A Multigroup Analysis of Bidirectional Work-Family Enrichment on Family Satisfaction of Hospitality Employees during the Pandemic: Where Religiosity and Marital Status Matter

Tan, Kim-Lim; Sim, Adriel K.S.; Hii, Ivy S.H.; Pidani, Rita; Donohue, Thomas

doi:10.1080/00223980.2022.2134278

Cited by 2 publications

(2 citation statements)

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“…Female and older employees may have higher tendencies to be punctual (Clark et al, 2005;Rogelberg et al, 2014); employees with longer organizational tenure may feel more loyal to their employer and be less likely to exhibit tardiness (Ng and Feldman, 2010). In addition, employees may be more likely to experience pandemic fears and react in self-defensive ways to these fears to the extent that they are older and thus more vulnerable (Ludden et al, 2022); are married, in another committed relationship, or living with family, such that they are more concerned about loved ones (Tan et al, 2023); or have a frontline job that requires them to interact directly with customers (Mason et al, 2020) [3].…”

Section: Methodsmentioning

confidence: 99%

“…In addition, employees may be more likely to experience pandemic fears and react in self-defensive ways to these fears to the extent that they are older and thus more vulnerable (Ludden et al. , 2022); are married, in another committed relationship, or living with family, such that they are more concerned about loved ones (Tan et al. , 2023); or have a frontline job that requires them to interact directly with customers (Mason et al.…”

Section: Methodsmentioning

confidence: 99%

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How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge

De Clercq,

Aboramadan,

Kundi

2023

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PurposeThis study aims to understand how and when employees' pandemic fears influence their lateness attitude, with a particular focus on how this influence is mediated by emotional exhaustion and moderated by a perceived safety climate.Design/methodology/approachSurvey data were collected among employees in the retail sector.FindingsA core mechanism that explains the escalation of pandemic fears into beliefs that tardiness is acceptable is employees' sense that employees are emotionally overextended by work. The extent to which employees perceive that their organization prioritizes safety issues subdues this detrimental process though.Practical implicationsFor human resource management (HRM) practice, the findings point to the notable danger that employees who cannot stop ruminating about an external crisis, and feel emotionally overburdened as a result, might compromise their own organizational standing by devoting less effort to punctuality. To disrupt this dynamic, HR managers can create organizational climates that emphasize safety practices.Originality/valueThis study adds to HRM research by revealing a pertinent source of personal adversity, pandemic fears, and how the fears affects tendencies to embrace tardiness at work. The study explicates how emotional exhaustion functions as a core conduit that connects this resource-draining condition with propensities to show up late, as well as how safety climate perceptions can buffer this translation.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge

De Clercq,

Aboramadan,

Kundi

2023

View full text Add to dashboard Cite

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How does globally responsible leadership promotes pro-environmental behavior through green management initiatives?

Rafiq,

Cham,

Tapsir

et al. 2024

JGR

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Purpose This study aims to examine the association between globally responsible leadership (GRL) and pro-environmental behavior (PEB), specifically probing the mediating role of green management initiatives (GMI) in this relationship. Design/methodology/approach This study used a quantitative research design, using survey data from 390 participants working in manufacturing sector organizations in one of the emerging economies in the Asian region, namely, Pakistan. AMOS was used to test the hypothesized relationships. Findings The results reveal that GRL has a significant positive link with GMI and PEB. In addition, this study found that GMI mediates the association between GRL and PEB, suggesting that GRL indirectly promotes PEB through the implementation of GMI. Research limitations/implications This study has several limitations, including its reliance on self-reported data, its cross-sectional design and its focus on participants from only one nation. Future research may benefit from using mixed-study designs and diverse samples from multiple industries and nations. Practical implications The results suggest that businesses can promote PEB among their staff by adopting GRL and implementing GMI. In doing so, businesses can demonstrate their commitment to sustainability, enhancing their credibility and competitive advantage. Originality/value This research contributes several new insights to the existing literature on sustainable leadership. First, it provides empirical evidence to support the hypothesis that GRL, GMI and PEB are interrelated. Second, it highlights the mediating role of GMI in this relationship.

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A Multigroup Analysis of Bidirectional Work-Family Enrichment on Family Satisfaction of Hospitality Employees during the Pandemic: Where Religiosity and Marital Status Matter

Cited by 2 publications

References 77 publications

How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge

How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge

How does globally responsible leadership promotes pro-environmental behavior through green management initiatives?

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