2022
DOI: 10.1108/ijchm-12-2021-1490
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When observers of customer incivility revisit the restaurant: roles of relationship closeness and norms

Abstract: Purpose Considerable research has examined the negative consequences of customer incivility on employees (e.g. turnover intention and sabotage behavior toward the customer). However, there is scant research investigating how other customers, as observers, may react to incivility. This knowledge gap should be filled because hospitality services are often consumed in the public setting where customers can observe and be influenced by each other. The purpose of this study is to fill this gap by examining observin… Show more

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Cited by 20 publications
(10 citation statements)
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“…Industry stakeholders, including policymakers and academia, among others, are increasingly exerting their influence on hospitality businesses to offer decent conditions of employment, to their human resources (Camilleri, 2016; ILO, 2023). Various researchers commend that the hospitality practitioners ought to be fair, honest, trustworthy and respectful toward their employees (Hwang et al , 2022). They posit that human resources managers should look after their valued employees by offering them great working environments, fair and just human resources practices, as well as fun, creative and productive organizational cultures (Mitchell et al , 2020).…”
Section: Introductionmentioning
confidence: 99%
“…Industry stakeholders, including policymakers and academia, among others, are increasingly exerting their influence on hospitality businesses to offer decent conditions of employment, to their human resources (Camilleri, 2016; ILO, 2023). Various researchers commend that the hospitality practitioners ought to be fair, honest, trustworthy and respectful toward their employees (Hwang et al , 2022). They posit that human resources managers should look after their valued employees by offering them great working environments, fair and just human resources practices, as well as fun, creative and productive organizational cultures (Mitchell et al , 2020).…”
Section: Introductionmentioning
confidence: 99%
“…Hospitality organizations have long valued the philosophy of “the customer is king” and focused on delivering high-quality service (Hwang et al , 2022; Liu et al , 2022a, 2022b). However, because hospitality employees typically experience income instability, irregular working hours and lack of close supervision during delivery of service (Gip et al , 2023; Zhu et al , 2019), they inevitably encounter challenges in delivering high-quality service and are prone to being caught up in service sabotage.…”
Section: Introductionmentioning
confidence: 99%
“…Hospitality organizations have long valued the philosophy of "the customer is king" and focused on delivering high-quality service (Hwang et al, 2022;Liu et al, 2022aLiu et al, , 2022b.…”
Section: Introductionmentioning
confidence: 99%
“…CSH can be attributed to the power imbalance between customers and service employees (Good and Cooper, 2016; Liu et al , 2022; Jung and Yoon, 2020). The philosophy of “the customer is king” is widely adopted in hospitality organizations (Lu et al , 2022; Hwang et al , 2022; Ram, 2018), and so customers are encouraged to believe they have power over service employees, which can lead to various pervasive types of customer misbehavior, including CSH (Booyens et al , 2022). Hospitality services also promise the provision of satisfaction and pleasure, which may introduce notions of sexuality into service processes (Dawson et al , 2021; Madera et al , 2019).…”
Section: Introductionmentioning
confidence: 99%