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There is a growing trend that hospitality brands are allowing employees to personalize their workplace display. Following this trend in practice, this paper aims to examine the influence of employees’ conspicuous consumption cues (ECCCs) on consumer responses toward service failures in luxury dining.

Two experiments were conducted. Study 1 adopted a 2 (ECCC: present vs absent) × 2 (employee physical attractiveness: control vs high) between-subject experiment to test the effect of ECCCs in interactional service failures. Study 2 tested the hypotheses in core service failures.

The results of Study 1 indicate that the presence of ECCCs lowers consumers’ negative behavioral intentions in interactional service failures when employees are highly attractive. When employees’ attractiveness is not distinctive, however, ECCCs lead to higher levels of negative behavioral intentions. Mediation test results demonstrate that perceived employee service competence drives this effect. Results of Study 2 show that the joint effect of ECCCs and physical attractiveness is attenuated when core service failures are not attributable to the service employee.

Extending previous research, this study reveals the impact of employees’ physical characteristics on consumers’ post-failure responses. In addition, the effect of ECCCs on consumers’ post-failure responses was driven by the psychological process of perceived competence.

Findings of this research emphasize the importance for hospitality brands to practice tight control over employee esthetics. For hospitality brands that embrace individuality in the workplace, results of this research highlight the importance of service training in customer interactions.

This research examines an underexplored phenomenon in the hospitality service setting: employees’ display of conspicuous consumption cues and its impact on consumers’ responses to service failures.

The relationship between employees, co-workers, and the company is crucial because it determines its success in achieving its goals. This engagement is strongly influenced by job demands and work resources at the company, affecting how employees feel about their workplace’s physical, psychological, and mental conditions. High job demands with supportive work resources can increase employee motivation and create an employee’s high commitment to the company. Digitalizing all human resources information systems will make it easier for employees to achieve their work targets, so digitalization has a role in strengthening or weakening the influence of work demands and resources on employee engagement. The concept is that existing job demands should be balanced with the availability of appropriate job resources to minimize or even eliminate psychological disturbances and improve employee health. This physically and psychologically healthy condition greatly supports the ability of employees to use digital technology in the human resources management (HRM) process.

Telecommuting can reduce traffic congestion, energy consumption, prevalence and a death toll of COVID-19 among employees due to less transportation and fewer physical contacts among employees, on the one hand, and efficiently develop their use of information and communications technology, on the other hand. In this regard, the present study aims to explore antecedents and consequences of telecommuting in public organizations.

The study used a descriptive survey method to collect data. The statistical population includes all employees of government organizations in West Azerbaijan province in 2020, which according to the collected information, their number is equal to 63,079 employees. Based on Cochran's formula, a sample size of 686 people was obtained; stratified random sampling was used to select sampling. The process of calculating the sample volume was such that after referring to the preliminary sample and processing the collected data, the variance of the given answers was approximately 0.446. After obtaining the variance of the data, assuming a maximum acceptable error of 5% and a significance level of 0.05, the Cochran's formula calculated the sample size to be 686 people. In order to collect and measure data for the study, a standard questionnaire and the collected data were analyzed using structural equation modeling.

Findings indicate that there is no meaningful relationship between the employees' physical job conditions or the quality of their life with telecommuting and that telecommuting does not have a significant effect on their life. However, job burnout, training and telecommuting experience have a significant positive effect on telecommuting, which in turn has a positive and significant effect on job security, job flexibility, organizational performance and overall productivity of employees.

This research is a cross-sectional study, and its data have been collected in a certain period of time, while longitudinal research can provide a richer result. Future research can benefit from the impact of employee isolation and telecommuter organizational commitment.

This study hopes to contribute to the increase of the scientific knowledge in the telecommuting field and to allow organizations to rethink the telecommuting strategies to optimize resources and costs and to improve the organization's productivity without harming the quality of life and well-being of their workers.

The ability of the police to decrease victimization rates, protect human rights and social capital, to generate feelings of safety and to respond to citizens’ calls helps generate positive citizen feelings about the legitimacy of police as a law enforcement institution. Police approaches to reduce crime and violence are based mainly on objective measures, neglecting to assess its performance based on subjective perceptions. The conception that the citizens’ fear of being victims is not always reflective of the actual prevalence of crime highlights the importance of social surveys to assess the public’s perception of police performance. It is also important to assess employee satisfaction, since research indicates that the performance of first-line employees is influenced by their satisfaction. The purpose of this paper is to provide the first comparative study of both citizen and police officer satisfaction and evaluates their relationship.

This paper is based on a dyadic survey that measures citizens’ evaluation of police service quality as well as policemen’s job satisfaction. The data were analysed using the multicriteria methodology of multicriteria satisfaction analysis.

The results showed that policemen seem to be unsatisfied with their jobs, while citizens are quite satisfied with police performance. Specifically, policemen’s ability to be available for patrol is currently hampered by bureaucracy and other typical obligations. The tangibles criterion, which refers to buildings, offices and surveillance equipment, were characterized as inadequate by both policemen and citizens. It was also observed that police officers are not very satisfied with their amount of work may be the reason why citizens report median satisfaction levels in terms of police responsiveness.

This survey adds to management literature on job satisfaction and service quality, providing some additional findings regarding the police population. In addition, it combines related constructs supporting the claim that citizens can be satisfied with police services provided that police officers are satisfied with their jobs.

Using case studies of business process outsourcing enterprises in India, this study aims to discuss how impact sourcing is used to provide employment opportunities to persons with disabilities (PWDs) and summarizes the business factors associated with successful impact sourcing for PWDs.

The effect of impact sourcing on the employment of PWDs is a newly emerging phenomenon, and this study focuses on the impact-sourcing mechanism and investigates whether such sourcing contributes to promoting PWD employment in India. It does so by examining the business model characteristics of organizations through case studies.

The results show that effective training systems and operational styles enable continuous market competitiveness for social enterprises. The case studies also demonstrate that it is possible to expand businesses by transferring and replicating management know-how through an organization’s operating model. It also highlights the catalytic role of impact sourcing service providers in promoting formal PWD employment in a labor market where the informal economy is dominant. Central and local governments’ support for social enterprises may promote formal employment of PWDs, an internationally-recognized goal.

Impact sourcing for PWDs is an emerging field. This study offers a new contribution to existing work integration social enterprises literature by providing new insight into effective ways of achieving employment for PWDs through outsourcing business. This study highlights the important role of social enterprises in achieving formal employment of PWDs.

The purpose of this paper is to estimate the impact of a pay-for-performance (PFP) rule change on US Department of Defense (DoD) employees’ job satisfaction by looking at changes in the DoD’s National Security Personnel System.

The data for the analysis are derived from the 2002, 2004, 2006 and 2008 Federal Human Capital Survey. A difference-in-differences (DID) quasi-experimental methodology was used to examine the effect of a PFP rule change on DoD employee job satisfaction. The Department of Air Force and Navy are analyzed as a proxy for the DoD. This study also undertakes a subgroup analysis strategy to understand the effect of PFP systems on specific subgroups (classified by gender, race and supervisory status).

This study’s results indicate that the overall effect of the introduction of a new PFP rule at DoD is a decrease of approximately 7.9 percentage points in employee job satisfaction, which is a substantial negative effect. In addition, this paper further finds that DoD’s PFP system has widened the gender gap in job satisfaction at DoD.

This study contributes to both the theoretical and the empirical understanding of PFP systems and public employee work morale and attitudes.

This study aims to examine the individual and contextual predictors of managerial attitudes toward employees with chronic depression (EwCD) in the hospitality and tourism field, the relationship between managerial attitudes toward EwCD and levels of organizational citizenship behavior, and the mediating role of personality in this relationship.

Empirical data were collected through an online survey of 305 managers working in the hospitality and tourism industry in the USA. SmartPLS 3 software was used to conduct a partial least squares-structural equation modeling analysis.

Organizational and individual characteristics of managers, such as pressure to be productive in the workplace, previous experience with depression, levels of anxiety and personality characteristics, are strong predictors of attitudes toward employees with depression. Personality mediates the effect of managers’ attitudes toward organizational citizenship behavior.

The study provided support that managers who have experienced depression are more understanding of the needs of EwCD and, consequently, can reduce related stigma in the workplace. Likewise, open and agreeable managers who do not feel the constant pressure to showcase high performance and who score low on anxiety and high on organizational citizenship behavior can create a safe working environment free from prejudice and discrimination toward EwCD.

Examining depression in the hospitality and tourism industry becomes even more critical as mental health issues are increasing in the workplace. This research contributes to the hospitality and tourism literature, which seldom investigates managerial perspectives of mental illness and sheds light on the desirable managerial personality traits necessary for creating an inclusive workplace.

The purpose of this study is to examine how quality-of-life (QoL) provisions can be integrated with the corporate social responsibility (CSR) initiatives of hospitality firms and the influence of CSR initiatives on quality of working life (QWL) and the circular economy.

The article outlines the core characteristics of CSR and QoL and how they relate to hospitality industry settings. These theoretical underpinnings are then used to examine the practices of Hoshino Resort Tomamu, Japan and the findings of several similar case study applications: the Hoshino Resort group, Intercontinental Jordan; Sheraton Amman Al Nabil hotel and towers and Hotel Casa de Palmela.

Sustainability has become the primary agenda for many nations globally and the hospitality industry can significantly impact sustainability outcomes. Among the strategies that have been used by firms to promote sustainability is CSR. However, prior studies have primarily focused on CSR activities in manufacturing and production and often on external stakeholders. Recent research reveals the importance of internal stakeholders – employees – in promoting sustainability.

Comparatively little has been published about the deployment of CSR initiatives in hospitality settings – especially in relation to the impact that these initiatives have on thinking about quality of work life, quality of life and the circular economy. This article explores the linkages with reference to hotel and resort company applications.

The use of information and communication technologies has become widespread in the field of health as well as in all fields. While the intensive use of these technologies increases the productivity of the employees, on the other hand, it may cause negative effects on the employee such as stress, anxiety, anger, burnout, and addiction. In scientific studies, the use of technology is commonly related with saving time, labor, financial resources, effective, efficient, and quality service; however, there are limited studies focusing on the technostress factors in the health field brought by technological transfer and digital transition. These technostress factors are techno-overload, techno-invasion, techno-confusion, techno-insecurity, and techno-uncertainty. In this study, it is emphasized that technostress causes important mental problems such as productivity and burnout, especially for female health employees. This chapter aims to discuss the role of technostress and its factor, theoretically, in the healthcare field in perspective of digital transition.

Soft total quality management (TQM) aspects are the facets of TQM that mainly concern with the management of human resource in a way to achieve the results of employees' job satisfaction. Based on this approach, the objective of this research is to examine the relationship between the most popular five soft TQM aspects and employees' job satisfaction in “ISO 9001” certified Sudanese oil companies.

Data were collected through questionnaires from employees across a total of five Sudanese oil companies owned by the government, and adopting an ISO-9001 quality program. The total population of the study consists of 1,505 permanent employees, while the sample size was 253 employees, determined by adopting a stratified random sampling technique. The multiple regression model was adopted for data analysis.

The results showed that the construct of soft TQM aspects including “top management commitment”, “employee empowerment”, “teamwork”, “training and education” and “employee involvement” explain 74% in the variance of employees' job satisfaction. Results showed positive association between soft TQM aspects and employees' job satisfaction at the 5% significance level. It was also found that each individual variable of the five soft TQM aspects has a significant positive association with employees' job satisfaction. Meanwhile, the results indicated that the most important soft TQM aspect in explaining the variability of employees' job satisfaction was the “employee empowerment” with the highest correlation coefficient (β) of (0.189).

The study recommends that in order to achieve their primary goal of employees' satisfaction, HR practitioners within organizations adopting total quality programs should align their practice in such a way to enhance soft aspects of TQM. Policy makers and top management in order to gain long-term infrastructural benefits obtained from employees' job satisfaction should show a visible support to TQM programs and allocate necessary resources to train their staff in the quality management system that enhance their empowerment and involvement. The study also recommends that since soft aspects of TQM raise their job satisfaction, employees should support and conform to quality management systems within their organizations.

The paper focuses on soft TQM aspects’ practical implementation. The findings make a significant contribution by using ISO-certified governmental Sudanese oil companies and tested the hypothesized model entails the impact of soft TQM implementation and employees' job satisfaction.