How does hotel employees’ satisfaction with the organization’s COVID-19 responses affect job insecurity and job performance?

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

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Job Insecurity and Job Performance: A Serial Mediated Relationship and the Buffering Effect of Organizational Justice

Frontiers in Psychology ◽

10.3389/fpsyg.2021.694057 ◽

2021 ◽

Vol 12 ◽

Author(s):

Marco De Angelis ◽

Greta Mazzetti ◽

Dina Guglielmi

Keyword(s):

Job Performance ◽

Organizational Justice ◽

Current Knowledge ◽

Job Insecurity ◽

Self Report ◽

Serial Mediation ◽

And Performance ◽

Work Family ◽

The Relationship

The study aimed to extend the current knowledge of the relationship between job insecurity and performance. In line with traditional stress theories, work-family and burnout were hypothesized as serial mediators of the negative link between job insecurity and job performance. Also, the current study hypothesized that the association between job insecurity and the mediators [i.e., Work-family conflict (WFC) and burnout] could be buffered by perceived organizational justice among employees. Therefore, we empirically tested a moderated serial mediation model. Participants were 370 employees of an Italian multiservice social cooperative. Data were collected using a self-report questionnaire in the aftermath of the COVID-19 pandemic outbreak. The obtained results indicated that WFC and burnout mediated the association between job insecurity and job performance. Furthermore, perceived organizational justice buffered the relationship between job insecurity and WFC. Concerning job burnout, the association with job insecurity was moderated only among employees perceiving medium and high levels of organizational justice. The moderated serial mediation index provided support to the role of organizational justice in decreasing the association between job insecurity and job performance. This study delves deeper into the variables explaining the relationship between job insecurity and job performance by testing a serial process mechanism that involved WFC and burnout. Additionally, the obtained results provide suggestions to organizations and managers regarding the protective role of organizational justice to sustain employees’ mental health and performance. Practical implications at the organizational and managerial level are provided, along with a focus on the actual impact of the pandemic.

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THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN JOB INSECURITY AND PERFORMANCE

Revista de Administração de Empresas ◽

10.1590/s0034-759020180405 ◽

2018 ◽

Vol 58 (4) ◽

pp. 393-404 ◽

Cited By ~ 1

Author(s):

SERGIO ANDRÉS LÓPEZ BOHLE ◽

MARIA JOSÉ CHAMBEL ◽

FELIPE MUÑOZ MEDINA ◽

BRUNO SILVA DA CUNHA

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Organizational Support ◽

Perceived Organizational Support ◽

Job Insecurity ◽

Cross Sectional Study ◽

Retail Sector ◽

Affective Organizational Commitment ◽

Cross Sectional ◽

The Relationship

ABSTRACT In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker's expectations toward the organization.

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The ups and downs of felt job insecurity and job performance: The moderating role of informational justice

Work & Stress ◽

10.1080/02678373.2020.1832607 ◽

2020 ◽

pp. 1-22

Author(s):

Désirée Schumacher ◽

Bert Schreurs ◽

Nele De Cuyper ◽

Ilke Grosemans

Keyword(s):

Job Performance ◽

Job Insecurity ◽

Informational Justice ◽

Moderating Role

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Examining the impact of artificial intelligence on hotel employees through job insecurity perspectives

International Journal of Hospitality Management ◽

10.1016/j.ijhm.2020.102763 ◽

2020 ◽

pp. 102763

Author(s):

Bonhak Koo ◽

Catherine Curtis ◽

Bill Ryan

Keyword(s):

Artificial Intelligence ◽

Job Insecurity ◽

Hotel Employees ◽

The Impact

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Contextual and Task Performance: Do Demographic and Organizational variables matter?

Rajagiri Management Journal ◽

10.1108/ramj-09-2019-0017 ◽

2019 ◽

Vol 13 (2) ◽

pp. 30-42 ◽

Cited By ~ 1

Author(s):

Namrita Kalia ◽

Bhawana Bhardwaj

Keyword(s):

Job Performance ◽

Task Performance ◽

Research Work ◽

Hotel Industry ◽

Theory And Practice ◽

Future Research ◽

Content Type ◽

Organizational Variables ◽

Hotel Employees ◽

And Task

Purpose Improving employee’s performance has always remained an area of concern in the hospitality industry where employees’ performance is related to customers’ satisfaction. The inadequacy of research work on demographics and organization variables’ influence on contextual and task performance has led to present research. Thus, the purpose of this study is to identify role of demographic and organizational variables in affecting contextual and task performance of hotel employees. Design/methodology/approach Data was collected from a sample of 350 hotel employees. The research is based on primary data and a structured questionnaire. Findings Task performance of employees increases with the age but contextual performance improves up to 40-50 years and then remains constant. Low salaries and job insecurity affected the performance of employees. A change of designation alone, without a corresponding increase in pay, did not enhance the performance of the employees. The type and size of the organization significantly affect job performance. Research limitations/implications The study is a contribution to the theory and practice of employee management and improving employee’s performance. Factors affecting contextual and task performance have been identified. Future research can be conducted based on this study. Practical implications The study has highlighted the significant effect of demographic variables, organizational variables on contextual and task performance of hotel employees. The hotel industry plays an important role in economic development of a country. The study is practically helpful for hotel industry to understand what demographical and organizational variables can be considered to enhance employee’s performance. Originality/value Previous literature has lacked in identifying factors, which can affect the contextual and task performance of hotel employees. The paper is contributing to the existing body of knowledge related to employees’ performance. The managers of hotel industry can use outcome of this research to improve job performance of the employees. Findings open new avenues for future research.

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Is job insecurity always bad? The moderating role of job embeddedness in the relationship between job insecurity and job performance

Journal of Management & Organization ◽

10.1017/jmo.2018.77 ◽

2019 ◽

pp. 1-17 ◽

Cited By ~ 2

Author(s):

Shanshan Qian ◽

Qinghong Yuan ◽

Wanjie Niu ◽

Zhaoyan Liu

Keyword(s):

Job Performance ◽

Social Exchange ◽

Interaction Effect ◽

Affective Commitment ◽

Job Insecurity ◽

Job Embeddedness ◽

Conservation Of Resources ◽

Manufacturing Companies ◽

The Relationship

Abstract Considering the mixed results of the relationship between job insecurity and job performance, this study investigated the interaction effect of job insecurity and job embeddedness on job performance and examined the mediating role of affective commitment from the perspectives of conservation of resources theory and social exchange theory. A survey of 725 contract employees from two Chinese private manufacturing companies revealed that when employees had high levels of job embeddedness, job insecurity was significantly and positively related to job performance. In contrast, job insecurity was significantly and negatively related to job performance when there were low levels of job embeddedness. Furthermore, the results indicated that affective commitment mediated the interaction effect. The above conclusions not only illustrate the important role of job embeddedness in the relationship between job insecurity and job performance but also provide beneficial ideas and information to organisations and employees for managing job insecurity.

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