Entrepreneurial resilience and business continuity in the tourism and hospitality industry: the role of adaptive performance and institutional orientation

Purpose This study aims to explore the dynamics of resilience in tourism and hospitality enterprises by investigating the influence of internal and external contextual factors (i.e. adaptive performance and institutional orientation) on the relationship between entrepreneurs’ resilience and business continuity indicators (i.e. perception of career insecurity and business exit intention). Design/methodology/approach In the Covid-19 pandemic context, quantitative data were collected using self-administrated questionnaires from entrepreneurs (founders of small-sized restaurants and travel agents in Egypt) using structural equation modeling. Findings The study reveals that entrepreneurs’ resilience under adversities directly correlates with business continuity indicators, with adaptive performance and institutional orientation functioning as mediators. Research limitations/implications The socio-demographic characteristics of entrepreneurs could be further investigated to observe the differences based on age, education and region. The type of business (i.e. restaurants and travel agents) could have an impact on the examined relationships. Therefore, further studies can use multi-group analysis to examine such differences between various sub-sectors of the hospitality business. Finally, the cross-sectional sample method used in this study is another limitation. In any study in which causality is inferred, longitudinal research confirms stronger inferences (Morgan & Hunt, 1994). Practical implications An instant implication is that entrepreneurs can take proactive actions to enhance their resilience. Entrepreneurs should seek to influence their own skills and abilities through various educational and training programs. For example, they can take advantage of business seminars, workshops and executive education courses. Entrepreneurs who have the chance of enhancing their skills in solving complex problems, identifying their strengths, managing their emotions are better able to adapt to unfavorable circumstances. Social implications The inhabited environment. Entrepreneurs should be institutionally oriented by building strong communications and networks with key actors and business-to-business customers. This would help entrepreneurs to understand the rules of the game, adapt to the environment, gain market legitimacy and accordingly acquire the social and financial support when hazards occur. Originality/value The extant literature lacks evidence about the internal and external contextual factors underlying the process of resilience in small and medium-sized enterprises and its outcomes. Research on entrepreneurship has rarely discussed the antecedents of business withdrawal. This study contributes to addressing this research gap.

Identifying and weighting of dimensions and indicators of individual job performance using fuzzy Delphi and fuzzy analytic hierarchy process techniques

PurposeThe purpose of the study was to identify and weight the dimensions and indicators of individual job performance (IJP).Design/methodology/approachTo identify dimensions and their measuring indicators, a literature review was conducted in PubMed, Embase™, ProQest, Scopus®, Web of Science™ and Google Scholar. Based on the results of the literature review and consensus among the research team, dimensions and measuring indicators were identified and an IJP framework was constructed. For weighting dimensions and indicators, fuzzy analytical hierarchy process (FAHP) and fuzzy Delphi technique (FDT) were conducted, respectively.FindingsBased on the results, the conceptual framework showed that IJP consisted of four dimensions as follows: task performance (TP), contextual performance (CP), counterproductive work behaviors (CWBs) and adaptive performance (AP). The results of FAHP showed that TP (0.358) had the highest weighting in measuring IJP. The weight of CWBs, CP and AP was 0.302, 0.244 and 0.096, respectively. The results showed that 102 indicators were identified to measure the dimensions. Using the FDT, 45 indicators were accepted and 57 were rejected. Of the accepted indicators, 12 indicators belonged to TP. In addition, 11, 12 and 10 belonged to CP, CWBs and AP, respectively.Research limitations/implicationsThe results of the article can be useful in research and practice and bridge the gap between theory and practice. In the research area, the researchers can use this model to develop questionnaires for evaluating IJP in all occupations. The researchers can choose the most effective dimensions or indicators in accordance with the corresponding occupation. Moreover, the results can be used in practice (economic and commercial impact), teaching, influencing public policy and helping to establish a more complete knowledge system.Originality/valueIn order to select dimensions and their measuring indicators, the work in the study took the unique approach to employ powerful decision-making methods combined with fuzzy methods to remove any ambiguity in opinions.

Assessment of Personality in Basque Public Sector Employees and Its Role in Predicting Organizational Citizenship Behaviors in Selection Processes

Organizational citizenship behaviors (OCBs) are an important aspect of job performance as they enhance the effectiveness of organizations. Research has shown that personality is a moderate predictor of job performance. This study, involving a sample of 678 public sector employees in the Basque Country (northern Spain), pursued two aims: First, to develop and validate a Basque-language version of the Overall Personality Assessment Scale (OPERAS), a scale designed to assess the Big Five personality factors in a wide range of settings; and second, to examine whether person-organization fit (PO fit) and adaptive performance improve the capacity of personality to predict OCBs. The results indicated that the adapted scale was a suitable instrument for assessing personality in the Basque-speaking population. Furthermore, PO fit and adaptive performance improved the capacity of personality to predict OCBs. Based on these results, we propose a new predictive model that may enhance the efficiency of personnel selection processes.

Linking workplace spirituality and adaptive performance through a serial mediation of job satisfaction and emotional labor strategies

Purpose Despite growing interest in workplace spirituality (WPS) and its impact on employee behaviors, there is a dearth of literature discussing an underlying mechanism of how it affects adaptive performance. Against this backdrop, this study aims to develop and test a comprehensive model that examined the effects of WPS on adaptive performance through serial mediation of job satisfaction and emotional labor strategies. Design/methodology/approach Using a multi-stage sampling technique, the data is collected from 390 faculty members of the higher education institutions in two-time lags. Findings The findings indicate that spirituality practices at the workplace help to increase the adaptive performance of employees through serial mediation of job satisfaction and emotional labor strategies. Research limitations/implications This study offers important implications to researchers as well as practitioners and highlights the significance of WPS in increasing the adaptive performance of employees. Originality/value This research is among the initial attempts to assess the impact of WPS on adaptive performance through serial mediation.

Strategic Human Resources Information System and Workers’ Adaptive Performance of Deposit Money Banks in South-South Nigeria

The purpose of this paper was to ascertain the nature of the relationship between strategic human resources information system and workers’ adaptive performance in deposit money banks in South-South Nigeria. The research design adopted for the study was the correlational design. The population was comprised of 120 management staff from 5 tier-1 deposit money banks in the South-South region of Nigeria. Data were generated using the questionnaire. The Spearman’s rank order correlation was adopted in assessing the correlation between strategic human resources information system and measures of workers’ adaptive performance – adaptive learning, creativity and worker flexibility. Findings show that strategic human resources information system contributes significantly towards adaptive learning, creativity and worker flexibility. It was therefore concluded that organizational actions and decisions that anchor on and utilize strategic human resources information system drives and enhances outcomes of adaptive learning, creativity and worker flexibility, thus leading to workers’ adaptive performance within deposit money banks in the South-South region of Nigeria.

Relating supervisor interpersonal emotion management- and task-oriented leadership to adaptive performance: a moderated-mediation model incorporating trust and gender

PurposeThe authors incorporated leadership and gender theories with research on trust to propose a model relating interpersonal emotion management (IEM, a type of relational leadership) and task-oriented (T-O) leadership to follower adaptive performance. The authors also examine the indirect effect of IEM and T-O on adaptive performance via trust and the possible moderating role of gender on these relationships.Design/methodology/approachThe authors tested this model using a sample of 314 workers who rated their direct leaders (supervisors).FindingsOverall, results supported the model for IEM as it was directly and indirectly related (via trust) to adaptive job performance (even after controlling for transformational leadership) and these relationships were more positive for women leaders. T-O leadership was related to adaptive job performance as expected but was unrelated to trust or, via trust, to adaptive performance. Findings also suggest that women direct leaders may garner more trust and adaptive performance from followers by engaging in higher levels of IEM, while also not experiencing backlash for engaging in the more agentic T-O behaviors during a crisis.Practical implicationsDespite an emphasis on women's relational leadership during a crisis, the authors findings show organizations are best served by ambidextrous leaders who can manage the emotions and tasks of their followers and that both women and men can engage in these leadership styles without penalty.Originality/valueMuch research regarding women's leadership advantage during a crisis is based on political leaders or has been conducted in lab settings. Further, it has focused on attitudes toward the women leaders rather than their performance. Research has also not considered both IEM along with the possible backlash women may experience for engaging in T-O leadership.