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1.
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. 相似文献
2.
Darren Lee-Ross 《International Journal of Tourism Research》1999,1(4):239-253
Research for the present study was undertaken in the summer of 1995. This paper seeks to identify whether Salaman's notion of ‘occupational communities’ exists in a sample of six British seasonal seaside hotels, a relatively unexplored sector of the hotel industry. Briefly, occupational communities have as their major focus the job itself and they are also characterised by a fusing of work and leisure activities. Interviews with 30 hotel workers indicate that seasonal, and particularly live-in workers, tend to form distinct ‘occupational communities’. These communities, however, are different to ‘traditional’ occupational communities in a number of respects. Most importantly, instead of the job itself being the focus for community formation, job importance is replaced by work situations characterised by hedonism and close social bonding. Copyright © 1999 John Wiley & Sons, Ltd. 相似文献
3.
This study examined the attitudes of workers employed at hotels in Turkey. An integrated model was developed to highlight the relationship between organizational prestige and organizational identification with turnover intention as mediated through psychological empowerment. Using a sample of 332 employees, structural equation modelling was conducted to establish this relationship by analysing the responses of employees of hotels in Turkey. The findings of the study reveal a strong relationship between organizational identification/organizational prestige and hotel employees’ turnover intention. The study discusses the implications of the presented findings and suggests potential practical applications. 相似文献
4.
Shaogui Xu Yifan Zuo Sirong Chen Rob Law Mu Zhang 《International Journal of Tourism Research》2023,25(1):137-149
This study explores the mechanisms underlying the occupational stigma perception (OSP) of tour guides and the role of interpersonal deviance (ID) toward tourists based on affective event theory. It collects questionnaire data from 348 Chinese frontline tour guides and uses PROCESS Macro in SPSS to test the moderated mediation model. Results show that OSP had a significantly positive effect on ID. Job embeddedness (JE) partially mediated the relationship between OSP and ID. Job tenure (JT) played a negative moderating role between OSP and JE. Furthermore, the mediating role of JE between OSP and ID diminished as the guides' JT increased. 相似文献
5.
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. 相似文献
6.
《International Journal of Tourism Research》2018,20(2):215-224
Intention to quit is an important concern in organizations active in the tourism industry. This issue is more evident among the employed women in religious developing countries due to the cultural and environmental conditions. This study aimed to examine the mediating role of job embeddedness and the antecedents including work–leisure conflict, work–family conflict, and work overload on intention to quit. Data were collected from 618 female employees working in travel agencies. The results showed that the negative effects on the work‐leisure conflict, work‐family conflict and work overload led to a reduction in job embeddedness and an increase in their intention to quit. 相似文献