The effect of ruminative thought style and workplace ostracism on turnover intention of hotel employees: The mediating effect of organizational identification

Abstract

The effect of ruminative thought style and workplace ostracism on turnover intention of hotel employees: the mediating effect of organizational identification O efeito do estilo de pensamento ruminativo e do ostracismo no local de trabalho na intenção de rotatividade de funcionários de hotéis: o efeito mediador da identificação organizacional

A hotel stay for a respite from work? Examining recovery experience, rumination and well-being among hotel and bed-and-breakfast guests

“…Despite the advancement of rumination research in psychology and business, efforts to apply and operationalize the concept are lacking in hospitality. Hur and Jang (2019) explored the role of rumination and distraction of hotel employees in consumer forgiveness, and Turkoglu and Dalgic (2019) examined the ruminative thought style on turnover intention, but no studies have discovered how workrelated rumination could impede individuals' recovery experience through lodging and wellbeing.…”

The mediating role of psychological distress between ostracism, work engagement, and turnover intentions: An analysis in the Cypriot hospitality context

“…Excluding someone from a group can have a more detrimental impact on that person than aggression, intimidation, and pestering (Williams & Nida, 2009). It threatens the essential needs and desires of belonging or fitting in the group, self-esteem or self-respect (Wesselmann, Bagg, & Williams, 2009), and is recognized as one of the factors which decrease employees' work engagement, causes distress, and increases turnover intentions (TI) among employees (Ferris, Brown, Berry, & Lian, 2008;Leung, Wu, Chen, & Young, 2011;Turkoglu & Dalgic, 2019).…”

Consequences of abusive supervision on Indian service sector professionals: a PLS-SEM-based approach

“…It is understood as employees’ willingness to deliberately and permanently separate themselves from their organization (Price, 2001). Turnover intention precedes the employee’s initiative to leave and find alternate employment opportunities (Dai et al , 2018; Turkoglu and Dalgic, 2019). The terms turnover intention, intention to leave and ITQ are used interchangeably and the employee’s turnover intention has always been a significant theme of interest among professionals and researchers due to its adverse consequences (Gordon et al , 2019).…”

“…In this phenomenon, any individual or group of people ignore, isolate and decrease social interaction with other employees at work and avoid speaking to them or inviting them in group activities (Ferris et al , 2008; Robinson et al , 2013). In service industry, the service value chain’s efficacy depends on smooth coordination and cooperation among all internal stakeholders, any disturbance like WO can lead to reduction in service efficiency (Leung et al , 2011), increase in stress level (Chung, 2018), high frequency of hostile work behaviour (Turkoglu and Dalgic, 2019) of an employee.…”

“…Similarly, workplace ostracism (WO) has been able to garner lot of attention in the recent past (Howard et al , 2020). Although, the extant literature reports of few studies on WO and employee turnover intention (Chen and Wang, 2019; Turkoglu and Dalgic, 2019); however, any empirical investigation involving personality traits such as resilience is quite scarce (Zhu et al , 2019). Moreover, the concept of resilience has also gained considerable importance in work settings (Srivastava and Madan, 2020) due to its unique ability to mitigate negative emotions and help individuals overcome difficulties and challenges (Shirazi et al , 2016).…”