I HAVE CHOSEN YOU AMONG THE OTHERS!: THE IMPACT OF LEADER-MEMBER EXCHANGE, PERCEIVED SUPERVISOR SUPPORT AND ORGRANIZATIONAL CITIZENSHIP BEHAVIOR IN ENHANCING SUBORDINATES’ PERFORMANCE IN HOSPITALITY INDUSTRY

Covid-19 pandemic, which has occured for more than a year has had a bad impact on companies in Indonesia. This kind of condition urges superiors from the hospitality industry to immediately take some strategic steps to save their companies in order to survive. In such a situation, superiors are forced to select subordinates who should be retained or have to be released to reduce companies’ burden. For subordinates who are still retained by their superiors, it is due to good judgment from the superior so that these subordinates are still considered worthy enough of being retained and it is also hoped that the superior’s decision is correct by ensuring that these subordinates could show better working results. This study is conducted to add an empirical contribution to examine the role of LMX on PSS and OCB in improving subordinates’ performance, specifically in Indonesian context during Covid-19 pandemic. The data is collected from 264 respondents who work in the hospitality industry in East Java and Bali provinces, Indonesia. The results show that LMX has a positive and significant effect on OCB; LMX has a positive and significant effect on PSS; and PSS has a positive and significant effect on OCB; and finally OCB has a positive and significant effect on subordinates’ performance

How can hospitality companies retain their hospitality talents?

The purpose of this thesis is to examine how hospitality companies can retain their hospitality talents. Using a qualitative case study approach to examine hospitality talents ́ criteria for intention of loyalty and to building a career in a particular hospitality company. Using semi- structured interviews, the study investigated 10 Norwegian hospitality students or frontline employees who intended for a career in the hospitality industry. Drawing on the framework of self-determination theory and social exchange theory, the study contributes with knowledge about how to retain hospitality talents by suggesting that the focus and process of retention strategies should reflect inherently motivating needs. Leaders should focus on designing intrinsic motivational job designs and facilitate good social relations. The study also suggests organisations to develop and nurture culture for career development and that leaders should support employees ́ need for development in a different manner than merely the traditional vertical career development focus

Drivers of organizational citizenship behavior of elementary school teachers

This study aims to examine the effect of self-efficacy, intrinsic motivation on organizational citizenship behavior (OCB) of elementary school teachers in the post-COVID-19 pandemic mediated by teacher engagement and moderated by job characteristics. A total of 285 valid questionnaires, were analyzed using Structural Equation Modeling with SmartPLS3 software. The results showed that teacher engagement mediates the effects of self-efficacy and intrinsic motivation on organizational citizenship behavior. Job characteristics moderate the effect of intrinsic motivation and self-efficacy on teacher engagement, where moderation in the relationship between intrinsic motivation and teacher engagement is positive, and the moderating role in the relationship between self-efficacy and teacher engagement is negative. This shows that the school must be able to encourage teachers to demonstrate OCB in the school environment, so that teachers are willing to help their students and colleagues deal with learning in the post-pandemic period, in addition to jobs that offer a high degree of autonomy, task variety, task significance, and feedback

How corporate social responsibility influences individual performance

In a world of constant changes where everything evolves rapidly, the business world is not exception, and organizations need to focus not only on profit, but in their environment and their most important asset, their human resources. With the younger generation a new perspective of work life has emerged and the concept of staying in the same company for the rest of the life does not exist anymore. In the new reality having the profit as the only objective of a company is not acceptable. Following this new perspective, the main objective of this work was to understand the relationship between the perceived corporate social responsibility (CSR) and the individual performance. The role of affective commitment and perceived organizational support as potential mediators of this relationship was examined. A sample of 190 employees from different organizations has completed an online survey including validated measures of all constructs. Findings reveal that economic CSR dimension has a significant direct influence on individual performance. Also, evidence was found that CSR towards employees affect individual performance with the mediation of perceived organizational support. About the CSR towards community and environment, although it is a common topic that has global attention, it was not found empirical evidence that would influence individual performance. The results indicate that companies should invest on CSR practices and policies, since they would also benefit from it in terms of employees’ results.Num mundo de constantes mudanças onde tudo evolui rapidamente, o mundo dos negócios não é exceção, e as organizações têm que se concentrar não apenas no lucro, mas no seu ambiente e no seu ativo mais importante, os seus recursos humanos. Com a nova geração, uma nova perspetiva de vida profissional surgiu e o conceito de permanecer na mesma empresa para o resto da vida não existe mais. Na nova realidade, ter o lucro como o único objetivo de uma empresa não é aceitável. Seguindo esta nova perspetiva, o principal objetivo deste trabalho foi compreender a relação entre a perceção de responsabilidade social corporativa (RSC) e o desempenho individual. O papel do compromisso afetivo e da perceção de suporte organizacional como potenciais mediadores destas relações foi examinado. Uma amostra de 190 trabalhadores de diferentes organizações completou um questionário online incluindo escalas previamente validadas dos diferentes constructos. Os resultados revelam que a dimensão económica da RSC tem uma influência direta significativa no desempenho individual. Além disso, foram encontradas evidências de que a RSC em relação aos trabalhadores afeta a performance individual por via da mediação da perceção de suporte organizacional. Sobre a RSC em relação à comunidade e ao meio ambiente, apesar de ser um tópico que tem atenção global, não foram encontradas evidências empíricas de que influenciassem o desempenho individual. Os resultados indicam que as empresas devem investir em práticas e políticas de responsabilidade social corporativa, uma vez que também beneficiariam das mesmas em termos de resultados dos seus trabalhadores

The nexus between team culture, innovative work behaviour and tacit knowledge sharing: Theory and evidence

This study was supported by Anadolu University Scientific Research Projects Commission, under grant no: 2005E020.Tacit knowledge sharing is an essential intellectual capital for frontline employees in hotel enterprises. While the relationship of knowledge sharing with team culture (TC) and innovative work behavior (IWB) was investigated in the extant literature, little is known about the extent to which tacit knowledge sharing affects TC and IWB. In this regard, the purpose of this study is to investigate the role of tacit knowledge sharing in the relationship between TC and IWB. For this purpose, data were gathered from 360 department managers of Turkish 4–5 star hotels. The results were analyzed utilizing Smart PLS 3 using bootstrapping to determine the level of significance of the relationships between tacit knowledge sharing, TC and IWB. The results show statistically significant relationships between tacit knowledge sharing, TC and IWB. Moreover, tacit knowledge sharing has a mediating role in the relationship between team culture and innovative work behavior

Investigating Employee Engagement: Will Occupational Health Safety Actually Impact Employee Loyalty?

The purpose of this study is to examine elements that influence employee loyalty, as viewed through the prism of characteristics that foster the establishment of employee participation, as shown via case studies in financial services organizations. In a number of investigations, it was discovered that occupational health and safety had a significant impact in promoting employee loyalty, and this was confirmed. As a result, the goal of this study is to determine the degree to which employee loyalty is impacted by employee engagement when occupational health and safety is included as a moderator. The notion of employee engagement was the subject of the literature research conducted for this study, followed by employee loyalty and occupational health and safety. Using a quantitative approach, with reference to multivariate analytic methods, with partial least squares, and the decision-making way of looking at the P-values, this research method is carried out. The findings of this study indicate that occupational health safety does not have an effect on the relationship between employee engagement and employee loyalty; however, the presence of occupational health safety will not have an effect on the relationship between employee engagement and employee loyalty

The effect of telework on organizational commitment, case of IT Engineers Casablanca Rabat region

Research in management sciences has proposed a set of works centered on the theme of corporate social responsibility (CSR) and that of organizational behavior, but few studies focus on telework. However, research seems limited to the interaction of these two variables. The concept of telework seems relevant because it questions the organizational functioning and the role of human resources management (HRM). Giving that turnover rates is a major occupation for companies as it affects their performance, we aim to determine the viability of his usage to improve this KPI. We have selected the case of new technology companies in Morocco as a field of investigation. Our research is driven by the following question: can the perception of telework by employees have effects on their attitudes and behaviors in terms of organizational commitment? We chose Moroccan IT companies as the subject of our study s they depend greatly on human capital to ensure continuity. There is a scarcity of local talent, which drives the turnover higher. This article highlights the links of effects that connect our two variables through the analysis of 18 qualitative interviews. The results improve our understanding of the impact of telework on the behaviors and attitudes of employees in terms of organizational commitment. The exploratory nature of our research leads us to choose a qualitative methodology with a comprehensive aim. Semi-directive interviews made it possible to explore the different perceptions of employees and the resulting organizational commitment behaviors, followed by analysis for each case based on occurrences in discussed themes. The study revealed a positive correlation between teleworking and organizational commitment.     Classification JEL: O15 Paper type: Empirical researchResearch in management sciences has proposed a set of works centered on the theme of corporate social responsibility (CSR) and that of organizational behavior, but few studies focus on telework. However, research seems limited to the interaction of these two variables. The concept of telework seems relevant because it questions the organizational functioning and the role of human resources management (HRM). Giving that turnover rates is a major occupation for companies as it affects their performance, we aim to determine the viability of his usage to improve this KPI. We have selected the case of new technology companies in Morocco as a field of investigation. Our research is driven by the following question: can the perception of telework by employees have effects on their attitudes and behaviors in terms of organizational commitment? We chose Moroccan IT companies as the subject of our study s they depend greatly on human capital to ensure continuity. There is a scarcity of local talent, which drives the turnover higher. This article highlights the links of effects that connect our two variables through the analysis of 18 qualitative interviews. The results improve our understanding of the impact of telework on the behaviors and attitudes of employees in terms of organizational commitment. The exploratory nature of our research leads us to choose a qualitative methodology with a comprehensive aim. Semi-directive interviews made it possible to explore the different perceptions of employees and the resulting organizational commitment behaviors, followed by analysis for each case based on occurrences in discussed themes. The study revealed a positive correlation between teleworking and organizational commitment.     Classification JEL: O15 Paper type: Empirical researc

Redesigning an Effective Pathway to Consumer Loyalty for Sustainable Competitive Advantage

The qualitative case study aimed to study the impact of leadership behaviors on delivering hospitality frontline employee services to customers to sustain consumer loyalty and gain a sustainable competitive advantage in the South Florida hospitality and tourism industry. The flexible design allowed the researcher to develop specific research questions while focusing on the problem statement, which addressed the potential inability of U.S. business leaders in service-related industries to gain customer loyalty, resulting in the possible loss of competitive advantage for the organizations. The researcher selected a highly successful South Florida luxury hotel resort, and twenty-nine professionally diversified participants were interviewed in person during this study. Each participant was asked eight semi-structured interview questions about their experiences at the resort or previous hospitality experiences. The qualitative concepts of bracketing and triangulation used in data collection enabled the researcher to develop an increase of objectivity about the participants. Through this case study, the researcher discovered that hospitality leadership must ensure employees are engaged with their jobs; such actions should help reduce employee turnover and develop a strong culture of employer-employee commitment (Figure 1). Furthermore, this qualitative research discovered the five new critical themes of 1) ensuring proper training, 2) teamwork, 3) leadership engagement with staff, 4) delivering high-quality services, and 5) developing and maintaining a caring organizational culture. Furthermore, this case study proved to fill the gaps in research knowledge on redesigning a practical pathway to customer loyalty for sustainable competitive advantage

The effect of transformational leadership on voice behavior in the hospitality industry

The COVID-19 pandemic had an impact on all service industries, specifically hospitality, which has become increasingly competitive. Therefore, innovation and service improvement are needed to provide the best service for consumers by determining the voice behavior of their employees. This study examines the effect of transformational leadership on employee voice behavior, specifically frontline at hotels in Central Java. The mediating variables consisting of work and engagement were used to clarify the mechanism related to the effect of transformational leadership on voice behavior. The sampling technique used in this research is purposive sampling, namely by using the criteria of frontline employees who have worked for at least 1 year. Data were collected from 216 frontline employers at hotels and analyzed using the SEM PLS. The result showed that transformational leadership and work engagement can indirectly promote employee voice behavior. Furthermore, the meaning of work can promote voice behavior with a longer mechanism through work engagement

Motivations and commitment to work in the hospitality industry: investigating employee psychology and responsible organizational behaviors

Purpose – A number of hospitality businesses are understaffed and are experiencing severe labor shortages, in various contexts. In many cases, hotels and restaurants are finding it difficult to retain and recruit motivated employees. In this light, this research uses key constructs related to the selfdetermination theory and integrates them with a responsible human resources management (HRM) measure, to investigate the antecedents of organizational commitment. The underlying objective of this study is to shed light on employee psychology and on responsible organizational behaviors in the hospitality industry. Design/methodology/approach – Primary data were captured through an online questionnaire distributed via popular LinkedIn groups that represent hospitality employees. A composite-based structural equations modeling approach was used to confirm the reliability and validity of the chosen factors and to shed light on the causal paths of this contribution’s proposedmodel. Findings – The results indicate that there are highly significant direct and indirect effects in this study, particularly between extrinsic motivations – organizational commitment and between responsible HRM – organizational commitment. These relationships are mediated by intrinsic motivations. Research limitations/implications – This contribution advances a robust responsible organizational behavior model comprising responsible HRM, extrinsic rewards, intrinsic motivation and organizational commitment. Practical implications – This research implies that practitioners ought to incentivize and reward hardworking employees, in a commensuratemanner, to offer themgreat working environments as well as appropriate conditions of employment, to enhance their loyalty, minimize turnover rates and to attract promising talent. Originality/value – This empirical study incorporates a responsible HRM construct with extrinsic and intrinsic motivations. It confirms that they are significant antecedents of organizational commitment. Unlike previous research, this contribution focuses on employee psychology as well as on strategic organizational behaviors during a time when tourism businesses are experiencing an increase in demand for their services, in the aftermath of the COVID-19 pandemic. It raises awareness on the industry’s perennial challenges in attracting and retaining employees