The impact of leader–member exchange on lodging employees’ dynamic capacities: The mediating role of job satisfaction

Eşitti, Bekir; Kasap, Mesut

doi:10.1177/1467358419826397

Cited by 20 publications

(18 citation statements)

References 33 publications

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“…Results also confirmed a partial mediating impact of job satisfaction on the effect of role conflict on employee intention to leave. The results on the mediating role of job satisfaction have also confirmed the empirical findings of previous research studies conducted in the hospitality literature (e.g., Chan & Ao, 2019;DiPietro et al, 2019;Eşitti & Kasap, 2019;Ohunakin et al, 2019).…”

Section: Discussionsupporting

confidence: 87%

Does Job Satisfaction Mediate the Effect of Role Stressors on Employee Turnover Intention in Hotel Businesses

Arıcı¹

2019

isarder

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Article Classification: Research ArticlePurpose -The research aims to test the mediator role of job satisfaction in predicting turnover intention and role stressors (role conflict, role overload, role ambiguity, job security and career opportunity) relationship by frontline employees.Design/methodology/approach -This research has adopted a descriptive research investigating the relationships between role stressors and employee turnover intention. A total of 226 frontline employees from four-and five-star hotel businesses in Antalya, Turkey have been surveyed by using a questionnaire. To test the internal consistency of the survey items, reliability and validity analyses were performed by using alpha coefficient values and factor analysis. In addition, the data were analyzed by using correlation and regression analysis.Findings -This research has adopted a descriptive research investigating the relationships between role stressors and employee turnover intention. A total of 226 frontline employees from four-and five-star hotel businesses in Antalya, Turkey have been surveyed by using a questionnaire. To test the internal consistency of the survey items, reliability and validity analyses were performed by using alpha coefficient values and factor analysis. In addition, the data were analyzed by using correlation and regression analysis.Discussion -The study findings confirmed previous studies which suggested that employee job satisfaction could reduce employee intention to leave the hotel organization. Using this important finding, researchers and practitioners can improve managerial policies to ensure more satisfied employees which in turn will result in lower level of employee turnover intention in the hotel industry. In addition, in the future studies, sample size could be expanded using one of the probability sampling methods to generalize the study findings. The detailed suggestions and further directions for such research have been discussed in the discussion section of this study.

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Section: Discussionsupporting

confidence: 87%

Does Job Satisfaction Mediate the Effect of Role Stressors on Employee Turnover Intention in Hotel Businesses

Arıcı¹

2019

isarder

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“…Compared with other factors influencing employees' attitude and performance, such as leadership support (Eşitti & Kasap, 2020; Nasution, 2017; Ohunakin et al, 2019; Podsakoff et al, 1990; Tepper, 2000), the work itself (e.g., environment and work conditions; Carvalho et al, 2016; Gogonea & Zaharia, 2016; Grobelna, 2019), pay and benefits (Jung & Yoon, 2015), workplace relationships (Lee et al, 2015; Sun & Sun, 2015), and promotional opportunities (Leong & Lam, 2016), there have been relatively fewer empirical studies on training and mentorship's role in employees' job satisfaction and task performance. This may be due to the irregular practice of mentoring and training activities and suggests an important research gap to be addressed.…”

Section: Literature Reviewmentioning

confidence: 99%

Driving frontline employees performance through mentorship, training, and interpersonal helping: The case of upscale hotels in China

Luo

2021

Journal of Tourism Research

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Building on signaling theory and the job demands‐resources model, this paper assessed mentorship, training and interpersonal helping's role on employee attitude and performance. Using a sample of 424 millennial young frontline employees from upscale hotels in China, results of this study suggested that training and mentorship positively influence employees' task performance both directly and indirectly (via job satisfaction), and their direct and indirect influences were similar in effect sizes; job satisfaction has a positive effect on task performance, while the moderating effect of interpersonal helping was not confirmed. This study contributes to signaling theory and job‐demands‐resources model, as well as providing important practical implications to hotel operators.

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“…The preferred instrument used to measure emotional intelligence, emotional labor and job satisfaction in this study was a questionnaire. The constructs used in this research have been mainly studied using quantitative methods, using instruments whose reliability and validity have been attested to in previous research (Acosta-Prado and Zárate-Torres, 2019; Eşitti and Kasap, 2020; Khairy, 2020; Lee and Madera, 2019; Li et al., 2018; Pacheco et al., 2019; Viseu et al., 2020; Wang, 2019), so this tool was considered as the best for reaching the goals of the study in an effective manner. Moreover, the questionnaire method enables the gathering of a larger amount of data, using already validated survey scales and ensuring the anonymity of respondents (which is of particular importance when researching job-related issues, when employees may not feel comfortable providing honest answers).…”

Section: Methodsmentioning

confidence: 99%

Acting the part: Emotional intelligence and job satisfaction as predictors of emotional labor in travel agencies

Knežević

Petrović

Kovačić

et al. 2020

Tourism and Hospitality Research

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Employees of retail travel agencies in sales roles can have long-lasting, direct contact with tourists which, in the case of poor customer service, can be extremely problematic for businesses. Because of this, it is important to understand how employees manage their emotions to help them to remain satisfied with their work, thus contributing to the satisfaction of tourists. However, job satisfaction, emotional intelligence and emotional labor in tourism have not previously been studied together as variables in a single model. This research analyses the mediating role of emotional intelligence in the relationship between job satisfaction and emotional labor in travel agencies, as well as job satisfaction as an antecedent of emotional labor. Data were collected from 160 employees of 45 travel agencies in the Serbian cities of Belgrade and Novi Sad. Results show that employees’ emotional intelligence mediates the positive relationship between job satisfaction and emotional labor. Management implications: Increasing employees’ emotional intelligence through training and development and actively recruiting employees with high emotional intelligence will reduce emotional exhaustion and improve customer satisfaction for retail travel agencies. Future research should include employees from other countries, in order to make comparisons and to validate results, as well as to test the created model by structural equation modelling (SEM), involving some other possible mediators, such as socio-demographics, personality traits or work motivation.

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The impact of leader–member exchange on lodging employees’ dynamic capacities: The mediating role of job satisfaction

Cited by 20 publications

References 33 publications

Does Job Satisfaction Mediate the Effect of Role Stressors on Employee Turnover Intention in Hotel Businesses

Does Job Satisfaction Mediate the Effect of Role Stressors on Employee Turnover Intention in Hotel Businesses

Driving frontline employees performance through mentorship, training, and interpersonal helping: The case of upscale hotels in China

Acting the part: Emotional intelligence and job satisfaction as predictors of emotional labor in travel agencies

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