Search Results (263)

As environmental sustainability becomes a strategic priority for the hospitality sector, firms are increasingly adopting internal green marketing (IGM) practices to drive innovation. This study investigates how IGM influences innovative performance (IP) among hotel employees, focusing on the mediating roles of pro-environmental behavior (PEB) and internal green values (IGV). Drawing on data from 400 hotel employees in Egypt and analyzed using partial least squares structural equation modeling (PLS-SEM), the results reveal that while IGM significantly enhances PEB and IGV, it does not directly improve innovative performance. Instead, IGV and PEB fully mediate the relationship between IGM and IP, highlighting that innovation emerges primarily through value-driven behavior and organizational culture. These findings contribute to the sustainability and innovation literature by proposing a validated model that explains how internal marketing mechanisms foster eco-innovation. The study offers practical implications for hotel managers aiming to cultivate a sustainability-oriented culture and embed green values into daily operations to support long-term innovation. Full article

This study addresses a gap in hospitality research by investigating how employees’ perceptions of green intellectual capital (GIC) influence their satisfaction with both career and life. Although sustainability has become increasingly relevant in organizational strategies, limited research has examined how such job resources affect employees’ attitudes. Guided by the Job Demands–Resources (JD-R) framework, the study proposes a model in which organizational embeddedness (OE) mediates the relationship between green intellectual capital (GIC) and satisfaction outcomes, while thriving at work (TAW) moderates this pathway. The analysis is based on data collected from 371 employees working in four- and five-star hotels in Turkey. Structural equation modeling was used to test the hypotheses. The findings show that positive perceptions of green intellectual capital (GIC) are associated with stronger embeddedness, which, in turn, enhances career and life satisfaction. Moreover, this indirect effect is more pronounced among employees who report higher levels of thriving. The results emphasize how sustainability-oriented practices can serve as meaningful resources that improve employee outcomes in the hospitality industry. Full article

As environmental sustainability becomes a central strategic priority in the hospitality industry, understanding the mechanisms that enhance employees’ green behavior is increasingly essential. This study investigates the influence of Green Transformational Leadership (GTL) on employees’ green resilience (GR), exploring the sequential mediating roles of employee environmental commitment (ECOM), environmental engagement (EENG), and Green High-Performance Work Practices (GHPWPs). Drawing on data from 475 full-time employees working in green-certified hotels in Izmir, Türkiye, the proposed model was tested using partial least squares structural equation modeling (PLS-SEM). The findings reveal that GTL significantly enhances employees’ green resilience, both directly and indirectly, through its positive impact on their environmental attitudes and the implementation of green-oriented work practices. This research contributes to leadership and sustainability research by integrating affective, cognitive, and behavioral pathways. It offers practical insights for hotel managers aiming to build a resilient and environmentally engaged workforce. Full article

Workplace bullying is a widespread yet rarely recognized stressor that impairs employee productivity and organizational harmony. It requires attention in the hospitality industry, where a high volume of interpersonal interactions occurs. It is essential to address employees’ overall outlook and attitudes toward hardships resulting from stressful work environments. This study examined workplace bullying by highlighting the role of psychological capital in employees’ responses to hostile work environments. The relationships among employee voice, perceived organizational support, organizational commitment, and intention to stay were further elaborated based on a conceptual model. An online survey was distributed to hotel employees, and the results were analyzed using structural equation modeling. The indirect effects of psychological capital on perceived organizational support and organizational commitment were stronger than those of workplace bullying. The results demonstrate that employees with higher psychological capital have more proactive response tendencies to workplace bullying. Full article

Although open innovation is not novel within the business sector, it has recently garnered increasing scholarly interest. However, empirical investigations applying this concept to the tourism industry remain scarce. Despite tourism being one of the most significant contributors to the global economy, it continues to face persistent challenges, including political standpoints. Within this context, implementing open innovation emerges as a potentially transformative strategy. This study examines the application of open innovation to the tourism industry. Drawing upon a detailed analysis of 35 peer-reviewed articles retrieved from the Scopus database, the study adopts the PRISMA methodology to ensure methodological rigor and transparency. Articles were retrieved using a predefined search string: “Open innovation” AND “tourism industry” OR “tourism” OR “hospitality” OR “hotels” OR “leisure”. The selection process followed the PRISMA guidelines and included only peer-reviewed journal articles in English within Business and Economics. The findings reveal that open innovation enables stakeholder collaboration, supports service and experience co-creation, and facilitates digital and organizational transformation across diverse tourism contexts. The analysis shows that recent contributions in this field tend to converge around four key thematic areas: the role of open innovation in enhancing destination branding and experiential value; the importance of stakeholder collaboration and co-creation; the internal dynamics of employee empowerment and innovation culture within tourism firms; and the strategic use of digital technologies to drive transformation and resilience in the face of industry challenges. Full article

This study investigates the mechanisms through which employees’ green behavioural intention (GBI) translates into employee in-role green behaviour (EGB-IR) in the hospitality sector. Drawing on the Theory of Planned Behaviour (TPB) and the Value-Belief Norm (VBN) theory, we propose an extended model that incorporates four contextual mediators —customers’ environmental attitudes (CEAs), coworkers’ green work climate (CGWC), supervisors’ commitment to the environment (SCE), and environmental organisational policy (EOP)—to explain how the relationship between intentions and behaviours is mediated by these social and organisational factors. Data were collected through a self-administered survey of 497 employees from hotels located in the Canary Islands, a recognised coastal tourism destination facing relevant environmental challenges. The proposed relationships were tested using Partial Least Squares Structural Equation Modelling (PLS-SEM). Results confirm that GBI significantly predicts in-role green behaviour (EGB-IR), and all four contextual factors partially mediate this relationship. Among them, EOP and CGWC emerged as the most influential mediators. These findings underscore the importance of aligning individual motivation with supportive workplace environments to foster consistent sustainable practices in hospitality organisations. This research contributes to the growing literature on green behaviours in hospitality by empirically validating a multilevel TPB-VBN-theory-based framework and highlighting key points for hotel managers aiming to strengthen their environmental commitment through employee engagement. Full article

This paper aims to compare the perceptions of hotel customers and hotel staff regarding the value of green hotel attributes. By examining both stakeholder groups, the study addresses a gap in sustainable hospitality research, which largely overlooks employee perspectives in favour of customer preferences. An exploratory, cross-sectional survey was conducted using structured questionnaires, administered to hotel guests (n = 307) and hotel staff (n = 89) in Porto, Portugal. Respondents rated 15 green hotel attributes using a five-point Likert scale. Demographic data were also collected to analyse perceptual differences across gender, age, income, and education. The results revealed that both customers and staff exhibited environmental awareness, though their prioritisation of specific green practices differed. Customers tended to value visible environmental measures, such as recycling bins, energy-saving light bulbs, and renewable energy signage, while staff placed greater emphasis on operational sustainability aspects, including low-flow plumbing fixtures, refillable soap dispensers, and durable goods used in service areas. These differences reflect the stakeholders’ distinct roles and experiences within the hotel ecosystem. This study enriches the discourse on sustainable hospitality by providing a dual-stakeholder analysis of green hotel attributes using a shared evaluative framework. The findings offer practical insights for hotel managers aligning sustainability strategies with the expectations of both guests and employees, supporting more effective and inclusive green implementation in the lodging sector. Full article

Work–family conflict (WFC) is a common issue faced by employees balancing work and family roles, but research exploring individual strategies to reduce its negative effects has been limited. Leaders’ positive humor is a mutually (leader–subordinates) amusing communication tool in the workplace. It has been shown to enhance peer relationships (coworker socializing (CWS)) and may serve as an effective coping mechanism that mitigates the adverse effects of workplace stress (work–family conflict). This study strives to examine the relationship between leaders’ positive humor (LPH) and work–family conflict (WFC), with coworker socializing (CWS) mediating this relationship and sensitivity to favorable interpersonal treatment (SFIT) moderating the relationship between leaders’ positive humor and coworker socializing in the tourism and hospitality industry. The research addresses a significant gap in previous studies by investigating these variables together. A total of 387 valid questionnaires were collected from employees of five-star hotels and tourism organizations in Egypt. This study employed PLS-SEM to analyze the data. The results showed that leaders’ positive humor negatively impacts work–family conflict, positively influences coworker socializing and that coworker socializing negatively affects work–family conflict. Additionally, coworker socializing mediated the association between leaders’ positive humor and work–family conflict, and sensitivity to favorable interpersonal treatment moderated the relationship between leaders’ positive humor and coworker socializing. This study provides theoretical and practical insights by validating the proposed model based on the Stimulus–Organism–Response (S-O-R) framework and the Conservation of Resources (COR) theory. Regarding practical implications, the study recommends leadership training on the effective use of humor to foster follower socialization and promote work–family balance. Full article

The widespread deployment of service robots in industries such as hospitality has significantly transformed service delivery, influencing not only customers but also employees. This study examines the multi-dimensional impact of service robots on hotel employees, focusing on their attitudes, emotional responses, and willingness to collaborate, as shaped by perceived benefits (service reliability, process efficiency, and job crafting) and risks (inefficiency, insufficient intelligence, and privacy concerns). Data were collected from 471 hotel employees in South Korea with experience working alongside service robots, and Hayes’ Process Macro Model 4 was employed for hypothesis testing. The findings reveal that perceived benefits positively influence employees’ attitudes, emotions, and willingness to collaborate, while perceived risks exert a negative impact. Furthermore, attitudes and emotional responses mediate these relationships. These findings provide theoretical and practical insights for managers, policymakers, and service robot manufacturers to address employee concerns, improve human–robot collaboration, and promote sustainable technological integration within the service industry. Full article

In response to escalating societal and environmental expectations, corporate social responsibility (CSR) has evolved into a strategic imperative rather than a voluntary or peripheral activity. This study investigates the effect of employees’ CSR perceptions on job performance, with corporate reputation (CR) examined as a mediating variable. Drawing on Social Identity and Social Exchange Theories, the research explores how CSR, as an element of business innovation and sustainable organizational practices, fosters internal stakeholder engagement and performance enhancement. Data were collected from five-star hotel employees in İstanbul/Türkiye, a service sector context where customer satisfaction is highly dependent on frontline employee behavior. Using PROCESS Macro for SPSS 27, the findings reveal that CSR perceptions significantly and positively influence employee performance both directly and indirectly through the enhancement of CR. This mediating effect underscores the role of CSR not only as an ethical framework but also as an internal mechanism that strengthens employee commitment and output. The study contributes to CSR and the organizational behavior literature by empirically validating that internal CSR perceptions shape strategic outcomes such as employee performance, especially within high-contact service environments. Theoretical implications emphasize CSR’s integrative function in reputation-building and performance systems, while practical insights recommend embedding socially responsible practices into HR and internal communication strategies to achieve sustainable outcomes and societal well-being. These findings offer meaningful contributions to the scope of business innovation by linking CSR with strategic performance indicators in labor-intensive industries. Full article

This study examines the role of green digital transformational leadership (GDTL) in enhancing sustainability performance in the hotel industry through the mediating mechanism of circular economy (CE) practices and the moderating effects of otel green efficacy (HGE). Grounded in the dynamic capabilities theory, natural resource-based view (NRBV) theory, and social exchange theory, a novel conceptual model that bridges digital innovation, ecological stewardship, and organizational psychology was proposed. The study adopted a quantitative approach and used a self-administered questionnaire survey to collect data from 402 employees across green-certified hotels in Sharm El-Sheikh, Egypt. Participants were recruited using a stratified sampling method to ensure sectoral representation. Data analysis techniques included performing partial least squares structural equation modeling (PLS-SEM) using Smart PLS 3.0. Key findings reveal that GDTL directly influences the three key aspects of sustainability performance in hotels, including environmental, economic, and social aspects. Likewise, CE practices significantly mediate the linkage between GDTL and hotel sustainability performance. Notably, HGE strengthens the GDTL-CE relationship, underscoring the critical role of employee empowerment in translating leadership vision into regenerative practices. These results add to the growing literature on sustainable leadership by revealing how digital tools like AI, blockchain, and closed-loop systems can synergize to support economic growth and conserve natural resources. Full article

Previous discussions on customer injustice and emotional labor have primarily focused on employee–customer dyads, often neglecting the role of service co-workers in shaping emotional labor dynamics. To address this gap, the current study integrates intrapersonal and interpersonal factors to explore their joint effects on employees’ emotional labor strategies when encountering customer injustice. A full-factorial experimental design with 2 (self-construal: independent vs. interdependent) × 3 (service co-workers: alone vs. positive attitudes vs. negative attitudes toward customer injustice) is employed, using data from 179 frontline service employees at high-star hotels in Shanghai, with self-construal and service co-workers operationalized as manipulated conditions. Results reveal that self-construal significantly influences surface acting: interdependent individuals are more inclined to engage in surface acting than independent individuals. By contrast, self-construal has no direct effect on deep acting. While service co-workers do not moderate the relationship between self-construal and surface acting, they play a critical role in the relationship between self-construal and deep acting: for interdependent employees, service co-workers’ attitudes (rather than their mere presence) decisively impact deep acting, with positive attitudes promoting deeper emotional engagement and negative attitudes reducing it. This study advances a dual-path framework highlighting how intrapersonal dispositions (self-construal) and interpersonal impression cues (service co-workers’ attitudes) interact to shape emotional labor. By expanding the traditional employee–customer dyad to a triadic model, the study bridges impression management theory and workplace injustice research, offering theoretical insights into how intrapersonal traits and interpersonal dynamics jointly shape contextualized emotional labor. This thereby provides a theoretical foundation for nuanced management strategies in service organizations. Full article

Businesses in the hotel and hospitality sectors face significant challenges when they lack originality and creativity. Creativity and innovative behavior are both necessary to increase employee effectiveness. This study aims to investigate how psychological empowerment (PEMP) directly affects employee creativity (EC) and affective commitment (AC) in the Saudi hotel industry. Additionally, this study examines the moderating function of psychological safety (PS) and the mediating role of affective commitment. Data were collected through an online cross-sectional survey of a purposive sample of 536 operational staff at hotels in the Eastern Region of Saudi Arabia. Structural equation modeling was used to test the proposed framework (PLS-SEM). Surprisingly, these findings revealed no significant direct effect of PEMP on EC. However, AC has emerged as a crucial mediating mechanism through which PEMP indirectly fosters creativity. Furthermore, psychological safety (PS) is found to moderate the PEMP–EC relationship, enhancing its impact under favorable conditions. These results highlight the theoretical and practical significance of emotional commitment as a conduit for empowering employees to engage in creative behavior. This study offers new insights into how psychological and organizational factors interact to shape creativity in the hospitality context. Full article

This study explores the impact of green transformational leadership (GTL) on employee retention in the hospitality sector, with a specific focus on the mediating roles of employee satisfaction and perceived green organizational support (PGOS). Grounded in self-determination theory and organizational support theory, the research examines both the direct and indirect effects of GTL on employee retention. GTL fosters a sustainability-driven work environment, motivating employees through shared environmental values, which enhances their job satisfaction and perceived organizational support. These factors, in turn, strengthen employees’ commitment and willingness to stay within the organization. Using SmartPLS 3 for structural equation modeling (SEM), data collected from hospitality employees were analyzed to assess the hypothesized relationships. The findings confirm that GTL positively influences employee retention, both directly and indirectly, through the mediating effects of employee satisfaction and PGOS. This study contributes to the growing body of knowledge on sustainable leadership by highlighting the crucial role of green leadership practices in improving employee retention in environmentally conscious organizations. Implications for managers and policymakers in the hospitality sector are discussed, emphasizing the need for sustainability-driven leadership approaches to enhance workforce stability. Full article

The premise of this research is to investigate the influence of an ethical climate on the environmentally responsible behavior of employees within the accommodation sector in Pakistan. We further seek to understand this connection through the intermediation of motivation states and contingency of ethical knowledge. For this purpose, we gathered data from a sample of 290 managers serving at middle and top levels in the accommodation sector of Pakistan, employing an adapted version of the quantitative research instrument. We used Structural Equation Modeling (SEM) to test the hypothesis. We found that (1) ethical climate cultivates green behaviors and (2) motivational states partially mediate the association between ethical climate and green behavior. Additionally, (3) the influence of ethical climate on motivational states is found to be stronger in the presence of environmental knowledge. These findings apply to the accommodation sector, where hotel managers can cultivate green behavior by fostering an ethical climate and enhancing motivational states and environmental knowledge. We added empirical justification to social capital theory by enhancing the understanding of ethical climate-driven pro-environmental behavior through intermediation and intensifier. Full article