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This study aims to examine the factors influencing customer love (physical environment, food quality, customer-to-customer interaction and innovativeness) and revisits intention in the restaurant industry in Bangladesh.

This study applied a quantitative technique that exceedingly prescribed a methodological approach to positivism from a philosophical stance. Following the purposive sampling, 456 questionnaires were distributed, and 394 were received from the restaurant customer for analysis.

Using the partial least squares-structural equation modeling (PLS-SEM), the salient findings have shown that physical environment, food quality, customer-to-customer interaction and innovativeness have a positive and significant effect on customer love. Besides, customer love is fully mediated between the influencing factors of customer love and revisit intention. The findings also show that customer experience quality actively moderates the factors influencing customer love. Finally, customer love has a positive and significant effect on revisit intention.

Restaurant managers may benefit from the study’s findings. It can be an essential blueprint for theoretical and practical implications. The study also recommends increasing the restaurant’s performance and remaining experienced customers for future transactions.

This study aims to provide a new vision for investigating the different human resources management (HRM) practices in hotels after the COVID-19 pandemic.

A quantitative research approach was adopted using confirmatory factor analysis and structural equation modeling to reveal updated priorities and relations as stated by 504 hospitality employees.

The research approach contributed to highlighting exciting findings, as training and development (T&D) had an insignificant effect on turnover intention (IT) or affective organizational commitment (AOC) following the COVID-19 pandemic; job security (JS) had the highest impact on AOC and compensation had the highest effect on TI.

Individual HRM practices have different strong impacts on employee outcomes. This paper provides human resource directors with realistic and practical implications to boost individuals' AOC and reduces their intention to quit their job in conditions of uncertainty and ambiguity.

This pioneering study reveals the influence of HRM practices in the hospitality HRM systems regarding employee attitudes and behaviors, especially after the COVID-19 pandemic. It provides novel theoretical and practical contributions.

Based on social exchange theory (SET) and conservation of resources (COR) theory, this study aims to examine the unique combined impact of procedural justice (PJ) and distributive justice (DJ) on proactive customer service performance (PCSP) and general self-efficacy (GSE) in the hospitality industry. It also estimates these variables’ joint effect on PCSP controlling GSE.

The study’s results were derived from a sample of 380 frontline supervisor–subordinate dyads, placed in 18 five-star hotels, through three-wave data collection. The hypotheses and construct validity were generated through structural equation modeling.

The combined impact of DJ and PJ on GSE and PCSP was significantly positive, and GSE mediated the relationships between DJ and PCSP as well as PJ and PCSP.

To improve service employees’ GSE and PCSP, hospitality management should guide and encourage managers to highlight and maintain organizational justice (OJ) in all their strategies and operations. DJ and PJ are advised to appreciate service employees’ GSE and extra-role behaviors (e.g. PCSP) through providing organizational resources.

This paper offers unique practical and theoretical contributions to the hospitality industry and associated literature by implementing SET and COR theory with OJ, GSE and PCSP constructs.