Psychological contract fulfillment in the hotel workplace: Empowering leadership, knowledge exchange, and service performance

Wu, Cheng‐Hsun; Chen, Tso-Jen

doi:10.1016/j.ijhm.2015.04.008

Cited by 105 publications

(90 citation statements)

References 105 publications

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“…Both nurses' in-role and organisational citizenship behaviour -behaviour that goes beyond formal job requirements -have been studied. In general, an impact on different types of organisational citizenship have been identified, such as civic virtue (Bellou 2008), helping behaviours (Johnson & O'Leary-Kelly 2003) and knowledge exchange (Wu & Chen 2015). In this study we focus on customeroriented behaviour as a specific type of individual-targeted citizenship behaviour.…”

Section: Literature Reviewmentioning

confidence: 99%

Fulfilment of administrative and professional organisational obligations and nurses' customer-oriented behaviours

Trybou

Gemmel

2016

J Nurs Manag

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Section: Literature Reviewmentioning

confidence: 99%

Fulfilment of administrative and professional organisational obligations and nurses' customer-oriented behaviours

Trybou

Gemmel

2016

J Nurs Manag

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“…How these HR practices affect, employees' psychological contract might be critical in how organizations work on more consistent communication and management of this psychological contract. As employees and employers interact with each other, psychological contracts develop (Hemdi, Hafiz, Mahat, & Othman, 2014;Wu & Chen, 2015).…”

Section: Employee Motivationmentioning

confidence: 99%

“…HR practices might influence psychological contracts between employees and employers in two ways (Hemdi et al, 2014;Wu & Chen, 2015). First, HR practices from recruitment, payment, and firing could affect employees' skills, attitudes, and behaviors, ultimately shaping how employees perform in the organization, and even their decisions to stay or leave.…”

Section: Employee Motivationmentioning

confidence: 99%

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The Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study

Okae

2018

IJLD

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The purpose of this quantitative correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. A convenience sample of 156-services related employees from the hospitality industry in Western Georgia; Central Mississippi; and North Central Texas participants in the online surveys. The results from multiple linear regression models were significant in predicating employee turnover in the hospitality industry. In the final model, the five predictors accounted for approximately 36% of the variance in turnover intention, and the result was statistically significant, (R² =. 36, F (5, 105) = 11.57, p < .001). Motivation was not a significant predictor of employee's turnover intentions. The introduction of others organizational related variables by future researchers might enhance the effectiveness of the model. The practical implications for change include the ability of hospitality leaders' to implemented strategies and policies into their business practice to reduce employee turnover with industry, which is vital for organizational to retain skilled worker while maintaining profitability.

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“…From the perspective of social exchange, employees who expect support and assistance from their co-workers must also provide support and assistance to their co-workers. In addition, workers who want to be respected and valued must demonstrate a behaviour that benefits the organization or their co-workers (Wu and Chen, 2015;Cho and Johanson, 2008). Leader-member exchange (LMX) is a type of exchange that has been attracting the most attention among social exchange premises (Organ, Podsakoff, and MacKenzie, 2006).…”

Section: Introductionmentioning

confidence: 99%

Two social exchanges and service personnel’s internal service behavioural intention at international tourism hotels

Chen

2016

European Journal of Tourism, Hospitality and Recreation

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Hospitality is a service industry in which team cooperation and assistance among the co-workers is necessary. Scholars have found that salary or benefits by themselves are not sufficient to motivate employees' internal service intention and attitude. The norm of reciprocity in which the individuals' intention results in active behaviour that is driven by the desire to obtain rewards has rarely been applied in the field of hotel internal service. In this study, we used the theory of planned behaviour (TPB) to investigate the effects of leader-member exchange (LMX) and co-worker exchange on internal service behavioural intention and its causes, that is, attitude, subjective norms, and perceived behavioural control. In this study, we chose frontline professional service personnel from 30 international tourist hotels in Taiwan as research subjects and collected 684 valid questionnaires for statistical analysis. The results showed that LMX and co-worker exchange significantly affected the internal service behavioural intention and were significantly correlated with the causes of internal service behaviour intention, that is, attitude, subjective norms, and perceived behavioural control. The results of this study should provide practical and theoretical assistance guidance for the rapidly growing domestic hospitality industry, in terms of increasing service competitiveness and facilitating the strategic planning of human resource management. EJTHR 2016; 7(3):146-155

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Psychological contract fulfillment in the hotel workplace: Empowering leadership, knowledge exchange, and service performance

Cited by 105 publications

References 105 publications

Fulfilment of administrative and professional organisational obligations and nurses' customer-oriented behaviours

Fulfilment of administrative and professional organisational obligations and nurses' customer-oriented behaviours

The Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study

Two social exchanges and service personnel’s internal service behavioural intention at international tourism hotels

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