Fear of COVID-19, hotel employee outcomes and workplace health and safety management practices: Evidence from Sharm El-Sheikh, Egypt

Selem, Kareem M.; Ahmad, Muhammad Shakil; Belwal, Rakesh; Alkayid, Kholoud

doi:10.1177/14673584221119374

Cited by 12 publications

(12 citation statements)

References 54 publications

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“…Even though the ancient Egyptians were known for their sense of humor (Khalid et al , 2022) and were referred to as the “sons of jokes” because of their love of jokes and capacity for laughter in challenging circumstances (Mousa, 2020), hotel employees experienced frequent pressures and anxieties because of their workload (Ma et al , 2021; Valeri, 2022a, 2022b). In the hotel context, work pressure increased because of poor performance, high turnover and hectic environments (Selem et al , 2022a). Leaders have a crucial role in managing firms to ensure their survival and growth, mainly when there are financial difficulties or other crises, which are visible in the world’s economic systems (Zheng et al , 2022).…”

Section: Methodsmentioning

confidence: 99%

“…Currently, most complex business environments are confronted with enormous challenges (Shehawy, 2021). As a result of the new coronavirus (COVID-19) outbreaks’ effects on all industries, particularly the hotel industry (Mkheimer et al , 2022), everyone experienced uncomfortable traveling, which had a severe effect on all vital sectors (Selem et al , 2022a; Toanoglou et al , 2022). Therefore, the World Health Organization’s executive director released rules for stopping international travel to combat coronavirus sickness (Yin and Ni, 2021).…”

Section: Introductionmentioning

confidence: 99%

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Humorous leadership, upward voice and resistance to change in the hotel context: from affective events theory perspective

Salem

Selem

Khalid

et al. 2023

EBR

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Purpose The purpose of this paper is to explore the effect of affiliative-based humorous leadership on hotel employee outcomes (i.e. resistance to change and upward voice), underpinned by affective events theory. Further, this paper investigates psychological capital as a mediation effect and emotional intelligence as a moderation effect. Design/methodology/approach Using a structured questionnaire, 554 supervisors of 20 four- and five-star hotels in Sharm El-Sheikh responded based on a time-lagged approach. A Smart-partial least squares (Smart-PLS) v. 3.3.9 was used to analyze the data set. Findings The findings revealed that affiliative-based humorous leadership has a positive effect on psychological capital, and psychological capital has a positive association with employee upward voice. Psychological capital partially mediated the linkage of humorous leadership with employees' upward voices and resistance to change. According to the results, emotional intelligence strengthened the linkage of psychological capital with employee resistance to change and upward voice. Research limitations/implications The findings contribute to the body of knowledge on humor and the development of new ideas in the hospitality literature. This paper adds to the hospitality literature on humorous leadership in developing countries, specifically in Egypt. This paper also provides practitioners with new perspectives as they develop strategies and use humor-related wise leadership styles in the workplace. Originality/value To the best of the authors’ knowledge, this paper is one of the first studies to assess affiliative-based humor in leadership in the hospitality industry. This paper contributes to future studies on the crucial effect of workplace engagement and its association with employees’ novel and intriguing actions and offers a good guideline for organizations and enterprises wishing to better leverage leader humor.

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Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Humorous leadership, upward voice and resistance to change in the hotel context: from affective events theory perspective

Salem

Selem

Khalid

et al. 2023

EBR

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“…Tolksdorf et al (2022) conducted a systematic literature review and found similar results that fear of COVID-19 was a significant predictor of employee turnover. In another study among hospitality workers, Selem et al (2022) reported that fear of COVID-19 reduces employees' psychological well-being, resulting in turnover intention. We extend the literature by contending that a high level of fear regarding COVID-19 will likely reduce employee retention.…”

Section: Fear Of Covid-19 and Er Retentionmentioning

confidence: 98%

“…Furthermore, telecommuting is especially valuable during COVID-19 as it reduces physical contact with coworkers, decreasing the spread and fear of COVID-19 (Iversen et al, 2022). As a result, decreased fear of COVID-19 enhances their retention (Selem et al, 2022;Tolksdorf et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

An Empirical Analysis of the Mediating Role of Fear of COVID-19 Between Telecommuting and Employees Retention

Samad¹,

Rauza

Misron³

et al. 2023

Employ Respons Rights J

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Telecommuting has been found to have a profound effect on employee turnover intention. However, the literature is vague in understanding the mechanism through which telecommuting affects employee retention (ER). Grounded on the conservation of resource (COR) theory and social exchange theory (SET), this study examined the impact of telecommuting on ER and fear of COVID-19 and the subsequent impact of fear of COVID-19 on ER. The study also investigated fear of COVID-19 as a mediating mechanism between telecommuting and ER. Data collected from 307 employees working in nonprofit and nongovernmental organisations in Balochistan, Pakistan was analysed using PLS-SEM. The findings showed that telecommuting was positively related to ER while its relationship was negative and significant with fear of COVID-19. Further analyses showed that fear of COVID-19 was negatively related to ER. The findings further revealed that fear of COVID-19 mediated the influence of telecommuting on ER. The overall results demonstrate the importance of telecommuting in strengthening ER and reducing fear of COVID-19. The study provides a tool for policymakers and management practitioners to set up plans for a situation like COVID-19 in the future. Supplementary Information The online version contains supplementary material available at 10.1007/s10672-023-09448-3.

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“…, health and safety practices, training type, and socio-demographic information of informants. With regards to health and safety practices, a number of instruments have been developed to measure it(Bobo, 2017;Senya, 2017;Selem et al, 2022). Nevertheless, this study adapted health and safety practices put forth by health and safety consultant, Neal Etchells; executive housekeeper at the Mövenpick Resort & Spa Mauritius, Jawahir Purmeswur; executive housekeeper at the Swissôtel Zurich in Switzerland, Christopher Rossbach; and executive housekeeper, Elena Philip of Discovery at Marigot Bay, St Lucia.…”

mentioning

confidence: 99%

Health and Safety Practices in Hotels in Central Region, Ghana: Does Being a TVET-Trained Housekeeper Matter?

Siaw¹

2022

EJHS

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Purpose: Despite evidences that training helps improve health and safety practices in hotels, there is modicum of knowledge of how being a Technical and Vocational Education and Training-trained housekeeper influences health and safety practices in hotels in Central Region, particularly Cape Coast and Elmina. This study, in response to this gap, examined the effect of being a TVET-trained housekeeper on health and safety practices in hotels in Cape Coast and Elmina. Methodology: The explanatory research design was employed. Data were collected, using self-administered questionnaire, from 100 conveniently selected housekeepers of 51 hotels in Cape Coast and Elmina in the Central Region. Data collected were analysed using means, standard deviations and regression analysis. Findings: The results showed that seven dimensions account for about 60% of the variance in health and safety practices. Also, the general level of health and safety practices in hotels in Cape Coast and Elmina was high – with higher average scores recorded among TVET-trained housekeepers compared to non-TVET-trained housekeepers. Additionally, the study revealed a statistically significant positive effect of being a TVET-trained housekeeper on health and safety practices in hotels. Recommendation: It was recommended that for improved health and safety practices in the hotels in Cape Coast and Elmina, there is the need for TVET-trained housekeepers; thus, hotel operators should give preference to employing TVET-trained housekeepers.

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Fear of COVID-19, hotel employee outcomes and workplace health and safety management practices: Evidence from Sharm El-Sheikh, Egypt

Cited by 12 publications

References 54 publications

Humorous leadership, upward voice and resistance to change in the hotel context: from affective events theory perspective

Humorous leadership, upward voice and resistance to change in the hotel context: from affective events theory perspective

An Empirical Analysis of the Mediating Role of Fear of COVID-19 Between Telecommuting and Employees Retention

Health and Safety Practices in Hotels in Central Region, Ghana: Does Being a TVET-Trained Housekeeper Matter?

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