Influence of leadership competency and organizational culture on responsiveness and performance of firms

Asree, Susita; Mezghiche, Mohamed; Razalli, Mohd Rizal

doi:10.1108/95961190980000613

Cited by 91 publications

(74 citation statements)

References 52 publications

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“…Those by Okeiyi et al (1994), Tas (1988), Kay and Russette (2000), Tas et al (1996), and Sandwith (1993) form the first group. The second group brings together the papers written by Fjelstul and Tesone (2008), Asree et al (2010) and Boyatzis (1982). Attention is paid to the managerial skills required for managers to be competent and to achieve a successful performance in all of these works; and 3) shown in yellow are the works of Mary Jo Bitner (1990), Bettencourt and Brown (1997), Morgan andHunt (1994) or Oliver (1997), to quote but a few.…”

Section: Resultsmentioning

confidence: 99%

Mapping the “intellectual structure” of research on human resources in the “tourism and hospitality management scientific domain”

Lillo

Claver‐Cortés²,

Úbeda‐García³

et al. 2018

IJCHM

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Purpose -The purpose of this paper -based on the conviction that the human resource is by far the most strategic or distinctive resource available to firms competing in hospitality and tourism industriesis to objectively analyze the research on HR developed in the domain of tourism and hospitality management between 1997-2016.Design/methodology/approach -'Bibliometric' methods are utilized: 'document citation and co-citation analyses', as well as 'multivariate and social network analyses (SNA).' Findings -The paper provides an interesting inventory of the theoretical foundations of knowledge developed around HR in the field under study by different theoretical frameworks and scientific disciplines, such as marketing or psychology. However, its main contribution is to identify an important 'gap' in the literature in the specific area of management.Research limitations/implications -The present study has several limitations resulting from the utilization of 'bibliometric' methods applied in the analyses performed. As for the implications, these are more than obvious.Originality/value -The authors believe that research developed here provides -through a kind of 'meta-analysis'-a valuable outlet from which future researchers could benefit, giving them easier access to the theoretical foundations on which HR research in the field in question is based. Our work also suggests some paths for future development or research in the field within the context of hospitality and tourism industries.

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Section: Resultsmentioning

confidence: 99%

Mapping the “intellectual structure” of research on human resources in the “tourism and hospitality management scientific domain”

Lillo

Claver‐Cortés²,

Úbeda‐García³

et al. 2018

IJCHM

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show abstract

“…Untuk memenangkan persaingan, perusahaan harus mampu memberikan kepuasan kepada para pelanggannya, yaitu dengan menghasilkan kualitas pelayanan yang sesuai dengan harapan pelanggan. Dalam rangka untuk menyediakan nilai kepada pelanggan, strategi pelayanan harus mempertimbangkan manajemen dalam perusahaan pada berbagai perilaku di organisasi (Asree et al, 2010).…”

Section: Pendahuluanunclassified

Analisis Kompetensi Kepemimpinan dan Budaya Organisasi Terhadap Kepuasan Pelanggan Melalui Perilaku Responsif (Studi pada PT Garuda Indonesia Kantor Cabang Surabaya)

Karimah¹

2016

BFJ

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The purpose of this research is to find out the influence of leadership competencyand organization culture to customer satisfaction either directly or indirectly throughresponsive behavior employees. This research has three variables namely independentvariables (leadership competency and organizational culture), mediating variable (responsivebehavior) and dependent variable (customer satisfaction). The population in thisresearch are frontliners and customer of PT Garuda Indonesia Surabaya Branch Office.The technique of data collection is the census method. Data are gathered by questionnairesgiven to 42 frontliners and customers of PT Garuda Indonesia Surabaya BranchOffice. This research used quantitative approach with multiple regression analysis. Theresult shows that leadership competency, organizational culture and frontliner responsivebehavior have significantly influence to customer satisfaction. Responsive behavior doesnot mediate the influence of leadership competency and organizational culture to customersatisfaction.

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“…The researchers sent letters to these hotels explaining the study purpose and inviting their participation. The researchers effects of organizational culture on creativity and motivation (Hon & Leung, 2011) and performance (Asree et al, 2010).…”

Section: Data Collection and Data Analysismentioning

confidence: 99%

“…Additionally, recent hospitality studies have also studied organizational culture and its relationship with different constructs. For instance, Asree, Zain, and Razalli (2010) investigated the operations strategy of hotels in order to determine whether the infrastructural aspects of their operational practices (i.e., leadership competency and organizational culture) would affect their responsiveness to their employees and customers. Another study conducted by Hon and Leung (2011) analyzed the effect of three types of cultures (innovative, traditional, and cooperative culture) on employees' creativity by using data obtained from 50 service and hospitality firms in China.…”

Section: Introductionmentioning

confidence: 99%

Interpersonal Trust, Organizational Culture, and Turnover Intention in Hotels: A Cross-Level Perspective

Ozturk

Hançer²,

Wang³

2014

Tourism Analysis

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The aim of the present study was to understand the influence of interpersonal trust and organizational culture on employees' turnover intention. The data of the study were collected from 252 hotel employees in Turkey. Study results showed that both affective trust and cognitive trust were negatively related to hotel employees' turnover intention. Furthermore, clan organizational culture, adhocracy organizational culture, and market organizational culture were also negatively related to turnover intention of hotel employees. However, the results indicate that hierarchy organizational culture does not have a significant impact on hotel employees' turnover intention. The findings provide valuable theoretical and practical implications and suggestions for future research.

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Influence of leadership competency and organizational culture on responsiveness and performance of firms

Cited by 91 publications

References 52 publications

Mapping the “intellectual structure” of research on human resources in the “tourism and hospitality management scientific domain”

Mapping the “intellectual structure” of research on human resources in the “tourism and hospitality management scientific domain”

Analisis Kompetensi Kepemimpinan dan Budaya Organisasi Terhadap Kepuasan Pelanggan Melalui Perilaku Responsif (Studi pada PT Garuda Indonesia Kantor Cabang Surabaya)

Interpersonal Trust, Organizational Culture, and Turnover Intention in Hotels: A Cross-Level Perspective

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