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Hotel Employee Self-Efficacy and Sustainable Hospitality Management

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A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Psychology of Sustainability and Sustainable Development".

Deadline for manuscript submissions: closed (31 January 2023) | Viewed by 19709

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Special Issue Editor

Prof. Dr. Chung-Jen Wang

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Guest Editor

Department of Hotel and Restaurant Management, National Pingtung University of Science and Technology, Pingtung 912301, Taiwan
Interests: hospitality management; hospitality education; research methods in hospitality; creativity research; service management

Special Issue Information

Dear Colleagues,

In recent years, with the rapid economic development, the market competition in the entire hotel industry has become particularly fierce, and the demand and standards for professional talents in hotels have become urgent. However, due to the working characteristics of the emotional labor and high staff mobility of the hotel service industry, it is essential for managers to develop the organizational, planning, and performance skills of hotels through sustainable management activities.

In this line, this Special Issue will focus on hotel employee self-efficacy and sustainable hospitality management. Since hotel employees generally have the characteristics of youthfulness and emotional labor, and because most of them are fresh graduates and interns who lack social experience and communication skills, it is more difficult for them to adapt to work. Therefore, determining how to eliminate employee burnout and increase their engagement and loyalty to the hotel is vital (Wang, 2019, 2020). Judging from the current development trend of human resource management in the hotel industry (Magnini, 2009), the influence of job (supervisor or perceived organizational support) and personal resources (personality and self-efficacy) on cognitive engagement at work cannot be overemphasized (Karatepe & Olugbade, 2009). In addition, the employment competition among various universities for hotel management students is increasing. How to cultivate talents that are more easily accepted by hotels and meet the needs of the modern hotel industry has become a key aspect of research activity (Wang, 2021). Therefore, learning as a training tool could also be used to improve employees’ soft skills, and could impact hotel employees’ individual characteristics in terms of motivation, self-efficacy, and intention to stay (Kim, Erdem, Byun, & Jeong, 2011).

Through planning, participating in performances, and completing some challenging tasks in sustainable hospitality management, employees enhance their sense of pride and gain a sense of accomplishment. Long-term staying in this state will achieve a multiplier effect with half the effort. In addition, these activities also have a strong heart-building effect, adjusting employees' bad states to eliminate work pressure and frustration.

I look forward to receiving your contributions.

References:

Karatepe, O. M., & Olugbade, O. A. (2009). The effects of job and personal resources on hotel employees' work engagement. International Journal of Hospitality Management, 28(4), 504-512. doi:10.1016/j.ijhm.2009.02.003
Kim, J., Erdem, M., Byun, J., & Jeong, H. (2011). Training soft skills via e-learning: international chain hotels. International Journal of Contemporary Hospitality Management, 23(6-7), 739-763. doi:10.1108/09596111111153457
Magnini, V. P. (2009). An exploratory investigation of the real-time training modes used by hotel expatriates. International Journal of Hospitality Management, 28(4), 513-518. doi:10.1016/j.ijhm.2009.02.005
Wang, C.-J. (2019). From emotional labor to customer loyalty in hospitality: A three-level investigation with the JD-R model and COR theory. International Journal of Contemporary Hospitality Management, 31(9), 3742-3760. doi:10.1108/IJCHM-01-2019-0072
Wang, C.-J. (2020). Managing emotional labor for service quality: A cross-level analysis among hotel employees. International Journal of Hospitality Management, 88, 102396. doi:10.1016/j.ijhm.2019.102396
Wang, C.-J. (2021). Should I Stay or Should I Go? Linking Career Decision-Making Self-Efficacy to Intention to Stay in the Hospitality Industry Based on Internship Experience. Sustainability, 13(19), 10571. Retrieved from https://www.mdpi.com/2071-1050/13/19/10571

Prof. Dr. Chung-Jen Wang
Guest Editor

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Keywords

self-efficacy
sustainable hospitality management
hotel employee

Published Papers (5 papers)

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Research

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14 pages, 632 KiB

Open AccessArticle

How to Alleviate Hotel Employees’ Job Stress in the Associations between Job Stressors and Its Consequences

by Dong Yoon Yoo

Sustainability 2022, 14(15), 8979; https://doi.org/10.3390/su14158979 - 22 Jul 2022

Cited by 1 | Viewed by 2120

Abstract

This study investigates the relationship between job insecurity, job stress, and the psychological well-being of hotel employees, and the moderating effect of emotional regulation control on the causal relationship between job stress and psychological well-being. A valid sample of 428 employees was used from three five-star hotels and two four-star hotels in Seoul and Busan, South Korea, for hypothesis testing. After confirming the construct validity and reliability of all measurements, a structural equation modeling and multi-group analysis examine the postulated hypotheses. The findings are as follows: (1) the positive effect of job insecurity on job stress is significant; (2) job stress negatively and significantly mediates the linkage between hotel employees’ job insecurity and psychological well-being, while the direct effect of job insecurity on psychological is not significant; (3) the negative relationship between hotel employees’ job stress and psychological well-being is dramatically alleviated by the seeking support strategy; (4) hotel employees’ active coping strategy also has a palliative negative effect of job stress on psychological well-being; (5) however, avoidance is not an effective strategy for stress relief in the context of hotel employees’ job stress and well-being due to the COVID-19 and job insecurity. Full article

(This article belongs to the Special Issue Hotel Employee Self-Efficacy and Sustainable Hospitality Management)

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15 pages, 614 KiB

Open AccessArticle

Research on Customer Behavioral Intention of Hot Spring Resorts Based on SOR Model: The Multiple Mediation Effects of Service Climate and Employee Engagement

by Zhengyan Guo, Yao Yao and Yuan-Cheng Chang

Sustainability 2022, 14(14), 8869; https://doi.org/10.3390/su14148869 - 20 Jul 2022

Cited by 8 | Viewed by 3246

Abstract

Based on the stimulus–organism–response (SOR) model, this study explored customer behavioral intentions and influencing factors in the service industry, represented by hotels. It studied the servicescape, customer emotions, and customer behavioral intentions. PROCESS analysis was conducted on 305 valid questionnaires collected from hot spring resorts. The study found that servicescape can predict customer behavioral intentions, that customer emotions have a partial mediating effect in the influence of servicescape on customer behavioral intentions, and that service climate and employee engagement have multiple mediation effects in the SOR model. Therefore, the researchers suggest that hotels can improve customer perceptions through decoration and staff management, and thereby develop the hotel in a sustainable way. Full article

(This article belongs to the Special Issue Hotel Employee Self-Efficacy and Sustainable Hospitality Management)

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17 pages, 1920 KiB

Open AccessArticle

Effect of Deep Learning Approach on Career Self-Efficacy: Using Off-Campus Internships of Hospitality College Students as an Example

by Chung-Jen Wang and Hsin-Yun Hsieh

Sustainability 2022, 14(13), 7594; https://doi.org/10.3390/su14137594 - 22 Jun 2022

Cited by 3 | Viewed by 2359

Abstract

Off-campus internships are among the policies implemented over the years to reduce the academic gap in the hospitality industry. Additionally, career decision making is unavoidable for college students, who can use different learning strategies in internships to gain knowledge beyond textbooks and determine their future direction. Our research aims to explore the mediating role of self-regulated learning in the relationship between deep learning approach (DLA) in hospitality internships and career self-efficacy. Moreover, it uses cognitive engagement as a moderator to explore the relationships between the three constructs. Data are collected through stratified sampling from hospitality college students in Taiwan who completed off-campus internships. Descriptive statistics are employed, and confirmatory factor analysis and structural equation modeling are conducted to analyze the data. Results indicate the following: (1) DLA has a positive influence on self-regulated learning. (2) Self-regulated learning has a positive influence on career self-efficacy. (3) DLA has a positive influence on career self-efficacy. (4) Self-regulated learning mediates the effect of DLA on career self-efficacy. (5) Cognitive engagement moderates the effect of DLA and self-regulated learning on career self-efficacy. Theoretical and practical implications are also discussed. Full article

(This article belongs to the Special Issue Hotel Employee Self-Efficacy and Sustainable Hospitality Management)

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16 pages, 4848 KiB

Open AccessArticle

The Effect of Personal Environment Suitability and Work Environment of Luxury Hotels on Psychological Capital and Innovation Behavior

by Ki-Seoung Lee, Yoon-Seo Kim and Hyoung-Chul Shin

Sustainability 2022, 14(12), 7074; https://doi.org/10.3390/su14127074 - 9 Jun 2022

Cited by 3 | Viewed by 2021

Abstract

The purpose of this study is to determine the impact of personal environment suitability and the work environment of luxury hotels on psychological capital and innovation behavior. Seven hypotheses were proposed. First, the work environment will have a positive effect on psychological capital. Second, personal environment suitability will have a positive effect on psychological capital. Third, the work environment will have a positive impact on innovation behavior. Fourth, the suitability of one’s environment will have a positive impact on one’s innovation behavior. Fifth, psychological capital will have a positive (+) effect on innovation behavior. Sixth and seventh, work environment and personal environment suitability will have a positive (+) effect on innovation behavior through psychological capital. To achieve the purpose of this study, eligible respondents (n = 327; 214 male and 113 female) were recruited from four-star hotels or higher located in Seoul, Incheon, and Gyeonggi-do and then evaluated for an online survey method. Hypothesis verification was conducted through CFA and structural equation model analysis. As a result of the analysis, all hypotheses except Hypothesis 3 were adopted. Personal environmental suitability drives innovation behavior at the organizational level, but programs that recognize work environment fit are also needed. This study has an advantage in that psychological capital has a mediating role in the relationship between work environment, personal environment suitability, and innovation behavior. As a result, it is suggested that hotels need to understand the psychological state of their members and manage their responses and attitudes. This study also suggests that personal environment suitability leads to organizational-level innovation behavior, but programs for work environment suitability are also needed. Full article

(This article belongs to the Special Issue Hotel Employee Self-Efficacy and Sustainable Hospitality Management)

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Other

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25 pages, 3958 KiB

Open AccessSystematic Review

Green Human Resources Management in the Hotel Industry: A Systematic Review

by Mahmoud Alreahi, Zoltán Bujdosó, Moaaz Kabil, Ali Akaak, Kata Feketéné Benkó, Widhayani Puri Setioningtyas and Lóránt Dénes Dávid

Sustainability 2023, 15(1), 99; https://doi.org/10.3390/su15010099 - 22 Dec 2022

Cited by 24 | Viewed by 8789

Abstract

Green human resources management (GHRM) has proven its efficiency in many industries and services, including the hospitality and hostel industries. Additionally, applying green human resources management practices reflects an organization’s environmental awareness and responsibilities. Given that the adoption of these practices cannot be accomplished without the appropriate support from decision makers, the aim of this paper is to analyze the relationships between green human resources management and the hotel industry, identify the possible barriers they may face and provide decision makers with the ability to choose the appropriate combination of GHRM practices based on an understanding the full picture presented in this study. This study depended on a systematic review technique to analyze the scientific production in this area. A total of 59 GHRM articles were extracted from Scopus and WoS and analyzed using three primary levels of analysis. This study revealed that: (i) Green human resources management practices can be summarized into four main categories (employees, marketing systems and corporate social responsibility, leadership and management, and organizational behavior and culture); (ii) the importance of green human resources management goes beyond environmental objectives; and (iii) there are significant barriers that should be taken into consideration when applying GHRM practices in the hotel industry. Full article

(This article belongs to the Special Issue Hotel Employee Self-Efficacy and Sustainable Hospitality Management)

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