The impact of egoistic and social-altruistic values on consumers’ intention to stay at safe hotels in the COVID-19 era: a study in Spain

2021 ◽  
pp. 1-8
Author(s):  
Maribel Rodríguez ◽  
Leonor M. Pérez ◽  
Mercedes Alonso
Keyword(s):  
Intention To Stay ◽  
The Impact

The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment

2020 ◽  
pp. 146735842097215
Author(s):  
Abu Elnasr E Sobaih ◽  
Ahmed M Hasanein ◽  
Meqbel M Aliedan ◽  
Hassan S Abdallah
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Affective Commitment ◽  
Positive Impact ◽  
Organisational Commitment ◽  
Intention To Stay ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

This study examines the impact of both transformational leadership (TFL) and transactional leadership (TCL) on employee intention to stay (ITS) in deluxe hotels. It also examines the mediating role of organisational commitment (OC) in the relationship between leadership styles, i.e. TFL and TCL, and ITS. A pre-tested questionnaire survey was self-administered to front-line employees in deluxe hotels in Egypt, where these leadership styles were prominent. The key findings showed that TFL has more positive impact on OC and ITS than TCL. Affective commitment (AC) and normative commitment (NC) were found to partially mediate the relationship between both leadership styles and ITS. Employees exhibit higher ITS when they perceive proper leadership practices, especially TFL. Hotel executives should place more emphasis and investments on TFL to effectively achieve OC and positively influence ITS which is critical for the hotel industry that often suffers from high employee turnover.

The Impact of the Slow City Movement on Place Authenticity, Entrepreneurial Opportunity, and Economic Development

2019 ◽  
Vol 39 (4) ◽  
pp. 400-414 ◽  
Author(s):  
Mesut Çiçek ◽  
Sevincgul Ulu ◽  
Can Uslay
Keyword(s):  
Economic Development ◽  
Urban Areas ◽  
Positive Impact ◽  
Place Marketing ◽  
Small Cities ◽  
Intention To Stay ◽  
Entrepreneurial Opportunities ◽  
Global Trend ◽  
The Impact

The Slow City (Cittaslow) concept represents an emerging global trend where participant small cities commit to growing sustainably by preserving their authenticity while celebrating their local culture and diversity. Meanwhile, marketers increasingly find authenticity to be critical for campaigns with efficacy. Using a sample of 762 residents from slow cities, neighboring cities, and other Turkish cities, the authors empirically examine the Slow City movement and demonstrate its positive impact on place authenticity. Slow City membership also positively moderates the effect of perceived authenticity on both perceived entrepreneurial opportunities and economic development, which positively impact quality of life and intention to stay respectively. The results also indicate that the benefits of the Slow City movement spill over to neighboring cities. The Slow City movement offers much promise for place marketing and has potential to slow down the heavy migration from rural to urban areas in emerging markets.

scholarly journals The impact of internal brand management on employee job satisfaction, brand commitment and intention to stay

2015 ◽  
Vol 33 (1) ◽  
pp. 78-91 ◽  
Author(s):  
Rose Du Preez ◽  
Michael Thomas Bendixen
Keyword(s):  
Job Satisfaction ◽  
Financial Services ◽  
Brand Management ◽  
Three Dimensions ◽  
Brand Commitment ◽  
Intention To Stay ◽  
Content Type ◽  
Internal Brand Management ◽  
Service Staff ◽  
The Impact

Purpose – The purpose of this paper is to examine the extent to which internal brand management (IBM), a subset of internal marketing, impacts on the three dimensions of job satisfaction ( JS), brand commitment (BC) and intention to stay (IS). Design/methodology/approach – A financial services company in Southern Africa was selected using convenience sampling. Exploratory factor analysis (EFA) was used to identify the dimensions of IBM, BC, JS and IS. Partial least squares path modeling was used to test the model and the hypotheses. The Mann-Whitney test was used to identify any statistically significant differences between frontline staff and management/support staff. Findings – The EFA of the components of IBM did not yield the three expected dimensions. For service staff, IBM significantly contributes to JS, BC and IS. Internal brand communication is the most important contributor to IBM. Research limitations/implications – In common with others, this research uses a limited sample size in a specific geographic location. The results may differ if replicated in other geographies or organizations. Practical implications – Executives and managers of financial service firms are advised to drive focussed IBM practices rather than waiting for it to become the passive consequence of human resource management. Originality/value – Given the paucity of research into the practical application of IBM, the purpose of this research is to explore the impact of IBM on frontline employees in the financial services industry.

The impact of using a virtual employee engagement platform (VEEP) on employee engagement and intention to stay

2018 ◽  
Vol 30 (1) ◽  
pp. 242-259 ◽  
Author(s):  
Jungsun (Sunny) Kim ◽  
Anthony Gatling
Keyword(s):  
Technology Acceptance ◽  
Employee Engagement ◽  
Structural Equation ◽  
Organizational Outcomes ◽  
Ease Of Use ◽  
Equation Modeling ◽  
Perceived Ease Of Use ◽  
Intention To Stay ◽  
Content Type ◽  
The Impact

Purpose The purpose of this study is to investigate whether the perceived ease of use and the usefulness of a virtual employee engagement platform (VEEP) positively influence employees’ intentions to use the VEEP and, in turn, actual use of VEEP. This study further examined how using the VEEP influences employee engagement as well as two organizational outcomes (i.e. employee participation and intention to stay). Design/methodology/approach The survey items for this study were developed based on the technology acceptance model (TAM) and motivation theory. Structural equation modeling (SEM) was used to test the proposed relationships in a sample of 373 employees of a hospitality organization in the USA. Findings The results indicate that employees’ perceived ease of use and usefulness of a hospitality company’s VEEP positively influence employees’ intentions to use the VEEP. The study also found employees with greater intentions to use their company’s VEEP tend to use the VEEP more frequently, which in turn positively influenced their engagement. Eventually, the more-engaged employees showed a higher level of participation, as well as intention to stay. Practical implications This study addresses the call by researchers to demonstrate how a VEEP can positively influence employee engagement and to present new insights into how employee engagement can contribute to improving organizational outcomes in a hospitality setting. Originality/value This study is the first empirical study involving the emergent field of engagement platforms and employee engagement in a hospitality setting. Moreover, this research provides support for increased adoption and investment in the VEEP by hospitality companies.

Clarifying the interface between respectful leadership and intention to stay

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibeawuchi K. Enwereuzor ◽  
Lawrence E. Ugwu
Keyword(s):  
Organizational Context ◽  
Evaluation Criteria ◽  
Ordinary Least Squares ◽  
Least Squares Regression ◽  
Intention To Stay ◽  
Content Type ◽  
Mandatory Training ◽  
State Of Research ◽  
The Impact ◽  
The Relationship

PurposeConsidering that leaders play an important role in influencing the work environment and experiences of subordinates as well as the fact that employees like to be respected, the purpose of the current study was to explore supportive supervisor relations as a mediator of the relationship between respectful leadership and intention to stay.Design/methodology/approachData were collected from 389 hospital nurses based on authors' personal networks at three measurement points. This was done to avoid problems associated with collecting data for predictor and criterion variables from the same source at the same time. The direct and indirect effects were tested with ordinary least squares regression-based path analysis.FindingsRespectful leadership was found to be positively related to both supportive supervisor relations and intention to stay. In addition, supportive supervisor relations had a positive relationship with intention to stay. Finally, the relationship between respectful leadership and intention to stay was mediated by supportive supervisor relations.Research limitations/implicationsThe sample were drawn from nurses only in a particularly region of a country and differences may exist among other occupational groups and geographical areas of the country in the way they perceive their leaders' behavior.Practical implicationsManagement of health facilities can utilize information from annual reviews and feedback from subordinates as performance evaluation criteria for rewarding leaders who treat their subordinates respectfully. However, leaders who are disrespectful toward their subordinates could be identified and subjected to mandatory training on respectful leadership.Originality/valueThe current study extends the present state of research on the impact exerted by respectful leadership in an organizational context never examined heretofore; that is, health care context. This is also the first study linking respectful leadership, supportive supervisor relations and intention to stay in unison in a single study.

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