人力资本、社会资本及心理资本对酒店员工的协同作用

酒店是劳动密集型的工作场所,员工不仅需要一定的人力资本,而且更需要社会资本与心理资本,研究这3种资本对酒店员工绩效与组织承诺的协同作用具有理论与现实意义。文章通过实地调研,运用逐步回归方法实证探讨这一问题,研究结果表明：酒店员工的人力资本、社会资本和心理资本都与员工绩效、组织承诺显著相关,且心理资本与社会资本、人力资本能对员工绩效、组织承诺产生协同作用。因此,酒店应该重视员工的社会资本与心理资本,并协同开发这3种资本,以便提高员工绩效,减少流失率。     

Psychosocial work environment,work engagement,and employee commitment: A moderated,mediation model

This paper contributes to the growing body of literature on the wellbeing of hospitality employees from a perspective of strategic human resource management. The role of high performance work systems (HPWS) in enhancing the affective commitment of hospitality employees is examined. The study found work engagement to mediate the relationships between HPWS, perceived organizational support, and affective commitment. Workplace bullying, a highly prevalent phenomenon in the hospitality sector, was found to mediate the relationship between HPWS and affective commitment, while psychosocial safety climate moderated this mediating impact. We will suggest the implications for managing psychosocial work hazards in hospitality organizations.     

The role of green human resource management in driving hotel’s environmental performance: Interaction and mediation analysis

Previous studies have paid little attention to the links between green human resource management (GHRM) and environmental performance, especially examining an interaction and mediation analysis in the hospitality management. Therefore, the study bridges this research gap by extending the Ability-Motivation-Opportunity theory to explore the direct, indirect, and interactive roles of GHRM practices. A survey of 220 respondents at hotels suggests that: (1) training and employee involvement are critical tools in directly stimulating employee commitment and organisational citizenship behaviour towards the environment (OCBE), and hotels’ environmental performance; (2) OCBE plays an essential role in mediating the effects of training and performance management on environmental performance; and (3) the vital interaction of training and employee involvement significantly strengthens environmental performance. However, unexpected results are found: (1) performance management is an unimportant consideration in analysis of direct and interactive influences and (2) employee environmental commitment does not mediate the GHRM-environmental performance relationship.     

Hospitality Culture and Climate: A Proposed Model for Retaining Employees and Creating Competitive Advantage

In order to gain competitive advantage, companies must determine the relationship between human resource practices and firm performance. This conceptual article proposes a model that highlights the importance of selecting people who “fit” within the organizational culture and climate of the firm. The authors propose combining established scales of hospitality culture and climate in order to assess a candidate's fit to the organization. Ideally, these people would be more hospitality service oriented and could foster the “spirit of hospitality” through the organization and thus, on to the customer. Hiring the right people will also lead to increased organizational commitment, consequently, reducing turnover levels. This in turn will lead to higher service levels, increased customer satisfaction, and loyalty.     

Hospitality diversity management and job satisfaction: The mediating role of organizational commitment across individual differences

The present study examines the effects of diversity management on hospitality employees’ organizational commitment and their job satisfaction taking into account individual differences. A representative sample of hotel workers were surveyed in the Canary Island, one of the main tourist destinations in the world, which receives over fifteen million tourists a year. Using moderated mediation analyses, the study confirms our hypothesis that employees’ perceptions of diversity management have a positive and significant direct effect on job satisfaction. In addition, an indirect effect through employees’ organizational commitment was found. Results support the moderating role of age, but not of ethnic origin or gender on the proposed mediation. From a managerial perspective, hoteliers should be encouraged to consider diversity management when they plan their human resource policies due to its positive effects on employees’ job satisfaction and organizational commitment.     

Impact of human resources practices on employee creativity in the hotel industry: The impact of job autonomy

ABSTRACT

This study aims to offer a holistic model for human resource practices, affective commitment, job autonomy, and employee creativity. It examines the factors that create conditions for bringing forth creativity in employees. Data were collected from 440 employees drawn from 35 hotels using a structured self-administered questionnaire. Confirmatory factor analysis and hierarchical regression analysis were used to analyze the data. The findings of the study reveal that affective commitment was acted as a mediator between human resource practices and employee creativity while job autonomy was acting as a moderator between affective commitment and employee creativity. This article contributes to a better understanding of the effect of human resource practices on the commitment level of employees working in the hotel industry and provides evidence that commitment acts as a mediator between the factors of human resources practices and employee creativity.     

Effects of psychological contract breach on attitudes and performance: The moderating role of competitive climate

The performance of hotel employees is an important driver of customer satisfaction, which in turn affects hotels’ financial outcomes. Hotel managers should encourage their staff to deliver quality service and should inspire them to perform their best. This study advances a multilevel model that draws connections among competitive climate, organizational identification (OID), job performance, affective commitment (AC), and psychological contract (PC) breach from a sample of hotel staff. The results indicate that (1) PC breach is negatively related to OID and AC, (2) OID and AC have a significant positive relationship with job performance, and (3) competitive climate at the organizational level moderates the effects of OID and AC on hotel workers’ in-role performance. These results offer valuable implications for managers to produce more efficient hotel human resource management techniques.     

Effect of Management Practices on Actual ICT Application in Kenyan Hotels: A PLS-SEM Approach

Advances in information communication technology (ICT) has seen many hotels invest huge sums of money in ICTs to enhance their performance. However, this has never been the case for most hotels in economically developing countries due to poor ICT implementation. This study sought to establish how ICT-related management practices influence actual ICT application by hotels in Kenya. A total of 194 hotel managers drawn from 36 hotels were surveyed. The data collected was analyzed quantitatively. The outcomes show that though operational management and human resource management practices significantly predict actual ICT application, HRM practices have the biggest effect in explaining the variance in actual ICT application. The study finding offer insights to best management practices and how they influence actual ICT use in hotels.     

Employees’ green recovery performance: the roles of green HR practices and serving culture

A tourist organization’ green sustainability can be achieved not only through its employees’ environmental activities but also through their green recovery behavior performed to resolve or recover environmentally–unfriendly actions in their tourist services. The primary aim of our research is to investigate the role of green human resource (HR) practices (training, empowerment and rewarding for pro-environmental behaviors) in fostering employees’ green recovery performance. Participants recruited for this study comprised frontline employees and their supervisors from tour companies based in Ho Chi Minh City, Vietnam. The research results provided support for the mediation role of employee environmental commitment for the positive effects of green HR practices on employee's green recovery performance. Moreover, serving culture was found to play a moderating role to strengthen the impacts of green HR practices on employee environmental commitment as well as for the effect of employee environment commitment on their green recovery performance.     

Developing ambidexterity through quality management and their effects on performance

This study analyzes the influence of quality management practices on organizational ambidexterity and on performance, and the mediating role of ambidexterity in the relationship between quality management practices and performance in the hotel industry. The paper uses Partial Least Squares (PLS) analysis based on data from 365 Spanish hotels. The results show that quality management practices favor the development of organizational ambidexterity, that is, they help balance exploitation and exploration activities, and this contributes to improving hotel performance. Moreover, ambidexterity acts as a partial mediator between quality management practices and hotel performance. These findings imply that quality management practices can create an appropriate organizational context to simultaneously develop both service improvements (exploitative innovations) and service innovations (explorative innovations). This paper contributes to theory by developing new knowledge regarding quality management as a facilitator of ambidexterity, and the mediating role of ambidexterity in the relationship between quality management and hotel performance.     

Employee creativity trumps supervisor-subordinate guanxi: Predicting prequitting behaviors in China's hotel industry

This study aims to explore the moderating roles of supervisor-subordinate guanxi and employee creativity in the perceived organizational support-organizational commitment-turnover intention link in the Chinese hotel organizations. Using a matched sample of 85 supervisors and 249 subordinates from 13 hotels in Shenzhen, China, we found that both supervisor-subordinate guanxi and employee creativity altered the relationships of perceived organizational support, affective commitment and employee prequitting behaviors. A significant conditional direct effect of perceived organizational support on prequitting behaviors was moderated by low supervisor-subordinate guanxi. Furthermore, a significant conditional indirect relationship between perceived organizational support and prequitting behaviors was found at high employee creativity. Moreover, interactive effect of affective commitment and employee creativity exerted a significant negative effect on prequitting behaviors. Findings shed light on the changing traditional values in modern management practices and the conditions under which organizations can improve employee retention. Theoretical and practical implications for talent management are discussed.     

Levels of quality and environmental management in the hotel industry: Their joint influence on firm performance

Many studies have examined quality management and environmental management separately. This paper analysed the commitment to quality and environmental management at the same time, and their separate and joint effects on hotel performance. The empirical data were collected from a sample of 301 3-to-5-star Spanish hotels. A cluster analysis was carried out to identify the levels of commitment to quality and the environment. Then, ANOVA and regression analysis tested the quality and environmental commitment levels-performance link. Three levels of quality and environmental commitment have been identified. The findings showed that the commitment to quality and environmental practices influences hotel performance.     

How human resources management best practice influence employee satisfaction and job retention in the Thai hotel industry

Human resources management (HRM) practices are hotel management tools that contribute to organizational success. The purpose of this study was to evaluate how soft HRM practices in the Thai hotel industry affect job satisfaction and job retention. This study focuses on soft HRM practices, which draws on theories of commitment and motivation. Soft HRM refers to human relations between staff and the hotel organization. A quantitative approach was employed using multiple regression technique with a stepwise method for data analysis. It was found that employee satisfaction is not fostered by increasing remuneration, but is more related to the quality of working life, good leadership style, regular training, employment security, the hotel's brand image, and employees' personal traits, a most important aspect. The findings from this study provide a comprehensive framework for both academic and managerial responses to resolve the labor and skill shortage crises. Equally important is the extrinsic and intrinsic motivation and personal attitude theory that underpins employee job satisfaction in this study.     

Green human resource practices and organizational citizenship behavior for the environment: the roles of collective green crafting and environmentally specific servant leadership

Green behavior among employees can contribute to the green performance of organizations. Regardless of the salience of human resource (HR) practices in translating organizational strategy into employee behaviors, this role of green HR practices in shaping employee green behavior has been under-explored. Through surveys of the participants from tour operators in Ho Chi Minh City, Vietnam, our study seeks to investigate how green HR practices impact organizational citizenship behavior for the environment (OCBE) at team and individual levels as well as the mechanisms underlying such effects. The results demonstrated the positive relationships between green HR practices and collective as well as individual OCBE. Collective green crafting was found to mediate these relationships. Besides, environmentally specific servant leadership served as a moderator to strengthen the effects of green HR practices on collective green crafting as well as OCBE at team and individual levels. We anticipate our research to solicit further investigations into mechanisms underlying the nexus between green HR practices and employee green behavior. Discussion on the implications for tourism practitioners is presented.     

How do changes in human resource management practices influence employee engagement? A longitudinal study in a hotel chain in the Philippines

ABSTRACT

Drawing from social exchange theory, this study investigates how changes in human resource management practices influence and affect employee engagement in a hotel chain. Changes in human resource management practices were identified, and corresponding changes in the level of employee engagement were observed. One hundred forty-five employees from a hotel chain in the Philippines participated in a longitudinal study. Results show that improvements in human resource management practices, particularly in the areas of reward management and training and development, yielded positive and significant change in the level of employee engagement. Implications for human resource management, particularly in the hospitality and tourism context, are discussed.     

The Effect of Educational Level on Job Satisfaction and Organizational Commitment: A Case Study in Hospitality

ABSTRACT

The hospitality industry is characterized by the close personal interaction between employees and customers. Consequently, the study of certain constructs that influence this relationship, such as organizational commitment and job satisfaction, is a key factor in ensuring business success. Furthermore, there are a number of variables that can, in theory, help to explain the levels reached by these constructs, one of the most important being educational level. Using this as our starting point, this article aims to determine the effect of educational level on the job satisfaction and organizational commitment of hotel employees in the province of Cordoba, Spain. As such, the study found that educational level does not influence job satisfaction. However, it does have an inverse effect on organizational commitment where the lower the educational level of employees, the higher their commitment. This result is consistent with the temporal component of both constructs, since job satisfaction is related to more ephemeral influences while organizational commitment is related to job security. In this respect, the study determined that employees with a lower educational level are more affected by the lack of job opportunities and more likely to express higher levels of gratitude for the job they have been able to secure and maintain. Knowledge of this relationship can be useful in designing more successful ??human resource strategies, such as employee recruitment, job profiles, and training schemes.     

Promoting service-oriented organizational citizenship behaviors in hotels: The role of high-performance human resource practices and organizational social climates

Integrating social exchange and information processing theories, this study examines the influence of high-performance human resource (HR) practices on service-oriented organizational citizenship behavior (OCB) through two climates—justice climate and service climate. This field study of 1133 customer contact employees and 119 human resource managers from 119 hotels in Taiwan has shown that social climates of justice and service mediate the influence of high-performance HR practices on service-oriented OCB. The study demonstrates that high-performance HR practices affect employees’ cognition on how they are treated by hotels and what service behaviors are expected, which in turn can positively influence collective service-oriented OCB.     

Hotel Employees' Perception of Green Practices

This study examined how hotel employees perceive green practices. Data was collected from 220 employees working in eight green certified hotels in Orlando, Florida. Study results from an importance–performance analysis revealed that the surveyed employees rated their hotels' performance in green practices lower than the importance levels. A positive correlation was found between the employees' organizational commitment and their perception on the company's green practices. The relationship between the respondents' key demographic characteristics and their perception of green practices was also investigated. Lastly, implications for hotels are discussed to assist the companies to promote and train green practices among their employees.     

Green and non-green outcomes of green human resource management (GHRM) in the tourism context

Globally, organizational espousal of green and sustainable operations has been critically facilitated by green human resource management (GHRM) initiatives, especially in the tourism and hospitality sector. This research is an effort to examine the nuances of employees' responses to GHRM and contribute to this field by examining how narcissism, an individual trait and boundary condition, influences GHRM's relationship with employees' green (voluntary and task-related practices) and non-green outcomes (task performance and job satisfaction). Our hypotheses, grounded in social identity and trait activation theories, were tested with data obtained through a time-lagged two-wave survey of 219 UK-based hotel employees via the Prolific Academic platform. Analysis revealed significant associations between GHRM and all employee outcomes. Narcissism was shown to have a significant moderating effect on GHRM's associations with both green and non-green (task performance) behaviors. Our results imply important understandings for the advancement of theoretical knowledge and practical implementation of GHRM.     

Understanding the human side of green hospitality management

Green training is considered as crucial factor in green human resource management, stimulating environmental performance in an organisation. However, the effects of environmental training on the performance of organisations in the hospitality industry have so far been under-studied. At the same time, hospitality industry in India has attracted significant attention, and therefore deserves to be studied further. This study explores the mediating effects of green competencies and proactive environmental management maturity as well as the moderating effect of environmental commitment. In order to conduct empirical analysis, a survey instrument is developed for data collection. The results indicate the following relationships: (a) a positive and significant relationship between green training and environmental performance; (b) a mediating effect of green competencies; (c) a mediating effect of proactive environmental management maturity; and (d) a moderating effect of environmental commitment. This work provides insights towards the ‘human side’ of transitioning towards sustainable hospitality management.