Organizational politics and employee job performance in the tourism and hospitality industry: workplace stress and counterproductive work behavior

Abstract

Purpose This study aims to explore how job performance (EJP) is affected by employees’ perception of organizational politics (POP). It also investigates the mediating roles of workplace stress (WS) and counterproductive work behavior (CWB). Design/methodology/approach Data was gathered from employees working in category (A) travel agencies and five-star hotels in Egypt. A partial least squares structural equation modeling analysis was conducted using 468 valid responses. Findings The findings indicate that there is a negative correlation between POP and EJP. Additionally, there is a positive correlation between POP and CWB as well as WS. The results also demonstrate a negative correlation between WS and CWB with EJP. Moreover, the findings suggest that CWB and WS act as partial mediators in the relationship between POP and EJP. Originality/value The research included some ground-breaking investigations. Currently, research on the effects of POP on CWB, WS and EJP is insufficient. As well, the current study attempts to measure the mediating role of CWB and WS in the link between POP and EJP. The current study has filled a gap in the tourism and hospitality literature, human resources management literature and organizational behavior literature by empirically analyzing these links in the context of Egyptian hotels and travel agencies.

Digital Leadership and Sustainable Competitive Advantage: Leveraging Green Absorptive Capability and Eco-Innovation in Tourism and Hospitality Businesses

“…Lastly, the findings reveal that eco-innovation has a positive impact on sustainable competitive advantage and positively mediates the relationship between digital leadership and sustainable competitive advantage. These findings are in line with previous research conducted by Kuo et al [102], Ismail et al [15], and Al-Romeedy and Khairy [103].…”

Catalyzing Green Identity and Sustainable Advantage in Tourism and Hotel Businesses

“…A green organizational identity significantly boosts sustainable competitive advantage in tourism and hospitality organizations by embedding sustainability into the core values and operations of the business. This strong identity fosters a culture of environmental responsibility among employees, promoting consistent and innovative green practices [68,92]. It also enhances the organization's reputation among eco-conscious consumers, attracting a loyal customer base that values sustainability.…”

“…Consequently, employees become effective ambassadors of the organization's green values, improving internal communication and collaboration on sustainability efforts. This internal promotion of green initiatives not only boosts morale and job satisfaction but also strengthens the organization's overall brand image, making it more appealing to eco-conscious consumers and stakeholders [68,69]. Hence, the following hypothesis is proposed: H2.…”

“…The study focuses on 5-star hotels and category (A) travel agencies, which constitute the majority of Egypt's tourism and hospitality industry, for their exceptional services and commitment to quality guest services. They are companies that work in outbound and domestic tourism and provide a variety of services such as comprehensive trips, organizing tourism programs, booking travel tickets, religious tourism, tourist transportation, and other services [20,68,101]. As per the 2018 report by the Egyptian Ministry of Tourism, the Greater Cairo region of Egypt contains 30 five-star hotels and 2222 category-A tourist companies.…”

The Effects of Job Stress on Burnout and Turnover Intention: The Moderating Effects of Job Security and Financial Dependency

“…Although work stress is a phenomenon that emerges under the influence of various factors, it also has negative consequences for employees and businesses [14,15]. Previous studies have shown that work stress levels can affect employees' well-being [5], affective and normative commitment, job satisfaction [16], job performance [17], productivity [18], work alienation [19], depression, cardiovascular disease, cancer risks [20], turnover intentions [21], and burnout levels [22]. This study focuses on the work-related burnout problem, which is negatively affected by work stress, from among the aforementioned variables.…”