Purpose While former literature has shown that people have a strong tendency to seek religious support during difficult times, knowledge gaps exist in how the mechanism of religiosity works to support employees’ mental status and performance. Therefore, based on self-categorization theory, this study aims to examine the effects of employees’ intrinsic and extrinsic religiosity on building their mental toughness and mindfulness and the further formation of employees’ political skills. Design/methodology/approach Data was collected from 404 full-time hotel employees working in 34 hotels in Turkey during the coronavirus (COVID-19) pandemic in spring 2020. Structural equation modeling was used to examine the proposed hypotheses. Findings Results of this study show that intrinsic religiosity improves employees’ mental toughness, while extrinsic religiosity enhances employee mindfulness. Additionally, both mental toughness and mindfulness help employees to develop political skill. Research limitations/implications This study enriches knowledge to workplace religiosity literature and expands the research scope of religion-related research in hospitality and tourism literature. Future studies are recommended to consider religious heterogeneity and longitudinal design. Practical implications To foster employee mental well-being, hotel firms should create a religious-friendly workplace and develop religion-friendly policies. Opportunities should be created within hospitality organizations for employees to develop and use their political skills in needed work aspects. Originality/value The findings of this study contribute to valuable theoretical and practical implications. To the best of the knowledge, this study is one of the first attempts to study hotel employees’ religiosity during the COVID-19 pandemic.

Bu çalışma, konaklama işletmelerinde algılanan otantik liderliğin örgütsel güven üzerindeki etkisini açıklamaktadır. Veriler Rize ili kapsamında faaliyet gösteren 298 konaklama işletmesi çalışanından anket yolu ile toplanmıştır. Araştırma sonuçlarına göre otantik liderlik örgütsel güveni pozitif olarak etkilemektedir. Bu araştırma teoriye ve uygulamaya yönelik katkılar sunmaktadır.

The aim of this study is to explore the effect of trust perceptions of hotel employees in their managers on their organizational identification behavior and intention to quit. Initially, a literature review was performed and then a questionnaire was used to gather data. To analyze the data, T-test and variance analysis were carried out and Tukey and Tamhane tests were used as well. Lastly, structural equation modeling (SEM) was done to identify the degree and direction of the relationships. As a result of the T-test analyses, significant differences were found in 95% confidence level between the age groups and organizational identification (p=0,001) and intention to quit (p=0,000). Besides, it was identified that organizational identification behavior has an adverse effect on intention to quit (γ=-0,008). It was concluded that the higher the perception of trust in the manager, the higher the organizational identification behavior and the lower the intention to quit.

This study aims to examine the relationship between organizational commitment and organizational justice perceptions of employees working in private healthcare institutions in Van province. Within this purpose, the data was obtained through a questionnaire administered to 300 employees of four hospitals in Van. To measure the organizational justice perceptions of the employees, the organizational justice scale with three constructs was used, and their organizational commitment was measured with the organizational commitment scale having three constructs as well. According to the results, it was revealed that organizational justice perceptions of the employees influence their organizational commitment perceptions positively. JEL Classifications: M12, D23

The objective of this research is to be able to identify the organization silence attitudes of the employees working at the hotels being operated in the city of Rize. For this purpose, questionnaire was applied to 228 employees functioning at the hotels. The data obtained have been analyzed with LISREL program. As a result of confirmatory factor analysis oriented towards determining the organizational silence behaviors of those who have taken part in the survey, favorable significant differences have been identified among the factors of organizational silence behavior. In this context, it has been determined that the most effective variable of "I think that my managers would not listen to my ideas" at a rate of .84 on the factors of Managerial and Organizational Reasons; at a rate of .83 on the factor of the Work – Related Topics "Public speaking can lead to loss of my job" variable; at the rate of .84 on the factor of Lack of Experience of “Since my position I am in is a lower level, my notification of an idea is disregarded” variable; at a rate of .84 on the factor of Isolation Factor “Reporting an issue may reduce confidence and respect felt to me" and at a rate of .87 on the factor of Fear Regarding Harming the Relationships “When I tell the problems, my relationships are damaged” variable. In addition, it has been observed that the Work – Related Topics factor had an influence at the rate of .93 between the factors of Fear of Isolation and Fear of Damaging the Relationships and the factors of Lack of Experience and Fear of Damaging the Relationships had an impact at the rate of .93 between each other.