How Does Service Climate Influence Hotel Employees’ Brand Citizenship Behavior? A Social Exchange and Social Identity Perspective

2021 ◽  
pp. 183933492199887
Author(s):  
Hung Trong Hoang
Keyword(s):  
Social Identity ◽  
Social Exchange ◽  
Brand Image ◽  
Power Distance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Service Climate ◽  
Power Distance Orientation ◽  
Hotel Employees ◽  
Brand Citizenship Behavior

By integrating social exchange and social identity theories, this article examines the mechanism through which employee perceived service climate enhances employee brand citizenship behavior (BCB). Specifically, we propose that this relationship is mediated by perceived brand image and moderated by employees’ power distance orientation. Using data from hotel employees in Vietnam, the findings show that service climate positively affects employee BCB. Furthermore, the mediating effect of perceived brand image and the negative moderating effect of employees’ power distance orientation on the linkage between service climate and employee BCB are found to be significant. This article enriches the existing knowledge by incorporating both social exchange and social identity perspectives in explaining an underexplored linkage between service climate and employee BCB. We suggest that hotel providers should put an emphasis on fostering a supportive service climate and should take into account the role of employee’s power distance orientation in promoting employee BCB.

How and when family-supportive supervisor behaviors foster work engagement and gratitude: A moderated mediation model

2021 ◽  
Vol 49 (1) ◽  
pp. 1-10
Author(s):  
Guoxia Qing ◽  
Haitao Zhang ◽  
Zhongcheng Wang
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Social Exchange Theory ◽  
Power Distance ◽  
Positive Association ◽  
Mediating Effect ◽  
Mediation Model ◽  
Power Distance Orientation ◽  
Moderated Mediation Model ◽  
Family Supportive Supervisor Behaviors

In light of social exchange theory and the gratitude norm of Confucianism, we explored the relationships between family-supportive supervisor behaviors (FSSBs), employee gratitude, and work engagement. We also investigated power distance orientation as a potential contingent factor affecting these relationships. We tested our hypotheses using a two-wave survey conducted with 325 employees of 15 companies in China. When we controlled for supervisor–employee work support, we found that employee gratitude partially mediated the positive association between FSSBs and work engagement. Further, power distance orientation negatively moderated the direct effect of FSSBs on employee gratitude and the mediating effect of gratitude of FSSBs on work engagement. Theoretical and practical management implications are discussed.

scholarly journals Boosting brand citizenship behavior through internal green marketing: The role of brand trust and willingness to be environmentally friendly.

2021 ◽  
Vol 2 (1) ◽  
pp. 1-9
Author(s):  
Ehdaa Amireh
Keyword(s):  
Social Exchange ◽  
Strong Predictor ◽  
Environmentally Friendly ◽  
Mediating Effect ◽  
Green Marketing ◽  
Citizenship Behavior ◽  
Brand Trust ◽  
Brand Citizenship Behavior ◽  
The Relationship

Green marketing is a critical issue in today’s society. The purpose of this study is to investigate the influence of internal green marketing (IGM) on brand citizenship behavior (BCB). Drawing on the theoretical foundations of social identity theory, cognitive consistency theory, and social exchange theory, this study presents and validates a unique model that examines the mediating effect of brand trust and the moderating effect of willingness to be environmentally friendly on the relationship between IGM and BCB. Using a sample of 176 employees employed in a telecommunication company in Jordan, the findings of this study revealed that internal green marketing is a strong predictor of BCB. Further, the positive effect of internal green marketing on brand citizenship behavior is mediated by brand trust. The findings of this study also confirmed the contingent role of willingness to be environmentally friendly on the relationship between IGM and BCB. Theoretical and managerial implications have been provided accordingly.

The effects of leader–subordinate power distance orientation congruence on employees' taking charge behaviors in China: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yan Bao ◽  
Ping Han ◽  
Shudi Liao ◽  
Jianqiao Liao
Keyword(s):  
Social Exchange ◽  
Power Distance ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Exchange Relationship ◽  
Theoretical Understanding ◽  
Content Type ◽  
Power Distance Orientation ◽  
Taking Charge

PurposeBased on the social exchange theory, this study explores the mechanism of leader–subordinate power distance orientation (PDO) congruence with employees' taking charge behavior (TCB) and also verifies the moderated mediation effect of employees' promotion regulatory focus (PROM-F) on leader–subordinate PDO congruence and on employees' TCB through trust in the leader (which is the mediator).Design/methodology/approachBased on 296 questionnaires from 46 teams of Chinese enterprises, the authors use cross-level polynomial regressions and response surface techniques to analyze the effect of leader–subordinate PDO congruence on employees' TCB and use the block variable technique to test the mediating effect of trust in the leader.Findings(1) When leader–subordinates' PDO is congruent, the leader–subordinate low-low PDO matching pattern leads to more employees' TCB than the leader–subordinate high-high PDO matching pattern. (2) When leader–subordinate PDO is incongruent, the leader–subordinate low–high PDO matching pattern will lead to more TCB than the high-low PDO pattern.Practical implications(1) Encourage and promote the development of diverse cultures in enterprises. (2) Respect the power and status of employees and encourage a low-PDO leadership style. (3) Increase credibility by developing and establishing a good corporate leader image.Originality/value(1) The unique background of this survey offers important cross-cultural information on the effects of leader–subordinate PDO congruence. (2) The results of this research enrich the theoretical understanding of the factors that influence TCB. (3) Reveal the internal mechanisms of CPD congruence with TCB and demonstrate an indirect effect of trust in leader. (4) The discussion of the moderating role of employee's PROM-F will also deepen the understanding of the exchange relationship between leaders and subordinates.

Visionary leadership effectiveness: Moderating roles of power distance and middle-way thinking

2020 ◽  
Vol 48 (12) ◽  
pp. 1-12
Author(s):  
Yuan Jing Luo ◽  
Yan Ping Li ◽  
Jin Nam Choi ◽  
Jing Du
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Power Distance ◽  
Visionary Leadership ◽  
Leader Effectiveness ◽  
Citizenship Behavior ◽  
Chinese Values ◽  
Power Distance Orientation ◽  
Middle Way

In existing studies on leader effectiveness, scholars have focused on the significance of the power distance orientation of followers for transformational leadership. In this study we identified middle-way thinking as a critical contingency for the effectiveness of leaders in China that reflects idiosyncratic Chinese values. Participants were 304 Chinese employees and their supervisors. Multilevel modeling revealed that middle-way thinking of followers accentuated the positive effect of visionary leadership, the core component of transformational leadership, on the organizational citizenship behavior of followers. The results also indicate that the power distance orientation of followers had a relatively limited moderating effect on the relationship between organizational citizenship behavior and visionary leadership. In the context of Chinese organizations, our findings provide insight into the emic middle-way thinking of followers as a meaningful contingency that affects the effectiveness of leadership.

Hotel Employees' Psychological Empowerment Influence on Their Organizational Citizenship Behavior Towards Their Job Performance

2020 ◽  
pp. 284-304
Author(s):  
Ruth Sabina Francis ◽  
Elangkovan Narayanan Alagas
Keyword(s):  
Job Performance ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Social Exchange Theory ◽  
Hospitality Industry ◽  
Psychological Empowerment ◽  
Hotel Industry ◽  
Citizenship Behavior ◽  
Hotel Employees

The success of the hospitality industry is dependent on its employees and their management towards the achievement of the organization's objectives. One of the perplexing concerns gripping the hotel industry is the dearth of qualified managerial and non-managerial human resources that drastically affects the job performance of the hotel employees and the organization as a whole. In the hospitality industry, especially hotels, where guests are treated with passion, the employees' organizational citizenship behaviour plays a crucial role to influence their job performance. This study is aimed at investigating the employees' psychological empowerment traits and their organizational citizenship behavior traits that influence their job performance. The conceptual model of the study is based on social exchange theory. The study's propositions will help review the policies of the hotel industry in terms of human resource management, add value to the existing body of literature, and give strategies for managers and supervisors in the hotel industry to achieve the desired performance through their employees.

Internal branding and employees’ brand outcomes: do generational differences and organizational tenure matter?

2019 ◽  
Vol 51 (4) ◽  
pp. 209-227 ◽  
Author(s):  
Decha Dechawatanapaisal
Keyword(s):  
Brand Loyalty ◽  
Generational Differences ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Brand Identification ◽  
Internal Branding ◽  
Content Type ◽  
Brand Citizenship Behavior ◽  
Organizational Tenure

PurposeThe purpose of this paper is to investigate the mediating effect of brand identification between internal branding and brand citizenship behavior as well as brand loyalty, and the roles of working generation and organizational tenure as moderators of the relationship between internal branding and brand identification.Design/methodology/approachThis research used a survey method and a structured questionnaire to collect data from salespeople working in the cement and construction materials industry. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure.FindingsBrand identification partially mediates the link between internal branding and brand citizenship behavior and fully mediates that between internal branding and brand loyalty. Also, the influences of internal branding on brand identification are varied among generational cohorts and employees with different tenure.Research limitations/implicationsThe current research took place among customer-interface employees, which can be extended to back-end or supporting workers, in order to better reflect the overall effect of internal branding efforts.Practical implicationsOrganizations need to undertake internal branding to induce a shared understanding among employees about brand insights, and to foster their perception of belongingness in order to motivate desired brand behaviors. Furthermore, managers may improve internal branding mechanisms by taking generational differences and duration of employment into consideration, since these factors impinge on the effects of internal branding.Originality/valueThis study contributes to internal branding research by addressing the contingent influences of employees’ differences on the success of internal branding efforts.

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