Search Results (205)

Artificial intelligence (AI) is reshaping tourism service operations, smart tourism ecosystems, and digital customer engagement, yet many tourism SMEs still struggle to convert AI readiness into operational capability and firm performance. This study develops a staged capability-conversion model that integrates the Technology-Organization-Environment (TOE) framework, Social Cognitive Theory, the Resource-Based View, and Dynamic Capabilities Theory. Using a quantitative cross-sectional design, data were collected from employees and managers of tourism SMEs, particularly small and medium-sized travel agencies in mainland China. After data screening, 433 valid responses were analyzed using exploratory factor analysis, confirmatory factor analysis, covariance-based structural equation modeling, and 5000-resample bootstrap mediation testing. The results suggest that organizational readiness is the most consistent readiness-related antecedent, digital self-efficacy is positively associated with AI adoption and operational capability, and operational capability shows the strongest direct association with perceived firm performance. These findings are consistent with the view that AI-enabled value in tourism SMEs is associated less with technology adoption alone than with the conversion of readiness into behavioral and operational capabilities. Full article

In the context of accelerating artificial intelligence (AI) development, this study explores how AI Usage contributes to employee job performance and innovation performance by activating cognitive and HR system–level mechanisms. Adopting an integrative individual–organizational perspective, this study examines the mediating roles of AI self-efficacy and digital human resource management (HRM) practices in translating AI adoption into employee performance outcomes. Survey data were collected from firms located in major Chinese cities (Beijing, Shenzhen, Xi’an, and Zhengzhou), resulting in 750 valid responses for analysis. The results indicate that AI self-efficacy and digital HRM practices function as significant positive mediators, facilitating the conversion of AI adoption into enhanced work performance and innovation outcomes. Theoretically, this study advances knowledge management studies by highlighting the complementary roles of individual cognitive beliefs and HR systems in enabling AI-driven learning and capability development. Practically, the findings suggest that organizations should embed AI technologies in HR systems that foster learning, knowledge utilization, and continuous innovation. Full article

This study acknowledges the role of high-involvement work practices (HIWPs) in promoting proactive behavior among public organization employees, addressing the need to obtain further insights into the mechanisms and identify contingencies (i.e., both conditional and individual factors) that might impede the effectiveness of such practices. This builds on emerging empirical studies in the public management literature by drawing on social exchange theory and social cognitive theory to empirically test the impact of HIWPs on employees’ proactive behavior, using data collected through a two-wave, time-lagged survey design with a one-month interval from Turkish public organizations. The mediating role of public relations values was also examined, along with the moderating roles of role breadth self-efficacy and employees’ use of normative public values. Relying on 554 data obtained from Turkish public organization employees, this study finds that HIWPs positively impact employees’ proactive behavior and public relations values. Public relations values positively impact employees’ proactive behavior and partially mediate the link between HIWPs and employees’ proactive behavior. Role breadth self-efficacy moderates the positive relationship between HIWPs and public relations values, with the relationship being stronger for employees with high role breadth self-efficacy than for those with low. Employees’ use of normative public values moderates the positive link between public relations values and employees’ proactive behavior, with the relationship being stronger for employees with high use of normative public values than for those with low. The main theoretical and practical implications of the study’s outcomes are outlined and discussed, along with important future research directions. The findings highlight the importance of human-centric organizational practices in fostering public value in VUCA-D environments. By enabling proactive behavior, public organizations can enhance adaptability, support value co-creation with citizens, and strengthen trust in public service systems. Full article

This study examines how cyber awareness is translated into secure employee behavior in organizations through a systems thinking perspective that connects human resource management, organizational processes, and technological conditions. Rather than treating awareness as a final outcome, the study conceptualizes it as part of an awareness-to-action process shaped by individual cognition, organizational support, and governance mechanisms. Using survey data from white-collar employees in the banking and finance sector, the study applies a q-rung orthopair fuzzy decision framework to prioritize the drivers of this transition. The q-ROF-SWARA results identify self-efficacy, awareness/threat recognition, and awareness climate as the most important dimensions, indicating that employees are more likely to act securely when they can recognize risks, feel capable of responding, and work in an environment that reinforces cybersecurity. The q-ROF-MARCOS results show that remote employees have the strongest overall awareness-to-action profile, although the utility differences across on-site, hybrid, and remote work modes are relatively small and should be interpreted cautiously. The findings contribute to cybersecurity behavior research by integrating systems thinking with fuzzy multi-criteria prioritization and by showing that secure behavior depends on the interaction of cognitive, behavioral, HRM, and governance-related conditions. Practically, the study provides decision-makers with a structured basis for strengthening cybersecurity interventions beyond general awareness programs and toward sustainable behavioral change. Full article

This study analyzes the relationships among spiritual leadership, emotion regulation self-efficacy, and service performance in the hotel industry where emotional labor is emphasized. Data were collected through an online survey of hotel employees at three-star or higher-grade hotels in Korea. A total of 347 valid samples were analyzed using confirmatory factor analysis and structural equation modeling. Four hypotheses were established. First, spiritual leadership was expected to positively relate to emotion regulation self-efficacy. Second, emotion regulation self-efficacy would be positively related to service performance. Third, spiritual leadership was hypothesized to have a positive relationship with service performance. Fourth, emotion regulation self-efficacy was expected to mediate a positive relationship between spiritual leadership and service performance. The results of the analysis supported all four hypotheses. The findings indicate that spiritual leadership enhances employees’ emotion regulation self-efficacy, improving emotion regulation and, in turn, service performance. Therefore, hotel organizations should consider improving service performance and competitiveness by developing leadership strategies and educational programs that strengthen employees’ emotion regulation capabilities. Full article

In the contemporary digital economy, digital human resource management is reshaping organizational practices and enhancing both operational efficiency and the employee experience. As Generation Z (those born between 1995 and 2009) becomes the core demographic in the workforce, their pronounced emphasis on work–life balance introduces novel managerial challenges. Drawing on conservation of resources (COR) theory, this study develops and tests a moderated mediation model examining how digital human resource management (HRM) influences sense of relaxation among Generation Z employees. Analyzing survey data from 364 Generation Z employees, we first develop and validate a measurement scale for employee relaxation, identifying four distinct dimensions: work disengagement, work adaptation, emotional regulation, and physical load. The findings reveal that digital HRM significantly enhances employee relaxation, with work autonomy serving as a partial mediator in this relationship. Furthermore, digital self-efficacy positively moderates both the direct effect of digital HRM on work autonomy and the indirect effect on employee relaxation through work autonomy. These findings offer theoretical insights into how digital HRM links to employee well-being and provide practical guidance for organizations managing a Generation Z workforce. Full article

Background: This study focuses on construction firms undergoing digital transformation, exploring the mechanisms through which Generative AI (GenAI) is associated with employee creativity in a context where knowledge is highly context-dependent, project teams are temporary, and unique safety and schedule pressures prevail. Methods: A mixed-methods approach integrating Partial Least Squares Structural Equation Modeling (PLS-SEM), Importance-Performance Mapping Analysis (IPMA), and Fuzzy Set Qualitative Comparative Analysis (fsQCA) is employed. The proposed model is tested using primary survey data from 268 employees of Chinese construction firms. Results: Generative AI has no significant direct association with construction firm employee creativity (CFEC). Instead, it shows an indirect association through the full mediation of explicit knowledge sharing (EKS) and tacit knowledge sharing (TKS), with TKS having a stronger association with employee creativity. The relationship between GenAI and knowledge sharing is positively moderated by digital self-efficacy. The fsQCA identifies seven equifinal configurations leading to high employee creativity, with ‘explicit knowledge sharing and digital self-efficacy’ constituting the optimal configuration. Conclusions: Construction firms should actively promote knowledge sharing among their staff and provide regular training on GenAI tools, thereby fully harnessing employee creativity. Managerial Implication: Construction CEOs should prioritize building GenAI-supported knowledge sharing systems and improving employees’ digital self-efficacy, rather than expecting direct creativity improvement from GenAI deployment. Full article

The rapid diffusion of generative artificial intelligence (GenAI) is reshaping how skills are enacted and evaluated in knowledge-intensive work. This study examines how emerging GenAI-related competences and inclusive digital HRM practices influence skill utilisation and task performance. Drawing on survey data from 420 knowledge workers in Greece and Italy, the study introduces Prompt Self-Efficacy and GenAI Readiness as complementary constructs to existing digital competence frameworks. Using PLS-SEM, the findings show that individual confidence and employees’ perceived inclusive e-HRM practices affect performance primarily through Perceived Skill Utilisation. The results highlight the importance of enabling conditions that translate GenAI competences into effective work outcomes. Full article

A cross-sectional correlational research design was used to investigate the relationship between organizational safety climate, supervisor safety climate, compliance, safety citizenship behaviors and safety self-efficacy. A sample of 728 workers located in a single Eastern European manufacturing plant completed self-report questionnaires regarding the aforementioned constructs. A path analysis revealed that supervisor safety climate partially mediated the relationship between organizational safety climate and the outcome variables, compliance and safety citizenship behaviors. Additionally, safety self-efficacy was found to be positively related to compliance and safety citizenship behaviors. Safety self-efficacy also moderated the relationship between supervisor safety climate and safety citizenship behaviors, such that a stronger positive correlation between safety citizenship behaviors and supervisor safety climate was present when safety self-efficacy was high. The findings suggest safety self-efficacy may be useful in predicting compliance and organizational citizenship behaviors. Further, it is likely that the presence of safety self-efficacy may serve as an enabling factor, which empowers employees who have been motivated by the supervisor safety climate to actually engage in safety citizenship behaviors. Organizations could aim to increase employee safety self-efficacy by encouraging supervisors to role model appropriate safety behaviors, by implementing adequate safety training programs and ensuring information about safety hazards and previous safety incidents is disseminated. Full article

Teacher well-being and performance represent critical challenges for educational systems worldwide. While organizational compassion has been identified as a protective resource, it remains unclear for whom compassion is most beneficial. Drawing on Job Demands–Resources (JD-R) theory and Conservation of Resources (COR) theory, we examined whether teachers’ self-efficacy moderates the relationship between workplace compassion and performance perceptions, testing differential patterns for individual versus organizational performance evaluations. Italian public-school teachers (N = 218; 82% female; M teaching experience = 11.6 years) completed an online survey measuring compassion at work, self-efficacy, and perceptions of individual and organizational performance. We employed a two-stage approach, first validating the measurement model through Confirmatory Factor Analysis (CFA), then testing moderation hypotheses using path analysis with mean-centered variables. Bootstrap confidence intervals (5000 iterations) verified the reliability of interaction effects. Self-efficacy significantly moderated the effect of compassion on individual performance perceptions (β = −0.006, p = 0.006; bootstrap 95% CI: [−0.010, −0.002]), revealing a compensatory pattern. Teachers with lower self-efficacy benefited substantially from workplace compassion (simple slope β = 0.31, p < 0.001), whereas teachers with high self-efficacy showed no significant benefit (β = 0.06, ns). The hypothesized synergistic effect on organizational performance perceptions was not supported (β = 0.006, p = 0.027; bootstrap CI included zero). Organizational compassion functions as a compensatory resource, most powerfully supporting teachers who lack personal resources. This challenges assumptions that organizational interventions uniformly benefit all employees and suggests that compassion-based interventions should be strategically targeted toward teachers experiencing lower self-efficacy. The study advances theoretical understanding of resource substitution mechanisms and provides actionable guidance for optimizing limited organizational resources in educational settings. Full article

The adoption of information technology (IT) has become essential for improving operational efficiency and service quality in the restaurant industry. However, integrating IT into organizational structures and daily work processes often requires employees to acquire new competencies and adapt to revised workflows, which may also generate technology-related stress. To address this issue, this study examines the relationship between IT adoption and organizational performance while considering technostressors and computer self-efficacy as moderating variables. A questionnaire-based survey was administered to restaurant employees, and hierarchical regression analysis was employed to test the proposed hypotheses. The empirical results reveal that IT adoption has a significant positive effect on organizational performance. However, this relationship is contingent upon individual-level factors: technostressors weaken, whereas computer self-efficacy strengthens, the positive impact of IT adoption on organizational performance. These findings suggest that organizations seeking to enhance performance through digital transformation should not only invest in IT systems but also address employees’ psychological and competency-related factors. Full article

As artificial intelligence becomes increasingly embedded in hospitality and tourism services, it is reshaping employees’ innovative work behavior. Grounded in the Job Demands-Resources perspective, this study examines how AI self-efficacy affects innovative work behavior and proposes a moderated mediation model to investigate the mediating role of work engagement and the boundary condition of schedule idiosyncratic deals. Using a three-wave time-lagged design, the study collected data from 300 employees working in the hospitality and tourism industry in Korea. The findings show that AI self-efficacy positively predicts innovative work behavior both directly and indirectly through increased work engagement. Furthermore, this mediating process is strengthened by higher levels of schedule i-deals, confirming a positive moderating effect. Theoretically, this study extends human-AI collaboration research by broadening the explanatory scope of the Job Demands-Resources model in the AI context. Practically, organizations undergoing digital transformation should provide training that strengthens employees’ confidence in using AI and grant greater autonomy over work schedules. Such practices help create a supportive environment that enables AI self-efficacy to translate into work engagement and ultimately innovative work behavior. Full article

This study investigates the impact of green organizational support and green self-efficacy on promoting employees’ pro-environmental behaviors, framed within Social Cognitive Theory and Social Exchange Theory. The direct and indirect impacts of green organizational support on employees’ green advocacy and pro-environmental behaviors remain insufficiently examined in the literature. This study aims to clarify the factors affecting pro-environmental behaviors within the workplace and to examine the relationship among green organizational support, green self-efficacy, green advocacy, and pro-environmental behavior. Data was gathered from 154 employees via a structured questionnaire, and the proposed model was analyzed using SmartPLS 4. The study findings demonstrate that both green organizational support and green advocacy directly and positively influence workplace pro-environmental behaviors. The impact of green self-efficacy on the eco-friendly behaviors of employees could not be validated. The results are useful for the development of sustainability strategies for organizations and the establishment of an environmentally conscious corporate culture. Full article

Background: Boundary-spanning bank employees experience continuous customer interactions that can generate negative emotions and influence how they perceive interpersonal treatment at work. Although emotions are known to shape fairness judgments, little is understood about how negative emotions translate into lower interactional justice through self-related psychological mechanisms. This study examines whether organization-based self-esteem (OBSE), self-efficacy, and external workplace locus of control (EWLOC) jointly condition the association between negative emotions and interactional justice. Method: Survey data were obtained from 338 boundary-spanning bank workers in Istanbul, Türkiye. The proposed moderated mediation framework was examined using PROCESS Macro Model 21, testing OBSE as a mediator between negative emotions and interactional justice. Self-efficacy and EWLOC were included as moderators on the first- and second-stage paths. Bootstrapping with 5000 resamples provided confidence intervals for the conditional indirect effects. Results: Stronger negative emotions were associated with lower OBSE and lower interactional justice perceptions, and the pattern of results was consistent with an indirect association via OBSE. The negative emotion–OBSE association varied by self-efficacy, with the association being stronger among employees reporting lower self-efficacy. EWLOC conditioned the OBSE–justice association, such that this association was weaker at higher levels of external orientation. The conditional indirect association was significant for employees low in self-efficacy and low-to-moderate in EWLOC. Conclusions: The findings are consistent with a moderated mediation model in which negative emotions are indirectly linked to interactional justice through OBSE, with the magnitude of these associations depending on employees’ personal resources and attributional tendencies. The results suggest that strengthening OBSE and related psychological resources may be useful for supporting justice perceptions in emotionally demanding service roles. Full article

As organizations attempt to retain a competitive advantage, it is becoming more important to understand how employees perform with respect to leadership styles. This paper examines the mediating effect of technical self-efficacy in the relationship between digital leadership and the employee performance of Egyptian service firms. The paper adopts a quantitative research approach, wherein 442 respondents were surveyed from two major Egyptian cities (Cairo and Alexandria). The study employed a purposive sampling technique to select respondents who were assumed to be familiar with the variables under study, like digital leadership practices. Partial Least Squares Structural Equation Modeling was used for the data analysis with the aid of SMART PLS software version 4. The findings reveal that there is a direct positive and statistically significant impact of adaptive leadership on employee performance. Similarly, there is also a positive and significant direct effect of innovative digital leadership on employee performance. This result validates the hypothesis that technical self-efficacy mediates the relationship between innovative digital leadership and employee performance, though partially. The study concludes that technical self-efficacy is one of the main psychological mechanisms that explain how digital-oriented leadership can be translated to better performance, and emphasizes the importance of the confidence and competence of employees in the usage of digital technologies. However, the absence of a significant mediation effect from technical self-efficacy between adaptive leadership and employee performance also shows that adaptive leadership has a direct behavioral and motivational channel of action, instead of an indirect channel of action like technology-based confidence. Thus, the study makes a clear contribution to the literature by advancing a comprehensive model that links digital leadership, employee performance, and technical self-efficacy. In conceptual terms, it builds on the digital leadership discourse by proposing technical self-efficacy as a mediating construct that explains the difference in how different employees respond to digital transformation initiatives. Organizations should, therefore, adopt an integrated leadership development approach that improves adaptive leadership competencies as well as digital leadership practices that facilitate technical self-efficacy to achieve improved long-term employee performance. Full article