Murat Yeşiltaş, Hasan Evrim Arici and Ümit Sormaz
This study aims to examine how perceived overqualification (POQ) influences employee knowledge hiding (KH) behaviors. This study further investigates the mediating effect of…
Abstract
Purpose
This study aims to examine how perceived overqualification (POQ) influences employee knowledge hiding (KH) behaviors. This study further investigates the mediating effect of relative deprivation (RD) and the moderating effect of ego depletion (ED), jointly leading to moderated-mediation analysis.
Design/methodology/approach
Having used a time lag, a total of 850 hotel employees participated in Time 1, and data was gathered from 732 hotel employees in Time 2. Using PROCESS macro, a moderated-mediation analysis was performed to examine the hypothesized relationships.
Findings
This study’s findings display that POQ has a positive impact on KH. Moreover, RD plays a mediating role and ED has a moderating role in the direct and indirect associations between POQ and KH.
Practical implications
The findings suggest that hospitality and tourism (H&T) practitioners need to structure job positions, particularly job descriptions and specifications, by considering employee qualifications. They could encourage qualified employees to participate in the decision-making process which can increase the likelihood of their knowledge sharing and naturally limit KH behaviors.
Originality/value
In addition to adding to the burgeoning literature on POQ in the H&T sector, this study advances research on the RD and ED theories by statistically analyzing the link between POQ and employee KH. By considering RD as a mediator, a better comprehension is provided concerning “how” POQ associates with employee KH. By introducing ED as a moderator, researchers could better understand “when” POQ significantly associates with employee KH.
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Muharrem Tuna, Issam Ghazzawi, Murat Yesiltas, Aysen Akbas Tuna and Siddik Arslan
– This paper aims to examine the effects of perceived external prestige (PEP) on deviant workplace behavior (DWB) and the mediating role of job satisfaction (JS).
Abstract
Purpose
This paper aims to examine the effects of perceived external prestige (PEP) on deviant workplace behavior (DWB) and the mediating role of job satisfaction (JS).
Design/methodology/approach
The relationship was tested via hierarchical regression analyses. The study used data drawn from 401 employees of five-star hotels located in the Turkish cities of Ankara and Antalya.
Findings
The study findings suggest that there is a negative correlation between JS and organizational deviant work behaviors. Employees’ satisfaction leads to workplace harmony and brings employees closer to the purpose of the organization. Additionally, the study shows that positive PEP reflects positively on JS and vice versa. JS plays a mediating role between PEP and DWB.
Research limitations/implications
The first limitation of the study is that the sample involves a specific area and, therefore, may not be generalizable. Additionally, the study contains only five-star hotels. Therefore, future researchers could replicate the findings with a heterogeneous population sample comprising employees of various hotels’ levels.
Originality/value
The external reputation of an organization (image) is an important subject for researchers, as it fosters organizational members’ JS, and higher PEP decreases members’ deviant work behavior. This empirical study focuses on hospitality employees because this group has not received attention from researchers, despite their importance as the top contributors to the high-level service industry.
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Mustafa Koyuncu, Ronald J. Burke, Marina Astakhova, Duygu Eren and Hayrullah Cetin
The aim of this article is to examine the relationship of service employees perceptions of servant leadership provided by their supervisors/managers and employee’s reports of…
Abstract
Purpose
The aim of this article is to examine the relationship of service employees perceptions of servant leadership provided by their supervisors/managers and employee’s reports of service quality provided to clients by their hotels.
Design/methodology/approach
Data were collected from 221 frontline employees, a 37 per cent response rate, working in four- and five-star hotels in Cappadocia, Turkey. Previously developed and validated measures of servant leadership (Liden et al., 2008) and service quality (Parasuraman et al., 1988) were used and both were found to be highly reliable in this study.
Findings
Respondents were generally young, had relatively short organizational tenure and had high school educations. Respondents having longer organizational tenures and those working in five-star hotels reported lower levels of servant leadership. Longer tenured employees, and males, rated some dimensions of service quality lower as well. Service employees reporting higher levels of servant leadership from their supervisors/managers generally indicated higher levels of service quality.
Research limitations/implications
Some limitations should be noted. First, all data were collected using respondent self-reports, raising the limited possibility of response set tendencies. Second, the sample, while reasonably large, may not be representative of all hotel employees in Turkey. Third, all properties were located in one region of Turkey and may not be representative of hotel employees in other regions of the country.
Practical implications
First, organizations could select individuals exhibiting higher levels of servant leadership potential based on indications that these individuals are interested in developing long-term relationships with staff and co-workers and in helping them become more skilled in doing their jobs. Selection can also be augmented by servant leadership training (Fulmer and Conger, 2004). Supervisors/managers could be coached to help them develop their staff and help them meet their unique goals (Raelin, 2003). Finally, workplace cultural value supportive of both servant leadership and service quality can be identified, modeled by senior level managers, supported and rewarded.
Originality/value
Most studies focus on defining and measuring servant leadership or service quality. This study investigates the relationship between servant leadership and service quality.
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Istemi Demirag, Cemil Eren Fırtın and Ebru Tekin Bilbil
This paper explores the role of the COVID-19 pandemic in the financial and parliamentary accountability mechanisms of public-private partnership (PPP) “City Hospitals” in Turkey…
Abstract
Purpose
This paper explores the role of the COVID-19 pandemic in the financial and parliamentary accountability mechanisms of public-private partnership (PPP) “City Hospitals” in Turkey. Diverse and changing accountability mechanisms are explored regarding budgetary, affordability and emotions during the COVID-19 pandemic.
Design/methodology/approach
This is a case study of City Hospitals in Turkey. Empirical data are collected and analyzed qualitatively from publicly available government and related sources, Turkish National Audit reports (Sayistay), strategic healthcare investment plans, relevant laws, decrees and NGO reports and news articles.
Findings
Existing accountability mechanisms for arranging and/or delivering value-for-money (VfM) in Turkish PPP hospitals are weak. This provided policy makers with more flexibility to manage expectations of its citizens in dealing with COVID-19 pandemic. Political decision makers, through PPPs, created political capital for themselves by engaging in emotional accountability at the expense of better financial and parliamentary accountability.
Originality/value
This article contributes to the literature by articulating how roles of accountability change in crisis and introduces the concept of emotional accountability during a period of heavy infrastructure investments in City Hospitals in Turkey.