Service quality and the training of employees: The mediating role of organizational commitment

Dhar, Rajib Lochan

doi:10.1016/j.tourman.2014.08.001

Cited by 267 publications

(221 citation statements)

References 85 publications

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“…To address these contemporary issues, we conceptualise a moderating mediating model based on three well-known theories. This integrative model is also an expansion of Dhar's (2015) recommendation.…”

Section: Rationale Of the Studymentioning

confidence: 99%

“…Scholars variously conceptualise organisational commitment (e.g., Dhar, 2015;Sani, 2013;Ariani, 2012;Mahmood, 2012;Ahmad and Bakar, 2003;Bartlett, 2001;Brief, 1998;Steers, 1997;Allen and Meyer, 1996;Liou and Nyhan, 1994;Jaros et al, 1993). From the point of view of Allen and Meyer (1996), organisational commitment is "a psychological association between employee and organisation; this association persuades the employee to not leave the organisation".…”

Section: Organisational Commitmentmentioning

confidence: 99%

“…Tanriverdi (2008) asserts that organisational commitment is the degree to which employees socialise in an organisation for the purpose of fulfilling their job responsibilities. In the present study, organisational commitment is seen through one of its components affective commitment (recently used by Dhar, 2015;developed by Meyer et al, 1993). Affective commitment is an organisation's ability to predict commitment; this has gained considerable attention from researchers (Meyer et al, 2006).…”

Section: Organisational Commitmentmentioning

confidence: 99%

“…The present study focuses on diversity of outcomes by utilising all three theories. Modified by authors, based on; Ferraz and Gallardo-Vaqueq (2016), Alfandi (2016) ;Dhar, (2015), Arogan et al (2014), andÚbeda-García et al (2013). Note: Hypothese (H4,H7,& H9) are about mediation analysis.…”

mentioning

confidence: 99%

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Understanding Diversity of Outcomes in Organisational Training: A Literature-based View

Waheed¹,

Mustapha²,

Hadi³

2017

Mediterranean Journal of Social Sciences

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Taking into consideration the limitations of recently published studies, the present study explores the diverse outcomes of HR practices (training being one of them). From a literature-based view, it was found that organisational training improves learning capability in employees if psychological association (the value held) persuades them not to leave the organisation. The relationship between training and organisational performance is explained by employees' performance as well as organisational learning. Findings from this study have practical implications for HR managers and training institutions, and theoretical implications for academics. The formation of intangible assets is a key source of sustainable competitive advantage even in environmental volatility.

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Section: Rationale Of the Studymentioning

confidence: 99%

Section: Organisational Commitmentmentioning

confidence: 99%

Section: Organisational Commitmentmentioning

confidence: 99%

mentioning

confidence: 99%

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Understanding Diversity of Outcomes in Organisational Training: A Literature-based View

Waheed¹,

Mustapha²,

Hadi³

2017

Mediterranean Journal of Social Sciences

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“…Sum fyrirtaeki í þessari stöðu bjóða þjónustu sína aðeins hlusta úr árinu (Helgadóttir og Sigurðardóttir, 2008;Løseth 2014). Árstíðasveifla hefur víðtaek áhrif á rekstur og þróun fyrirtaekjanna, ekki hvað síst þegar kemur að þjálfun og fraeðslu starfsfólks (Dhar, 2015) en algengt er að sjálfboðaliðar, fjölskylda, vinir og vandamenn hlaupi undir bagga á álagstímum í litlum fjölskyldufyrirtaekjum í ferðaþjónustu (Løseth, 2014;Thuneberg og Mustoenen, 2015). Á mörgum áfangastöðum ferðamanna er lögð áhersla á að draga úr árstíðasveiflu í ferðaþjónustu og auka þannig nýtingu húsnaeðis, mannafla og annarra framleiðsluþátta.…”

Section: áRstíðabundin Starfsemiunclassified

Lífsstíll verður ferðavara; þróun fyrirtækja í hestamennsku á Íslandi

Sigurðardóttir¹

2016

TVE

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ÁgripÍ þessari grein er skoðað hvað einkenni þróun fyrirtaekja í hestamennsku (e. horse industry) á Íslandi og hverjar séu helstu ástaeður þess að hestamennska sem áhugamál eða lífsstíll er þróuð yfir í fyrirtaeki. Auk þess er rýnt í það hver sé þáttur ferðaþjónustu í þróun hestamennsku sem atvinnugreinar á Íslandi. Skoðað er hvernig hestamennska og ferðamennska maetast í fjölþaettri og ört vaxandi atvinnustarfsemi, ekki síst í dreifbýli. Talsverðar rannsóknir eru til um einkenni og þróun lífsstílsfyrirtaekja m.a. í ferðaþjónustu en lítið er um rannsóknir meðal slíkra fyrirtaekja í hestamennsku. Rannsóknin var eigindleg og framkvaemd í gegnum hálfopin viðtöl við 16 rekstraraðila í hestamennsku. Vísbendingar komu fram um að fyrirtaeki í hestamennsku gangi fremur milli kynslóða en ferðaþjónustufyrirtaeki almennt, sem kemur nokkuð á óvart og vekur athygli á mögulegri sérstöðu hestamennsku og hestatengdrar ferðaþjónustu samanborið við önnur form ferðaþjónustu. Tengsl hestamennsku og ferðaþjónustu eru fjölþaett og spanna allt frá því að fyrirtaeki í hestamennsku hafi tekjur sínar eingöngu af ferðaþjónustu yfir í að fyrirtaekin hafi engin bein tengsl við ferðaþjónustu. Leitt er líkum að því að í þeim fyrirtaekjum þar sem ferðaþjónusta hefur ekki bein áhrif innan fyrirtaekjanna sjálfra hafi ferðalög tengd þeim töluverð óbein efnahagsleg áhrif innan ferðaþjónustunnar. Abstract This paper deals with what identifies the development of equestrian businesses in Iceland andwhy the lifestyle and hobby of the equestrian business operators was developed into a business or profession. The importance of tourism in this development is also analysed. The paper looks into how the horse industry and the tourism industry are intertwined in a thriving industry of equestrian tourism in Iceland, particularly in rural areas. The research was qualitative and conducted through open ended interviews with 16 operators within the horse industry in Iceland. The findings indicate that it is more likely that horse based businesses, including horse tourism businesses, are to be passed forward to new generations of operators than tourism businesses in general. Relations of the horse industry in one hand and the tourism industry on the other seem to be important. Businesses combining tourism and different kinds of horse based activities seem to be common. The combination varies from horse businesses with no direct relations to tourism to businesses entirely basing their income 1 Höfundur er lektor við Ferðamáladeild Háskólans á Hólum. Netfang: inga@holar.is. Ritrýnum og ritstjóra eru faerðar þakkir fyrir uppbyggilega rýni og gagnlegar ábendingar við ritun og frágang greinarinnar.This work is licensed under a Creative Commons Attribution 4.0 License.

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Employee Turnover: HRM Challenges to Develop Commitment and Job Satisfaction

Charles‐Pauvers¹

2020

Shapes of Tourism Employment

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Service quality and the training of employees: The mediating role of organizational commitment

Cited by 267 publications

References 85 publications

Understanding Diversity of Outcomes in Organisational Training: A Literature-based View

Understanding Diversity of Outcomes in Organisational Training: A Literature-based View

Lífsstíll verður ferðavara; þróun fyrirtækja í hestamennsku á Íslandi

Employee Turnover: HRM Challenges to Develop Commitment and Job Satisfaction

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