How Job Insecurity Affects Innovative Work Behavior in the Hospitality and Tourism Industry? The Roles of Knowledge Hiding Behavior and Team Anti-Citizenship Behavior

Aliane, Nadir; Al-Romeedy, Bassam Samir; Agina, Mohamed Fathy; Salah, Perihan A. Mohsen; Abdallah, Rabab Mahmoud; Fatah, Mohamed Abdel Hamed Abdel; Khababa, Nourredine; Khairy, Hazem Ahmed

doi:10.3390/su151813956

Cited by 6 publications

(3 citation statements)

References 90 publications

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“…E-HRM contributes to nurturing an inventive atmosphere within organizations by providing collaborative platforms that facilitate the sharing of knowledge and the generation of ideas. This, in turn, fosters communication and interaction among employees, promoting the exchange of creative concepts and cultivating a culture that acknowledges and rewards organizational innovation, as stated by (Aliane et al, 2023). As highlighted by Imperatori (2017), integrating online platforms for idea generation, assessment, and implementation into e-HRM allows employees to easily submit their ideas, offer feedback on others' ideas, and engage in initiatives driven by innovation.…”

Section: Organizational Innovation Mediates the Relationship Between ...mentioning

confidence: 95%

Hospitality 2.0: Decoding E-HRM's Role in Innovation and Sustainability

Parveen,

Nazel Alraddadi

2024

MMI

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The aim of this research paper is to engage with the ongoing scientific discourse surrounding the impact of electronic human resources management (E-HRM) technology on organizational sustainability, performance, and innovation within the context of the dynamic Saudi Arabian hospitality industry. Drawing upon a quantitative research methodology, this study seeks to unveil the intricate relationship between the latent variable (e-HRM) and the dependent variables, namely, organizational innovation, organizational performance, and organizational sustainability. The systematic organization of literary sources and research approaches underpins the comprehensive nature of this study, which holds particular relevance against the backdrop of Saudi Arabia’s ambitious Vision 2030 development plan. The plan envisions diversifying the economy, reducing dependence on oil, and fostering sustainable growth – objectives that resonate strongly with the challenges and opportunities within the hospitality sector. The paper progresses logically, employing robust statistical software such as SPSS version 25 and SmartPLS 3.3.5 to rigorously evaluate and test the measuring and structural models. This meticulous approach includes hypothesis testing to assess indicators’ reliability, convergent validity, and discriminant validity. The study meticulously examines a sample of 438 employees within the Saudi hospitality industry. Methodological tools, including detection analyses and correlation analysis, are deployed to ensure the integrity and accuracy of the data. The Saudi hospitality industry is strategically selected for its pivotal role in job creation, economic prosperity, and overall image projection. Empirical analysis forms the crux of this paper, revealingcompelling results that underscore the positive and significant influence of e-HRM technologies on organizational innovation, organizational performance, and organizational sustainability. The model’s robust fit, as evidenced by the SRMR value of 0.074 and the NFI score of 0.911, accentuates the reliability and validity of the research. Furthermore, the paper employs the blindfolding technique to assess the model’s predictive validity, revealing effect sizes of 0.223, 0.109, and 0.439 for organizational innovation, organizational performance, and organizational sustainability, respectively. This research not only empirically confirms but also theoretically substantiates the pivotal role of e-HRM technologies in shaping organizational outcomes. By delving into the mediating relationship betweenorganizational performance and organizational innovation, this study contributes significantly to understanding how e-HRM technologies can be a catalyst for organizational sustainability in the unique context of the Saudi hospitality industry. Beyond the academic realm, the findings provide actionable insights for policymakers, industry professionals, and stakeholders, aligning with the overarching goals of Saudi Vision 2030 to foster sustainable growth and development.

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Section: Organizational Innovation Mediates the Relationship Between ...mentioning

confidence: 95%

Hospitality 2.0: Decoding E-HRM's Role in Innovation and Sustainability

Parveen,

Nazel Alraddadi

2024

MMI

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“…Through collaborative platforms, E-HRM facilitates idea development and information sharing, which aids organizations in cultivating a creative culture. This fosters innovation, encourages the sharing of creative ideas, and creates an imaginative culture that is appreciated and rewarded by facilitating employee engagement and communication [25].…”

Section: Improved Decision-makingmentioning

confidence: 99%

Elevating Public Sector HR: A Comprehensive Exploration of E-HRM Adoption Drivers

Al-Hayani,

Al-Wattar

2024

IRJIET

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This comprehensive study explores the intricacies of Electronic Human Resource Management (eHRM) adoption within public sector organizations. Focusing on adoption drivers, e-HRM typologies, and the evolving role of technology, the research uncovers diverse opportunities and challenges faced by government agencies in the digital era. The findings emphasize the potential of e-HRM to enhance both strategic HR functions and operational efficiency. The proposed conceptual model, incorporating organizational, political, legal, social, technological, economic, and environmental perspectives, provides a nuanced understanding of the complexities surrounding e-HRM adoption. By acknowledging the transformative influence of Artificial Intelligence (AI) on HR practices, the study underscores the interconnected nature of HRM effectiveness and organizational outcomes. In conclusion, this research contributes valuable insights for HR practitioners and decision-makers navigating the dynamic landscape of eHRM adoption in the public sector. It emphasizes that while e-HRM holds great potential for improving organizational functions; its effective deployment requires a customized strategy and a deep understanding of the organizational context. The discussion on technologydriven HR transformations is enriched by insights into the impact of AI on HR practices and the relationship between HRM effectiveness and organizational outcomes. This study serves as a foundation for informed decisionmaking, practical implications for HR practitioners, and a significant contribution to the ongoing conversation on the future of HR management in the public domain.

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“…It achieves this by offering collaborative platforms that facilitate knowledge sharing and idea generation, thereby promoting communication and interaction among employees. This encourages the exchange of innovative ideas, fosters creativity, and cultivates a culture that recognizes and incentivizes innovation [10,34].…”

Section: The Relationship Between E-hrm and Sustainable Innovationmentioning

confidence: 99%

The Effect of Electronic Human Resource Management Systems on Sustainable Competitive Advantages: The Roles of Sustainable Innovation and Organizational Agility

Alqarni,

Agina,

Khairy

et al. 2023

Sustainability

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This study attempts to examine the impact of electronic human resource management (E-HRM) systems on achieving a sustainable competitive advantage (SCA) in the tourism and hospitality industry by incorporating sustainable innovation (SI) and organizational agility (OA) as mediators. To survive, tourist and hospitality organizations must embrace digital transformation by using E-HRM practices such as digital recruiting, online training, and performance management tools. Organizations may improve their HR departments’ efficiency, effectiveness, and decision making, enhancing the overall organizational performance and preserving a sustainable competitive edge. Middle and first-line management of the five-star hotels and travel agencies in category A operating in Egypt were investigated. A PLS-SEM analysis was performed on 313 valid responses, gathered using WarpPLS 7.0. The findings revealed that E-HRM is positively associated with SCA, SI, and OA. Furthermore, there were positive associations between SI and OA and SCA. SI and OA were also shown to be mediators in the relationship between E-HRM and SCA. The study adds to the existing literature on how E-HRM impacts SI, OA, and SCA. The relationship between these components in hotels and travel agencies has not been the subject of any empirical research. The current study has addressed gaps by empirically analyzing these relationships in the context of Egyptian hotels and travel agencies. It integrates E-HRM, innovation, organizational agility, and competitive advantage within the context of sustainability in tourism and hospitality.

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How Job Insecurity Affects Innovative Work Behavior in the Hospitality and Tourism Industry? The Roles of Knowledge Hiding Behavior and Team Anti-Citizenship Behavior

Cited by 6 publications

References 90 publications

Hospitality 2.0: Decoding E-HRM's Role in Innovation and Sustainability

Hospitality 2.0: Decoding E-HRM's Role in Innovation and Sustainability

Elevating Public Sector HR: A Comprehensive Exploration of E-HRM Adoption Drivers

The Effect of Electronic Human Resource Management Systems on Sustainable Competitive Advantages: The Roles of Sustainable Innovation and Organizational Agility

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