigate the processes underlying the linkages between job insecurity (JI) and work–family conflict…

Abstract

Purpose

Drawing on conservation of resources theory, this study aims to investigate the processes underlying the linkages between job insecurity (JI) and work–family conflict (WFC) from a stress perspective, focusing on the mediating role of subordinates' work withdrawal (WW) and emotional exhaustion (EE). Specifically, the authors tested two distinct mediating mechanisms, namely, WW and EE that have received less attention in testing the JI and WFC linkage. The authors also tested the variable of perceived organizational justice (POJ) to moderate these relationships.

Design/methodology/approach

Survey data collected at Time 1 and Time 2 included 206 professionals from different occupational sectors. The authors study independent variable (i.e. JI), moderator (POJ) and mediator (WW) were measured at Time-1, whereas the other mediator (EE) and outcome (WFC) were tapped by the same respondent at Time-2 with a time interval of one month between them.

Findings

The findings suggest that subordinates’ EE and WW mediate the relationship between JI and WFC. Further, the authors found that EE is a relatively more effective mechanism than WW in explaining how and why JI translates into WFC. The results of the moderated mediation analysis revealed that the indirect effect of JI on WFC is strengthened when POJ is low.

Practical implications

JI has adverse consequences on the employees’ well-being and a cost to the organization in terms of WW. HR and top management should anticipate the negative influence of WW and EE and should focus on nurturing positive work–family climates to help reduce WFCs. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of JI.

Originality/value

This study contributes to the employees’ burnout, counter work behavior and the WFC literature. By introducing EE and WW as underlying mechanisms and identifying POJ as a work contextual variable to explain the JI – WFC relationship, the authors extend the nomological network of JI. The authors respond to the calls by prior researchers as little research has examined how perceived fairness (unfairness) can induce WFC.

Details

International Journal of Conflict Management, vol. 31 no. 5
Type: Research Article
ISSN: 1044-4068

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Article
Publication date: 6 May 2021

Toyin Ajibade Adisa, Olatunji David Adekoya and Olajumoke Okoya

The trend of domestic employment thrives almost in every society. It is most common in developing countries and Nigeria is no exception. This paper aims to examine the…

Abstract

Purpose

The trend of domestic employment thrives almost in every society. It is most common in developing countries and Nigeria is no exception. This paper aims to examine the nature of the role of a domestic worker in Nigeria and the work-life conflict issues involved in such work.

Design/methodology/approach

This study uses a qualitative research approach to examine the nature of the role of domestic workers and the associated work-life conflict issues.

Findings

The findings show that the nature of the jobs of domestic workers in Nigeria gives rise to a situation of modern-day slavery in which an employee works without a formal employment contract, with little or no rights to private time. Long and unstructured working hours, employers’ perceptions about domestic workers and a huge workload fuel and exacerbate work-life conflict amongst domestic workers in Nigeria.

Research limitations/implications

The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research and the research context.

Practical implications

The primacy of the employer over the employee in domestic employment means that both time and work-based conflicts continue to buffer work-life conflict if domestic workers’ working hours remain unscheduled and their employers’ perceptions about them remain unchanged. This invariably has a negative impact on the domestic workers’ health and productivity. Therefore, domestic employment should be regulated by law and domestic workers should be treated like other formal employees.

Originality/value

This study contributes to the debates on the work-life conflict by highlighting the nature of the role of domestic workers in a non-western context, Nigeria and provides a nuanced insight into the work-life conflict issues involved in such work. The findings add conceptual thought and empirical evidence to the debate on work-life conflict.

Details

Gender in Management: An International Journal , vol. 36 no. 4
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 1 February 2006

Cherlyn Skromme Granrose and Patricia A. Baccili

To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological…

Abstract

Purpose

To examine the existence of career psychological contracts and consequences of perceived violations for traditional, protean and boundaryless career psychological contracts in one sample of aerospace employees.

Design/methodology/approach

Structured questionnaires were used to collect data. Regression analysis was used to test hypotheses.

Findings

Most employees consider traditional career goals like job security and upward mobility important, but believed the organization failed to meet these perceived obligations. Perceived violations of psychological contract obligations for job security and training reduced organizational commitment, and violations of perceived upward mobility opportunity obligations were related to intentions to leave. Employees' commitment to managers moderated the effect of low levels of organizational career contract violations, but had no effect on intentions to leave if managers violated psychological career contracts or if the organization had a high level of perceived career psychological contract violations.

Originality/value

Organizations could benefit from providing more training in career support for managers and scholars should examine organizational and managerial psychological contracts as separate constructs.

Details

Career Development International, vol. 11 no. 2
Type: Research Article
ISSN: 1362-0436

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