Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale |
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| Institution: | 1. Faculty of Hospitality and Tourism Management, Macau University of Science and Technology, Avendia Wai Long, Taipa, Macau;2. School of Hotel and Tourism Management, The Hong Kong Polytechnic University, 17 Science Museum Road, TST-East, Kowloon, Hong Kong SAR, China;3. Department of Tourism Management, College of Hotel and Tourism Management, Kyung Hee University, 26 Kyungheedae-ro, Dongdaemun-gu, Seoul 130-701, Republic of Korea;1. University of Mississippi, United States;2. Florida State University, United States;1. Department of Tourism, Shih Hsin University, Taiwan;2. Department of Tourism and Leisure, National Penghu University of Science and Technology, No. 300, Liu-Ho Rd., Makung, Penghu, Taiwan;1. School of Hospitality and Tourism Management, Oklahoma State University, 365 Nancy Randolph Davis, Stillwater, OK 74078, USA;2. School of Hotel and Tourism Management, Daegu University, 201 Daegudae-ro, Gyeongsan-si, Gyeongsangbukdo 38453, South Korea |
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| Abstract: | This study examines work engagement as a partial mediator of the effect of psychological capital (PsyCap) on employee morale in a sample of hotel employees. A survey was carried out with 312 front-line staff from 15 five-star hotels in Seoul, Korea. A one-month time-lag design (Time 1: PsyCap and work engagement; Time 2: employee morale) was used to reduce potential common method bias. The hypothesized relationships in the model were tested using structural equation modeling. The results suggest that work engagement partially mediates the effect of PsyCap on job satisfaction and affective organizational commitment. Specifically, front-line employees with high PsyCap are more engaged with their work and more likely to display job satisfaction and affective organizational commitment. The study concludes with a discussion of its empirical findings, strengths, theoretical contributions, and practical implications. Limitations and their implications for future studies are also reviewed. |
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| Keywords: | Psychological capital Personal resources Work engagement Employee morale Conservation of resources theory Job demands-resources model |
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