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

BACKGROUND: Millions of employees were laid off during the COVID-19 pandemic. The hospitality industry has been gravely hit by this crisis. OBJECTIVE: Drawing from the theory of conservation of resources (COR), our study aims to examine possible factors that influence turnover intention among hotel employees. METHODS: The hypotheses were tested on 141 hotel employees from Klang Valley, Malaysia. Data were collected by means of questionnaires, purposive sampling was employed, and PLS-SEM was used in performing the data analyses. RESULTS: Job insecurity and psychological distress were found to be the potent antecedent of turnover intention. In contrast, the role of perceived supervisor support did not significantly moderate the effects of both job insecurity and psychological distress on the quitting intention. CONCLUSION: Re-looking at existing policies and leadership styles may be fruitful in ensuring the sustainability path of an organization. This is pivotal in growing back the entire hospitality industry that has gravely affected by COVID-19.

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“…Perceived supervisory support adapted from Chen and Wu [45] and turnover intention was computed using the scale designed by Anasori et al [52].…”

Section: Methodsmentioning

confidence: 99%

Job insecurity and psychological distress during the COVID-19 outbreak: The moderating role of perceived supervisor support among hotel employees in Malaysia

Appannan

Maheswaran

Raime

et al. 2022

WOR

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“…As despotic leadership represents a workplace stressor, employees will suffer from resource loss and the lack of resources gain (Schyns and Schilling, 2013). Consequently, employees will experience an emotional imbalance and depleted social resources, which will not only make them more psychologically distressed but also make it difficult for them Impact of despotic leadership on employees to identify with their organizations (Anasori et al, 2021). Therefore, employees respond to such stressful situations by engaging in unfavorable work outcomes to protect against the loss of their remaining resources (Hobfoll, 1989).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Fire in the belly: the impact of despotic leadership on employees work-related outcomes in the hospitality setting

Albashiti

Hamid

Aboramadan

2021

IJCHM

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Purpose Building on conservation of resources theory and unfolding theory of turnover, this paper aims to propose a model of the effects of despotic leadership on employees’ job satisfaction and turnover intention in the hospitality industry. In this model, the authors theorize psychological distress to play an intervening role among the aforesaid linkages. Design/methodology/approach The data were collected in three-waves from 212 employees working in Palestinian restaurants. A covariance-based matrix in structural equation modeling was used to verify the proposed linkages in the study. A marker variable was used to control the common method bias. Findings The results showed that despotic leadership has a direct negative effect on job satisfaction and a positive indirect effect on turnover intentions. Besides, psychological distress showed to play significant mediating effects among the aforementioned relationships. Practical implications This study gives insights to the hospitality industry on how despotic leadership can be destructive and lead to negative consequences. Originality/value This study is unique, as it is the first study conducted on despotic leadership in a hospitality setting. The study responded to scholarly calls made to enrich the literature pertaining to despotic leadership and its outcomes.

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“…Anasori et al (28) noticed that employees' psychological engagement has an essential role in the brand-building process of firms. In addition, employees' job performance and productivity are also influenced positively when they have an emotional and psychological bond with organizations.…”

Section: Employee-based Brand Equitymentioning

confidence: 99%

Role of employee loneliness, job uncertainty and psychological distress in employee-based brand equity: Mediating role of employee exhaustion

Chen

Li²,

Li³

et al. 2022

Front. Public Health

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Employee-based brand equity plays a crucial role in building organizations' brand equity, and organizations strive to maintain it because of its stimulating effect on competitive achievement. Based on psychological contract and stress theory, this study developed a model that points out the antecedents which can play an adverse role in the EBBE building process. This study explores the role of employee loneliness, job uncertainty, and psychological distress on employee-based brand equity. This study also explores the mediating role of emotional exhaustion in these relationships. For the empirical analyses of the model, this study gathered data based on a 459 sample size under a time-lag approach from the employees of clothing brands in China. This study analyzed the data through partial least square structural equation modeling (PLS-SEM). For this purpose, SmartPLS software was used. The outcomes revealed that employee loneliness has no direct relationship with employee-based brand equity; however, job uncertainty and psychological distress negatively influence employee-based brand equity, such as job uncertainty and psychological distress reduce employee-brand-based equity. Moreover, emotional exhaustion mediates the relationship between employee loneliness and employee-based brand equity and job uncertainty and employee-based brand equity; however, emotional exhaustion does not mediate the relationship between psychological distress and employee-based brand equity. Finally, practical implications, limitations, and future directions are discussed in this study.

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

Cited by 61 publications

References 100 publications

Job insecurity and psychological distress during the COVID-19 outbreak: The moderating role of perceived supervisor support among hotel employees in Malaysia

Job insecurity and psychological distress during the COVID-19 outbreak: The moderating role of perceived supervisor support among hotel employees in Malaysia

Fire in the belly: the impact of despotic leadership on employees work-related outcomes in the hospitality setting

Role of employee loneliness, job uncertainty and psychological distress in employee-based brand equity: Mediating role of employee exhaustion

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