scholarly journals Linking human resources practices to employee engagement in the hospitality industry: the mediating influences of psychological safety, availability and meaningfulness

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Md Karim Rabiul ◽  
Ahmad Edwin Mohamed ◽  
Ataul Karim Patwary ◽  
Tan Fee Yean ◽  
Siti Zaitun Osman
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Customer Service ◽  
Self Concept ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Psychological States ◽  
Hr Practices ◽  
Concept Theory

PurposeDrawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and employee engagement.Design/methodology/approachThrough random sampling, 434 customer-contact frontline employees from five-star hotels in Malaysia participated in the cross-sectional survey.FindingsThe results produced by the Smart-PLS (partial least squares) indicate that HR practices positively and significantly influence employees' psychological states of safety, meaningfulness and availability. All these psychological states also exert positive influences on employee engagement (organisational and work engagement). Safety and availability mediate the links between HR practices and employee engagement, but not meaningfulness.Practical implicationsHR practices and employees' psychological states are necessary in ensuring positive employee outcomes and improving customer service provision.Originality/valueThe findings contribute to the further extension of self-concept theory and employee engagement by incorporating the mediating roles of employees' psychological states in the relationships between HR practices and employee engagement.研究目的以自我概念理論為依據，本研究擬評估僱員的心理狀態、如何在人力資源做法與員工敬業度之間的聯繫上起著仲介的效應。研究方法透過隨機抽樣法，434名在馬來西亞五星級酒店工作、接觸顧客的一線員工被選參與一個橫斷面調查。研究結果以SmartPLS （偏最小平方）取得的研究結果顯示、人力資源做法正面地影響著員工的安全感、工作給予的意義和感知的組織支援；而且，這些心理狀態，均會對員工的敬業度（對組織的自豪感及對工作的投入）起著正面的影響。另外，安全感和感知的組織支援在人力資源做法與員工敬業度之間的聯繫上、起著仲介之效應；唯工作給予的意義則沒有這個效應。研究的原創性研究結果進一步伸展了自我概念理論及員工敬業度方面的論述，這是由於本研究把員工心理狀態所扮演的中介角色，納入人力資源做法與員工敬業度的聯繫中。研究給予的啓示若要確保積極的員工成果及提供更佳的顧客服務，有效的人力資源做法和正面的員工心理狀態是不可或缺的。

Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Liping Liu ◽  
Chunyu Zhang ◽  
Chih-Cheng Fang
Keyword(s):  
Employee Engagement ◽  
Driving Forces ◽  
Positive Impact ◽  
Employee Health ◽  
Measurement Instruments ◽  
Cross Sectional Survey ◽  
Core Element ◽  
Cross Sectional ◽  
Content Type ◽  
Health Promoting

PurposeEmployee health is a major challenge for enterprises. Fostering a healthy work environment and promoting employee engagement are key to addressing this challenge. Health-promoting leadership and employee health are the driving forces of corporate development; at the same time, employability is the core element of employee relations. Based on self-determination theory, this study aims to explore the effects of health-promoting leadership and employee health on employee engagement in light of employee employability.Design/methodology/approachThe data of this study encompass 723 valid questionnaires from employees of MSME in China. This study focuses on health-promoting leadership and employee health, engagement relationship and the above relationship moderating by employability.FindingsHealth-promoting leadership plays a key role in the workplace, results show that health-promoting leadership has a positive impact on employee health and employee engagement, while employee health did not have a positive effect on employee engagement. Employability negatively moderated the relationship between employee health and employee engagement.Research limitations/implicationsThis study is based on cross-sectional survey data collected at the COVID-19 pandemic. The pandemic rapidly and continuously changed the organizational responses to employee health. Future studies could utilize longitudinal methods or focus on measurement instruments of the culture of health, to create additional insights about health promoting.Originality/valueThis study adds important knowledge regarding health-promoting leadership and employee health in Chinese MSMEs, an area for which limited research exists. The findings provide insights and knowledge about health-promoting leadership how to affect employee health and to improve engagement outcomes. The findings also identify the moderating role of employability.

Employee self-concepts, voluntary learning behavior, and perceived employability

2015 ◽  
Vol 30 (3) ◽  
pp. 264-279 ◽  
Author(s):  
Sungjun Kim ◽  
Hacksoo Kim ◽  
Jinkyu Lee
Keyword(s):  
Human Capital ◽  
Human Capital Theory ◽  
Self Concept ◽  
Learning Behavior ◽  
Cross Sectional ◽  
Capital Theory ◽  
Content Type ◽  
Perceived Employability ◽  
Interactive Relationship ◽  
Concept Theory

Purpose – The purpose of this paper is to investigate the antecedents of employees’ perceived employability based on both self-concept and human capital theory. The study tested the relationship between employees’ self-concepts and perceived employability by using organization-based self-esteem (OBSE) and role-breadth self-efficacy. This study also examined the interactive relationship between self-concepts and voluntary leaning behavior, which can be viewed as a means of enhancing human capital. Design/methodology/approach – Data were collected from 301 employees of an organization in Korea. Findings – The results demonstrated that OBSE and its interaction with voluntary learning behavior were positively correlated with perceived employability. Research limitations/implications – The data were cross-sectional. Causal inferences should be made with caution. Originality/value – Unlike previous literature that has relied primarily on human capital theory, this study draws on self-concept theory to show that employee self-concept can be an antecedent of perceived employability. Furthermore, this study argues that employees’ perceived employability may be more fully understood through the lenses of both self-concept and human capital theories.

Development of Male Well-Being Indicators In Malaysia from Intrapersonal Communication Perspective: Exploratory Factor Analysis (EFA)

2021 ◽  
Vol 37 (4) ◽  
pp. 199-219
Author(s):  
Siti Zaiton Mohd Ajis ◽  
◽  
Arina Anis Azlan ◽  
Emma Mohamad ◽  
◽  
...  
Keyword(s):  
Factor Analysis ◽  
Well Being ◽  
Assessment Instrument ◽  
Self Concept ◽  
Subjective Well Being ◽  
Cross Sectional Survey ◽  
Self Assessment ◽  
Cross Sectional ◽  
Intrapersonal Communication ◽  
Concept Theory

Well-being is an essential concept in a human’s life as it is an emotional state that significantly influences our lifestyle. This study aims to develop a Malaysian male well-being indicator using the intrapersonal communication perspective. In this study, a self assessment instrument was constructed based on the self-concept theory in order to understand the respondent's well-being. This study applied mixed-methodology. Qualitative approach was used to build the well-being dimension and indicator based on some previous studies, while the quantitative approach was done to determine which construct is considered valid to measure male well-being, and how reliable those constructs are. Data collection phase was run through an online cross-sectional survey by using Survey Monkey platform. A total of 290 respondents consisting of Malaysian men aged 18 years and above participated in this study. The EFA results showed that there were 33 items classified under six well-being main components with having an effective and excellent level of consistency effectiveness, where Cronbach's Alpha for these six components gives a value of more than .70. This study, in overall, found that the well-being indicator was represented by one item on self-assessment that measures well-being dimension. Through the findings obtained, this study is expected to open a wider space for the upcoming studies on male well-being in Malaysia. However, it is suggested that this study needs to be continued with confirmatory factor analysis to validate this well-being indicator as a valid instrument to measure male well-being in Malaysia. Keywords: Well-being, subjective well-being, intrapersonal communication, self-concept theory, self assessment.

Does organisational politics affect leaders’ ability to engage Ghanaian Bankers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kwasi Dartey-Baah ◽  
Rexford Kojo Agbozo
Keyword(s):  
Leadership Styles ◽  
Employee Engagement ◽  
Transactional Leadership ◽  
Structural Equation ◽  
Banking Sector ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Practical Implications ◽  
Organisational Politics

Purpose The purpose of this paper is to investigate the influence of transformational and transactional leadership styles on employees’ work engagement and the moderating effects of perceived organisational politics (POPS) in indigenous Ghanaian Banks. Design/methodology/approach The study uses a cross-sectional survey design and a quantitative approach to gather data from 430 respondents through the use of structured questionnaire. The covariance-based structural equation modelling was used to analyse the data with the aid of statistical package for social sciences and AMOS. Findings The analyses revealed that transformational leaders had a positive influence on employee engagement while transactional leadership did not have a significant influence on employee engagement. POPS also had no influence on employee engagement. Furthermore, POPS failed to moderate the relationship between leadership styles and employee engagement. Practical implications The findings of this study provide important practical implications for managers and policymakers in the banking sector of Ghana in engendering good leadership and political environments that will promote the engagement of employees. Originality/value The variables used in this study and the context, present interesting and fresh insights into the interplay between leadership styles, POPS and employee engagement, thereby contributing to the discourse on the leadership and human resource management literature. Furthermore, this study fills a gap in literature and challenges prior conceptions that negative political climates within the public and private banks is chiefly responsible for the recent troubles some banks have faced in Ghana’s banking sector.

Use of ethical predictability in respect for human rights in Iranian hospitals with a 360-degree approach

2020 ◽  
Vol 13 (5) ◽  
pp. 445-455
Author(s):  
Roya Malekzadeh ◽  
Ghasem Abedi ◽  
Ehsan Abedini ◽  
Elaheh Haghgoshayie ◽  
Edris Hasanpoor ◽  
...  
Keyword(s):  
Human Rights ◽  
Patient Safety ◽  
Patient Satisfaction ◽  
Human Resources ◽  
Public Hospitals ◽  
Hospital Environment ◽  
Cross Sectional Survey ◽  
Mazandaran Province ◽  
Cross Sectional ◽  
Content Type

Purpose Respect for human rights is one of the most important criteria for the delivery of medical care in hospitals. Ethical predictability is useful to identify human rights concerns in health-care organizations. The hospital environment and the flow of its processes make the topic of predictability much more sensitive and, at the same time, more difficult than other organizations. The purpose of this paper is to determine and compare the ethical predictive factors in selected hospitals in Mazandaran province. Design/methodology/approach This cross-sectional survey using multilevel sampling (four hospitals, 938 patients, 186 staff) was conducted in the first half of 2017. The measurement instrument was a researcher-made questionnaire consisting of seven areas of service recipients’ rights, patient safety, patient satisfaction, human resources, governance, organizational and financial commitments. The analysis of the collected data was performed through SPSS V. 22 and one-way ANOVA and post hoc Tukey’s tests. Findings Ethical predictability was higher in social security hospitals compared to private and public hospitals, and patient safety and patient rights showed higher magnitudes compared to other dimensions. Financial domain, patient satisfaction, governance and organizational commitment formed the middle priorities in ethical predictability, and human resources had the least average in ethical predictability in the selected hospitals in the province. Originality/value Identifying the factors which influence ethical predictability, in addition to promoting service recipients’ rights and patient satisfaction, is of great help to the managers and health service authorities, so that they can have a better understanding of these factors and, consequently, make appropriate micro and macro-decisions to provide better services.

Consumer engagement on Twitter: perceptions of the brand matter

2019 ◽  
Vol 53 (9) ◽  
pp. 1905-1933 ◽  
Author(s):  
Wayne Read ◽  
Nichola Robertson ◽  
Lisa McQuilken ◽  
Ahmed Shahriar Ferdous
Keyword(s):  
Customer Service ◽  
Theoretical Framework ◽  
Consumer Engagement ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Brand Knowledge ◽  
Engagement Process ◽  
Twitter Account ◽  
Brand Intimacy

Purpose This paper aims to develop and empirically test a theoretical framework of consumer engagement with brands on Twitter. Design/methodology/approach Depth interviews were conducted to gain initial insights into consumer engagement on Twitter. Using a blend of the extant literature and interview findings, a theoretical framework, including antecedents, outcomes and moderators, was developed and empirically tested using cross-sectional survey data. Findings Brand customer service and brand intimacy positively influence consumer engagement on Twitter, and consumer engagement mediates the relationship between these antecedents and consumer co-promotion intentions. Consumer perceptions of a brand account’s popularity on Twitter and their likelihood of adding value to a brand are found to be moderators within the conceptual framework. Research limitations/implications Caution needs to be exercised in generalising these findings beyond the Twitter context, and the use of a cross-sectional survey means causality cannot be inferred. Practical implications Brands need to be perceived as providing excellent customer service and intimate brand knowledge on Twitter to drive consumer engagement and co-promotion. Brands are recommended to develop strategies to increase their Twitter following, including rewarding consumers for their contributions on the brand’s Twitter account to signal that they are valued. Originality/value The authors add to the emerging literature on consumer engagement on social media in two key ways, by developing and testing a theoretical framework of consumer engagement in the Twitter context and by identifying moderators in the consumer engagement process on Twitter.

An emergent understanding of influences on managers’ voices in SMEs

2018 ◽  
Vol 39 (2) ◽  
pp. 234-247 ◽  
Author(s):  
Denise M. Cumberland ◽  
Brad Shuck ◽  
Jason Immekus ◽  
Meera Alagaraja
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Context ◽  
Middle Management ◽  
Employee Voice ◽  
Voice Behavior ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type

Purpose The purpose of this paper is to highlight the effect of supervisor openness on employee voice among middle management employees in small and medium-sized enterprises (SMEs). The authors develop a model to examine the mediating role of job satisfaction and employee engagement in the SME context. Design/methodology/approach A cross-sectional survey design was used to gather data from respondents who worked in SMEs (N=202). Exploratory factor analysis was used for dimensionality assessment of the voice measure. Mediation analysis was used to examine a two-mediator model to investigate the effects of engagement and job satisfaction on voice, and the degree these variables mediated the relationship of supervisor openness to ideas with employee voice. Findings Results revealed that supervisor openness is positively associated with job satisfaction and employee engagement, but only engagement was a facilitating variable that stimulated employee voice. Research limitations/implications Middle management members can be a conduit or inhibitor of the free flow of information. Yet, research has tended to ignore the role of middle managers in voice research. Moreover, within the specific organizational context of SMEs, greater understanding of both the antecedents and mediators to voice behavior is likely to impact the development of specific HR practices that focus on engagement and better facilitate two-way communication between supervisors and employees. Originality/value This work refines the understanding of the role employee engagement has on employee voice in the context of SMEs.

Service blueprint 4.0: a service design for hotels beyond COVID-19

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ashutosh Pandey ◽  
Ruchika Kulshrestha
Keyword(s):  
Service Delivery ◽  
Customer Service ◽  
Service Failure ◽  
Service Encounters ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Services Delivery ◽  
Hotel Service ◽  
Service Blueprint

PurposeThis study examines changes in customer service encounter patterns in response to the COVID-19 pandemic during stays at hotels. The study re-visits the hotel services delivery process and examines how the hotel service blueprint has been re-framed.Design/methodology/approachThe study implemented an exploratory and qualitative research design to identify changes in customer service encounters and the hotel service delivery process. The research applied a cross-sectional survey-based design, which involved open-ended and closed interview questions with hoteliers in the Delhi/NCR region.FindingsThe study identified an increase in contactless service during the service delivery process and in customer service encounters while staying at hotels. In so doing, the various service touchpoints in hotels need to transition from personalized service to contactless service encounters such as at check-in and payment, contactless room key access with available and accessible hand sanitizers, masks, room purifiers, automated room cleaning machines and the deployment of other smart artificial intelligence-based technologies.Practical implicationsThis paper profiles a revised service blueprint model for hotels, which could assist hotel service managers to address potential sources of customer dissatisfaction and service failure during the COVID-19 pandemic.Originality/valueThe paper explores ongoing changes in the hotel service delivery process during the COVID-19 situation and reveals ways in which the service blueprint has been re-framed.

The influence of cooperative education and reflection upon previous work experiences on university graduates’ vocational self-concept

2016 ◽  
Vol 58 (2) ◽  
pp. 179-192 ◽  
Author(s):  
David Drewery ◽  
Colleen Nevison ◽  
T Judene Pretti
Keyword(s):  
Undergraduate Students ◽  
Cooperative Education ◽  
Self Concept ◽  
University Graduates ◽  
Work Experiences ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Self Reflection ◽  
Work Related

Purpose – The purpose of this paper is to assess the relative effects of participation in cooperative education (co-op) and engagement in reflection upon previous work experiences on undergraduate students’ vocational self-concept (VSC) at graduation. Design/methodology/approach – A cross-sectional survey of graduating students (n=1,483) from a Canadian university was used. Regression models and a mediation analysis were used to test the influence of co-op on VSC through the mechanism of reflection. Findings – Results suggest that both co-op and reflection on previous work experiences have direct effects on VSC, and that reflection partially mediates the relationship between degree type and VSC. Research limitations/implications – This supports the role of work-integrated learning and self-reflection as critical determinants of students’ work-related learning outcomes, and co-op as a potential container in which reflection may occur. Practical implications – Students should be given opportunity to reflect on their work-related experiences in order to strengthen their VSC. Institutions may integrate practices related to reflection in order for their students to reap the benefits of deeper learning. Originality/value – This study represents an inaugural view of the potential links between self-reflection and the development of students’ VSC across both co-op and non-co-op degree types.

scholarly journals Job satisfaction and its associated factors among optometrists in Ghana: a cross-sectional study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Kwadwo Owusu Akuffo ◽  
Eldad Agyei-Manu ◽  
David Ben Kumah ◽  
Anthony Danso-Appiah ◽  
Abubakar Sadik Mohammed ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Associated Factors ◽  
Critical Role ◽  
Final Analysis ◽  
Cross Sectional Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Eye Health ◽  
Overall Job Satisfaction

Abstract Background Job satisfaction describes an employee’s motivation and/or feeling of satisfaction towards his/her work. Globally, healthcare professionals’ turnover and retention play a critical role in the delivery of essential health services. In Ghana, however, little has been done to ascertain job satisfaction levels among human resources for eye-health. The objective of this study therefore was to assess job satisfaction and its associated factors among optometrists in Ghana. Methods A cross-sectional survey was conducted among 304 registered and licensed optometrists of the Ghana Optometric Association between September 2018 and June 2019. A validated, well-structured questionnaire was used to elicit information on socio-demographic characteristics of participants and measures on job satisfaction. Scores from a five-point Likert scale was employed to examine job satisfaction and its associated factors. Linear regression analyses were used to evaluate the association between overall job satisfaction and its associated factors using Rasch logit scores. Results A total of 214 optometrists gave valid responses to the questionnaires used for the final analysis. The mean (± SD) score of the overall perception of job satisfaction among optometrists was 3.36 (± 1.00), with 74.3% of them being satisfied with their jobs. After statistical adjustment, Good work-life balance (Unstandardized co-efficient (β) = 0.288, p = 0.001), Salary (β = 0.222, p < 0.0005), Supervision (β = 0.117, p = 0.044), and Continuing Education Opportunities (β = 0.138, p = 0.017) were all significantly associated with higher levels of overall job satisfaction. Conclusions Most optometrists were satisfied with their jobs. Effective strategic planning and management of human resources for eye-health in Ghana are essential in the development of quality eye-health systems and the provision of high-quality eyecare services.

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