Evaluating the Mediator Role of Organizational Identification in the Relationship between Symmetrical Internal Communication and Individual Performance of Hotel Employees

Ortega, Eduardo; Gomes, Gabriela Pedro; Ribeiro, Neuza; Gomes, Daniel Roque

doi:10.3390/admsci13080173

Cited by 3 publications

(1 citation statement)

References 62 publications

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“…Employees' involvement in their firm has been identified as one of internal communication's functions (Westphalen 1998), and desirable outcomes are associated with high-quality communication. For example, stronger employee engagement (Karanges et al 2015;Lee et al 2022;Soupata 2005;Špoljarić and Verčič 2021;Verčič and Vokić 2018), better individual performance (Ortega et al 2023), increased happiness at work (Ravina-Ripoll et al 2022), and reduced burnout symptoms (Atouba and Lammers 2020).…”

Section: Satisfaction With Internal Communication and Turnover Intentionmentioning

confidence: 99%

Satisfaction with Internal Communication and Hospitality Employees’ Turnover Intention: Exploring the Mediating Role of Organizational Support and Job Satisfaction

Duarte,

Silva

2023

Administrative Sciences

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Managing employee turnover is a key function in human resource management (HRM) that has become especially relevant given current staff shortages. The travel and tourism industry has been strongly affected, with many organizations having difficulty attracting and retaining workers. Portugal, as a prominent player in tourism, is no exception, and the workforce shortage crisis has been discussed in various forums and has attracted media attention. The present study examined hotel employees’ turnover intention and its relationship with their job satisfaction and positive perceptions of internal communication and organizational support. The proposed theoretical model included that internal communication contributes to the quality of employee–organization relationships by increasing perceived organizational support and job satisfaction, which in turn serve as sequential mediators of hotel workers’ diminished intent to leave their employer. Multiple regression analyses were performed using data collected from 12 hotels (number = 370 workers). The results support the model as they confirm that a statistically significant negative relationship exists between employees’ satisfaction with internal communication and their turnover intention. These variables are both directly and indirectly connected through perceived organizational support and job satisfaction. Implications for HRM are discussed including the importance of refining internal organizational communication to strengthen employee–organization ties.

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Section: Satisfaction With Internal Communication and Turnover Intentionmentioning

confidence: 99%

Satisfaction with Internal Communication and Hospitality Employees’ Turnover Intention: Exploring the Mediating Role of Organizational Support and Job Satisfaction

Duarte,

Silva

2023

Administrative Sciences

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How is employee performance affected by employer branding in tourism businesses? Mediation analysis

Al-Romeedy,

El-bardan,

Badwy

2024

JHTI

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PurposeThe study’s objective is to assess the impact of employer branding (EB) on person–job fit (PJF), work engagement (WE), internal communication (IC) and employee performance (EP) in tourism businesses. In addition, the study evaluated the mediating roles of PJF, WE and IC between EB and EP.Design/methodology/approachTo gather data, the questionnaire was distributed to 1,024 employees in travel agencies and 746 questionnaires valid for statistical analysis were received.FindingsThe findings indicated the positive influence of EB on PJF, WE, IC and EP. These findings also revealed the positive effects of PJF, WE and IC on EP. The partial mediating functions of PJF, WE and IC in the nexus between EB and EP, and the mediating function of PJF in the nexus between EB and WE are highlighted.Practical implicationsGeneral managers should invest in creating a strong EB that highlights the organization's core values, culture and unique features, such as personal development opportunities and a supportive environment.Originality/valueThis study presents and empirically examines an innovative theoretical model that thoroughly evaluates the effects EB, PJF, WE and IC on EP in the lens of Social Exchange Theory (SET).

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Relationship of Communication, Negotiation and Leadership on the Employee Performance for Sustainable Growth in Hotels

Hoo,

Qi,

Wolor

et al. 2024

jlsdgr

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Objective: This research aims to investigate what soft skills affect the performance of employees at Hotels for their sustainable growth in China. Sustainable Development Goals (SDG) 8, promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all. Theoretical Framework: The study’s underpinning theory was derived from the Lippman, Ryberg, Carney and Moore (2015) model of key softskills. Method: This study adopts convenience sampling and analyzes the data from 158 questionnaires distributed through SPSS. The analysis results will find out the more important and useful skills in hotels. This study was conducted at the Guizhou Province, China using online survey. Three soft skills of communication, negotiation, and leadership were tested to be positively correlated with the performance of hotel employees. Results and Discussion: This research also allowed us to identify which soft skills are most important to a team to enable the overall team to succeed. This research can provide a reference for the human resource management of hotels to plan the soft skill development training of employees. More and more companies realize that employees are one of the important factors for the company’s further development. If you want to develop better in the information age, you must have a group of outstanding employees. Therefore, the training plan to improve employee performance is a relatively important work in human resource management. Hard skills are just our visible professional and technical indicators, while soft skills are invisible indicators, and they are also a scale to measure a person's ability to handle things. Research Implications: Academic implication sees the use of Lippman et al (2015) model in underpin the variables related in the study of employee performance and soft skills. Practical implication include to emphasize the role of negotiation skills foe the employee performance. Originality/Value: This study provide insight on the role of negotiation skill in increasing the employee performance in the hospitality industry in China.

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Evaluating the Mediator Role of Organizational Identification in the Relationship between Symmetrical Internal Communication and Individual Performance of Hotel Employees

Cited by 3 publications

References 62 publications

Satisfaction with Internal Communication and Hospitality Employees’ Turnover Intention: Exploring the Mediating Role of Organizational Support and Job Satisfaction

Satisfaction with Internal Communication and Hospitality Employees’ Turnover Intention: Exploring the Mediating Role of Organizational Support and Job Satisfaction

How is employee performance affected by employer branding in tourism businesses? Mediation analysis

Relationship of Communication, Negotiation and Leadership on the Employee Performance for Sustainable Growth in Hotels

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