The relationship between organizational commitment and contextual performance among private club leaders

The present study examined the factor structure of, and relationships between, multi-dimensional constructs of organizational commitment (OC) and contextual performance (CP) in the context of the private club industry. Data were collected from private club leaders (N = 549) via a web survey. Structural equation modeling showed that affective commitment (AC) had the strongest positive effects on both dimensions of CP. Continuance commitment (CC) related negatively to both dimensions of CP; however, the relationship between CC and job dedication only was statistically significant. Normative commitment was associated positively with both dimensions of CP, but these two relationships were not statistically significant.     

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.     

Extra-Role Customer Service: The Roles of Leader–Member Exchange (LMX), Affective Commitment,and Psychological Empowerment

ABSTRACT

Based on the social exchange and job characteristic theories, this study advances a moderated-mediation model that tries to explain the social-psychological processes connecting the leader–member exchange (LMX) and extra-role customer service, and examined it by collecting data from employees and managers employed in tourist hotels operating in Uttarakhand, India. A hierarchical regression analysis determined that LMX was positively related to extra-role customer service where affective commitment mediated this relationship. Further, an analysis of a moderated-mediation path revealed that psychological empowerment strengthened the direct influences of LMX on affective commitment and its indirect influence on extra-role customer service. Based on these findings, important theoretical and managerial implications are discussed.     

Tour Leader Attachment and Customer Citizenship Behaviors in Group Package Tour: The Role of Customer Commitment

The tour leader plays a critical role in travel decisions. Recently, the attachment theory has been extended into the domain of travel behavior. However, little academic attention has been paid to the attachment of tour leader. The purpose of this study was to examine the effect of tour leader attachment on customer citizenship behaviors (CCBs). Furthermore, the study investigated the extent to which customer commitment mediates the relationship between tour leader attachment and CCBs. Online survey data from 459 tourists indicate that tour leader attachment is positively related to CCBs. Furthermore, customer commitment mediates the relationship between tour leader attachment and CCBs. Implications of these findings as well as future research are subsequently discussed.     

Conflict,exhaustion, and motivation: A study of frontline employees in Northern Cyprus hotels

This study develops and tests a model that investigates the effects of work-family conflict, emotional exhaustion, and intrinsic motivation on affective job outcomes using data from frontline employees in Northern Cyprus hotels. Results show that work-family conflict is positively related to emotional exhaustion. Work-family conflict was found to be negatively associated with job satisfaction. However, the study results demonstrate that work-family conflict did not depict any significant relationships with affective organizational commitment and intention to leave. Results indicate that emotional exhaustion leads to job dissatisfaction, decreased affective organizational commitment, and high levels of intention to leave. Results reveal that intrinsic motivation is significantly related to emotional exhaustion, job satisfaction, and affective organizational commitment. In addition, the study results provide empirical support for the positive impact of job satisfaction on affective organizational commitment and the negative effects of job satisfaction and affective commitment to the organization on intention to leave. Discussion and implications of the results are presented in the study.     

The effects of ethical leadership on manager job satisfaction,commitment, behavioral outcomes,and firm performance

This study investigates the effects of ethical leadership on a hotel middle manager's job satisfaction and affective commitment, which in turn influence that manager's behavioral outcomes (e.g., extra effort and turnover intention) that can also impact the hotel's performance. Mail surveys were distributed to 30 U.S. hotels, representing more than 8 different national and international brands, and 324 middle managers participated in the survey. This study demonstrates that executives’ ethical leadership is positively related to their middle managers’ job satisfaction and their affective organizational commitment. Middle managers’ job satisfaction is positively related to organizational commitment, but job satisfaction does not necessarily lead to their willingness to exert extra effort. The positive linkage between middle managers’ extra effort and the hotel's competitive performance is also confirmed.     

Human resource management practices and organizational commitment in four- and five-star hotels in Egypt

Previous studies have shown that human resource management practices affect hotel performance by influencing employees' commitment to their organization. Organizational commitment, in turn, influences workforce turnover, organizational citizenship behavior, and job performance. This study analyzed the relationship between human resource management practices and organizational commitment in 257 employees in nine four- and five-star hotels in Cairo and Alexandria, using partial least squares structural equation modeling to test models predicting organizational commitment. Hiring, training and development, performance appraisals, remuneration, and communication were all positively and significantly related to affective commitment, but only communication affected continuance commitment.     

Improving consumer commitment through the integration of self-service technologies: A transcendent consumer experience perspective

An increasing number of hospitality firms have integrated self-service technologies (SSTs), yet limited studies exist concerning consumers’ experience of using SSTs. The present research theorizes SSTs experience as a bi-dimensional (i.e., extrinsic and intrinsic) construct and tests its impact on consumer commitment (i.e., affective, temporal, and instrumental commitment). This research further examines the potential mediating effect of transcendent consumer experience (TCE) on the tested relationships. Results of Structural Equation Modeling using a sample of 223 hotel and restaurant consumers reveal that TCE fully mediates the impacts of SSTs’ extrinsic attributes on the instrumental commitment as well as the impacts of SSTs’ intrinsic attributes on the instrumental and the temporal commitment. In contrast, TCE partially mediates the impacts of SSTs’ extrinsic attributes on the affective and the temporal commitment as well as the impacts of SSTs’ intrinsic attributes on the affective commitment. The paper concludes with theoretical implications and managerial implications.     

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.     

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.     

An examination of the links between corporate social responsibility (CSR) and its internal consequences

The purpose of this study is to examine the links between Corporate Social Responsibility (CSR) and its internal consequencesusing the hotel employees' CSR perception, Quality of Working Life (QWL), affective commitment, organizational citizenship behavior (OCB), and job performance. Although CSR has been widely studied from the perspective of employees, no previous study has related it to QWL in the field of hospitality research. Applying relevant theories, the study empirically substantiates the connection between the constructs and provides theoretical and practical implications. The results, drawn from data collected from hotel employees in upscale hotels in South Korea, show that hotel employees' CSR perception of the firm positively influences their QWL, affective commitment, and organizational citizenship behavior, which, in turn, enhance their job performance.     

Job involvement,commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus

The study of attitudes at work seeks to enhance organizational knowledge and capabilities in developing an ‘ideal’ working environment that delivers exceptional customer service. The current study investigates the causal relationships of job involvement, organizational commitment (normative and affective), and job satisfaction (intrinsic and extrinsic), with the intention of hospitality employees in Cyprus to either remain at or leave their job. Utilizing structural equation modeling, positive associations were found between job involvement, affective and normative commitment, and intrinsic job satisfaction. Positive associations between affective and normative organizational commitment, and intrinsic and extrinsic job satisfaction were also found. In addition, negative associations between affective organizational commitment, extrinsic job satisfaction and turnover intention were revealed. However, a negative association between intrinsic job satisfaction and turnover intention was not supported. The implications of these results for future research are also discussed.     

Affective learning in short-term educational travel abroad: An exploratory mixed-method study

Employing an exploratory mixed-method approach, this research explores young adults' affective learning outcomes derived from their short-term educational travel abroad experiences. Different from previous travel research mostly focusing on the educational benefits of cognitive knowledge and technical skills, the current research highlights the prominent effect of educational travel on young adults' personal growth and attitudinal/emotional development by investigating the understudied domain of affective learning and how it manifests among college students having short-term study abroad experiences. Through a systematic review and a follow-up survey-based comparison study, five salient affective learning variables were identified—perspectives on global interdependence, intercultural attitudes, openness to diversity and challenge, environmental attitudes, and general self-efficacy. Furthermore, this research found that travelers’ lower-order affective learning shows significant progress after the short-term educational overseas travel. This study contributes to a niche topic in tourism research and provides implications to promote educational travel as an effective transformative learning approach.     

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.     

Role of service encounter and physical environment performances,novelty, satisfaction,and affective commitment in generating cruise passenger loyalty

This research developed a theoretical model explaining the relationship between service encounter performance, physical environment performance, novelty, overall satisfaction, and loyalty in the cruise context. The results of structural equation modeling (SEM) analysis showed that service encounter performance and physical environment performance were significant predictors of novelty, which in turn affected overall satisfaction and loyalty. The mediation test indicated that novelty significantly mediated the effect of service encounter performance and physical environment performance on satisfaction; and overall satisfaction significantly mediated the relationship between novelty and loyalty. The relationship between physical environment performance and novelty and the relationship between novelty and overall satisfaction were significant in the high affective commitment group. In addition, the relationship between novelty and loyalty was only significant in the low affective commitment group.     

A Path Analytic Model of Visitation Intention Involving Information Sources,Socio-Psychological Motivations,and Destination Image

Abstract

This study develops and tests a model to examine the organization of informational, motivational, and mental constructs on visitation intention in a path analytic framework. The findings indicated that variety (amount) and type of information sources used and socio-psychological travel motivations determine travelers' perceptual/cognitive evaluations that, in turn, form their affection (feelings) about tourist destinations. A traveler's intent to visit, then, is determined by a combination of perceptual/cognitive and affective evaluations, information sources used, and travel motivations. However, destination image (cognition and affect) appeared to mediate the relationship between visitation intention and stimuli (information sources) and consumer factors (socio-psychological travel motivations). Theoretical and practical implications of the study are discussed and future research areas are suggested to better understand travelers' destination selection process.     

Use of The Internet for Trip Planning: A Generational Analysis

With recent developments in social media and mobile computing, little is known regarding how different travel segments within the general traveler population actually use the Internet for travel planning. In particular, this study examined various aspects of Internet use among four generational groups including the Silent Generation, Baby Boomers, Generation X, and Generation Y over a six-year period. Findings show a high adoption rate of the Internet among all generations but there are important differences related to information search, trip planning activities, and websites used for online booking. This study provides a timely analysis of information technology use for travel planning and offers meaningful insights for the development of communication strategies for destinations and tourism businesses.     

Factors influencing destination image and visit intention among young women travellers: role of travel motivation,perceived risks,and travel constraints

There is literature detailing the effects of travel motivation, risks perceptions, and travel constraints on the destination image and travel behaviour of individuals. However, literature explaining these factors in the context of prospective young women travellers is scarce. This study empirically tests a comprehensive model of prospective young women’s travel behaviour, based on cognitive and affective perceptions about destination, travel motivations, perceived risks, and travel constraints. A quantitative study was performed on 370 young university women in Malaysia. The results revealed that the travel motivation of young women has positive effects on the cognitive and affective image, whereas the dimensions of perceived travel risks and travel constraints have negative effects on cognitive and affective destination images. The results also found that cognitive and affective images positively influence the visit intention of prospective young women travellers.     

如何提高饭店业一线员工的服务补救绩效:模型与实证

文章应用巴顾兹(Bagozzi)的态度模型,采用结构方程建模方法,构建并验证了基于饭店业一线员工感知视角的服务补救绩效预测模型。实证结果表明:(1)一线员工对授权、培训、奖励以及对饭店进行顾客抱怨管理的感知正向影响其工作满意度;(2)顾客抱怨管理和授权不仅通过一线员工情感变量(工作满意和情感承诺)的中介作用间接正向影响服务补救绩效,还能够直接预测服务补救绩效;(3)一线员工的情感变量是解释员工培训和奖励正向影响其服务补救绩效的完全中介变量;(4)工作满意直接正向影响一线员工的情感承诺,而在工作满意和服务补救绩效之间的间接正向影响关系中,情感承诺变量起到了全部中介效应。文章最后总结了对服务补救理论和饭店业管理实践的贡献。     

An Ethical Work Climate and its Consequences among Food-service Franchise Employees

This study was conducted to examine the effect of ethical values and an ethical work climate (EWC) (responsibility, unethical peer behaviors, and selling orientation) on organizational trust, and organizational commitment (affective and continuance commitment), which in turn influence turnover intentions to acquire a competitive edge in a competitive world. Data were obtained from 276 employees of food-service franchised companies in Korea. The results suggest that an EWC mediates the relationship between ethical values and organizational trust, which in turn has a positive influence on organizational commitment and turnover intention. Contributions and directions for future study are discussed.