The effects of tourist incivility, job stress and job satisfaction on tourist guides' vocational commitment

Akgündüz, Yılmaz; Eser, Seçkin

doi:10.1108/jhti-07-2020-0137

Cited by 23 publications

(25 citation statements)

References 77 publications

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“…Furthermore, prior studies have revealed a clear relationship between organizational culture and JS (Mansoor and Tayib, 2010). Akgunduz and Eser (2020) confirmed that JS is positively correlated with AC; Ann et al (2014) found that JS exerted a negative effect on turnover intention. In other words, JS increases AC.…”

Section: Job Satisfaction and Affective Commitmentmentioning

confidence: 77%

“…Furthermore, Al-Aameri (2000) investigated JS and AC among Saudi Arabian nurses and found a strong positive correlation between variables. Lastly, Akgunduz and Eser (2020) affirmed that JS is positively correlated to and Malek et al (2018) demonstrated that professional satisfaction is a predictor of AC. Accordingly, H3 is supported.…”

Section: Jhti 55mentioning

confidence: 85%

“…Therefore, JS is an essential variable that promotes employee engagement. This concept is necessary for organizations because it predicts productivity, JS, motivation, commitment and low turnover (Akgunduz and Eser, 2020). According to Sagwa et al (2015), job security could influence organizational satisfaction and increase employees’ commitment levels.…”

Section: Discussionmentioning

confidence: 99%

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The impact of human resource management practices on job satisfaction and affective commitment in Hurghada resort hotels

Hussien

Ibrahim

Naser

2021

JHTI

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PurposeThe primary purpose of this study is to evaluate the positive influence of human resource management practices (HRMPs) on job satisfaction (JS) and affective commitment (AC).Design/methodology/approachData were collected through a self-administrated questionnaire disseminated in 19 resort hotels in Egypt’s Red Sea region. The structural equation modeling results indicate that HRMPs significantly affect JS and AC through mediation effects.FindingsThis study highlights the importance of a hotel’s behavior in fulfilling its HRMPs obligations on employee attitudes and behaviors. Effective HRMPs (i.e. recruitment and selection, training and socialization and security) positively influence employee outcomes like JS and AC. JS has a significantly positive relationship with AC and a mediating effect on the link between HRMPs and AC.Research limitations/implicationsThese results cannot be generalized to the overall Egyptian hospitality sector context. The survey data are self-reported, so future research should investigate hotel managers and guests through interviews or focus groups.Practical implicationsEffective HRMPs should increase JS and AC. human resource managers should emphasize the critical role of HRMPs in enhancing JS and AC and motivating hotel employees to remain with their hotels. They should also develop a robust framework to improve JS and AC with HRMPs effectively. This study provides a conceptual model for researchers in the HRM literature.Originality/valueTo the best of authors’ knowledge, this is the first study to empirically investigate the impact of HRMPs on JS and AC in the Red Sea region, with significant academic and practical implications. This research is unique in presenting a conceptual model exposing the AC of organizational commitment.

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Section: Job Satisfaction and Affective Commitmentmentioning

confidence: 77%

Section: Jhti 55mentioning

confidence: 85%

Section: Discussionmentioning

confidence: 99%

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The impact of human resource management practices on job satisfaction and affective commitment in Hurghada resort hotels

Hussien

Ibrahim

Naser

2021

JHTI

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“…It also increases employees' revenge motivation and service sabotage (Cheng et al, 2020). Specifically, Akgunduz and Eser (2020) found that tourist incivility has a negative impact on normative commitment. It could be deduced that most of these studies were conducted in advanced societies with fewer studies in developing societies.…”

Section: Conceptual Modelmentioning

confidence: 96%

Customer incivility and employee work engagement in the hospitality industry: roles of supervisor positive gossip and workplace friendship prevalence

Ugwu

Onyishi

Anozie

et al. 2021

JHTI

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PurposeIn this paper, the impact of customer incivility on work engagement was investigated. The authors also explored whether supervisor positive gossip and workplace friendship prevalence moderated the impact of customer incivility on work engagement in the Nigerian context.Design/methodology/approachThe authors used a time-lagged design to collect data from 258 frontline casual dining restaurant employees across city centers in South-eastern Nigeria who completed Time 1 and Time 2 paper surveys after a one-month interval.FindingsStructural equation modeling (SEM) revealed that while customer incivility was negatively lx`inked to work engagement, supervisor positive gossip and workplace friendship prevalence were positively linked to work engagement. It was also found that both supervisor positive gossip and workplace friendship prevalence moderated the negative connection between customer incivility and work engagement.Practical implicationsOne proactive way to forestall the negative impact of customer incivility on work engagement is for managers to devise approaches to decrease the impact of uncivil customer behaviors, such as developing an atmosphere that engenders friendship and speaking positively to subordinates about other employees' work behaviors.Originality/valueAlthough increased scholarly attention has been paid to workplace incivility, customer incivility has not been sufficiently addressed. Earlier research on workplace gossip is influenced by the widely-held belief that gossip is often negative, with far less attention given to the sunny side of gossip. This study is one of the earliest efforts to examine the moderating roles of supervisor positive gossip and workplace friendship prevalence in the negative link between customer incivility and work engagement in the hospitality industry.

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“…Tausing et al [25] add that workplace stress is a feature of the job style, such as the presence of a low level of decision making and a large number of demands. Akgunduz, Y. and Eser, S. [26] explained that job stress, which could be explained as a global and severe type of stress, affects employees' energy for performing their job and reduces their capacity. Wickramasinghe, V. [15] also suggests that employees who deal with complex work descriptions, role conflict, work uncertainty, and increased workplace stress could result in having less sustainable career satisfaction.…”

Section: Relationship Between Job Stress and Career Satisfactionmentioning

confidence: 99%

Workplace Flexibility for Sustainable Career Satisfaction: Case of Handling in the Aviation Sector in North Cyprus

2021

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The purpose of this research was to find out how workplace flexibility affects the employees’ flexibility in order to increase their career satisfaction while reducing their workplace stress with the mediating role of goal orientation. Employees need workplace flexibility to develop a better sustainable career. In doing so, the relationship between workplace flexibility and career satisfaction can be affected by two different factors. One of them is job stress, which can be a mediating factor, and the second is goal orientation, which in this study was considered as a moderator between two variables. For this research, a quantitative research method was applied, and a survey was distributed to 216 respondents, namely, everyone working in handling in a single aviation sector of North Cyprus, to obtain better and clearer results from the respondents. A pilot test was completed and data were collected face-to-face in order to observe the reaction of respondents to develop better results and reduce any mistakes that could arise by answering the questionnaire. Moreover, in order to test the reliability of questionnaires, a pilot test was completed with 14% of the respondents and the results were evaluated by examining Cronbach’s alpha. Job stress is a negative term; therefore, surprisingly, there was a positive correlation between workplace flexibility and job stress in the findings. The results were discussed and specifically analyzed with the literature review. Findings of the article clarify that workplace flexibility, along with goal orientation, is expected to positively contribute to the sustainable career satisfaction of employees in the handling sector. This research will make an important contribution to the existing literature pertaining to flexible arrangements in the workplace, sustainable career satisfaction, job stress, and goal orientation, and will contribute to further theories in this field.

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The effects of tourist incivility, job stress and job satisfaction on tourist guides' vocational commitment

Cited by 23 publications

References 77 publications

The impact of human resource management practices on job satisfaction and affective commitment in Hurghada resort hotels

The impact of human resource management practices on job satisfaction and affective commitment in Hurghada resort hotels

Customer incivility and employee work engagement in the hospitality industry: roles of supervisor positive gossip and workplace friendship prevalence

Workplace Flexibility for Sustainable Career Satisfaction: Case of Handling in the Aviation Sector in North Cyprus

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