Leader-member exchange and organizational citizenship behavior in hospitality industry: a study on effect of gender

Estiri, Mehrdad; Amiri, Nader Seyyed; Khajeheian, Datis; Rayej, Hamzeh

doi:10.1007/s40821-017-0083-7

Cited by 47 publications

(39 citation statements)

References 57 publications

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“…Of these characteristics, the influence of gender has generated the most attention and impact regarding this relationship [47,48]. However, although the numerous studies have examined the moderating effects of gender on specific relationships between LMX and work attitudes such as organisational citizenship behaviour [49], to date, there is no comprehensive published research that discusses the moderating effect of sex on the relationship between LMX and organisational commitment. A larger work group size and greater workload have been found to have direct negative effects on employee satisfaction and commitment [50].…”

Section: Hypothesismentioning

confidence: 99%

The Correlation between Leader–Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size

López-Ibort

Cuesta

Antoñanzas-Lombarte

et al. 2020

IJERPH

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The role of the supervisor in hospitals is to oversee and encourage the active work participation of registered nurses. In this context, leadership should be focused on the creation of a positive environment for the generation of high-quality care and the development of attitudes that have a beneficial influence on the work of the registered nurse. The aims of this study have been: (i) To verify if the quality of the supervisor–nurse interpersonal relationship was correlated with organisational commitment; (ii) to establish if the correlation could be moderated by empowerment, perceived organisational support, and leader–leader exchange. A cross-sectional survey with self-report questionnaires was performed. A total of 2541 registered nurses from nine public hospitals participated in the study. They completed scales measuring leader–member exchange, commitment, empowerment, perceived organisational support, and leader–leader exchange. There was a positive correlation between the quality of the leader–member exchange and commitment. Leader–leader exchange has a moderating effect on this relationship. The moderating effects of empowerment, perceived organisational support, and leader–member exchange on the supervisor–nurse interpersonal relationship and the nurse’s organisational commitment are influenced by sex and/or hospital size. Organisations should design supervisor training strategies aimed at establishing high-quality supervisor–nurse interpersonal relationships.

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Section: Hypothesismentioning

confidence: 99%

The Correlation between Leader–Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size

López-Ibort

Cuesta

Antoñanzas-Lombarte

et al. 2020

IJERPH

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“…Although relatively few in number, some studies have investigated unfair treatment due to favouritism in human resource (HR) practices with relatively consistent findings (Abubakar et al, 2017; Arasli and Tumer, 2008; Arasli et al, 2006; Rustemli et al, 2000). For example, Estiri et al (2018) found that a high perception of favouritism negatively influenced employees’ sense of belonging, which may lead to violation of the psychological contract between employee and employer. A psychological contract is a supposed set of mutual obligations between parties in an association (Robinson and Morrison, 2000; Robinson and Rousseau, 1994).…”

Section: Literature Reviewmentioning

confidence: 99%

Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate

Araslı

Arıcı

2019

German Journal of Human Resource Management: Zeitschrift für Pe

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The multilevel investigation examines the impacts of favouritism on non-beneficiaries’ turnover intention by focusing on the mediating role of psychological contract violation and the moderating roles of job insecurity climate and authentic leadership in family firms. Congruent with the theories of relative deprivation, belongingness, and social identity, this paper is among the first to propose and empirically examine how and when favouritism leads to higher or lower turnover intention in family firms. Having utilized time-lagged data from 576 non-beneficiaries who came from 101 work groups in 48 family firms in Turkey, our findings support the following: the significance of favouritism by demonstrating that non-beneficiaries’ turnover intentions are higher in family firms when they perceive favouritism to be high; favouritism in family firms positively influences psychological contract violation; psychological contract violation acts as a mediator of the association between favouritism and non-beneficiaries’ turnover intention; and both job insecurity climate and AL act as moderators of the relationship between favouritism and turnover intention. The theoretical and practical contributions of these findings are discussed.

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“…Previous studies on value-based strategies in service-based businesses confirmed the fact that creating value for customers is the basis for the survival and development of a company [74][75][76][77]. Recent trends in studies on value co-creation involved investigating the role of customers and service providers in the co-creation of value [39] and the outputs of value co-creation (i.e., beneficiaries involved in the services) [43].…”

Section: Literature Reviewmentioning

confidence: 99%

A Conceptual Framework for Value Co-Creation in Service Enterprises (Case of Tourism Agencies)

2019

Self Cite

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Traditional companies used to design products, evaluate marketing messages, and control product distribution channels with a low level of customer contribution. Nonetheless, with the advancements in communication and information technologies, the interaction between customers and company is much higher compared to the past, and it is no longer solely controlled by the companies; thus, users can now impact companies by simultaneously playing two roles as value creators and as consumers. The present study develops a conceptual framework for value co-creation in small- and medium-sized tourism agencies. The sample consisted of 23 purposefully selected employees and managers of small- and medium-sized tourism agencies. Data were extracted from semi-structured interviews and analyzed with open and axial coding. For validity, an eight-person panel of experts was asked to review the framework and to apply corrective comments. The reliability was tested using a re-test method, which confirmed the reliability of the coding with a re-test reliability of 79%. Based on the findings, the proposed framework contains eight components including value inception, value conception, value risk, resource planning, platform, actors, co-creation process, co-created value, and learning process, whose components were identified and encoded.

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Leader-member exchange and organizational citizenship behavior in hospitality industry: a study on effect of gender

Cited by 47 publications

References 57 publications

The Correlation between Leader–Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size

The Correlation between Leader–Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size

Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate

A Conceptual Framework for Value Co-Creation in Service Enterprises (Case of Tourism Agencies)

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