Relationship Between Organizational Stress and Organizational Cynicism in the Tourism Industry

This chapter analyzes the relationship of organizational stress and cynicism in the tourism industry. To do this, a survey was given to hotel workers at a five-star hotel in Antalya, Turkey. The method is quantitative.

The Relationship Between Psychological Contract Breach and Work Alienation

One major problem for the tourism and hospitality sector seems to be work alienation, which causes low levels of satisfaction, performance, and high levels of turnover. Work alienation has many personal and organizational antecedents. This study aims to test a model: the moderating effect of psychological capital on the relationship between psychological contract breach and work alienation. The data was collected by fully structured questionnaires from the employees who work in four and five star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via hierarchical regression. The results show that psychological capital has a decreasing effect on the increasing effect of psychological contract breach on work alienation. The hypotheses are confirmed.

Separate Works, Same Behaviors

Tourism industry consists of businesses that complement each other but show different characteristics. However, no matter how many different characteristics they have, the success of tourism businesses in an intense competitive environment is based on the employees they have. The attitudes and behaviors that employees develop towards their organizations, one of the basic determining factors of service quality, have the power to influence both organizations, customers, and other employees in a wide range. In organizational cynicism, employees exhibit negative attitudes and behaviors such as resentment, anger, and disbelief towards their organizations. In this context, this study focuses on studying cynicism, which is considered a negative employee behavior, in terms of tourism businesses.

Relationship Between Work-Family Conflict and Turnover Intention

The aim of this study is to analyze relationship between work-family conflict and turnover intention in tourism researches. In this respect, following the literature research, 18 quantitative studies in this area, which were conducted between 2005-2019, have been analyzed with meta-analysis method. The effect size of studies, the analysis of heterogeneity, publication bias, and intervening variable have been studied with Comprehensive Meta-Analysis v2.0 (CMA) statistics. The data obtained from the study have been interpreted within fixed effects model. As a result of the meta-analysis, it was found that the studies included in this research were homogeneous, and therefore, there was a moderate positive relationship between the effect sizes under the fixed effects model, the work-family conflict, and the turnover intention. The study is considered to be important because it synthesizes the experimental studies that examine relationship between work-family conflict and turnover intention.

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

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.

Can Whistleblowing Be a Solution to Unethical Behaviors in the Tourism Industry?

Researchers have discussed the concept of whistleblowing in a variety of fields including psychology, sociology, ethics, law, and public policy. Whistleblowing is expressed as the disclosure of illegal, unethical or illegitimate practices under the control of employers by members of the organization to persons or organizations that may affect the action. Whistleblowing is so important especially in the tourism industry that many tourist establishments cannot disregard it. Unethical behaviors may arise from the organization itself as well as the personality characteristics of the employees in the tourism industry as in different sectors. The behaviors of superiors and individuals within the organization, ethical practices in the tourism industry, moral climate of society, and organizational policies constitute sources of unethical behaviors in the tourism businesses. For this reason, it is very important to encourage and legally protect whistleblowers who will inform the authorities of ethical and illegal behavior.

Think Positive, Focus on Positive

The concept of psychological capital (PsyCap) has attracted a great deal of interest from both academics and practitioners and has been linked to employee attitudes, behavior, and performance at different levels of analysis. Since tourism enterprises are service-intensive enterprises, it is important for employees to recognize and develop their positive aspects. In this chapter, positive organizational behavior, psychological capital, dimensions, and studies on tourism enterprises are discussed. In addition, the importance of psychological capital in tourism sector is mentioned.

Is Silence the Source of Peace, a Heaven, or a Catastrophe?

Tourism is an industry in which the service providers and the service receivers are human, and it holds a labor-intensive feature. Culture of a business is very important in achieving the satisfaction of guests. Within the tourism industry, where competition is experienced harshly, businesses need to create an environment open to new ideas, criticism, and development in order to be fruitful. In the formation of such an environment, a great responsibility falls to business management. In businesses where employees can express their thoughts freely, democracy takes up a dominant place, and contemporary management philosophy is likely to survive. In the labor-intensive tourism industry, a high level of organizational silence of employees may lead to some negative states such as insecurity in terms of organization and individual, decrease in organizational commitment and loyalty, and lack of motivation and job dissatisfaction. This chapter explores organizational silence in the tourism industry.

#Bystandereffect

The term “bystander effect” has been a phenomenon in every part of life since the day on which it was first put forward. Having been initially a subject of study in the area of social psychology, the term has penetrated into the area of organizational behavior and its importance in terms of the business has begun to be understood; therefore, a detailed analysis of the related literature is presented in this section. Within this scope, history of bystander effect, its definition, and how it has been conceptualized are stated; its types and roles are explained by defining the term “bystander.” How bystander intervention progresses and what causes bystander effect are stated. Finally, how bystander effect is on businesses in terms of organizational behavior is discussed, and a number of solutions are presented for organizations to reduce this negative effect or to turn it into a positive one by stating in which processes it occurs especially in tourism businesses.

The Effects of Organizational Support Perception Among Tourism Employees on Job Satisfaction

The aim of this study was to evaluate the effects of perceived organizational support on job satisfaction, as well as on job crafting and work engagement, which were thought to play a part in this interaction. The study sample consisted of back office workers in five-star hotels in the Kemer district of Antalya, Turkey. Study data were collected with the questionnaire technique. Analyses were performed on the data obtained from 270 employees. The structural validity of the measurement tools was tested with confirmatory factor analysis. The reliability of the scales was evaluated by calculating the internal consistency coefficients, and the scales were found reliable. Descriptive statistics and correlation and bootstrap regression analyses were used in the analysis of the study data. Analyses were performed with the softwares SPSS 22 and AMOS 21. Evaluation of the results showed significant relationships between all variables at moderate level. According to the mediation tests, perceived organizational support developed an effect on job satisfaction through job crafting and engagement.