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Recognition of the complexity of job embeddedness in the work environment has grown, highlighting the need for a deeper understanding of the factors that contribute to this phenomenon. This study analyzed how and when job crafting and leisure crafting are linked to job embeddedness by investigating employee resilience as a mediator and employee adaptivity as a moderator.

Data were gathered from 568 Taiwanese hotel employees. The PROCESS macro was used to verify all hypotheses.

Both job crafting and leisure crafting increased job embeddedness. Employee resilience mediated the impacts of job and leisure crafting on job embeddedness. The positive relationship between employee resilience and job embeddedness was stronger when employee adaptivity was high. Employee adaptivity moderated the indirect impacts of job and leisure crafting on job embeddedness through employee resilience.

Hotel managers should foster a workplace culture that encourages employees to engage in job crafting. Additionally, managers can offer employee assistance programs to proactively encourage workers to participate in leisure crafting. Providing training and wellness programs to strengthen employee resilience, along with allocating resources and designing learning programs to enhance employee adaptability, can further promote job embeddedness.

This research contributes to the literature through the construction of a moderated mediation model that explored how and when job and leisure crafting affect job embeddedness.

This study examines the mediating role of organizational engagement in the link between human resources management (HRM) practices and commitment to quality services (CQS). It also investigates the moderating effect of turnover intention on the link between HRM practices and organizational engagement, and the moderating effect of employee adaptability on the link between organizational engagement and CQS.

Customer contact employees (N = 593) in Bangladeshi hotels were recruited using a convenient sampling method. Partial least squares structural equation modeling (PLS-SEM) was applied to test the hypotheses.

Organizational engagement significantly mediates the relationship between HRM practices and CQS. Turnover intention negatively and employee adaptability positively moderates the proposed relationships.

Hospitality managers may use the findings to enhance quality customer services by implementing appropriate HRM practices, reducing turnover, and increasing adaptability and organizational engagement.

The findings contribute to social exchange theory, theory of planned behavior, and job demand-resources theories by explaining the mediating role of organizational engagement and moderating role of turnover intention and employee adaptability which are yet to be discovered.

本研究探討組織參與在人力資源管理實務與提供優質服務的承諾兩者之間的關聯上所扮演的協調角色。研究人員亦探究(一)離職意向在人力資源管理實務與組織參與之間的關聯上所扮演的調節角色,以及(二)員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所扮演的調節角色。

研究人員以方便抽樣方法招募於孟加拉的酒店工作的員工 (N = 593) (593人),他們均為第一線服務員工。研究人員繼而使用結構方程模型 (PLS-SEM) 去測試各項假設。

研究結果顯示,組織參與會顯著地調節人力資源管理實務與提供優質服務的承諾兩者之間的關聯。而且,離職意向在人力資源管理實務與組織參與之間的關聯上所起的調節作用是負面的; 相反地,員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所起的調節作用則是肯定的。

研究結果闡明了(一)組織參與的調節角色; (二)離職意向的調節角色; 以及(三)員工適應性的調節角色。這些調節角色尚待探索; 就此而言,研究結果對社會交換論、計劃行為理論和工作要求-資源理論三者均具貢獻。

接待業的管理人員可藉著研究結果去提高客戶服務質量,方法是透過實施合適的人力資源管理措施、降低離職意向和增強組織適應性和組織參與。

This study aimed to examine the impact of learning organization (LO) on job satisfaction and individual performance in Vietnamese enterprises. The study further explores the mediating effect of job satisfaction on the relationship between learning organization and employee performance.

Data were collected from 653 employees from various types of organizations in Vietnam. Structural equation modeling was implemented to test the hypotheses.

The results revealed that the proposed research model was supported. Results indicated that LOs positively influenced employees’ job satisfaction and the broader range of their individual performance. In addition, employees’ job satisfaction motivated them to achieve higher performance levels. The study also found a mediating effect of job satisfaction on the relationship between LO and employee performance. The results underscore the importance of implementing an LO culture for individual outcomes such as job satisfaction and employee performance in the Vietnamese cultural context, which is based on socialism and Confucianism.

To the best of the authors’ knowledge, this is the first study to examine the relationships among LO, job satisfaction and individual employee performance in the Vietnamese context. The results offer a deeper understanding of the LO concept in the Vietnamese cultural context and highlight the cultural impact on the LO concept and its effects. The results suggest how the LO concept is applied in the Vietnamese context.

Project-based temporary organizations, as an efficient organizational form for the execution of complex and innovative tasks, encounter challenges in fostering the effectiveness of inter-organizational cooperation within their temporary, uncertain, and dynamic nature. Although change-oriented organizational citizenship behaviors are recognized for promoting organizational relationships and performance in changing contexts, research in temporary organizational settings remains sparse. This study diverges from the majority concentrating on change-oriented behaviors on intra-organizational leader-employee relations and behaviors, aiming to propose a dynamic adaptive capacity of organizational leaders and explore how leadership capabilities and organizational climate shape their change-oriented organizational citizenship behaviors at inter-organizational level.

Developing a person-organization fit model tailored for complex and dynamic organizational settings, using survey data from 225 leaders with project cooperative experience and structural equation modeling for empirical analysis.

This study reveals the direct positive influences of organizational leaders’ dynamic adaptive capacity on their changed-oriented organizational citizenship behaviors. And, change self-efficacy, as a mediating psychological trait, enhances the positive relation between dynamic adaptive capacity and changed-oriented organizational citizenship behaviors. The findings also highlight person-organization interactions, where organizational justice, acting as a situational and moderating factor, has a positive yet disruptive effect on the relationship between dynamic adaptive capacity, change self-efficacy, and changed-oriented organizational citizenship behaviors.

This research enriches the mechanisms linking dynamic managerial capability in organizational leadership to citizenship behaviors at the micro-level, providing valuable insights for the management and development of temporary cross-organizational cooperation.

This study aims to investigate the work experience of women in hospitality with the job demands-resources (JD-R) theory. By focusing on job resources, job demands (emotional and physical), work engagement, emotional exhaustion and turnover intention, this study examines (1) female workers’ perceptions of these variables; (2) how race, age and job positions affect perceptions and (3) structural relationships among these variables.

The study collected 412 responses from American female hospitality workers via an online survey. Descriptive statistics and independent T-tests were conducted using SPSS to analyze professional experiences and differences based on individual characteristics. Path analysis was conducted using Amos 28 to assess the structural relationships among variables.

Female hospitality workers generally feel engaged, experience low emotional exhaustion and have low turnover intention. Younger or front-line women reported higher emotional exhaustion, lower engagement and greater likelihood to quit. Unexpectedly, emotional resources do not significantly affect work engagement, but physical resources increase it.

The study provides directions to establish specific well-being and organizational support initiatives to retain female hospitality workers.

This study offers fresh insights into the JD-R theory by examining the experiences of American female hospitality employees using a non-comparative lens. Although existing literature highlights women’s unfavorable positions relative to male counterparts, this study reveals rather positive perspectives. Additionally, it presents a dual psychological process of how job resources and demands affect women’s work experience and the varying impacts of job demands on work engagement.

Increased work hours can result in stress and burnout among mine workers. Research within stone, sand and gravel mining operations is limited and has not explored whether health impairment, in this context, influences job satisfaction and turnover intention among these workers.

A path analysis was completed using Mplus to assess a theoretical model and hypotheses associated with model variables to include work hours, stress, burnout, job satisfaction and turnover intention. Cross-sectional survey data from 419 stone, sand and gravel mine workers were used in the path analysis.

Model fit was good. Work hours were positively associated with stress, stress was positively associated with burnout, stress and burnout were negatively associated with job satisfaction, stress and burnout were positively associated with turnover intention and job satisfaction was negatively associated with turnover intention. Burnout partially mediated the relationship between stress and both job satisfaction and turnover intention. Job satisfaction partially mediated the relationship between stress and turnover intention and burnout and turnover intention. An alternate model determined there was no direct relationship between work hours and burnout and that this relationship was fully mediated by stress.

Findings illustrate the importance of managing work hours among mine workers to reduce health impairment and to bolster job satisfaction and reduce turnover intention.

Mental ill health is prevalent among construction workers due to high job demands and unsafe working conditions. Psychological safety climate (PSC) has emerged as a potential solution for improving workplace mental health. However, there is still limited understanding of how different dimensions of PSC influence mental ill health. Thus, this study aims to explore the impact of PSC on the mental ill health of construction employees in the Vietnamese context.

Data were collected from 238 construction professionals using a non-probability sampling method. Partial least squares structural equation modeling (PLS-SEM) was employed to analyze the relationships between various PSC dimensions and mental ill health.

The findings revealed that management commitment and management priority have the most significant influence on reducing mental ill health in the Vietnamese construction sector. While organizational communication and participation contribute, their impact is less pronounced but crucial in promoting employee well-being.

Firms should actively promote mental well-being by visibly prioritizing psychological health alongside productivity and providing resources for stress prevention. For policymakers, these findings suggest the need for regulations that encourage or mandate mental health programs. Additionally, the study highlights the need for employees to engage with mental health initiatives to reduce the stigma surrounding mental health discussions in the workplace.

This study aims to explore the effects of expertise diversity on project efficiency and creativity in health-care project teams.

This study analyzes hierarchical linear models using multi-source data from 50 project teams in a large health-care organization in the USA. This data set includes self-reported survey responses from 274 team members and human resource information for all 515 members across the 50 teams. Expertise diversity is operationalized by professional diversity and positional diversity reflecting two dimensions, domain and level, of the concept of expertise.

This study reveals that professional diversity is negatively related to project efficiency and project creativity, whereas positional diversity is positively related to project efficiency.

Successfully managing a project team of experts within a limited time frame is a challenge for organizations. This study advances the understanding of the double-edged sword effect of expertise diversity on project teams, focusing on professional and positional diversity. It provides important insights for human resource development in terms of the composition of project teams regarding members’ expertise.

This study investigates the relationship between job autonomy and burnout among healthcare professionals, focusing on two key contextual elements that moderate this relationship: role ambiguity and workers’ age.

Employing an integrative approach, this research combines the Job Demands-Resources model with the lifespan developmental framework. A multilevel analysis was conducted on a sample of 1,232 hospital workers, nested within 74 units, to examine the relationships between job autonomy and burnout across teams with varying levels of aggregated role ambiguity, incorporating the factor of workers’ age.

The results indicate significant interaction effects between job autonomy, age and role ambiguity in relation to burnout. Job autonomy is associated with lower levels of burnout in contexts of moderate role ambiguity. In contrast, in highly uncertain contexts, job autonomy proves more beneficial for older workers, while it appears to have negative effects on younger workers.

This study enhances our understanding of the complex dynamics between job autonomy and burnout among healthcare professionals by utilizing a multilevel approach to examine the impact of contextual role ambiguity and workers’ age. The multilevel analysis offers original insights into the role of ambiguity, while the integration of two robust theoretical frameworks (i.e. JD-R model and Lifespan framework) provides a solid foundation for contributing to the discussion.

This study aims to examine how employee empowerment (personal value and impact) influences the delivery of services quality (SQD). The study focused in particular on the mediating effects of organizational citizenship behavior (OCB) on the link between employee empowerment (EE), personal value, employee impact and SQD.

A total of 310 survey questionnaires were completed by the nursing employees working in the public hospitals in Nigeria. SEM-PLS was used to carry out the statistical analysis.

The findings of the study revealed that EE (personal value and employee impact) and OCB significantly affect SQD. The findings also indicate that OCB mediates the link between SQD and personal value, employee impact and SQD.

The results of this study shed light on the influence of employee personal value and impact and its influence on SQD. Public hospitals should therefore concentrate on recognizing, comprehending and implementing employee empowerment to improve employee nurses’ capacity to achieve higher SQD. Along with how the accepted hypotheses are confirmed, the implications of these findings for theory and practice are also discussed.

Even though SQD has become a well-developed theoretical concept, previous research has rarely addressed the framework suggested for the present study, particularly when it comes to health care. In the context of public health sector settings, this study may be the first to examine the mediating role of OCB between personal values, employee impact and SQD.