Linking human resources practices to employee engagement in the hospitality industry: the mediating influences of psychological safety, availability and meaningfulness

Rabiul, Md Karim; Mohamed, Ahmad Edwin; Patwary, Ataul Karim; Yean, Tan Fee; Osman, Siti Zaitun

doi:10.1108/ejmbe-12-2020-0347

Cited by 27 publications

(30 citation statements)

References 66 publications

(292 reference statements)

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“…As predicted by self-concept theory (Rabiul et al , 2021) and social exchange theory (Choi et al , 2015), appropriate inclusive leadership promotes dedication, absorption and vigour among employees within the organisation. Once employees perceive their leaders as available, open and accessible whenever they are needed, they will be engaged in their work roles.…”

Section: Resultsmentioning

confidence: 99%

“…Tabak and Hendy (2016) posit that engaged employees are associated with their work and exhibit strong energy towards their work. Further, Rabiul et al (2021) highlighted that extremely engaged workers result in limited turnover intention, improved customer service delivery, improved customer incivility behaviour, enhanced financial performance and decreased job stress. Several scholars agreed that work engagement is a strong predictor of organisational performance (Bakker, 2011; Bakker and Bal, 2010; Van Beek et al , 2012).…”

Section: Literature Review and Hypotheses Formulationmentioning

confidence: 99%

“…Self-concept theory posits that employees develop positive behaviour and feelings when they receive support from their leaders (Tan et al , 2020). As such, when leaders are available whenever needed, employees will exhibit behaviours and attitudes that benefit the organisation (Rabiul et al , 2021). Organisational support, especially from top management, is regarded as an essential determinant of employees' performance in the hospitality industry (Li et al , 2010).…”

Section: Introductionmentioning

confidence: 99%

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The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

Vakira

Shereni

Ncube

et al. 2022

JHTI

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PurposeThis paper assesses the inclusive leadership and employee engagement nexus in the hospitality industry, using psychological safety as a mediator.Design/methodology/approachThe study conveniently sampled 247 employees from the hospitality industry in Zimbabwe. Data were collected using a self-administered structured questionnaire with the aid of trained research assistants. Descriptive and inferential statistics were generated using the Statistical Package for Social Sciences (SPSS) version 23. Regression analysis was used.FindingsThe findings of this study indicate that the predictor variable (inclusive leadership) directly affects the outcome variable (employee engagement) in the presence of the mediator. In addition, these findings depict that the indirect coefficient was partially significant, which shows that psychological safety partially affects employee engagement in the presence of inclusive leadership.Research limitations/implicationsThe study came up with essential conclusions on the link between inclusive leadership and employee engagement in the hospitality industry. However, there is a need to exercise caution when generalising the findings to a different setting. The results represent the opinions of a sample drawn from Zimbabwe, a developing country in Southern Africa. Future research can carry out a comparative study on the same variables in the context of developed and developing countries. Further, future research can execute a longitudinal analysis to better understand if inclusive leadership directly affects employee engagement in the presence of psychological safety. This would help hospitality management to employ relevant leadership strategies that enhance employee engagement.Practical implicationsThis research has pertinent implications for both academics and human resource practitioners. The study results revealed that there is a direct effect on inclusive leadership and employee engagement. Practically, if leaders avail themselves to work with employees and discuss business operations and social issues affecting them, employees will be committed to exerting more energy towards their work and productivity will be improved. Moreover, it is understandable that mistakes always happen, but errors will be minimised and controlled in such an environment. The results also revealed that the connection between inclusive leadership on employee engagement is partly enhanced by the moderator. This may be taken as a good strategy that can be employed by human resources practitioners in the hospitality industry.Originality/valueThe study significantly contributes to researchers and practitioners because it develops strategies for enhancing employee engagement in the hospitality sector. In addition, there is scant research that explores the mediating relationship of psychological safety between inclusive leadership and employee engagement in developing countries, particularly in the hospitality sector.

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Section: Resultsmentioning

confidence: 99%

Section: Literature Review and Hypotheses Formulationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

Vakira

Shereni

Ncube

et al. 2022

JHTI

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“…Questionnaires were distributed by representatives (such as students, friends and colleagues) and the researchers themselves in Kuala Lumpur, Penang, Selangor, Melaka and Kedah. These are the most prominent tourist areas and have the largest number of hotels (Rabiul et al , 2021a; Rabiul et al , 2021b).…”

Section: Methodsmentioning

confidence: 99%

Linking environmental knowledge, environmental responsibility, altruism, and intention toward green hotels through ecocentric and anthropocentric attitudes

Patwary

Rasoolimanesh²,

Rabiul³

et al. 2022

IJCHM

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Purpose This study aims to examine the effects of environmental knowledge, perceived environmental responsibility and altruism on tourist’s intention to stay in green hotels. In addition, the mediating role played by tourists’ attitudes, including ecocentric and anthropocentric attitudes, is explored. Design/methodology/approach Data were collected from 393 international tourists in Malaysia. This study followed a cross-sectional approach and applied the partial least squares – structural equation modelling using SmartPLS version 3 software to analyse the data and test the hypotheses. Findings The results indicated that environmental knowledge, altruism, environmental responsibility and ecocentric and anthropocentric attitudes positively influence tourists’ intention to stay in green hotels. Ecocentric attitudes mediate environmental knowledge, altruism, environmental responsibility and intention to stay in green hotels. However, environmental knowledge and altruism do not influence anthropocentric attitudes. Likewise, anthropocentric attitudes do not mediate the relationship between environmental knowledge, altruism, perceived environmental responsibility and intention to stay in green hotels. Research limitations/implications This study posed several theoretical and practical implications that will benefit future researchers and practitioners while exploring tourists’ behaviour in a green hotel context. Originality/value This study makes a unique and significant contribution by including ecocentric and anthropocentric attitudes in a unified model underpinned by the Theory of Planned Behaviour and the Value-Basis Theory.

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“…It is necessary to have ethical leaders in various organizations, especially after the psychological feelings of hotel employees have been destroyed due to the COVID-19 outbreak (Fu, 2020). These leaders motivate their subordinates to do the right things and to be goodwill ambassadors in the workplace (Elhoushy and El-Said, 2020;Rabiul et al, 2021). Although such complex issues have been studied in advanced countries, little research has been conducted in a context with different cultural differences in the developing countries (e.g.…”

Section: Introductionmentioning

confidence: 99%

Can hotel employees arise internal whistleblowing intentions? Leader ethics, workplace virtues and moral courage

Mkheimer

Selem

Shehata

et al. 2022

EJMBE

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PurposeThis study investigates the relationship between leaders' ethical behaviors and internal whistleblowing among hotel employees through the mediation role of organizational virtuousness. According to the conceptual framework, ethical leadership creates a virtuous workplace and encourages whistleblowing.Design/methodology/approachA survey approach with responses of 442 employees from Egyptian five-star hotels was used. Structural equation modeling (SEM) was used to test the hypotheses proposed based on leader–member exchange (LMX) and ethical leadership theories.FindingsEthical leadership has a favorable impact on organizational virtuousness and, as a result, has a significant impact on whistleblowing intention. The ethical leaders–subordinates' intents to whistleblow association partially mediated organizational virtuousness. To assist them in reporting ethics violations, most hotel employees require organizational characteristics, such as organizational climate and psychological empowerment, in addition to individual characteristics, such as moral bravery and ethical efficacy.Originality/valueThe conceptual framework of this paper adds a new guide for future research related to the hospitality literature, which is how employees' intent to internal whistleblowing. As such, senior management should serve as a moral role model for hotel employees, inspiring them to be moral and allowing them to participate in decision-making.

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Linking human resources practices to employee engagement in the hospitality industry: the mediating influences of psychological safety, availability and meaningfulness

Cited by 27 publications

References 66 publications

The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

The effect of inclusive leadership on employee engagement, mediated by psychological safety in the hospitality industry

Linking environmental knowledge, environmental responsibility, altruism, and intention toward green hotels through ecocentric and anthropocentric attitudes

Can hotel employees arise internal whistleblowing intentions? Leader ethics, workplace virtues and moral courage

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