From the foundation of self-determination theory and existing literature on forms of power, we empirically explored relationships between followers' perceptions of their leader's use of various forms of power, followers' self-reported motivational outlooks, and followers' favorable work intentions. Using survey data collected from two studies of working professionals, we apply path analysis and hierarchical multiple regression to analyze variance among constructs of interest. We found that followers' perceptions of hard power use by their leaders (i.e., reward, coercive, and legitimate power) was often related to higher levels of sub-optimal motivation in followers (i.e., amotivation, external regulation, and introjected regulation). However, followers who perceived their leaders used soft power (i.e., expert, referent, and informational power) often experienced higher levels of optimal motivation (i.e., identified regulation and intrinsic motivation), but further investigation of soft power use is warranted. The quality of followers' motivational outlooks was also related to intentions to perform favorably for their organizations.

Purpose This study aims to examine the scientific publications related to leadership research in hospitality from 2000 to 2021 by conducting a systematic review (qualitative) and to discuss implications for future research. Design/methodology/approach For the qualitative approach, the authors conduct an in-depth critique of major leadership theories using 167 articles indexed in the Web of Science Core Collection. Findings The findings show that transformational leadership, leader–member exchange and servant leadership are the most prominent leadership topics studied from 2000 to 2021, followed by abusive supervision, empowering leadership, ethical leadership and authentic leadership. A framework is presented highlighting the mediators, moderators, outcomes, sample and research designs used in each of these lines of leadership research. Moreover, 16 areas for further research are identified and discussed. Practical implications This review uncovers scholars’ general lack of regard for how the study of leadership might benefit from examining hospitality as a special and challenging context for leadership and business performance. Originality/value This study reviews and critically analyzes leadership research in hospitality using qualitative methods. Therefore, the authors believe this review is of great value to academics and practitioners because it synthesizes and analyzes the field and identifies important research opportunities.

This study contributes to the emerging literature on the employee work passion appraisal (EWPA) model, by replicating structural equation modeling across three samples (total n = 4,613). We examine passion for work as a mediator of employees’ work environment characteristics and work intentions. Our data fit the structure of the EWPA model in three samples. As expected, work environment characteristics were strongly and positively correlated with harmonious passion, but contrary to our expectations, work environment characteristics were moderately and positively correlated with obsessive passion. Harmonious passion was positively correlated with work intentions, but the connection between obsessive passion and work intentions yielded mixed results. The overall results support harmonious passion, and less so obsessive passion, as partial mediators of employees’ perceptions of their work environment characteristics and favorable work intentions. This study has limitations in that it uses a cross-sectional, single-source, self-report design. Practical implications of the study are also presented.

Purpose This study aims to examine the nascent stream of literature connecting grit and protean career orientation to job attitudes, turnover intentions and job embeddedness and how job insecurity moderates the aforementioned associations. Design/methodology/approach Based on the threat-rigidity hypothesis and self-determination theory, a series of hypotheses were developed and tested among 1,151 current employees in the hotel/lodging industry in the USA. Structural equation modeling was used to analyze the data and explain the results. Findings Job insecurity played a key moderating role between the lower-order dimensions of grit and the outcome variables, but not with protean career orientation. Specifically, passion and perseverance were associated with job attitudes and turnover intentions differently, questioning the validity of grit as a higher-order construct. Originality/value The study explains how the lower-order dimensions of grit explain turnover and job embeddedness while also suggesting that the validity of grit as a higher-order construct needs to be further examined. The results of this study also may advise managers on how to recruit new hires that will remain with their organizations for the long run.