Assessing the effectiveness of empowerment on service quality: A multi-level study of Chinese tourism firms

This study tests relationships among three levels of empowerment—organizational, departmental, and individual—and simultaneously their cascading effects on frontline employees' service quality. Drawing on data from 1566 employee-supervisor pairs from 123 departments in 53 Chinese hospitality and tourism enterprises, results reveal a cascading mechanism across three levels of empowerment. Organizational empowerment climate influences employees' psychological empowerment through department psychological empowerment, and department psychological empowerment influences employees' service quality through individual psychological empowerment. Cross-level moderation analysis suggests that only within a high degree of organizational empowerment climate and service behavior-based evaluation does employees' psychological empowerment have positive effects on service quality. In response to the debate on the merits of empowerment programs in organizations, this study supports the usefulness of a cascading, contingency model of empowerment, and demonstrates full delineation of how and when empowerment across three levels influence frontline employees’ service quality.     

Fueling the intrapreneurial spirit: A closer look at how spiritual leadership motivates employee intrapreneurial behaviors

This study enriches the hospitality literature by testing a theoretical model on the direct and indirect (via psychological empowerment) relationships between spiritual leadership and intrapreneurial behaviors among hotels' frontline employees. The study also tests the moderating role of work centrality in these relationships. Using time-lagged data from 204 employees and 48 supervisors in 48 hotels, our results show that spiritual leadership is positively associated with frontline employees' psychological empowerment, which in turn increases intrapreneurial behaviors. We also find evidence that work centrality increases the strength of these positive relationships. Our results thus provide new insights on how spiritual leadership motivates hotels’ frontline employees to depart from customary ways of performing their jobs, towards seeking new opportunities to create value for the organization. We suggest that managers, through their vision, altruistic love and faith, can indeed inspire feelings of empowerment among frontline employees and encourage them to engage in intrapreneurial behaviors.     

A longitudinal analysis of an accelerating effect of empowerment on job satisfaction: Customer-contact vs. non-customer-contact workers

The primary purpose of this paper is to examine whether the impact of empowerment on job satisfaction increases as time changes, and whether this impact is stronger for customer-contact employees than non-customer-contact employees. This study employs a Hierarchical Linear Modeling (HLM) technique to test research hypotheses using a longitudinal dataset from an annual employee opinion survey conducted by a hospitality company in the United States for three consecutive years; 67 work teams consisting of 1534 employees are the unit of analysis. This study finds that the effect of empowerment on job satisfaction is more salient for customer-contact employees, and the effect of empowerment accelerates over the years regardless of the nature of work. Implications of the findings are discussed for researchers and industry practitioners alike.     

The trickle-down effect of servant leadership on frontline employee service behaviors and performance: A multilevel study of Chinese hotels

This study tests a trickle-down effect regarding how servant leadership flows from top-to middle-level leaders, resulting in frontline employees' service-oriented behaviors and service quality. Using multiple validations, we develop and test a measure of servant leadership at various levels in the hospitality industry. Drawing on data from 325 employee–supervisor pairs of workgroups in 9 Chinese, star-level hotels, results from hierarchical linear modeling support the service profit chain theory and trickle-down model of leadership by demonstrating influence of top- and middle-level servant leadership on frontline employees. Cross-level moderation analysis suggests service climate moderates the effect on service-oriented behaviors, but in an inverse direction.     

Psychological contract fulfillment in the hotel workplace: Empowering leadership,knowledge exchange,and service performance

This study developed and tested a group-level model involving empowering leadership, psychological contract fulfillment, knowledge exchange, and service performance. In 28 Taiwan's tourism hotels, data stem from 56 hotel departments and comprise 258 employees was used to test the research hypotheses through structural equation model. We found that, as anticipated, empowering leadership was positively related to psychological contract fulfillment and knowledge exchange; psychological contract fulfillment was positively related to knowledge exchange and service performance; and knowledge exchange was positively related to service performance. This study highlighted that psychological contract fulfillment partially mediated the relationship between empowering leadership and knowledge exchange; knowledge exchange fully mediated the relationship between psychological contract fulfillment and service performance. Theoretical and practice implications, limitations, and suggestions for future were presented.     

Disentangling organizational commitment in hospitality industry: The roles of empowerment,enrichment, satisfaction and gender

This Paper identifies how the motivational strategies of empowerment and enrichment affect on the organizational commitment of hotel staff, and how the job satisfaction mediates in these relationships. We applied a Structural Equations Modeling to a sample of 257 front line hotel employees from Madrid, of which 144 were men and 113 were women. Our results provide evidence about several contributions: first, employees empowerment significantly grows job enrichment and organizational commitment; second, job enrichment increase workers’ satisfaction and commitment; third, job satisfaction enhances organizational commitment; fourth, job enrichment plays a mediating role between empowerment and both satisfaction and organizational commitment; fifth, satisfaction mediates between enrichment and commitment; finally, gender moderates the relationship between enrichment and commitment.     

The effect of psychological empowerment climate on restaurant food safety,food quality,and financial performance

ABSTRACT

Consumer food safety incidences that result from employee accidents and behaviors can be detrimental and costly to a restaurant organization. Restaurant organizations and hospitality researchers have sought multiple methods of increasing food safety performance through training and intervention, but this study suggests that shared agreement of psychological empowerment may be a key factor in improving food safety performance, and in turn, food quality and store revenues. Using data from a national chain of quick service restaurants, this study used groups of restaurant employees’ psychological empowerment as an antecedent to food safety performance, measured in a food safety audit, and found significant support. Moreover, using consumer evaluations of food quality and the organization's store revenue records, indirect and direct relationships among psychological empowerment, food safety performance, food quality, and revenues were found. Theoretical and practical implications are discussed.     

A multilevel synthesis of subjective and objective measures of foodservices in the experience process

This study develops a multilevel framework that connects customer-to-customer (C2C) interaction quality to brand attachment through customer experience. Two food traits—uniqueness and taste—and service quality are posited to play different roles in this link. This research contributes to the literature on the effects of food traits and service on the experience creation process at upscale restaurants. By including both objective measures from user-generated ratings and subjective measures from customer evaluations of restaurant dining, this research sheds new light on the cross-level direct and moderating effects on the experience creation process, and thus answers the question of when and how this process is contingent on food traits and service of different dining outings. It further contributes to the brand attachment literature by revealing the cross-level moderated mediating effect of customer experience on customer emotional connection to a restaurant brand.     

Coaching and employee organizational citizenship behaviours: The role of procedural justice climate

This study investigates how the level of procedural justice climate (PJC) in a group may reduce or increase the impact of coaching behaviour of department managers on the organizational citizenship behaviours (OCBs) of their subordinates in the hospitality sector. The sample consists of 40 department managers and 176 employees of 12 five star hotels operating in Northern Cyprus. A multilevel analysis using hierarchical linear modelling (HLM) was utilized due to the nested nature of employees in their corresponding departments. Effective coaching is especially more important in departments where procedural justice climate is low. When the PJC is low, the role of effective coaching becomes imperative for OCBs of employees. In line with the substitutes for leadership theory, the higher levels of PJC serve as a substitute for coaching.     

The effects of generational work values on employee brand attitude and behavior: A multi-group analysis

The competitive hospitality industry requires effective external and internal brand management. Since service employees bring the brand to life, insight regarding their motivational drivers is important. Given a multigenerational hospitality workforce, individual motivations will likely differ and therefore inform attitudes and behavior differently. Adopting work values as a motivational lens, and drawing on generational theory, this study surveys 303 hospitality employees to understand how generational collective memories (i.e., formative referents) inform individuals’ work values. Further, it examines how generational work values differentially influence employees’ perceived brand fit and brand citizenship behavior. The results suggest that an individual’s collective memories from their formative years influence their work values, with altruistic, social and intrinsic work values having a positive impact on employee brand attitude and behavior, while extrinsic and leisure work values have no significant impact. Generational differences are evident, but not always in a manner that is consistent with previous literature.     

When diversity leads to divided teams: A multi-level moderated mediation model of team faultlines and employee engagement

Team faultlines are hypothetical dividing lines that split a team into two or more subgroups based on individual (diversity) attributes, which negatively influence team process and outcomes. Linking with diversity literature and building on social identity and optimal distinctiveness theories, our study examined a multilevel moderated mediation model on whether, how, and when team faultlines would affect hotel frontline employees’ work engagement using data from 337 Chinese hotel employees nested in 102 work groups, collected at multiple times. The results indicated that team faultlines negatively influenced hotel frontline employees’ work engagement, and that individual perceived psychological safety played a mediating role. Inclusive leadership moderated the indirect relationship between team faultlines and employees’ work engagement via psychological safety, thus providing a more optimistic view that measures can indeed be taken to mitigate the negative impacts of team faultlines.     

Securing graduate commitment: an exploration of the comparative expectations of placement students, graduate recruits and human resource managers within the hospitality, leisure and tourism industries

This research begins the process of mapping out human resource (HR) strategies appropriate to the needs of actual and potential graduate employees. The perceptions and attitudes of placement students, recent graduates working in the sector and managers with responsibility for graduate development were surveyed, looking at the elements that make up the initial psychological contract of students on first encounter with the sector; the types of organisational HR practice that are seen as meeting the needs of employees; the role that universities can play in constructing expectations and bridging gaps between the graduate and the employer. It was found that the nature of the contract shifts from relational to transactional between placement and employment.     

A multilevel investigation of the link between ethical leadership behaviour and employees green behaviour in the hospitality industry

The present study develops a multilevel model that examines the effects of supervisory ethical leadership behavior at the team level on employees green behaviour mediated by CSR at the organisational level, employees well-being, and taking responsivity at the individual level. Data were collected from a sample of 936 supervisors and 2284 employees from 184 hotels in United Arab Emirates. Utilizing multisource data and multilevel path analysis, the results indicated that supervisory ethical leadership behavior has indirect effect on green behavior through CSR, employees-wellbeing and taking responsibility behavior. These findings provide important implications for ethical leadership-green behavior link by developing and validating a multilevel model empirically in the hospitality industry.     

Assessing ecotourism in an Indigenous community: using,testing and proving the wheel of empowerment framework as a measurement tool

Many of the issues confronting Indigenous peoples result from disempowered communities. Conversely, where communities are empowered, usually as a consequence of landownership, they are able to actively participate in, and benefit from, economic activities such as tourism. In this study, a framework titled the wheel of empowerment framework is used to demonstrate how the level of empowerment/disempowerment in five dimensions can be measured. The dimensions tested are economic, psychological, social, political and environmental. Indicators to measure the level of empowerment for each dimension were developed in a three-stage research process commencing with semi-structured interviews with key stakeholders, followed by focus groups with community members from Coba, a Mayan village located near Cancun in Mexico's Yucatan Peninsula. Appropriate indicators were identified and used to assess community levels of empowerment. Results show that the ability of communities to develop sustainable ecotourism businesses requires support from external stakeholders including governments and the private sector as well as internal stakeholders including the local community and importantly from community leaders. The results also show that empowered communities are able to derive considerable social and economic benefits from ecotourism business ventures and make a positive contribution to the ongoing maintenance of sustainability of their local environment.     

The underlying dimensions of tipping behavior: An exploration, confirmation, and predictive model

Tipping is unique in that the customer provides a major portion of the employee's wage. Because tipping is voluntary and because it usually occurs retrospectively of the service rendered, tipping practices have stimulated historic interest from both economic and psychological perspectives. This research extends the body of knowledge on tipping by integrating recent advances in motivational research which support the existence of a universal, multifaceted model of intrinsic motivation. Inasmuch, the present research investigated the underlying motives for tipping under various conditions of service. Findings supported the existence of six underlying behavioral dimensions associated with tipping: (a) Heuristic Model, (b) Impress Others, (c), Reciprocal Reward, (d) Social Obligation, (e) Generosity, and (f) Control Service. Each of these six corresponded closely with the basic motivators proposed by the multifaceted model. Results from a hierarchical linear regression confirmed the overriding influence of heuristics on tip amounts under various service conditions.     

Linking employee attitudes and behaviors with business performance: A comparative analysis of hotels in Mexico and China

Organizations have been studied extensively through the lenses of employee attitudes and behaviors, yet links with organizational performance have not often been considered. This research uses established measures of commitment, job satisfaction and organizational citizenship behavior (OCB) to analyze data obtained from workers in a multinational hotel chain operating in Mexico and China. Mexico and China are selected due to their importance as emerging global markets. Quantitative analysis shows significantly different levels of commitment, job satisfaction and OCB in line with low and high performance in these national hotel groups. The research finds that commitment, job satisfaction and OCB are associated significantly with financial performance, but not with guest satisfaction.     

Transformational leadership and employee performance: The role of identification,engagement and proactive personality

This study investigates the underlying mechanisms and boundary conditions that explain the relationship between transformational leadership and frontline employee performance. Specifically, it explores the mediating role of organizational identification and work engagement in the relationship between transformational leadership and job performance and organization-directed citizenship behaviors. Additionally, it examines whether proactive personality moderates the effect of transformational leadership on identification and engagement. Data from 323 frontline hotel employees were analyzed using partial least square regression. Results show that identification and engagement fully mediate the relationship between transformational leadership and organizational citizenship behaviors, whereas engagement partially mediates the link between transformational leadership and job performance. Results indicate a sequential mediation effect of identification and engagement on employee performance. Finally, findings show that proactive personality strengthens the effect of leadership on identification and engagement. The study provides information for hotel managers about why and under what circumstances employees perform the way they do.     

Wine attributes,perceived risk and online wine repurchase intention: The cross-level interaction effects of website quality

It is vital for the successful web-based wine business to reduce perceived risk associated with online wine purchasing because it negatively affects repurchase intention. Randomly obtained data from 457 U.S. consumers identified as having purchased wine online was analyzed using hierarchical linear modeling (HLM) to determine the relationships between key wine attributes, perceived risk and online wine repurchase intention. Results confirmed that sensory and origin-related attributes positively influence perceived risk. The cross-level interaction role that wine website quality plays upon the relationship between wine attributes and perceived risk was also examined. Results revealed that information quality and service quality moderate the impact of the origin attribute, which in turn reduces perceived risk with online wine shopping. These findings offer useful implications for online wine website managers to develop more effective website frameworks.     

Social Capital,political empowerment and social difference: a mixed-methods study of an ecotourism project in the rural Volta region of Ghana

Abstract

Claims abound regarding the empowering possibilities of community-based natural resources management (CBNRM). Social capital is seen as a key element towards that end, yet there is a paucity of critical research testing these connections. This study examines two aspects of social capital (cognitive and structural) in a community-based ecotourism (CBE) project in Ghana as they relate to social difference (notably gender and ethnicity) and political empowerment (i.e., access to political involvement, and political efficacy). Quantitative results highlight specific gendered and ethnic differences in political empowerment and social capital that, when combined with qualitative analysis, reveal how those inequities in ecotourism may be rooted in socio/cultural norms. In addition, a novel contribution from this study is that political empowerment seems to be partly mediated by peoples’ access to social capital. This suggests that, regardless of one’s gender and ethnicity, social capital helps to empower individuals. We conclude by describing what an intervention could look like in the context of this CBE project when informed by qualitative feminist as well as quantitative social capital analysis. Doing so we illustrate how a mixed-methods approach to the study of social capital and empowerment may offer important insights towards more equitable CBE.Abbreviations: CBE: Community Based Ecotourism; CBNRM: Community Based Natural Resources Management; NCRC: Nature Conservation Research Centre; FPE: Feminist Political Ecology; PCA: Principal Component Analysis; ANOVA: Analysis of Variance