A Structural Model of Leisure Constraints Negotiation in Outdoor Recreation

A conceptual model tested the leisure constraints negotiation process of outdoor recreation: motivation and the constraints to participate likely influenced by negotiation efforts. Higher motivation to participate encourages using negotiation strategies and resources to overcome constraints. Experiencing constraints was thought to trigger negotiation efforts. Drawing from social cognitive theory, negotiation-efficacy was proposed to encourage motivation, diminish the perception of constraints and promote negotiation efforts, which indirectly influenced positive participation. The model tested used data collected from a random sample of Arizona residents through hierarchical confirmatory factor analysis and structural equation modeling. Results support the conceptual model and suggest the constraints negotiation process is a dynamic interaction of influences promoting outdoor recreation participation.     

The role of perceived behavioural control in the constraint-negotiation process: the case of solo travel

This study extends the leisure constraint-effects-mitigation model to the perceived behavioural control (PBC)- constraint-negotiation model by adding PBC. Three competing models were tested to determine which model best fits the data. Results suggested that PBC mediates the relationship between motivation and negotiation, and there is a direct path from motivation to participation. Findings contribute to deepening and broadening the theory of leisure constraint negotiation because the new variable was successfully added to the original model and the model was extended to new settings (i.e. solo travel and non-Western).     

Testing Alternative Leisure Constraint Negotiation Models: An Extension of Hubbard and Mannell's Study

The purpose of this study was to test a model of the leisure constraint negotiation process proposed by Hubbard and Mannell. A multidimensional measure of physically active leisure was used to extend their findings to a sample of middle-aged and older adults in a metropolitan park setting. Volunteers and visitors (aged 50–87 years) of a Midwestern metropolitan park agency completed a self-administered questionnaire. Results of a two-step structural equation modeling procedure suggested a constraint-negotiation dual channel model. In this model, the negative influence of constraints on participation was almost entirely offset by the positive effect of negotiation strategies. The effect of motivation on participation was fully mediated by negotiation. The implications of these findings for studying constraint negotiation and active leisure in mid- to late-life are discussed.     

Work–leisure conflict and its associations with well-being: The roles of social support,leisure participation and job burnout

In hospitality and tourism industries employees, work–leisure conflict (WLC) resulting from job characteristics can affect work attitudes and personal life. This study revealed that social support has moderating effects on the relationships among work–leisure conflict, leisure participation, job burnout and well-being. Partial Least Squares (PLS) analysis of 488 valid questionnaires collected from a sample of employees in the hospitality and tourism industries showed that (1) WLC positively affects job burnout and negatively affects leisure participation and well-being; (2) leisure participation is positively associated with well-being, but burnout is negatively associated with well-being; (3) leisure participation and job burnout have mediating roles in the full model; (4) social support is a moderator in the full model. The analytical results of the study provide a reference for managing employees in the hospitality and tourism industries.     

How does career future time perspective moderate in the relationship between infection anxiety with the COVID-19 and service behavior among hotel employees?

The COVID-19 pandemic has had far-reaching impacts on the hospitality industry and its employees. The purpose of this study was to explore the effects of infection anxiety with COVID-19 (IAWC) on employee motivation and work behaviors. This study proposes and examines a model predicting that IAWC has indirect effects on service and helping behaviors via intrinsic motivation. Furthermore, we expect that career future time perspective mitigates the harmful effects of IAWC on service and helping behaviors. We tested our moderated mediation model using data collected from multiple time points and multiple resources (i.e., hotel employees and their corresponding supervisors). The results show that IAWC indirectly influences service and helping behaviors via intrinsic motivation. In addition, career future time perspective moderated the effects of IAWC, such that the indirect effects of IAWC were weakened when employees' career future time perspective was high. This study extends our understanding of the impacts of IAWC on hospitality employees and the buffering effects of career future time perspective. The theoretical and practical implications of this study are discussed.     

Testing a Structural Model of Psychological Well-Being,Leisure Negotiation,and Leisure Participation with Taiwanese College Students

A theoretically constructed model combining psychological well-being, negotiation, and participation was tested using structural equation modeling on Taiwanese college students (N = 464). The results provided partial support for the proposed model in that the autonomy and self-acceptance dimensions of psychological well-being had significant positive effects on negotiation strategies. However, contrary to predictions, the personal growth and purpose in life dimensions had significant negative effects on college students’ use of negotiation strategies. Developing a psychological profile of successful negotiation among college students using this framework may aid in predicting who will activate their negotiation efforts, and thus enhance the effectiveness of interventions for health promotion.     

The Effects of Job Demands,Job Resources and Intrinsic Motivation on Emotional Exhaustion and Turnover Intentions: A Study in the Turkish Hotel Industry

ABSTRACT

This study develops and tests a model which investigates the simultaneous effects of job demands, job resources, and a personal resource (intrinsic motivation) on emotional exhaustion and turnover intentions. Frontline hotel employees in Ankara, Turkey serve as the study setting. Among others, results show that job demands (role conflict and role ambiguity) trigger frontline employees' emotional exhaustion and turnover intentions. Job resources (supervisory support, training, empowerment, and rewards) and intrinsic motivation reduce emotional exhaustion. Implications of the findings are discussed and directions for future research are offered.     

Work environment and atmosphere: The role of organizational support in the creativity performance of tourism and hospitality organizations

In this study, we developed and tested a new model of how organizational support affects the organizational work environment and atmosphere that facilitates creativity. A field study of 320 employees showed that organizational support was positively related to the work environment for knowledge sharing, motivation, procedural justice, and promotion. Further, the work environment plays a mediating role between organizational support and employee creativity. These measures of an organization's environment of procedural justice are related to employees’ motivation and knowledge sharing, which predict employees’ promotion.     

Personal resources and personal demands for work engagement: Evidence from employees in the service industry

Conventional studies have widely demonstrated that individuals’ engagement at work depends on their personal resources, which are affected by environmental influences, especially those derived from the workplace and home domains. In this study, we examine whether a change in work engagement may be based on individuals’ decisions in managing their personal resources. We use the conservation of resources (COR) theory to explain how personal resources and personal demands at home can influence work engagement through personal resources and personal demands at work. We conducted a daily diary study involving a group of 97 Chinese employees (N = 97) from a range of different service settings for 2 consecutive weeks (N = 1358) and evaluated their daily work engagement using manager ratings. The findings support the hypothesized mediating effects of personal resources and personal demands at work on personal resources and personal demands at home and work engagement.     

Interactive effects of supervisor support,diversity climate,and employee cynicism on work adjustment and performance

This study examined the interactive effects of perceived supervisor support (PSS), diversity climate, and employee cynicism on the work adjustment and performance of temporary migrant workers in the UAE’s hospitality industry. Drawing on the conservation of resources and trait activation theories, we hypothesized a three-way interaction effect of PSS, diversity climate, and employee cynicism on work adjustment. An effect of work adjustment on employees’ in-role performance was also proposed. Using two waves of data collected from 239 hospitality frontline employees and their direct supervisors, we found that PSS impacts more positively on the adjustment of employees with high cynicism when diversity climate is also positive. Employees with low cynicism display high adjustment with PSS even in less positive diversity climates. The indirect effect of PSS on in-role performance (via workplace adjustment) is also significant in inclusive climates for highly cynical employees.     

The effects of job and personal resources on hotel employees’ work engagement

Our study developed and tested a research model, which predicted the impacts of job (supervisor support) and personal resources (trait competitiveness and self-efficacy) on work engagement. Respondents were full-time employed frontline employees of the five- and four-star hotels of Abuja, the capital city of Nigeria. We used path analysis in LISREL 8.30 for testing the study hypotheses. The results demonstrated that trait competitiveness predicted three dimensions of work engagement better than did self-efficacy. That is, trait competitiveness enhanced frontline employees’ feelings of vigor, dedication, and absorption, while self-efficacy significantly and positively influenced only absorption. Unexpectedly, supervisor support had no significant effects on three dimensions of work engagement. The results further revealed that frontline employees who had elevated levels of competitiveness and adequate supervisor support in the workplace had higher self-efficacy beliefs. Implications of the empirical findings and limitations are discussed in our study.     

Modelling preferences for nature-based recreation activities

This research contributes to a better understanding of visitors’ preferences and behavioural patterns in national parks and protected areas. A conceptual model is proposed to explain why visitors prefer particular nature- or culture-based activities. It integrates three components – outdoor recreation participation, expectancy-value and environmental attitudes. The New Environmental Paradigm is used to capture environmental attitudes, and the motivations for travelling to parks are based on the push and pull motivation factors. Structural equation modelling is used to test the proposed model using data from 401 domestic visitors to Portuguese parks and other protected areas. Results show that nature-based sports are influenced by motivation to do adventurous sports and by social norms; the pro-environmental attitudes, the motivation to enjoy nature and the influence of others affect the interest in interpretation activities; the model’s strongest impact on recreation activities is from culture-related motives.     

Understanding the Role of Identity in the Constraint Negotiation Process

Sociological theory related to identity was adapted to explore the influence of identity on respondents’ perceived leisure constraints and constraint negotiation. We hypothesized that perceived constraints to recreational golf and efforts to negotiate constraints would be predicted by the degree to which respondents embraced their leisure-related identity of “golfer.” It was also hypothesized that the perception of constraints and constraint negotiation would depend upon the degree to which respondents perceive that the identities they embrace facilitate or conflict. Findings showed support for the hypothesized model.     

Testing a Structural Model of Psychological Well-Being and Constraints Negotiation in Recreational Sports Participation in Individuals with Type 2 Diabetes

The relationships among psychological well-being, constraints, negotiation, and participation were examined using structural equation modeling in patients with type 2 diabetes using a cross-sectional survey approach (N = 283). Despite a direct negative effect of constraints and a positive effect of negotiation on participation in recreational sports, we found no significant effect of constraints on the negotiation efforts of respondents. Instead, psychological well-being played an important role in the process. A higher level of psychological well-being not only directly decreases participation, but also indirectly increases participation by reducing constraints and promoting negotiation efforts. In particular, environmental mastery and personal growth indirectly increase participation by mitigating constraints; personal growth and positive relationships stimulate participation by boosting negotiation efforts and diminishing the discouraging impact of constraints on negotiation. However, a stronger purpose in life decreases both negotiation and participation.     

Testing the effects of congruity, travel constraints, and self-efficacy on travel intentions: An alternative decision-making model

Travel decision making has been extensively studied. Various models and theories have been proposed to explain tourist behavior. Taking a new approach, this study applied the Motivation-Opportunity-Ability (MOA) model to explain travel intentions. The MOA model suggests that motivation, opportunity, and ability are major factors influencing travel intentions. This study explored the role of self-congruity, functional congruity, perceived travel constraints, constraint negotiation, and self-efficacy on travel intentions.The proposed model and hypotheses were tested in the context of cruise tourism. An online panel survey was conducted with cruisers. Structural Equation Modeling (SEM) was used to test both the proposed model and hypothesized relationships among the constructs. All hypotheses except one were supported by the data. The proposed model also had an acceptable fit to the data.     

Social class and wilderness use

Abstract

Using social class and social inequality theories and concepts, we reexamine previous studies of recreation participation in designated wilderness. We suggest that members of the semiautonomous class—highly educated professional‐technical and craft employees who have limited control over what work they do but a great deal of control over how they do it (Wright, 1978)—appropriated wilderness and continue to dominate wilderness use. We propose an explanation of how and why this occurred.     

Motivational drivers that fuel employees to champion the hospitality brand

Many hospitality organizations have recognized the significance of having strong brands in the marketplace. Given that customers’ brand experiences are greatly affected by frontline service employees, it is crucial that service employees are capable and motivated to transform brand promises into brand realities. This study seeks to build on the emerging Internal Brand Management (IBM) research, by examining employees’ internal drive to go above and beyond their formal job requirement to benefit the brand. Based on motivation theories and the empirical data from 202 hotel employees, we examined the impact of employees’ pro-brand motivation (an internal motivation that is engendered from extrinsic stimuli) and their intrinsic motivation to work on their brand performance. In particular, we identified two significant motivational drivers for employees’ pro-brand motivation namely, employee perceived brand meaningfulness and employee perceived brand value fit. Based on the synergy between employee pro-brand motivation and intrinsic motivation to work, we further proposed an Employee Brand Motivation Matrix reflecting four types of employee motivation that underpins the rationale for employee brand performance. Organizations can use this matrix as a diagnostic tool to segment their workforce, gaining a true appreciation for the extent to which their workforce is willing and able to champion the brand.     

Innovative behavior motivations among frontline employees: The mediating role of knowledge management

Labor-intensive industries face challenges when designing innovative, customer-oriented service strategies at the employee level, since service is mainly produced and delivered to customers not by technology or machines but by human resources. In other words, the role of frontline employees is particularly critical in customers’ belief formation of whether a service company is innovative or not. Therefore, this study was conducted to formulate and investigate the psychological process of frontline employees’ innovative behaviors. To achieve the purpose, this study collected data from frontline employees in Seoul and Gyeonggi-do, South Korea. This study contributes to the motivation literature in human resources management by adapting and considering a marketing approach based on three aspects of motivation: global, contextual, and situational. This study also examined whether motivation factors may increase knowledge-management capabilities and subsequently stimulate innovative behaviors, which are critical to the successful implementation of service improvements among frontline employees.     

The Constraints Experienced and Negotiation Strategies Attempted by Nonparticipants of a Festival Event

The leisure constraints and negotiation model was used to examine nonparticipation in a large festival event. A purposive sampling survey was conducted with 502 event nonparticipants. The results indicated that the hierarchical leisure constraints model is a useful framework for understanding the constraints to attendance at special events. Consistent with previous research on constraints to participation, structural constraints were the greatest category of constraint, followed by interpersonal and intrapersonal constraints. Further, nonparticipants who experienced intrapersonal constraints were least likely to attempt negotiations relative to time, partners, or finances. Additionally, this study compared the constraints of nonparticipants who were interested and disinterested in attending the event and found disinterested nonparticipants perceived greater intrapersonal, interpersonal, and structural constraints than those interested in attending, suggesting that constraints create amotivation. Disinterested event nonparticipants were also less likely to negotiate constraints to participation, especially barriers related to lack of time and partners with whom to participate. Finally, interested nonparticipants who experienced intrapersonal constraints were less likely to attempt to negotiate constraints. This study broadens the scope of the constraints and negotiation discussion to include the context of a community festival event, as well as differences in constraints and negotiation between interested and disinterested event nonparticipants.     

Is corporate social responsibility (CSR) participation the pathway to foster meaningful work and helping behavior for millennials?

This study examines how corporate social responsibility (CSR) participation affects organizational citizenship behavior (OCB) through meaningful work. This work is significant for three reasons: the joint examination of CSR, meaningful work, and OCB is novel; the comparative effects of CSR perception versus CSR participation have not been examined previously; and this is the first examination of such relationships for different generations of employees. Data from 245 employees of four-star hotels were analyzed using a partial least squares structural equation modelling (PLS-SEM) approach and multigroup analysis (MGA). Results reveal that CSR participation has a strong influence over work-related outcomes. The strongest effect of CSR participation on helping behavior is in Generation Y whereas CSR perception has a strong indirect effect on helping behavior through meaningful work in Generation X. These findings offer managerial implications to hotel managers on how best to manage generational differences in predicting helping behavior at workplace.