Examining the impact of artificial intelligence on hotel employees through job insecurity perspectives

Koo, Bonhak; Curtis, Catherine; Ryan, Bill

doi:10.1016/j.ijhm.2020.102763

Cited by 85 publications

(79 citation statements)

References 59 publications

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“…For example, Erebak and Turgut [ 54 ] found that employees’ growing concerns about the speed of robot technology led to perceptions of job insecurity. Koo et al [ 55 ] also showed that hotel employees’ perceptions of job insecurity which were caused by the introduction of AI had a significant negative impact on their job engagement and turnover intentions. Similarly, Lingmont and Alexiou [ 56 ] showed that individuals’ awareness that their jobs are being automated by STARA (i.e., smart technology, artificial intelligence robotics and algorithms) can have a negative effect on perceptions of job insecurity especially among those whose jobs are at a relatively high risk of being automated including transportation and logistics, construction, sales, education, maintenance, office support, financial and legal service, and manufacturing and agriculture.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

Peng

Potipiroon

2022

Behavioral Sciences

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Job insecurity is a growing concern among bank employees. In this research, we examined whether psychological capital can alleviate bank workers’ perceptions of job insecurity and job stress during COVID-19. In particular, we aimed to examine this relationship at both the individual and work-unit levels of analysis. Based on the data collected from 520 bank tellers in 53 bank branches in Thailand, our multilevel structural equation modeling (MSEM) analyses revealed that there was significant between-branch variation in the levels of psychological capital (15%), job insecurity (23%) and job stress (24%). In particular, perceptions of job insecurity were found to have a positive effect on job stress at both levels of analysis. We also found that psychological capital significantly reduced perceptions of job insecurity and job stress at the individual level. These findings emphasize that perceptions of job insecurity can emerge at both the individual and work-unit levels. Theoretical and practical implications are discussed.

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Section: Theory and Hypothesesmentioning

confidence: 99%

Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

Peng

Potipiroon

2022

Behavioral Sciences

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“…However, the authors have not shown the influence of job insecurity on turnover intention. Job insecurity research is based on two groups that are the severity of the threat and powerlessness of six observed variables (Koo et al, 2021).…”

Section: Discussionmentioning

confidence: 99%

An integrated fuzzy AHP and fuzzy TOPSIS approach in the hotel industry

al.¹

2022

Int. j. adv. appl. sci.

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In the context of the COVID-19 epidemic, the turnover intention rate is increasing day by day. The objective of this study is to identify the main factors influencing turnover intention in the Vietnam hospitality industry. The study utilizes the fuzzy AHP and fuzzy TOPSIS model to evaluate the dimensions of the hotel employee turnover intention model. The performance evaluation for employee turnover intention includes Work Itself, Supervision, Coworkers relationships, Salary and Benefit, Career Opportunities, Job Stress, Perceived Risk, and Job Insecurity. These dimensions generate a final evaluation for ranking priority among the employee turnover intention of the proposed model. The importance level of dimensions is evaluated by 17 experts, and decision-making is processed through the fuzzy concept and fuzzy environment. From the critical fuzzy AHP and fuzzy TOPSIS analysis results, the study shows that the most important dimensions of employee turnover intention in the hotel industry model are Salary and Benefit. Moreover, the results indicate that the least important dimensions are the Co-workers' Relationship, Supervision, and Career Opportunities. The second group dimensions that impact employee turnover in the context of the COVID-19 epidemic are Work Itself, Job Stress Perceived Risk, and Job Insecurity. Moreover, this study’s results show that three-star hotels have the highest value of turnover intention; the second is the Four and Five-star hotels, and the third is the Below three-star hotels. The results of the study will help businesses in the fields of hospitality have a more comprehensive view of human resource management activities. Especially, this study provides implications for hotel managers in understanding employee behavior and their turnover intention during the context of the COVID-19 epidemic based on the eight proposed dimensions.

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“…Moreover, some classic theories could give new ways for PSCs study. For example, social network explained the interests between different organizations (or individuals), which also shows PSCs are widespread (Valeri and Baggio 2020a;b, c).…”

Section: Limitations and Suggestions For Future Studymentioning

confidence: 99%

“…The quantitative study found that the industrial characteristics of PSCs in the hotel online booking market, that is, relationship loss costs contribute the most to the formation of the PSC construct. Qualitative research further uncovers unexplained aspects from the results of the quantitative study (Koo et al 2020a) to explain interrelationships among switching costs and the antecedents and consequences within the context of online hotel booking.…”

Section: Introductionmentioning

confidence: 99%

The role of procedural, financial and relational switching costs in the Chinese online hotel booking market: antecedents and consequences

Huang

Wang

Jiang

et al. 2021

Inf Technol Tourism

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This study reveals the key facets of switching costs and their antecedents within the context of online hotel booking in China using mixed methods. Survey results based on 368 valid responses indicate significant antecedents stemming from the characteristics of the online booking market and the individual behavioural and experiential characteristics of customers. However, relational switching costs show a significant positive effect on customers' intentions to continue with their current online booking service provider, while other switching costs do not. Qualitative research further explores the multi-dimensional nature of customer-perceived switching costs and shows that consumers' habitual purchases with an online hotel booking service provider form trust, increasing the cost of brand relationship losses and preventing customers from switching. When the self-construal of consumers is different, the homogeneity of providers will have both a positive and negative impact on switching intentions. There are also some interesting findings regarding learning costs in the online hotel booking field. This study extends knowledge about customer retention in the competitive Chinese online booking market by incorporating different types of antecedents and testing their influences on different facets of switching costs as well as the consequences.

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Examining the impact of artificial intelligence on hotel employees through job insecurity perspectives

Cited by 85 publications

References 59 publications

Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

An integrated fuzzy AHP and fuzzy TOPSIS approach in the hotel industry

The role of procedural, financial and relational switching costs in the Chinese online hotel booking market: antecedents and consequences

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