Studying the relationship between human resources practices, employee motivation, and online hotel reviews: An empirical approach to the hospitality industry

Meira, Jéssica Vieira de Souza; Hançer, Murat; Anjos, Sara Joana Gadotti dos; Eves, Anita

doi:10.1177/14673584211024710

Cited by 6 publications

(1 citation statement)

References 66 publications

(184 reference statements)

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“…The hospitality industry encompasses a variety of pursuits and functions, such as catering, accommodation and other facilitates besides hotels (Madera et al ., 2017; Marco-Lajara and Úbeda-García, 2013; Yang et al ., 2018). The hotel industry represents a key segment of the hospitality industry (Garcıa-Lillo et al ., 2018; Tracey, 2014; de Souza Meira et al ., 2022).…”

Section: Introductionmentioning

confidence: 99%

Human resource development practices and employee engagement: the mediating role of organizational commitment

Otoo,

Rather

2024

RAMJ

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PurposeHighly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.Design/methodology/approachData were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.FindingsThe results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.Research limitations/implicationsThe generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.Practical implicationsThe study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.Originality/valueBy evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.

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Section: Introductionmentioning

confidence: 99%

Human resource development practices and employee engagement: the mediating role of organizational commitment

Otoo,

Rather

2024

RAMJ

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Sustaining organizational trust among restaurant employees after the crisis: Insights from a developing country

Le,

Nguyen,

Nguyen

2024

Tourism and Hospitality Research

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Sustaining trustful employee-organization relationships and improving job satisfaction are always significant challenges for managers, especially in the restaurant industry. For the purpose of fathoming the value of trust, an analytical framework examining organizational trust as an explanatory mechanism through which various organizational conditions influence job satisfaction has been proposed based on the guidance of the social exchange theory. Analysis of survey data from 302 restaurant employees in a celebrated tourist destination of Vietnam have shown both direct and indirect impacts of transformational leadership, internal communication, and career growth on job satisfaction via enhanced trust. Together these main findings have contributed to academic research on employees’ attitudes within the organization and provided a blueprint for creating a congenial working condition for employees in restaurant businesses, which results in employee trust towards their organizations and job satisfaction.

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Effect of smart technology attributes on work-related behaviors through perceived usefulness: Moderating roles of perceived risk and hotel affiliation

Zhang,

Tavitiyaman,

et al. 2024

Tourism and Hospitality Research

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Hotels have speeded up technology adoption in response to the COVID-19 hit. This study attempts to understand whether smart technologies adopted by hotels enhance employees’ work-related behaviors (i.e., productivity, satisfaction, and retention) in the post-pandemic era. Through the lens of the Technology Acceptance Model (TAM), this study examines the relationships between smart technology attributes (STAs), hotel employees’ perceived usefulness (PU) of smart technology, and work-related behaviors (WBs). The moderating effects of perceived risk and hotel affiliation on the relationships are also investigated. Results from a survey of 272 hotel employees in Hong Kong indicate a positive influence of STAs on hotel employees’ PU, which in turn enhances their WBs. Furthermore, perceived risk and hotel affiliation are found to have a moderating effect on the relationships between STAs and PU. Theoretical contributions, managerial implications, and the limitations of this study are discussed.

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Studying the relationship between human resources practices, employee motivation, and online hotel reviews: An empirical approach to the hospitality industry

Cited by 6 publications

References 66 publications

Human resource development practices and employee engagement: the mediating role of organizational commitment

Human resource development practices and employee engagement: the mediating role of organizational commitment

Sustaining organizational trust among restaurant employees after the crisis: Insights from a developing country

Effect of smart technology attributes on work-related behaviors through perceived usefulness: Moderating roles of perceived risk and hotel affiliation

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