Role stress,burnout and their effects on frontline hotel employees' job performance: evidence from Northern Cyprus

Based on data obtained from frontline hotel employees in Northern Cyprus, this study investigated the effects of role stress and burnout on job performance. It was found that role ambiguity decreased job performance while role conflict enhanced job performance. The results indicated that diminished personal accomplishment exerted a significant negative influence on job performance whereas the rest of the burnout dimensions did not. The results further showed that both role conflict and ambiguity exacerbated emotional exhaustion and depersonalisation. Role ambiguity was found to have a significant positive relationship with diminished personal accomplishment whereas role conflict was not. Copyright © 2007 John Wiley & Sons, Ltd.     

Job satisfaction,organizational commitment,and flight attendants’ turnover intentions: A note

This study looks at the effects of job satisfaction, organizational commitment, and individual factors on flight attendants’ turnover intentions. It makes use of samples of the attendants from a Taiwanese airline company. From the results of a logistic regression analysis, two aspects of organizational commitment (i.e. normative commitment and continuance commitment) as well as job-itself satisfaction were found significantly negative impact on flight attendants’ turnover intentions. In addition, wage and martial status were found to be significant predictors of turnover intentions.     

The impact of abusive supervision and co-worker support on hospitality and tourism student employees’ turnover intentions in Ecuador

Ram (2015. Hostility or hospitality? A review on violence, bullying and sexual harassment in the tourism and hospitality industry. Current Issues in Tourism. doi:10.1080/13683500.2015.1064364) posits that violence and harassment are areas of concern within the hospitality industry, and scholarly interest in abusive supervision in the workplace has grown since the last decade. This study extends Ram's (2015. Hostility or hospitality? A review on violence, bullying and sexual harassment in the tourism and hospitality industry. Current Issues in Tourism. doi:10.1080/13683500.2015.1064364) assertion by examining the effect of abusive supervision experiences on student employees’ turnover intentions in a hospitality and tourism context in a high power distance culture, Ecuador. The results showed that abusive supervision was positively related to turnover intentions, and its effect was stronger than co-worker support, with the abusive supervision–turnover intentions relationship being fully mediated by perceived organizational support (POS). In addition, co-worker emotional support was found to attenuate the negative effects of abusive supervision on POS. All in all, the findings highlight the roles of POS in explaining the relation between abusive supervision and turnover intentions and co-worker emotional support in buffering the negative effect of abusive supervision. The important role of culture is discussed.     

Does travellers’ casual attribution affect pre-recovery emotions and behavioural intentions? A field study of airline travellers in Malaysia

This study examines the relationship between airline travellers' casual attribution, pre-recovery emotions, and negative behavioural intentions after a service failure and proposes a model for analysing direct effects of airline travellers' casual attribution of stability (failure frequency) and controllability (the extent to which the airline can control the failure) on negative behavioural intentions as well as its indirect effects through pre-recovery emotions. Data were gathered through a survey of airline travellers who experienced a failure in the past six months. The results indicate that both dimensions of casual attribution influenced pre-recovery emotions and negative behavioural intentions, and that pre-recovery emotions were significantly related to negative behavioural intentions. In addition, the results verify the mediating effect of pre-recovery emotions on the relationship between casual attribution and behavioural intentions. These results have important managerial implications.     

The antecedents and consequences of job stress of flight attendants – Evidence from Taiwan

This study investigates the relationships between the antecedents of job stress, such as work-to-family and family-to-work conflicts, and consequences, such as job satisfaction, organizational commitment and turnover intentions, of flight attendants who are typically characterized as undertaking ‘emotional labor’. Using a sample of flight attendants collected from Taiwanese airline companies, the study reveals evidence of the following linkages; family-work conflict → job stress → job satisfaction → organizational commitment → turnover intention.     

Employee Turnover Intention in Travel Agencies: Analysis of Controllable and Uncontrollable Factors

High turnover rates have long been a problem and costly in many industries. Numerous studies have focused on the reasons for employee turnover; however, most have focused on the hospitality industry but scarce in travel agencies. Thus, this research aimed to examine the situation in travel agencies in Hong Kong. A sample of 200 frontline staff was selected by convenience sampling. The results indicated that five independent variables, namely, general job satisfaction, job hopping, job security, training opportunity and promotion opportunity are significantly related to turnover intention. The managerial implications of these findings and future research directions are also discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Influence of perceived service fairness on relationship quality and switching intention: an empirical study of restaurant experiences

Restaurants and dining out are an important part of the tourism industry and are a major business in their own right. The purpose of this study was to examine the relationship between perceived service fairness, relationship quality, and switching intention in fine dining restaurants. Data were collected through a convenience sampling method from 164 customers from only fine dining restaurants in the northern region of West Malaysia (Kedah, Perak, Penang, and Perlis States). Unlike all previous studies which have focused exclusively on the role of justice in service failure and recovery, this study considers all-inclusive service delivery contexts. The results of this study showed that all the dimensions of perceived service fairness have a significant relationship with switching intention. In addition, perceived service fairness has a positive relationship with trust in all dimensions except for outcome fairness. Moreover, the results found that among the perceived service fairness dimensions, only procedural fairness and interactional fairness had a positive relationship with commitment and price fairness; outcome fairness was not related to commitment. Finally, the results confirmed the negative and significant relationship between relationship quality (trust and commitment) on switching intention. Managerial implications of these findings are briefly discussed.     

Does service recovery affect satisfaction and customer loyalty? An empirical study of airline services

This paper investigates the relationships among service recovery, recovery satisfaction, overall customer satisfaction, and customer loyalty in airline services. The perception of justice in service recovery is specifically examined. A survey of airline passengers who have experienced service failure and recovery is analyzed using structural equation models. It is found that both interactional and procedural justice have a significant effect on recovery satisfaction. Overall satisfaction mediates the relationship between recovery satisfaction and loyalty.     

Examining airline service quality from a process perspective

Airline service is composed of a set of processes. Passengers may have distinct expectations at different stages of the service chain. In this study, air travel was divided into ground and in-flight service stages. We first examined the gap between passengers’ service expectations and actual service received and the gaps associated with passenger service expectations and the perceptions of these expectations by frontline managers and employees of a Taiwanese airline. Next, importance–performance analysis was used to construct service attribute evaluation maps to identify areas for improvement. Results revealed that these gaps did exist and passengers were more concerned about the responsiveness and assurance dimensions from airline frontline staff. The tangibles dimension was considered more important when evaluating in-flight service quality than when evaluating ground service quality.     

Outcomes of job crafting among flight attendants

Underpinned by Job Demands-Resources theory, our study proposes and tests a conceptual model that examines the outcomes of job crafting among flight attendants. Specifically, our study links job crafting, as manifested by increasing structural job resources, increasing social job resources, and increasing challenging job demands, to quitting intentions and service recovery performance through work engagement. Our study used a time-lagged design and multiple sources of data. The results from structural equation modeling reveal that job crafting fosters flight attendants' work engagement and service recovery performance. As hypothesized, work engagement alleviates quitting intentions. Consistent with our prediction, work engagement mediates the influence of job crafting on quitting intentions. Contrary to what has been hypothesized, the empirical data do not lend any support to the mediating role of work engagement in the relationship between job crafting and service recovery performance.     

Do job characteristics lead to employee creativity in travel agencies?

The purpose of this study is to examine the relationship between job characteristics and employee creativity among different job types in travel agencies. This study collected data from 289 employees of 63 consolidated travel agencies headquartered in Taipei. The sample included tour managers, route controllers, operators and salespersons. Results indicate that both job characteristics and employee creativity differ with the four job types. Also, different job types moderate the effect of job characteristics' five dimensions on employee creativity. Implications of these findings for stimulating employee creativity as well as future research directions are also provided. Copyright © 2010 John Wiley & Sons, Ltd.     

Testing the impact of a promotional video on destination image change: application of China as a tourism destination

This study empirically examines the potential effects of a promotional video on the image change of China as a travel destination. The analysis is based on an experimental study conducted among young, international short‐term employees in the USA. Despite positive changes in almost all the destination attributes as a result of watching the promotional video, the structure of the image constructs remains fairly stable, providing critical insights on the potential role of publicity campaigns in affecting destination images. Results of the study reveal that China's image consists of mixed and often contrasting representations, especially the polarity of modernisation and progress versus nature and history. It was found that the dominant factor affecting the respondents' behavioural intentions was the cultural and nature tourism dimension. Although other image dimensions exhibit influence as well, findings of this study suggest that perceived value should be a strategic focus in promoting China as a desirable travel destination, in addition to culture and nature tourism. This paper ends with conclusions and implications for both research on destination image and destination marketing in China. Copyright © 2009 John Wiley & Sons, Ltd.     

The impact of airline service quality on passengers’ behavioral intentions using passenger satisfaction as a mediator

This research study measures the perception of airline service quality based on data collected from Pakistan International Airline (PIA) passengers using SERVQUAL. It investigates the impact of service quality dimensions on passenger's behavioral intentions in presence of mediator (passenger satisfaction). The data is collected through an adopted SERVQUAL instrument from the respondents in the domestic and International waiting lounges of PIA. The data is analysed using reliability statistics, correlation analysis and through hierarchal regression analysis. A systematic random sampling technique is used to analyze the study sample and PROCESS macros was used to run mediation analysis. The results reveals that passenger's satisfaction mediates the relationship between airline service quality and behavioral intentions. Practically, PIA should not only improve on Service Quality but should build up quality consciousness among on ground and inflight employees; pay attention to reliable factors and establish customer goodwill through enhanced services; regard reliability factors and enhance employee accomplishment. Implications of these results for management policy and practice are highlighted as guidelines. PIA managers can now better understand the importance of service quality and its long-term benefits in the form of customer loyalty.     

The effects of high-performance work practices and job embeddedness on flight attendants' performance outcomes

This paper proposes and tests a conceptual model that investigates job embeddedness (JE) as a mediator of the effects of high-performance work practices (HPWPs), as manifested by selective staffing, job security, training, empowerment, rewards, teamwork, and career opportunities, on creative performance (CP) and extra-role customer service (ERCS). Data obtained from flight attendants with a time lag of two weeks in Iran were used to test the aforementioned relationships through structural equation modeling. The results suggest that JE functions as a full mediator of the joint effects of HPWPs on performance outcomes. Specifically, HPWPs jointly enhance JE. JE in turn leads to elevated levels of CP and ERCS. Implications of the results are discussed and future research directions are offered.     

Employee Turnover Intention Among Newcomers in Travel Industry

The continual high turnover rate in the tourism and hospitality industry is the most problematic managerial topic. Using a sample of 304 travel agency employees, this research aims to identify differences in turnover antecedents between newcomers from graduate school or other industries and newcomers from the same industry. The results suggest several differences in both newcomer groups. Supervisor support is an antecedent for veterans, whereas personnel management, prospects and job‐related factors are only significant for neophytes. External causes were revealed as the most significant antecedents in both groups, whereas co‐worker support was not significant for turnover intention in either group. Copyright © 2012 John Wiley & Sons, Ltd.     

The negative effects of travel friction among road warrior salespeople

Dubbed as road warriors in the popular press, there is a select group of business traveling dealmakers that take at least four trips by commercial airline and stay in hotels at least thirty-five nights in a given year. These high value employees have often been subjected to cost-focused travel policies potentially to the detriment of their well-being. From a theoretical viewpoint, the boundaries of the existing sales literature are expanded to show how this unique group of salespeople, road warriors, face stressors and how these relate to major sales focused outcomes (job satisfaction, organizational commitment, and turnover intentions). Further, this study adds an additional construct, travel friction, into the literature, yielding support for the importance of developing our understanding of this construct. Travel friction is found as a significant antecedent to both work-family conflict and emotional exhaustion. Moreover, through emotional exhaustion both travel friction and work-family conflict ultimately manifest in reduced job satisfaction, diminished organizational commitment, and increased attrition risk. The lack of business travel in the short-term due to the global pandemic offers corporate travel managers a unique opportunity to pause and recalibrate their travel policies to focus more on traveler well-being. Practical suggestions from travel experts that can potentially help to mitigate travel friction among road warriors are offered.     

Hostility or hospitality? A review on violence,bullying and sexual harassment in the tourism and hospitality industry

The present work reviews the current knowledge about violence, bullying and sexual harassment in the tourism and hospitality industry. It indicates the high prevalence of these aggressive behaviours, and identifies structural reasons, insufficient managerial skills and/or common beliefs as their causes. The negative impacts of bullying, violence and sexual harassment on employees include intentions to leave and psychological upset. These personal negative feelings and attitudes contribute to negative organizational performance indicators, such as high staff turnover rate and low profitability. In addition, the high prevalence of violence creates a negative image for the tourism and hospitality industry in general. The review shows that intervention plans are scattered in aims and time frames, focus mainly on managerial policies, and almost completely overlook immediate actions as well as guest violence. Given its importance, the low number of appropriate intervention tools, policies and agendas clearly suggests the urgent need for more research. The final section of the work provides an overview of three core themes that can potentially contribute to the development of an effective intervention agenda, namely, corporate social responsibility, social media and comparisons to other sectors.     

A model of wine tourist behaviour: a festival approach

The study constructs a temporal model of wine tourist behaviour on the basis of the social psychologist' theory of consumer attitudes and related concepts with regard to past behaviour, satisfaction, perceived value and behavioural intentions. More importantly, this study added two dimensions to this model by proposing that satisfaction and perceived value had an impact on the attendees' intentions (i) to visit a local winery and (ii) to buy local wine products. Using a path analysis approach and data collected from the attendees at a regional wine festival, the study examined the above relationships. The results of this path analysis can be summarised as: (i) past behaviour influenced the intention to revisit and the level of perceived value, but had no effect on the level of satisfaction; (ii) perceived value strongly affected the level of satisfaction; (iii) satisfaction had a strong impact on future intentions to revisit and also an effect on intentions to visit local wineries and to buy local wine products; and (iv) perceived value affected the intentions to revisit the festival and to visit local wineries but did not influence the intentions to buy local wines. It is believed that the results of the present study will be useful to organisers of wine festivals and/or wine tourism developers. Copyright © 2008 John Wiley & Sons, Ltd.     

Organisational commitment with respect to gender variable in hospitality: a Turkish case study

This study examines differences in organisational commitment with respect to gender in five-star hotels in Ankara, Turkey. The study was conducted on 397 employees: 234 males and 163 females. The study indicated that the ‘Attitudinal Commitment’ factor as part of the organisational commitment scale was not statistically significant between female and male employees. However, the study also found that there are significant differences between female and male employees with respect to the ‘Behavioural Commitment’ factor of the scale; males reported higher levels in their behavioural commitment than their female counterparts did. This finding is also consistent with the results obtained from multivariate analysis of variance (MANOVA) in which the independent variable was gender and the two delineated factors were dependent variables. Gender differences in the ‘Behavioural Commitment’ factor remained significant with multivariate analysis of co-variance analysis while controlling for such variables as age, marital status, monthly income level, educational level, type of department, length of time in this organisation, length of time in the tourism sector, and frequency of job changes. However, the significance was mostly attributed to the moderating role of ‘monthly income’.     

Beyond the Work‐to‐Leisure Conflict: A High Road through Social Support for Tourism Employees

The purpose of this study was to test the direct and moderating effects of job strain variables on the Job Demand–Control–Support model. A total of 422 tourism employees completed a questionnaire. Hierarchical and moderated regression models were employed to test the proposed relationships between job strain variables and work‐to‐leisure conflict. Results indicated that job demands had a positive relationship with work‐to‐leisure conflict, whereas the schedule flexibility and the time‐off flexibility were negatively related to work‐to‐leisure conflict. Results also found that supervisor support could moderate the influence of tourism employees' job demands on work‐to‐leisure conflict. Implications of stress management and job design for human resource department are discussed. Copyright © 2013 John Wiley & Sons, Ltd.