The influence of psychosocial safety climate and emotional exhaustion on behavior intention: focus on five-star hotel employees in Seoul

Purpose Drawing on the self-determination and conservation of resources theories, as well as the transactional theory of stress, this paper aims to develop and empirically test a research model depicting the interrelationships of sense of calling, emotional exhaustion (EXH), intent to remain with the organization (IRO), task-related pro-environmental behavior (PEB) and non-green behavior (NGB). Design/methodology/approach Data came from hotel employees with three waves of one-week time lag and their direct supervisors in China. The authors assessed these linkages through structural equation modeling. Findings Sense of calling mitigates EXH and NBGs, while it fosters IRO and task-related PEBs. EXH partly mediates the influence of sense of calling on NGBs. Practical implications It is important to maintain a workplace in which employees foster their work competence, possess a more positive interpretation of work meaning and accomplish their career goals. Management should organize environmental training programs that would compel employees to pay attention to the protection of nature and scarce resources and enable them to be involved in the environmental sustainability process. Originality/value A search made in the hospitality and tourism literature shows that few studies have investigated the consequences of employees’ sense of calling. The authors’ search also highlights the void that little is known about the mechanism linking sense of calling to green and non-green outcomes.

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The Structural Relationship Between Hotel Employees’ Person-Job Fit, Emotional Labor, Emotional Exhaustion, and Turnover Intention: Moderating Effect of Perceived Organization Support

Journal of Tourism Sciences ◽

10.17086/jts.2020.45.1.199.223 ◽

2021 ◽

Vol 45 (1) ◽

pp. 199-223

Author(s):

Yong-Seok Lee ◽

Hyung-Ryong Lee

Keyword(s):

Emotional Exhaustion ◽

Emotional Labor ◽

Turnover Intention ◽

Moderating Effect ◽

Structural Relationship ◽

Job Fit ◽

Hotel Employees ◽

Organization Support

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A deep acting perspective generation Y hotel employees’ workplace deviance

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-05-2019-0426 ◽

2020 ◽

Vol 32 (2) ◽

pp. 835-852

Author(s):

Yanping Yu ◽

Haemi Kim ◽

Hailin Qu

Keyword(s):

Emotional Exhaustion ◽

Generation Y ◽

Organizational Identification ◽

Workplace Deviance ◽

Mediating Effect ◽

Equation Modeling ◽

Deep Acting ◽

Content Type ◽

Hotel Employees ◽

The Relationship

Purpose This study aims to develop a measurement scale to assess generation Y China hotel employees’ workplace deviance and then investigate the effect of generation Y employees’ deep acting on workplace deviance by focusing on the mediating effect of emotional exhaustion and the moderating effect of organizational identification. Design/methodology/approach The study first adopts a mixed-methods approach to develop the scale of generation Y hotel employees’ workplace deviance, then multiple data is collected targeting 580 hotel employees by a three-stage survey. Structural equation modeling (SEM) and a hierarchical regression analysis were used to test the hypotheses. Findings Workplace deviance of generation Y hotel employees in China was divided into two dimensions, aggression and neglect. Deep acting was found to be negatively related to workplace deviance, and emotional exhaustion had a mediating effect on the relationship between deep acting and workplace deviance. Organizational identification strengthened the effect of deep acting on neglect and the effect of deep acting on emotional exhaustion, whereas it did not moderate the relationship between deep acting and aggression. Originality/value First, this study provides a more powerful explanatory perspective on the conservation of resources theory to explore future research by especially targeting generation Y employees. Second, this study develops the elements of workplace deviance structure of generation Y hotel employees, especially in the Chinese cultural context. Third, it explores the inherent mechanism of how and why deep acting impacts workplace deviance.

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Study of Québec healthworkers shows a positive psychosocial safety climate (PSC) reduces reliance on “workarounds”

Human Resource Management International Digest ◽

10.1108/hrmid-12-2019-0289 ◽

2020 ◽

Vol 28 (3) ◽

pp. 45-46

Keyword(s):

Emotional Exhaustion ◽

Design Methodology ◽

Safety Climate ◽

Working Environment ◽

Mutual Trust ◽

Physical Fatigue ◽

Healthcare Organizations ◽

Open Communication ◽

Content Type

Purpose The purpose was to work out whether by creating a positive working environment reduced turnarounds by reducing the risk of physical fatigue, cognitive weariness and emotional exhaustion. Design/methodology/approach The researchers conducted their study in Québec, with the partnership of the main union of nurses, the Inter-professional Federation of Health of Québec. They received 562 responses. Hypothesis 1 was: “High PSC will decrease workarounds via decreasing physical fatigue as a mediator.” H2 was: “High PSC will decrease workarounds via decreasing cognitive weariness as a mediator.” H3 was: “High PSC will decrease workarounds via decreasing emotional exhaustion as a mediator.” Findings The results supported all the three hypotheses, meaning that physical fatigue, cognitive weariness and emotional exhaustion all mediate relationships between PSC and workarounds. Originality/value The authors argue that their research demonstrates how healthcare organizations would benefit from changing the culture that sees nurses losing an average of 33 minutes on a 7.5-hour shift. The extra pressures lead directly to a workaround culture, the authors say. They argue that organizations should work to ensure that good systems for open communication and mutual trust exist. Managers should encourage workers to talk about difficulties, including issues around blockages and workarounds.

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