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Compatible with the principles of leader–member exchange (LMX) theory and social exchange theory (SET), the study explores the effect of LMX on job embeddedness and job dedication and the mediating role of employee advocacy.

The data were gathered via a survey at four hotels in Izmir. To test the reliability and validity, 194 valid questionnaires were subjected to confirmatory factor analysis and path analysis. Structural equation modelling was used to test the hypothesized relationships.

The results show that high quality LMX and employee advocacy increase the hotel employees' job embeddedness and job dedication. In addition, the results show that employee advocacy has a partial mediating effect on the relationships between LMX and job embeddedness, and between LMX and job dedication.

Although past researches have examined both various determinants of employee job embeddedness and job dedication, and consequences of high-quality LMX, they have ignored a critical factor, which is employee advocacy. This current study addresses this research gap by investigating the interrelations between LMX and job embeddedness, and job advocacy through employee advocacy in hotels. Moreover, this research is the first empirical study that analyzes the relationships between LMX, job embeddedness, job dedication and employee advocacy in the same model. Therefore, this research contributes to hospitality literature by filling this gap.

Based on The Conservation of Resources Theory (COR), Spillover Theory and Social Exchange Theory (SET), this study investigates the mediating role of job dedication in the relationships between job stress, happiness and perceived organizational support (POS).

Data were collected from 5-star resort hotel employees in Turkey. 362 valid questionnaires were collected. The research hypotheses were tested using Covariance-Based Structural Equation Modeling (CB-SEM).

The analysis results show that POS is positively related to employee happiness and job dedication. Job stress is negatively related to employee happiness but positively related to job dedication. Job dedication partially mediates the relationships between job stress and happiness, and POS and happiness.

The study's findings could be used by hotel managers to improve employees' job dedication, which will lead to increased employee happiness. Together with qualitative and quantitative research methods, future research could be conducted on the predecessors of job dedication and comparatively on employee happiness for different country samples.

In order to increase employee happiness, Turkish hotel managers may want to increase POS and decrease perceived job stress of their employees. Although it was found out in this study that job stress increases job dedication, it is also accepted that this unexpected situation arises due to special conditions. Therefore, by reducing job stress, hotel managers may prefer to increase the job dedication of their employees and their happiness indirectly.

The current study contributes to the hospitality management literature by investigating the organizational factors behind employee happiness. In addition, it also explored in depth the mediating effect of job dedication on the relationships between POS, job stress and happiness.

The current study investigates the impact of the COVID-19 pandemic on the mental health and career perspectives of the future workforce of the tourism and hospitality industry in the UK. The paper is based on theories of emotion and focuses on the interplay role of three factors of fear of COVID-19, depression, and future career anxiety.

The current research uses a mixed-method approach in two studies to answer the research questions. First, an online questionnaire was distributed among 197 current tourism and hospitality students in the UK. In the second phase through a qualitative approach and 17 semi-structured interviews, a more in-depth approach was taken to understand the impact of the COVID-19 pandemic and the future career perspectives of the respondents.

Findings reveal a high level of mental health disorders among respondents. The majority of respondents suffer from some sort of mental health conditions/disorders that affect their moods, thinking, and behaviors. The results further show that the fear of COVID-19 causes depression which results in career anxiety.

The findings suggest that the future tourism workforce in the UK is likely to suffer from some sort of mental health disorder that can influence their performances in the workplace. Companies are advised to make adjustments that help to protect the well-being and psychological health of their staff.

Previous studies used a snapshot in time only with a focus on the immediate and short-term effects of the pandemic. In the current study, by taking a long-term impact approach, the authors attempted to understand the psychological impact of the COVID-19 on the future workforce of the tourism industry in the UK and offered practical implications for stakeholders.

The purpose of this study was to examine the relationships between perceived price justice, satisfaction, revisit intention and loyalty among restaurant customers, specially the mediating effect of revisit intention in the relationship between perceived price justice, satisfaction and loyalty.

Data were collected from a questionnaire distributed to customer of restaurants in Turkey. A total of 304 restaurant customers participated.

Results from structural equation modeling show that price justice and satisfaction positively influence their revisit intention of restaurant customers, also revisit intention positively influences loyalty of restaurant customers. Also, the empirical results indicate that while revisit intention fully mediates the effect of price justice and loyalty, it partially mediates the effect of satisfaction and loyalty.

When the studies in the literature are examined, it is seen that there are various studies that deal with perceived price justice, customer satisfaction, revisit intention and loyalty variables from a different viewpoint. However, no study has been found on restaurants that investigate the relationship between these four variables and the mediating role of revisit intention. Furthermore, the authors’ study contributes to the hospitality and service management literature in two ways. First, the authors follow recent calls for studies on antecedents of revisit intention, with the aim of providing empirical support to uncover factor that shape customers’ revisit intentions. Second, the authors investigate the attitudinal mechanism that explains how customers’ perception of price justice and satisfaction in their loyalty by exploring the mediation effect of revisit intention. On the other hand, it is foreseen that the study will shed light on restaurant managers and provide healthy data for strategic planning. Additionally, that the results obtained are the practical purpose of the study is to contribute to the determination of product development and promotional strategies for restaurant managements.

This empirical study explored how tourist incivility, job stress and job satisfaction affect tourist guides' vocational commitment.

Data were collected via a questionnaire on a convenience sample of tourist guides during February–March 2018. A total of 172 valid questionnaires were collected, of which 100 were online and 72 face-to-face. The hypotheses were tested through multiple regression analyses.

The results show that job stress reduces both the affective and normative commitment of tourist guides whereas tourist incivility only reduces their normative commitment. The results also show that job satisfaction increases their affective commitment.

The results show that vocational commitment of tourist guides can be strengthened when job stresses are reduced, they are faced with less incivil behaviors and job satisfaction increases. Tour operators and travel agency managers can implement managerial practices that will reduce the job stress of tourist guides and increase job satisfaction. At the same time, it can be ensured that tourist guides develop a positive attitude toward their profession by supporting the legalization and implementation of regulations that protect from incivil tourist behavior.

Although both job stress and job satisfaction have received past research attention, no research has studied them in an integrated form with tourist incivility and vocational commitments of tourist guides. In this study, it is predicted that tourist incivility and job stress both affect the job satisfaction and vocational commitment of tourist guides. Conducting such a study of tourist guiding is important because the literature survey reveals that only very limited research has been done into the work of this profession.

The main purpose of this study is to explore the influence of self-esteem and role stress on job performance in the hotel businesses. Moreover, the research aims to discover which role stress factors, i.e. role ambiguity, role conflict and role overload, have the most detrimental effect on an employee’s role stress in the hotel businesses.

To achieve the above aim, four sets of hypotheses were proposed: the first looked into the effect of role stress, which consists of role ambiguity, role conflict and role overload on job performance, and the second focused on the effect of employees’ self-esteem on job performance. A questionnaire was used and participants were drawn from 227 hotel employees in Kusadasi, Turkey. To empirically test these hypotheses, structural equation modeling was implemented.

The outcome of the study indicated three patterns: role ambiguity and role conflict are negatively associated with job performance; role overload and self-esteem are positively associated with job performance; and role ambiguity creates more role stress than role conflict or overload.

The research findings suggest that some practical methodology should be introduced to improve employees’ job performance and diminish role stress. For instance, hotel managers should decrease role ambiguity and conflict, employ personnel with high self-esteem and prioritize reducing role overload rather than reducing role ambiguity or role conflict.

The research findings suggest that both role stress and self-esteem are important factors influencing job performance in hotel management. This paper aims to identify some important steps to increase job performance. Thus, our study should prove to be of great value to those in hotel management.

In this chapter, the authors will examine turnover in Turkey. In the first section, the authors will briefly describe the legal, institutional, and cultural context with a particular emphasis on their implications for employment conditions and turnover in Turkey. In the second section, the authors will review the academic literature on turnover that originated from Turkey. The authors divide the reviewed studies into two groups: generalizability studies, which are primarily replications of the mainstream literature with no focus on any specific characteristics of Turkey, and contextual studies, which emphasized the role of the economic, legal, or cultural background in formulating or interpreting their research. In the final section, the authors will discuss the findings of the review vis-á-vis the mainstream literature as well as practical implications and conclude with potential future research directions in the Turkish context.

While pursuing energy management, firms simultaneously strive to boost sales as a path towards economic performance. Also, the literature suggests that family firms exhibit greater environmental commitment than their non-family counterparts. To examine these contentions, this review espouses contingency theory to interrogate the correlations of (1) energy consumption targets, (2) energy efficiency enhancing measures, (3) energy consumption monitoring and (4) the domestic sales performance of small family firms in Turkey's food sector.

Data were sourced from the World Bank Enterprise Survey. A sample of 137 family firms in food production, processing and retail was analysed using non-linear structural equation modelling. Path coefficients were determined to estimate the extent to which energy management practices predict domestic sales.

The path analysis revealed that although energy consumption targets do not directly increase sales performance, they stimulate firms' energy efficiency enhancement measures and energy consumption monitoring to produce this effect by 21%.

The contingency lens espoused leaves room to capture further antecedents in small family food firms' technical, managerial, ownership, operational and architectural configuration that may also interact with or predict the propensity for energy management.

For practitioners, the inherent findings demonstrate that there are firm-specific material benefits arising from adopting energy management practices. And, although small firms such as family food businesses may have low energy intensities, they can improve their sales performance by setting energy targets, installing energy efficiency enhancing measures and embarking on energy consumption monitoring.

Public stakeholders in Turkey such as the Ministry of Energy and Natural Resources, the General Directorate of Energy Affairs and affiliate institutions can reflect on these findings to develop a coherent national energy management policy for small firms. Such initiatives are especially relevant to Turkey and its ambitions to join the EU which requires member states to set up a national energy efficiency action plan.

This inquiry is one of the first to examine energy management in the food sector at the family firm level through the contingency lens. Theoretically, the results draw attention and shed new light on disparate energy management practices and their discrete yet substantial contribution to sales performance.

This is the first part of a two-part paper. The purpose of this paper is to report on methods that use the Response Surface Methodology (RSM) to investigate an Evolutionary Algorithm (EA) and memory-based approach referred to as McBAR – the Mapping of Task IDs for Centroid-Based Adaptation with Random Immigrants. Some of the methods are useful for investigating the performance (solution-search abilities) of techniques (comprised of McBAR and other selected EA-based techniques) for solving some multi-objective dynamic resource-constrained project scheduling problems with time-varying number of tasks.

The RSM is applied to: determine some EA parameters of the techniques, develop models of the performance of each technique, legitimize some algorithmic components of McBAR, manifest the relative performance of McBAR over the other techniques and determine the resiliency of McBAR against changes in the environment.

The results of applying the methods are explored in the second part of this work.

The models are composite and characterize an EA memory-based technique. Further, the resiliency of techniques is determined by applying Lagrange optimization that involves the models.