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Does workplace spirituality play a protective role? A study on job insecurity, perceived business uncertainty, and employee well-being in Pakistan during the COVID-19 pandemic
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The role of transformational leadership is vital in engaging employees to perform for the betterment of organization. This study intends to predict hospitality industry frontline managers work engagement, innovative work behavior, sustainable employability, and organizational citizenship behavior. Limited empirical research conducted on these behaviors in the context of hospitality industry. Two hundred and nine frontline managers of four and five-star hotels in six tourists' city of Pakistan participated. The study results revealed that transfor-mational leadership has positive influence on managers' work engagement. Further, work engagement significantly mediates the relationship between transformational leadership and innovative work behavior, sustainable employability, and organizational citizenship behavior.
Crises like the COVID-19 pandemic can trigger concerns about loss of employment and changes in work conditions, and thereby increase job insecurity. However, little is known about how perceived job insecurity subsequently unfolds over time and how individual differences in habitual coping moderate such a trajectory. Using longitudinal data from 899 US-based participants across 5 waves (March to June 2020), we investigated the trajectory of job insecurity during the COVID-19 pandemic and how this trajectory depended on habitual coping strategies such as planning, reappraisal, and distraction. Results from latent growth curve analysis indicated that on average, job insecurity initially increased and then decreased after signing of the coronavirus stimulus bill, suggesting a pattern of shock followed by adjustment. During the shock phase, habitual use of distraction was related to less increases in job insecurity. Later during the adjustment phase, decreases in job insecurity were more pronounced for individuals with higher habitual use of planning, but were not affected by reappraisal or distraction. Hence, different coping strategies appear beneficial in different phases of adjustment, and the beneficial effect of planning may take time to manifest. Altogether, our study highlights how in the context of extraordinary and uncontrollable events, coping strategies can impact the trajectory of a stressor.
Purpose
The existence of intense competition in turbulent markets confirms the importance of using ethical employee practices in knowledge sharing behaviour (KSB) to ensure organisational growth. This is especially applicable in developing countries' markets where this intensive competition usually results in organisations following illicit practices. This paper aims to examine the relationship between the Big Five personality traits (i.e. openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) and KSB using Islamic work ethics (IWE) as the moderator.
Design/methodology/approach
A quantitative research method using a survey instrument collected 182 responses from employees in the Pakistani telecommunication industry. The partial least squares structural equation model (PLS-SEM) was used to analyse the collected data.
Findings
The results found that IWE has a positive impact on KSB and a positive moderating impact on the relationship between the Big Five personality traits except neuroticism and KSB. Also, openness to experience and agreeableness positively impacted KSB.
Practical implications
This paper contributes to the field of human resource (HR) management by helping managers in the hiring process or developing employee's personalities. Additionally, policymakers are encouraged to create Islamic values platforms to increase KSB amongst employees.
Originality/value
This study indicates the importance of IWE in boosting the impact of personality on KSB and provides insights into IWE's role in enhancing an organisation's competitive advantages in turbulent markets.
The COVID-19 crisis has drastically affected organizations worldwide, thereby influencing the employees’ psychological wellbeing. Since it is a new pandemic, research is sparse in the domain of employees’ psychological wellbeing in relation to the phenomenon. Drawing on social support and job demand-resource perspectives, this research adds to the factors affecting employees’ wellbeing due to the coronavirus outbreak. Specifically, this study is an investigation of co-workers’ instrumental support in predicting employees’ emotional exhaustion via employees’ perceived uncertainties experienced due to the COVID-19 pandemic. Further, we tested for the contextual specificity of family support on uncertainties and its link with employees’ emotional exhaustion. With data drawn from two universities (n = 275), the findings reveal a negative association between co-worker task support and an employee’s emotional exhaustion, and an employee’s perceived uncertainties mediate this relationship. Moreover, the moderating analysis exhibits that family support mitigates the negative effect of uncertainty perception on emotional exhaustion. Our study reveals that coworker and family support are extremely important during the COVID-19 pandemic. These findings are equally valuable for organizations and society to mitigate the detrimental effects of the COVID-19 pandemic on employees’ wellbeing.
Innovative work behavior (IWB) forms an essential basis for obtaining competitive advantage and long-term success for organizations. empirical research on this behavior has received limited attention in hospitality context. this study tests a conceptual model that examines how IWB can be transpired through the different aspects of HrM practices (i.e., service training, servicing empowerment, participation in decision making) via harmonious passion. two hundred and twenty full-time employees who worked in the four-and five-star hotels in Pakistan participated in the study. the findings reported significant mediating effect of harmonious passion between the three aspects of HrM practices and IWB.
The COVID-19 health disaster has had a dramatic impact on the global hospitality industry, affecting millions of people. The aim of this study is to examine the impact of job insecurity on hotel employees’ anxiety and depression, and whether these psychological strains could influence employees’ self-rated task performance during the COVID-19 pandemic. We also examine the moderating role of hotel employees’ resilience in this context.
The hypotheses were examined by collecting data from 353 hotel employees currently working in the Canary Islands (Spain). The results highlight the significant effects of job insecurity on employees’ anxiety and depression levels. However, hotel employees’ task performance was not affected by their job insecurity or by their anxiety and depression. In addition, employees’ resilience has a moderating effect as it reduces the negative influence of job insecurity on depression. Finally, the discussion section sets out various theoretical and practical implications of the findings.
Management scholars view workplace spirituality as an effective means of improving employee well-being and organizational productivity. However, a spiritual work environment may also be beneficial for controlling employees’ experiences of uncivil behaviors in the workplace. Drawing on conservation of resources theory and cognitive appraisal theory, we proposed and explored the linkage between workplace spirituality and incivility experienced from supervisors and colleagues in the workspace. We also investigated the moderating effect of the dark triad on the relationship. The data collected from two different samples (Sample 1—Banking industry, N = 225, and Sample 2—Information Technology (IT) industry, N = 220) provided support for our hypotheses. In both studies, we found a significant negative correlation between workplace spirituality and incivility experienced from the two sources (supervisors and colleagues). While only psychopathy moderated the linkage between workplace spirituality and supervisor incivility in Sample 1, the moderation effect of all three dark traits was significant in case of colleague incivility. In Sample 2, each member of the dark triad moderated the association between workplace spirituality and incivility experienced from seniors and peers. The findings provided support for the cognitive appraisal theory by explaining how the practice of workplace spirituality alters employees’ perceptions of uncivil behaviors shown by their superiors and peers. The study makes a significant contribution to theory, research, and practice by presenting workplace spirituality as a solution to the ever-rising epidemic of incivility in the workplace.
Despite the severity of the COVID-19 crisis, which has affected organizations worldwide, there is a lack of research on the organizational factors that affect the psychological wellbeing of the employees of an organization affected by the crisis. This research uses the case of employees at two international universities in Thailand that have been directly affected by the COVID-19 crisis. Grounded in social support theory and the job-demand resource model of job stress, this research examines the role of supervisor support in explaining the degree of perceived uncertainties and emotional exhaustion that employees experience due to the COVID-19 crisis. Moreover, this research examines whether the effect of supervisor support on the perceived uncertainties of employees can be moderated by organizational intransigence, that is, a prevailing climate of resistance to change at the workplace. The questionnaire survey data were obtained from a sample of 300 employees at two private international universities, and the partial least squares structural equation model was used for data analysis. The results significantly confirm that supervisor support has a negative effect on the perceived uncertainties of employees. Perceived uncertainties also significantly mediate the negative effect of supervisor support on the employees' emotional exhaustion. More importantly, the moderating effect analysis shows that the negative effect of supervisor support on the perceived uncertainties of employees presents only for employees who work in a workplace climate where there is low intransigence; in a workplace climate where there is high intransigence, supervisor support does not lower the perceived uncertainties of employees. ARTICLE HISTORY
Objective:
To determine whether job insecurity due to COVID-19 and financial concern were associated with worse mental health during the COVID-19 pandemic.
Method:
Participants (N = 474 employed U.S. individuals) completed an online survey from April 6-12, 2020. Linear regressions were used to examine factors associated with mental health.
Results:
After accounting for demographic characteristics, health status, other COVID-19 experiences, and anxiety symptoms, greater job insecurity due to COVID-19 was related to greater depressive symptoms. Conversely, after accounting for covariates and depressive symptoms, greater financial concern was related to greater anxiety symptoms. Further, greater job insecurity was indirectly related to greater anxiety symptoms due to greater financial concern.
Conclusions:
Findings suggest that employers should aim to reduce job insecurity and financial concern among employees during the COVID-19 pandemic to address the associated mental health consequences.
Unethical behaviours, such as blaming subordinates for their shortcomings, taking credit of others’ work, favouritism, and excessive publicising of ethical leadership failures are prominent among the leaders of the organisation. Although research has been conducted on ethical culture, particularly on the causes and effects of ethical-decision, few studies emphasised on the topics outside the business ethics research, such as employee well-being. Therefore, this study focused on the mediating effects of organisational ethical culture on the relationship between ethical leadership, work engagement, employees’ well-being, and performance. The data collection process involved the distribution of highly structured questionnaires to 697 employees working in Italian and Pakistani hospitality industry. This was followed by the analysis of cultural differences through measurement invariance tests and mediation techniques. As a result, it was found that ethical leadership and ethical culture have positive impact on employee wellbeing, work engagement and financial performance where ethical culture has relatively stronger influence on financial performance. The results also revealed that ethical leadership had a relatively stronger impact on the well-being of the Italian employees compared to Pakistani employees. However, the association between ethical leadership and work engagement was stronger among Pakistani employees. The study implications, limitations, and future research directions were presented hereunder.
Purpose
Spiritual topics emerge in executive leadership coaching. However, the scholarly literature has emphasized the performance development aspects of executive coaching (EC) more than the development of executives’ inner lives, although there is some evidence of practitioners addressing spiritual topics. Executive leaders have spiritual needs and executive coaches may be well positioned to address the intersection of the leaders’ work and spiritual lives, provided coaches observe skill boundaries and the limitations of the coaching context. The purpose of this paper is to discuss the merits of including spiritual development (SDev) in EC and how executive coaches can incorporate it in their practice.
Design/methodology/approach
EC, SDev and spiritual direction are compared, drawing attention to conflicting and complementary aspects of SDev applied in EC. Organizations’, clients’ and coaches’ likely concerns about such integration are explored and addressed. Suitable contexts, principles, a basic developmental framework and practical steps for executive coaches considering the inclusion of SDev in EC are proposed.
Findings
The paper provides coaches, consultants, executives and those charged with executive development with a foundational understanding of the role of SDev in EC.
Originality/value
A framework is provided for professionals involved in executive management development to address executive leaders’ spiritual needs through EC.
Purpose
This study aims to present an empirical model related to strategic performance (SP) of the hospitality industry. It focuses on the role of network capability (NC) in defining SP through the mediating role of structural flexibility (SF). Furthermore, the interaction effect of NC and top management commitment to strategic performance (MCSP) on SP is also tested.
Design/methodology/approach
A sample of 279 managerial-level employees of four-star and five-star hotels has been used to confirm the proposed hypotheses by using the technique of structural equation modeling.
Findings
The results reveal that NC positively affects SP. Moreover, the mediating role of SF in defining the nexus of NC and SP has also been confirmed. Results of moderation analysis reveal that MCSP strengthens the relationship between NC and SP.
Research limitations/implications
This study used a cross-sectional design for data collection, which prevents strong causal inferences. The authors recommend scholars to explicitly test for causal effect. This study used a cross-sectional design for data collection, which prevents strong causal inferences. The authors recommend scholars to explicitly test for causal effect among all these variables by using a longitudinal study in the future.
Practical implications
In developing countries, it has been observed that the hospitality industry pays less attention to its strategic targets. Operating in a network or adapting flexible structures is also not on their priority list. This study presents a pragmatic approach based on strong theoretical grounds to attain the goals of SP in the hospitality industry through NC and SF. Therefore, this study suggests that organization operating in the tourism and hospitality industry should pay greater attention toward synergies and business networks to achieve SP.
Originality/value
This research enriches the prevailing knowledge by testing a mediating role of SF between NC-SP link and, therefore, makes an important addition to the existing knowledge on tourism and hospitality industry by concentrating on the relationship between NC, SF, MCSP and SP.
The role and influence of workplace spirituality on individual and organisational outcomes continue to draw attention among management scholars. Despite this increased attention, extant literature has yielded limited insights particularly into the impact and influence processes of workplace spirituality on performance outcomes at both the individual and unit levels of analysis. Addressing this gap in research, we proposed and tested a multilevel model, underpinned by social cognitive theory, that examines the processes linking perceptions of workplace spirituality and performance outcomes at the individual and organisational level of analysis. Data were obtained from 51 branches of a retail organisation in the United Kingdom. Results from structural equation modelling analysis revealed three salient findings. First, workplace spirituality was positively related to ethical climate, prosocial motivation, and moral judgment. Second, ethical climate partially mediated the relationship between workplace spirituality and prosocial motivation and moral judgment, respectively. Third, aggregated ethical climate significantly relates to branch-level helping behaviour and service performance.
Human resource development (HRD) is key to organizational success. With some HRD roles devolving to leaders in recent years, a gap in understanding is now evident in how leaders’ leadership styles shape development-oriented behaviours that may effectively assist them in fulfilling their HRD roles, and the corresponding effects that this has on employee work engagement and turnover intention. This study compared the effects of transformational and transactional leadership styles on employee attitudes (i.e. work engagement and turnover intention) through leaders’ behaviours (i.e. supervisory coaching and performance feedback). This study used a multilevel approach (i.e. matching leaders to multiple subordinates) with 500 employees, nested in 65 workgroups from private organizations in Malaysia. As hypothesized, we found a link between transformational (but not transactional) leadership and higher levels of supervisory coaching and performance feedback, and that these job resources mediate the relationship between transformational leadership and work engagement. Furthermore, we found that work engagement mediates the relationships of both supervisory coaching and performance feedback to turnover intention. Overall, the study results reveal one way in which Asian leaders can effectively facilitate some aspects of HRD through development-focused behaviours which serve as job resources to boost work engagement and reduce turnover intention.
This study aims to examine how employees’ spirituality influences their job performance and its mediated link through intrinsic motivation and job crafting. Working with a sample of 306 employees in South Korea, the results indicate that employees’ spirituality is positively related to their intrinsic motivation, which in turn results in engagement in job crafting and hence is positively related to job performance. That is, the findings of this study show that the relationship between employees’ spirituality and their job performance are sequentially and fully mediated by intrinsic motivation and job crafting. This study advances understanding of the positive effect of employees’ spirituality on job performance by considering employees’ spirituality as a personal resource based upon the Job Demands-Resources (JD-R) model.
Organizations are under pressure to find new, sustainable practices to help deal with the deterioration of biodiversity, widening social inequality, and unsustainable use of scarce resources. The most pressing challenge for organizations is how to engage every employee in organizational sustainability process/practice, which is vital for a collective approach toward achieving organizational sustainability. This issue is even more of a concern in tourism and hospitality, which depends heavily on natural resources on the one hand, but is a labor-intensive sector with a huge number of employees on the other hand. However, there is a gap and lack of adequate focus in hospitality literature regarding workplace spirituality’s role, an employee-friendly work environment that raises the spirit of employees, and its contribution to the promotion of sustainable behavior among the employees. Nevertheless, some studies argue that workplace spirituality enhances the sense of community, increases other-centeredness value orientation, boosts social capital, and promotes empathy and compassion in the work environment. Based on a review of the literature, this study conceptually establishes a connection between workplace spirituality and sustainable behavior of employees at the organizational level. Thus, it is suggested that hospitality organizations can cultivate workplace spirituality and the creation of moral bedrock within the organizational space. The outcome of this process will uplift employees’ commitment to sustainable practices, environmental values, and their organization’s prosperity.
Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory’s centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior Volume 5 is January 21, 2018. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
Purpose
The aim of this paper is to extend the knowledge of the link between job insecurity and job performance by exploring potential mediating mechanism of psychological strains and moderation role of psychological advantages on the mentioned relationship in the hospitality industry.
Design/methodology/approach
A sample of 288 frontline employees from five and four star hotels in north Cyprus was selected through judgmental sampling. Structural equation modeling was used to investigate the research model, and hierarchal multiple regression was used to test forwarded hypotheses.
Findings
The results showed that Job Insecurity mitigates Job Performance. The results further suggested that anxiety, as a psychological strain, mediates the effect of job insecurity on job performance. Additionally, psychological advantages (supervisor support and intrinsic motivation) play a crucial role as a delimiter against the negative effect of job insecurity on job performance.
Research limitations/implications
Hotel managers need to establish and communicate transparent human resource polices including, win-win-based employee contracts, fair selection, placement, appraisal, compensation, reward and similar human resource systems within hotels. Empowering and developing relations skills between supervisors and employees by providing continued training programs are vital for minimizing organizational stress and anxiety from job insecurity. Keeping in mind high employee turnover rates in the industry and its considerable costs, especially intrinsically motivated employees willing to work long hours should be selected in those organizations. Additionally, buddy-buddy approach in mentoring can be used by well-selected senior employees to help new employees socialize, improve their performance via social support and retain them in the end. By implication, lacking time lag is considered as the limitation.
Originality/value
Empirical research relating to the psychological strains and leverages of job insecurity is sparse in the hospitality industry. Based on job demand-resource and conservation of resource theories, the present research aimed to fill this gap.
This study’s focus is on the relationship between Islamic Work Ethic (IWE) and adaptive performance with the mediating role of innovative work behaviour (IWB) and moderating role of ethical leadership among hospitality sector employees in Pakistan. Data were collected using questionnaires from 257 employees working in various hotels across Pakistan. Results indicate that IWE significantly predicts adaptive performance both directly and indirectly through IWB. In addition, results also confirm the moderating role of ethical leadership between IWE and IWB. Theoretical and practical implications are discussed.
We discuss common method bias in the context of structural equation modeling employing the partial least squares method (PLS-SEM). Two datasets were created through a Monte Carlo simulation to illustrate the discussion: one contaminated by common method bias, and the other not contaminated. A practical approach is presented for the identification of common method bias based on variance inflation factors generated via a full collinearity test. Our discussion builds on an illustrative model in the field of e-collaboration, with outputs generated by the software WarpPLS. We demonstrate that the full collinearity test is successful in the identification of common method bias with a model that nevertheless passes standard convergent and discriminant validity assessment criteria based on a confirmation factor analysis.
We develop and test a mediation model linking job insecurity to affective commitment and psychosomatic complaints via two distinct theoretical mechanisms: fairness and energy depletion. Analyses were based on 6,268 Belgian bank employees facing organizational change. Results from structural equation modeling showed that fairness and exhaustion partially mediated the association of job insecurity with affective commitment and psychosomatic complaints, respectively. Multiple group analysis showed that the relation between job insecurity and fairness gradually decreased across the three change stages, and that the exhaustion process was most prominent amid the change. Implications and directions for future research are discussed. © 2015 Wiley Periodicals, Inc.
Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
Multiple instruments have been developed and used to measure quantitative job insecurity (i.e., insecurity to lose the job as such), often without systematic evaluation of their psychometric characteristics across countries and language barriers. This may hamper consistent and reliable cross-study and cross-country comparisons. This study’s aim was to introduce and validate the four-item Job Insecurity Scale (JIS) developed by De Witte across five European countries (i.e., Belgium, The Netherlands, Spain, Sweden, and the UK). Overall, the results demonstrated the construct validity (i.e., configural invariance and invariance of the measurement model parameters), the reliability (internal consistency of the items), and the criterion validity (with respect to affective organizational commitment, perceived general health, and self-reported performance) of the JIS. The different translations of the JIS can thus be considered as valid and reliable instruments to measure job insecurity and can be used to make meaningful comparisons across countries. Furthermore, the JIS translations may be utilized to assess how job insecurity is related to outcomes.
The present study explores the role of workplace spirituality in moderating the relationship between occupational stress and the health of managerial personnel in India. A sample of 150 managers working in different public and private organizations was used to measure workplace spirituality, occupational stress, and health using the Spirituality at Work scale, the Occupational Stress Index and the 28-item General Health Questionnaire, respectively. The findings reveal that workplace spirituality moderates the negative relationship of stress and health. The study also found that stress has a negative impact on health while workplace spirituality positively correlated with health. The findings also support the practical importance of spirituality in the workplace for improving health conditions by providing a healthy atmosphere and meaningful work for employees. This exploratory study encourages future research to understand the role of spirituality in the workplace.
This research was designed to extend the scope and conversation of conservation of resource theory (COR) to contexts of uncertainty, including entrepreneurship. In doing so, the resource-induced coping heuristic (RICH) construct is introduced, developed, and validated. Results from two investigations, involving three samples and a total of 813 participants, indicated strong reliability, and internal validity for the theoretically justified, three-factor measure. Also, results of validity tests show the RICH as a robust predictor of factors pertaining to entrepreneurial success, including financial performance and perceived entrepreneurial success. Practical and academic implications, strengths and limitations, and directions for future research are discussed.
This paper examines how scanning can affect the interpretation of a specific trend and the uncertainty related to this interpretation. Based on a two-stage interpretative process, this study tests a series of hypotheses linked to scanning, trend interpretation and perceived environmental uncertainty, using survey data from the Swiss hotel industry concerning the ageing population trend. The study uncovers considerable evidence to support the main propositions, and in particular, shows how general scanning relates to positive interpretations of change and builds confidence in managers, whilst lowering perceived uncertainty. It is further found that high performance hotels engage in more scanning and experience lower uncertainty related to specific issues than do low performance hotels. This paper is innovative in examining how general scanning, not just issue-specific scanning, can reduce two types of issue-specific uncertainty, as well as influence interpretations.
This study advances prior theoretical research by investigating the influence of cultural forces in our understanding of leadership. The research provides new insights by linking transformational and transactional leadership to the Malaysian cultural environment. Using a quantitative approach by administering the multifactor leadership questionnaire MLQ-5x-short, 138 usable responses were analysed. Findings indicate that cultural foundations contribute significantly to transformational leadership behaviours to facilitate the creation of a harmonious leader–subordinate relationship. Furthermore, this study contributes to an understanding of how specific leaders' behaviours are affected by cultural forces, and reveals leadership attributes that are contingent upon dynamic environmental conditions. The study extends beyond the obvious, and reveals subtle yet important culture-specific differences. The Malaysian managers, regardless of gender, show a preference for leading within the transformational leadership framework. This has led us to infer that cultural forces do indeed play an important role in determining leadership styles.
Religion and spirituality strongly influence how most people experience the world, and opportunities to integrate faith and work abound. Yet research on religion, spirituality, and the workplace continues to have somewhat limited impact on mainstream organizational psychology and organizational behavior research. We review the most recent generation of research in this area. We describe high-level trends in the literature and summarize consistent patterns of results linking these constructs with usually beneficial attitudinal, behavioral, and other types of criterion variables. We identify four challenges that hamper progress in this area of research: conceptualizing and measuring core constructs, finding coherence amid theoretical diversity, integrating multiple levels of analysis and explanation, and navigating religion and spirituality in organizational practice. All of these challenges point to paths forward that may usher in a new wave of scholarship using meaning systems as an integrative framework, and practices that foster inclusion, integration, and both individual and organizational well-being.
Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 11 is January 2024. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
Despite plenty of studies on employees’ pro-environmental attitudes and behaviors, green promotive behavior (GPromVB) and green prohibitive voice behavior (GProhVB) and their predictors have not been investigated so far. With this realization, our paper explores the interrelationships of corporate social responsibility (CSR), workplace spirituality (WPS), GPromVB, and GProhVB. Data collected from hotel employees in two waves and their supervisors in Northern Cyprus were tapped to gauge the aforementioned associations via structural equation modeling. Results implicitly reveal that employees’ favorable perceptions of CSR enhance their feelings of WPS, which in turn lead to GPromVB and GProhVB at elevated levels. In conclusion, WPS mediates the effect of CSR on GPromVB and GProhVB. Based on these findings, our paper offers implications for the industry and academia.
KEYWORDS: Corporate social responsibility; Green promotive behavior; Green prohibitive behavior; Hotel employees; Workplace spirituality
Although work-family issues have received nascent attention in the hospitality industry due to their value to stakeholders (e.g., organizations, employees, and their families), the existing literature is not conclusive. And there is a need to seek ways of creating work-family support to help employees balance between work and family spheres. Taking a systematic review approach aided by structured synthesis and meta-analysis across disciplines, this research provides a comprehensive conceptual model of work-family support literature. The model includes formal work-family support policies, supporting theories, and outcomes on multiple levels, thus representing the relational mechanisms of key variables. By doing so, this study presents the current status of hospitality literature. It offers valuable future research avenues: increased academic attention to a need for more research on work-family support policy in the hospitality industry, a call for studies on childcare policies, and a comprehensive perspective of work-family issues by taking into account individual differences of employees, various countries as a research context, and far-reaching outcomes of work-family support policies.
The novel coronavirus (COVID-19) has inflicted unprecedented damage on the hospitality and tourism industry. However, the mental health fallout of COVID-19 on hotel employees is yet to receive empirical attention. This study, therefore, examines the consequences of COVID-19 on the psychological well-being and financial anxiety of hotel employees. An online survey distributed via a social networking site generated 173 responses, which were analyzed using descriptive statistics and PLS-SEM. The results of the study indicated that COVID-19 risk perception intensified financial anxiety among hotel employees while reducing their social functioning capability. Financial anxiety elicits psychological distress among hotel workers while weakening their social functioning. The relationship between COVID-19 risk perception and psychological distress was mediated by financial anxiety. Implications for hotel practitioners and policymakers are discussed.
As the COVID-19 pandemic has posed grave threats to the financial and physical health of hospitality employees, this research unveils details of the dilemma experienced by hospitality employees during the pandemic, namely, their fear of becoming infected and fired. The research data were derived from a sample of 622 hospitality employees in the U.S. and analyzed using PLS-SEM as a new model of COVID-19 stressors are proposed and tested. The findings show that hospitality employees perceive the pandemic as a traumatic event that elevates their perceived job insecurity and infectious risk. It was also found that both job insecurity and infectious risk lead to increased job stress and turnover intentions, while job insecurity alone is a stronger predictor of turnover intentions. This study is among the first to examine the antecedents and consequences of the dual stressors encountered by public-facing occupations, including hospitality, during the pandemic.
Purpose
The COVID-19 pandemic has severely impacted business and viability of firms in the hospitality sector. This paper aims to examine the impact of perceived vulnerability of employees in this sector related to job loss and satisfaction with life. Additionally, it tests whether the impact is reduced for an individual possessing high emotional and financial well-being.
Design/methodology/approach
This study uses cross-sectional data obtained through a survey of 312 hospitality sector employees. Using PLS-SEM, hypothesized relationships between constructs are tested.
Findings
Perceived vulnerability of job loss negatively impacts satisfaction with life; however, this negative impact gets significantly reduced in the presence of emotional and financial well-being.
Research limitations/implications
The results provide an impetus to focus on emotional and financial well-being to reduce employees’ vulnerabilities and improve their life satisfaction. In the absence of specific relief programs by the Government and with reduced business activity, employers need to look for innovative ways for ensuring their own sustenance and employee well-being.
Originality/value
This study is one of the initial works on examining how perceived vulnerability of job loss induced by the pandemic on hospitality sector employees’ impacts their satisfaction with life. It also makes a novel attempt to examine emotional well-being and financial well-being, as mediators in this relationship.
Purpose – The ongoing pandemic caused by the COVID-19 virus has severely influenced lives and livelihoods. As service organizations either face hibernation or continuity of their business operations, the impact of social distancing measures raises major concerns for the wellbeing of service employees. In this paper, we develop a conceptual framework to examine how different social distancing practices impact an organization’s service continuity or service hibernation, which in turn affects different dimensions of their employees’ subjective wellbeing during the COVID-19 pandemic.
Design/methodology/approach – We draw on macroeconomic data and industry reports, linking them to theoretical concepts to develop a conceptual framework and a research agenda to serve as a starting point to fully understand the impact of this pandemic on employee wellbeing.
Findings – This article develops an overarching framework and research agenda to investigate the impact of social distancing practices on employee wellbeing.
Originality/value – We propose two opposing business concepts—service continuity and service hibernation—as possible responses to social distancing measures. By bridging different theoretical domains, we suggest there is a need to holistically examine macro, meso, and micro factors to fully understand the impact of social-distancing-related measures on employee wellbeing.
This study investigates workplace spirituality as a mediator between organizational justice/ethical climate and workplace deviant behavior/organizational citizenship behavior. Data was collected from 641 Indian employees employed at economy to luxury hotels. Workplace spirituality mediated organizational justice-organizational citizenship behavior link and ethical climate-workplace deviant behavior link. The implications can help hospitality professionals in creating an ethical work environment that embraces justice and spirituality for the well-being of employees, the organization, and the community at large. Hospitality managers can cultivate workplace spirituality by adopting a humanistic work environment. Hotel employers can give their employees the freedom to bring their physical, emotional, intellectual, and spiritual attributes to the workplace so that employees can realize the meaning and purpose of their work and their full potential as a person. The results can also aid hospitality professionals in formulating new policies by embracing spiritually sensitive services. The limitations and directions for future research are outlined.
Purpose
The purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.
Design/methodology/approach
The research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.
Findings
The study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-being. Compared with workplace friendship, organizational justice had a significant moderating effect on the relationship between workplace bullying and hotel employees’ well-being.
Originality/value
In the research fields of hospitality, past studies failed to use organizational justice and workplace friendship to moderate the relationship between workplace bullying and hotel employees’ well-being. This study confirmed that organizational justice could effectively buffer the negative effect of workplace bullying on hotel employees’ well-being.
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM), by Hair, Hult, Ringle, and Sarstedt, provides a concise yet very practical guide to understanding and using PLS structural equation modeling (PLS-SEM). PLS-SEM is evolving as a statistical modeling technique and its use has increased exponentially in recent years within a variety of disciplines, due to the recognition that PLS-SEM’s distinctive methodological features make it a viable alternative to the more popular covariance-based SEM approach. This text includes extensive examples on SmartPLS software, and is accompanied by multiple data sets that are available for download from the accompanying website (www.pls-sem.com).
Using data from 1071 staff and administrative professionals at a large university experiencing repeated rounds of budget cuts, this article examines the attenuating effect of trust in management on the negative consequences of job insecurity. Results show that job insecurity was associated with increased burnout and psychological distress as well as decreased work and supervisor satisfaction and affective commitment. However, trust in management was negatively related to burnout and psychological distress but positively related to work and supervisor satisfaction and affective commitment. More importantly, trust in management was found to consistently buffer the relationships between job insecurity and these job-related outcomes. Implications for successfully managing job insecurity during times of organizational or economic upheaval are discussed.
With climate change emerging as one of the most important issues increasing uncertainty in the business circle, firms have shown different reactions. Why do firms differ in adopting and implementing carbon management practices (CMPs) in response to the global warming issue? This paper attempts to explore this question with particular attention to two factors: external business uncertainty and internal organizational capabilities. This study investigated whether business uncertainty, organizational learning and lean production capabilities influenced the adoption and implementation of CMPs as well as examining how organizational capabilities moderate the relationships between business uncertainty and the level of CMPs. The results of a cross-sectional survey and hierarchical regression analyses indicate that perceived business uncertainty decreases the adoption of CMPs, organizational learning and lean production capabilities strongly facilitate the adoption and implementation of CMPs, and lean production capability positively moderates the impacts of business uncertainty on the adoption of CMPs. This study provides guidance for managers and academics considering how to identify, design and manage the dimensions of a firm's practices in response to the global warming issue within the organization as well as with other organizations. Copyright © 2015 John Wiley & Sons, Ltd and ERP Environment
In this study, we explore the theoretical model and structural dimensions of employee well-being (EWB) in organizations. Specifically, using both qualitative and quantitative methods, we find that EWB comprises three dimensions: life well-being, workplace well-being, and psychological well-being. We establish the reliability and validity of the newly developed EWB scale through a series of quantitative studies, which indicate that EWB is significantly correlated with affective organizational commitment and job performance based on the data collected from multiple sources at two points in time. We find that EWB has measurement invariance (configural invariance) across Chinese and American contexts. We also discuss the theoretical contributions of these findings to cross-cultural organizational behavior studies, along with the practical implications of our results. Copyright © 2015 John Wiley & Sons, Ltd.
This study investigates linkages among business strategy, environmental uncertainty, and performance in an emerging economy. The hotel sector in Turkey's hospitality industry is investigated. Generic strategies were self-reported with regard to typologies develop by Porter, and Miles and Snow. Partial support was found for direct linkages between environmental uncertainty and both financial and non-financial performance. Defenders exhibited the highest value in competitive uncertainty, but the difference was not significant. Prospectors, analyzers, and defenders outperformed reactors in terms of both financial and non-financial performance. Overall, defender/cost leadership and prospector/focus strategies appear to be the best options for Turkish hotels. Following Porter's admonition, hotels in Turkey seeking to combine low cost and differentiation approaches are likely to end up “stuck in the middle.” Implications for managers and future research are discussed.
Despite the number of people who engage in spiritual pursuits on a daily basis, there is a surprising lack of research investigating spirituality in the workplace. As such, this study was conducted to explore the role of spirituality in the workplace by examining relations between spirituality and a number of employee outcomes; additionally, we examine how spirituality might buffer the relations between workplace aggression and those outcomes. Based on a sample of 854 participants from the General Social Survey (GSS), it was found that spirituality was associated with positive outcomes except when workplace aggression was present. In the presence of workplace aggression, spiritual employees tended to be more vulnerable to negative outcomes than less spiritual employees. This diverges from past research and our expectations; potential reasons for these counterintuitive moderator effects are discussed. Though limited by the brief and potentially inadequate measures used in the GSS (i.e., single-item measures), this exploratory study encourages future research to fully understand the role of spirituality in the workplace.
With the increase in market competition and dynamic work environment, work overload seems to have become a common issue suffered
by almost every employee. Overload usually results in not only poor health conditions but also mental circumstances. These
problems then become a threat to the organizations in the form of poor performance and lack of ability to reach standards.
Workplace spirituality is one way to deal with stressful overload conditions. This research deals with the study of moderating
affects of workplace spirituality on job overload and employee’s satisfaction relationship. Having large piles of work in
given targeted time results in employees becoming stressed out from their work as well as their organization. The motive of
their job becomes to achieve targets and diminish the creativity within the employees. Workplace spirituality basic dimensions
mentioned in this research help one achieve these targets and help employees cope with the symptoms caused by work overload.
The research includes three variables, workplace spirituality, job overload, and job satisfaction. The samples of 76 respondents
were asked to fill the questionnaire on all the three variables. The final results show interestingly different results then,
as conceptualized according to theory. Workplace spirituality also showed to have quite an impact on job satisfaction.