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The article challenges the narrow view in scholarship which presents disengagement as passive and simply the absence of condition of engagement and explores how food retail employees articulate their disengagement within the intensified customer-centric service work. The article adopts the term “active disengagement”, as presented by Ackroyd and Thompson (2016) and empirically examines this as a form of oppositional voice towards managerial norms and behavioural expectations.

The article draws on qualitative data from two case study organisations in the Cypriot food retail sector. Forty-six interviews took place with participants across different departments, including front-line employees and front-line and senior managers, to better understand the research problem through different perspectives.

The data show that disengagement is an integral part of organisational life and it is expressed in an individual and less-risky way. The data also reveal a variation in disengagement actions across departments, depending on employees' mobility on the shop floor and the intensity of interaction with the customers and the line manager. Shop floor employees enjoyed a wider “space of disengagement”, in comparison to those working on the front-end/checkouts. Nevertheless, checkout employees have developed sophisticated actions to express disengagement.

This research provides a refined understanding of active disengagement in organisations. It empirically contributes to the existence of a spectrum of engagement and expands Ackroyd and Thompson's (2016) “active disengagement” framework, discussing it as a form of oppositional voice towards corporate values and the customer-centric work intensification.

The research provides empirical evidence that employee disengagement is not merely the absence of engagement, as HRM scholars and practitioners have argued, but entails further social meanings. This article will be useful for practitioners to rethink, revisit and revise employee engagement programmes in organisations, as well as to re-write corporate values, mission and vision, to also consider employees' experiences within the workplace. This will allow the provision of social support by management to address active disengagement in service organisations.

The study provides an important insight in employees' individual actions to express disengagement towards corporate values and managerial expectations related to customer service. It highlights the variation of dynamics across the food retail shop floor, which has been treated as a contextual periphery within the disengagement debate. Applying a broader lens on retail work heterogeneity, it provides further understanding of the diversity of how frontline service workers express disengagement within the triadic employment relationship. This study offers ground for future research to examine active disengagement in various contexts for better conceptual and practical understanding of this behaviour in organisations.

The importance of inclusive leadership has been recognized by scholars and practitioners alike. However, the ways in which inclusive leadership can be achieved and implemented in hospitality seem to be unclear. In order to answer how inclusive leadership can be put into practice in hospitality, this paper explores (1) employees' and managers' perceptions of inclusion and (2) diversity practices in hotel organizations.

By espousing a qualitative methodology, semi-structured interviews with management representatives, as well as local and foreign employees of 4- and 5-star hotel organizations, were utilized in order to identify what inclusive leadership looks like in theory and in practice. Data were analyzed via thematic analysis and the utilization of the NVivo software.

Findings suggest that an inclusive leader should be caring and respectful, pursue fair treatment, support employee development, express employee appreciation and recognize their role in social inclusion more widely.

This original work reduces the research-practice gap in the field of diversity management by providing succinct recommendations to hospitality managers in the form of an adaptable best practice framework. The diagrammatic framework includes the values related to inclusive leadership as they emerged, as well as the practices through which each theme could be enacted.

Quantitative easing (QE) allowed the US economy to stabilize and return to slow growth. Oil prices increased to $100 during 2010–2013. Then in June 2014, they plunged again dramatically to $40. The purpose of this paper is to develop and test a model that describes the price of oil as depending on six inputs: Federal assets accumulated by the Federal Reserve during the period of QE, the 10-Year Treasury note rate, the price of copper, the trade-weighted dollar, the S&P 500 Index and the US high yield rate for bonds rated CCC or below.

We use 771 overlapping 52-week regressions to capture short-run oil price dynamics.

We find that QE was statistically significant only during 2009–2010, while the US high yield rate played a more significant role, both during and after the crisis.

This paper does not explain the behavior of oil prices prior to 2003.

This paper emphasizes the role of the high yield rate on fracking technology in financing the extraction and production of oil.

The paper has both the theoretical value for researchers in the area of energy, as well as practical application for the oil industry.

This paper aims to explore the nature of the celebrity chef phenomenon and its impact on the contemporary hospitality industry, to both enrich current knowledge on the topic, as well as inform future research endeavors.

The study was based on a narrative literature review of secondary data sources, namely, academic literature and industry-related articles, and video data collected from popular video-hosting websites.

Despite the vast popularity of celebrity chefs, the phenomenon remains underexplored, with limited coverage given to it by hospitality-related literature. Prior investigations primarily focused on celebrity chefs’ commercial influence and power of advocacy, with little reference to their impact on the next generation of culinary professionals and on the sustainability of the profession.

This commentary has numerous theoretical and practical implications for industry stakeholders who wish to explore this phenomenon beyond the limited confinements of its commercial impact. In particular, the study explores the nature of the phenomenon, where television, social media and the celebrity status of chefs influence both the values and norms surrounding the profession, and individuals’ vocational choices. That said, findings suggest that additional research is required on this topic.

The exploration of celebrity chefs as a topic has so far been limited and has leaned toward one dimension in hospitality literature, despite its interesting scope. This critical overview provides conceptual clarity on issues such as the phenomenon’s commercial and vocational impact and highlights areas of concern and opportunity. Moreover, the study sets a clear pathway for further research.

This study aims to examine the association between the elements which influence the career decision-making process of tenured hospitality employees and their existing level of career satisfaction (CSat) and future intention.

Adopting a quantitative approach, a questionnaire survey collected data from 564 individuals working as full-time employees at all levels of the hierarchy in four- and five-star hotel establishments in Cyprus. Structural equation modeling analysis, preceded by exploratory factor analysis, was utilized to assess the constructs’ relationships and address the postulated hypotheses.

The results suggest that accurate job-person fit, reflective career awareness and the individuals’ pragmatic occupational perceptions, positively influence their CSat and, subsequently, strengthen their intention to remain and progress within the industry.

The study’s setting, the Cyprus hospitality industry, a Mediterranean seasonal destination with unique operational characteristics, may limit the generalizability of the findings to business environments in other regions.

Insights are of interest and value to stakeholders, including academic scholars wishing to build on this investigation, industry professionals striving to revitalize interest toward relevant professions, career counselors’ vocational decision guidance tactics and strategies and individuals envisioning a prosperous hospitality career.

The paper enhances and enriches our conceptual knowledge of a relatively barren landscape, investigating the behavior of mature employees’ choice of a hospitality career.

The purpose of this paper is to reveal the dynamics of the Greek energy sector. As energy sectors contribute substantially to a national economy and stimulate national output and employment, it is important to identify their upward and downward linkages and interrelations with the other sectors of the economy.

To do this and capture such relations in the economy, a general equilibrium model is used. In specific, input–output (I–O) analysis is used and a model is specifically built for the Greek economy to examine in detail the energy sectors. Multiplier and linkage analysis is performed to assess their dynamics in terms of output, household income and employment.

Results indicate that the three energy sectors’ multipliers and elasticities, though are not ranking in the first places, are enough high indicating their strong linkages in the economy and their potentials to enhance the economy’s total output, employment and household income.

Further disaggregation of the economy’s energy sectors is needed to make clearer the separation among renewable and non-renewable sector, to identify and compare the dynamics and contribution of each category in the economy. Additionally, an environmental I–O model would indicate consequences on the environment and not just pure economic benefits.

Through the analysis, it can be seen that energy sectors and secondary energy products have the ability to drive a country’s economic activity through exports and intersectoral linkages, even if it is not a crude petroleum producing economy. Thus, knowledge of the economic impacts of such sectors is a valuable information.

The current study provides significant information of an economy’s energy sectors regarding their ability to support economic activity and employment. A general equilibrium model is used, examining the whole economy, to assess direct and indirect interrelationships.

This paper uses the theory of planned behavior (TPB) to explain entrepreneurial intentions (EIs) among students from different South-East (SE) European countries, considering various personal and situational variables. The authors examine how the regional cultural context affects individual perceptions and beliefs about entrepreneurship, which in turn form the basis of the cognitive antecedents of the TPB model.

Using a sample of 850 respondents, the authors estimate a two-level model, addressing the issue of endogeneity in the relationship between attitudes and beliefs and the respondents' EI. Specifically, the authors focus on heterogeneity across nations in attitudes toward entrepreneurial behavior (ATEB), subjective norms (SN) and perceived behavioral control (PBC).

The results show that the perceived behavioral control and the attitude toward entrepreneurial behavior are the main determinants of Balkan students' EI. The authors find that the role of SE European culture in entrepreneurship intentions does not follow the Western pattern. In this particular regional environment dominated by collectivist culture, students' EIs are influenced more by cooperation, caring for others and other non-monetary benefits.

Like any study, this study has limitations. First, all the variables were measured using a single questionnaire. Although common method bias was shown not to be an issue, in future research different variables should be measured with different methods. For instance, using the items by Liñán and Chen (2009) which were developed in the United States of America, to measure SE European students' entrepreneurial perceived behavioral control might ignore some requisite resources or abilities typical for SE European students, such as personal relational network (similar to the notion of guanxi in China (see, e.g. Hwang et al., 2009). Second, Busenitz et al. (2000) indicate that cross-national differences in entrepreneurship are best explained by a broader set of institutions, i.e. educational and governmental support agencies. In general, the empirical evidence on the relationship between national culture and entrepreneurial behavior is mixed and this is generally agreed that an important issue that needs to be considered is the interactions between cultural values, social institutions, industry characteristics and outcomes such as entrepreneurship (Hayton et al., 2002). In the future, similar studies could include respondents with a larger dispersion of prior education, age, and human, social and financial capital.

The existence of support received in the family environment and the lack of individualistic and competitive aspirations create a more favorable environment for a young person to become entrepreneur. This must be taken seriously into account by educators and policy makers aiming at encouraging entrepreneurship, because in the societies studied here the motivation of prospective entrepreneurs depends on totally different drivers than those usually encountered in the Western world. Furthermore, from a gender perspective, the authors' study suggests that in societies with stronger family ties and more gender discrimination, an individual's closer social environment may not create the appropriate context for women to decide to become entrepreneurs.

A strong hierarchical culture in a society goes against the intention of becoming an entrepreneur. That is, when people accept that social mobility is low and, thus, reversing people's relative positions in the society is unlikely, people are less prone to becoming entrepreneurs. In Western societies, where collectivism is low, the contrary holds. In the societies considered here, where family and social links are strong, entrepreneurship is considered to be a rather safer option, which is encouraged by non-individualistic values and is negatively associated with aggressive competitiveness. In those societies, formal institutions such as the government and the educational sector could play an important role to support prospective female entrepreneurs (Borges et al., 2021).

The motivation of prospective entrepreneurs in SE European countries depends on totally different drivers than those usually encountered in the Western world.

To close the gap in scientific literature and practice of applying green finance instruments, such as green mini-bonds, for financing environmentally beneficial projects with the practical application case of municipal waste reduction.

It follows a case study and scenario analysis to investigate the financing options for green and zero-waste projects. Data for the analysis has been collected from the financial reports of waste management companies for the years 2016–2020, operating in the ten counties of Lithuania. Five scenarios have been developed for the study – financing of large-scale projects with company funds, loan financing, EU funds or subsidies, municipal green bond issuance and mixed financing. The investment analysis relies on the cost-benefit analysis principles recommended by the European Commission.

The research shows that the issuance of green mini-bonds can serve as an alternative to the funding with the EU funds, delivering the same economic benefits and providing better financial performance. Analysis also shows that the issuance of green mini-bonds is the most favourable financing option.

Further research can be expanded with the analysis of other municipalities in Lithuania to test the relevance of the accuracy of the conceptual model.

Results also show that small issuers, such as municipalities or waste management companies, can create value and cover their financing needs. As a result, municipalities can consider the issuance of mini-bonds to fund environmentally friendly projects.

The research provides alternatives to traditional financing ways such as bank loan financing. A new economic model of scenarios for municipal waste management was developed, and its effectiveness was evaluated.

This study aims to explore the role General Managers (GMs) play in mitigating the effects of the unprecedented COVID-19 pandemic.

Qualitative structured interviews conducted online with 50 hospitality GMs from 45 countries are used to explore the impact of the pandemic on the industry’s operational norms and the role of managers in both managing the crisis and planning contingencies for recovery.

The findings enhance the conceptual capital in this emerging field and provide insights on how GMs behave during crises. Four related sub-themes emerged from the data analysis, namely, contingency planning and crisis management, resilience and impact on GM roles, the impact on hotels’ key functional areas and some GMs’ suggestions for the future of luxury hospitality.

This study generates empirical data that inform contemporary debates about crisis management and resilience in hospitality organizations at a micro-level operational perspective.

Findings suggest that, in times of uncertainty and crisis, luxury hotel GMs are vital in coping with changes and leading their organizations to recovery. GMs’ resilience and renewed role and abilities enable them to adapt rapidly to external changes on their business environment.

This study is unique in terms of scale and depth, as it provides useful insights regarding the GM’s role during an unprecedented crisis such as COVID-19.

Nowadays, the phenomenon of increased competition between firms and their need to respond effectively to rapidly changing operational conditions, as well as to personnel requirements, has escalated the necessity to identify those factors that affect employee performance (EP). The purpose of this paper is to examine the interrelations between firm/environment-related factors (training culture, management support, environmental dynamism and organizational climate), job-related factors (job environment, job autonomy, job communication) and employee-related factors (intrinsic motivation, skill flexibility, skill level, proactivity, adaptability, commitment) and their impact on EP.

A new research model that examines the relationships between these factors and EP is proposed utilizing the structural equation modeling approach.

The results indicate that job environment and management support have the strongest impacts (direct and indirect) on job performance, while adaptability and intrinsic motivation directly affect job performance.

A potential limitation of this research is that it is not focused only on one business sector (i.e. the sample is heterogeneous).

In this study, firm/environmental-related factors, job-related factors, employee-related factors and EP are incorporated in a single model using data from small- and medium-sized enterprises. Overall, the final model can explain 27 percent of EP variance (first-level analysis) and 42 percent of EP variance (second-level analysis).