Hotel employees’ intention to stay through psychological contract fulfillment and positive emotions in post-lockdown era

Abstract

Purpose The study aims to investigate hotel employees’ intentions to stay in industry with the mediating role of psychological contract fulfilment (PCF) and moderating role of positive emotions and position held (frontline employees vs managers) in post-lockdown era. Design/methodology/approach The study has followed quantitative approach following the cross-sectional design. 414 respondents of hotel industry were contacted via online and offline method. The data was analysed using partial least square method using SmartPLS 3.0. Findings The findings suggest that perceived organizational support and supervisor trust had a good impact on psychological contract fulfilment and contributed positively to psychological empowerment. Additionally, psychological empowerment positively impacted psychological well-being and psychological well-being positively impacted intention to stay in hotel industry. PCF positively mediated the relationship between organizational support, trust in supervisor and psychological empowerment. Positive emotions positively moderated the relationship between PCF and psychological empowerment. Multi-group analysis revealed that the managers and frontline employees perceived the PCF and psychological well-being differently. Originality/value To the best of the authors’ knowledge, this study is one of the few to explore the intention to stay in hotel industry by integrating social exchange theory, organization support theory and broaden-and-build theory post lockdown circumstances.

Empowering employees, empowering the environment: green HRM’s journey to happiness, resilience and feedback seeking

“…This was done by showing how GHRM practices foster employee HAW. Addressing the role of GHRM in fostering HAW is significant for the hospitality industry because employee happiness directly impacts customer experience (Mehta et al, 2023). Furthermore, many HRM researchers pay increasing attention to employee outcomes should primarily be considered in the context of their impact on organizational performance, which tends to overlook the importance of employee well-being and the potential for mutual benefits between employers and employees (Hastuti and Timming, 2021).…”

“…HAW occurs when an individual feels joyful, pleased, or enjoys their work in the social setting of their workplace (Salas-Vallina et al, 2017b). Understanding this relationship is vital for developing effective HR strategies that promote environmental sustainability and enhance employee well-being (Mehta et al, 2023). So far, research on HAW has concentrated on variables like leadership, work climate, person-organization fit, and work meaningfulness (Dahiya and Raghuvanshi, 2021), with a notable absence of studies exploring the impact of GHRM practices on HAW.…”