Purpose The purpose of this study is to investigate the mediating effect of job embeddedness on the relationships between high-performance work practices, trust in supervisor and turnover intentions of frontline employees in the hospitality industry. Design/methodology/approach Data were collected from 343 frontline employees working in four- and five-star hotels of Thailand. Partial least squares was used for analysis because it is considered as the best method to analyze the data containing both reflective and formative indicators. Findings Results suggest that job embeddedness fully mediates the effects of high-performance work practices and trust in supervisor on turnover intentions and turnover intention positively affects the actual voluntary turnover. Practical implications The study confirms that high-performance work practices (empowerment, training and rewards) and trust in supervisor affect turnover intentions through on-the-job embeddedness. Hence, high-performance work practices embed hotel employees in their jobs, and they are unlikely to display turnover intentions. Furthermore, low level of trust in supervisor must be addressed to maintain a healthy environment where employees are able to develop their job embeddedness. Originality/value This study contributes to the body of research on the theoretical explanation of the consequences of trust in supervisor in hospitality industry, as well as to the growing body of research on turnover intentions in frontline employees.

This study examines how transformational leadership relates to employee's innovative work behavior through intrinsic motivation, psychological empowerment, and creative process engagement. On the basis of an interactional approach, this study hypothesized that (a) there is an interaction between transformational leadership, intrinsic motivation, and psychological empowerment, such that transformational leadership has the strongest positive relationship with innovative work behavior when employees have high levels of intrinsic motivation and psychological empowerment; and (b) creative process engagement mediates the effect that this three-way interaction between transformational leadership, intrinsic motivation, and psychological empowerment has on innovative work behavior. In Study 1, we used a time-lagged research design, collecting multi-source data from 347 software engineers and their respective supervisors, working in IT companies in China. The results of Study 1 supported our hypotheses. In Study 2, we used a more temporally rigorous research design in which data were collected in three stages, with a six-month time interval separating Stages 1 and 2, and Stages 2 and 3. On the basis of the timelagged and multi-source data from 393 software engineers and their respective supervisors, from IT companies in Pakistan, we found that Study 2 produced the same results as Study 1.

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Meta-analyses on the relationships of organisational commitment (OC), job satisfaction (JS) and organisational citizenship behaviour (OCB) have been used to assess necessity of one another by evaluating their causality through the notion of sufficiency. This study applies necessity condition analysis (NCA) on r values collected from a systematic review of the relationship between OC, JS, and OCB and tests their relations under the notion of necessity. Two meta-analyses were performed on 140 error adjusted effects reported from 70 studies which fulfilled study's selection and inclusion criteria. Meta-analytical results provided positive and significant OC-JS ( r ¼ 0.546) and OC-OCB ( r ¼ 0.374) relationships. NCA scatterplot, statistics, and bottleneck analysis confirmed the necessity of OC-JS relationship for medium and high level of the desired OC-OCB relation. This study fulfilled the literature gap on the mutual relationship of OC, JS, and OCB by focusing on the notion of necessity rather than the traditional employed notion of sufficiency through a novel method that is testing necessity hypotheses through meta-analyses. For researchers, this method provides a novel approach to analyse meta-analytical data, while enabling practitioners for identifying and focusing on necessary relationships rather than diverging their energies and resources on factors that partially affect the outcomes.