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This study analyzes the influence of individual (age, education level, and job tenure) and contextual factors (type of establishment and number of subordinates) on managerial competency needs. The sample is composed of 80 Spanish managers from tourist organisations. Results show that managers from restaurants perceive more competency needs in tourist organisation management and communication skills than managers from hotels. Also education level is negatively related to competency needs in customers and employees management and efficiency at work. On the contrary, job tenure is positively linked to needs in customers and employees management and facilities and infrastructure management. Age and number of subordinates do not show any significant relation to competency needs. Implications and limitations of the study are discussed, and future research directions are presented.

The purpose of this study is to test the moderating role of career-enhancing strategies (CESs) in the relationship between career commitment (CC) and subjective career success (CS).

Data were collected from 217 full-time employees working for three different sectors in Ankara, Turkey. The participants were asked to respond to a self-reported survey. The hypotheses were tested using a hierarchical regression analysis.

The results indicated that CC had a significant and positive effect on subjective CS. Furthermore, the positive relationship between CC and subjective CS was stronger for employees with a high level of self-nomination and for employees with a high level of networking. However, creating career opportunities did not moderate the effects of CC on subjective CS.

Because this study had a cross-sectional research design, causality cannot be established among the study variables.

The findings suggest a better understanding of the way CC is able to affect subjective CS through the networking and self-nomination CESs.

This study is original, in that no previous studies have investigated the moderating role of CESs in the relationship between CC and subjective CS.

One of the ways of improving organizational performance is to focus on individual performance and to analyze the knowledge and skills needs for effective job performance. Relevant literature suggests that needs should be studied as gaps in competencies. This study reports findings from data relating to the perceptions of middle‐level managers about the importance and current state of managerial competencies in the tourism sector. Data was collected through a questionnaire survey conducted in the hospitality facilities in Antalya, the so‐called capital city of tourism on the Mediterranean coast of Turkey. Respondents were asked about the importance and also present level of managerial competencies (technical and generic) required for effective job performance. Gaps were measured by subtracting the importance value ascribed to the competency from the value ascribed to the present competency level. The objective of this replication exercise was to adhere as closely as possible to the methodology and instruments used by Agut and Grau to facilitate direct comparison.

The purpose of this paper is to investigate the factors that predict competency needs of managers using quantitative methodology.

For the study, 31 individual competencies were analysed. The study is confined to a fully integrated telecommunication service provider; 198 managerial employees participated in the survey.

Marital status, age and gender have significant main effects in predicting competency needs. The results also revealed significant interaction effects among the variables of marital status and the number of subordinates, and marital status and gender in predicting competency needs.

Though there is an enormous diversity in the scope of competency literature, a few empirical research studies have been conducted on the predictors of management competency requirements. Further, a limited number of competency studies have been conducted in Asia. Hence, empirical research studies are needed to fill this lacuna in literature.

The purpose of this paper is to investigate whether there is a set of management competencies that should be possessed by managers irrespective of their areas of functional specialization using quantitative methodology.

For the study, 31 individual competencies were analyzed. The study was confined to a fully integrated telecommunication service provider; 198 managerial employees participated in the survey.

The findings reveal broad level competencies that are important for managers working in one of the seven functional areas. The findings suggest the importance of competencies from value and skill clusters than knowledge cluster across all functional areas. Further, there was hardly any congruence with the perceptions on current expertise and current importance across all the functional areas.

While the findings of the study have a specific relevance to the managers in the telecommunication industry, they could have a rather broader relevance with implications for management development initiatives.

Although there is an enormous diversity in the scope of competency literature, a few empirical research studies have been conducted on management competency requirements for different functional areas. A limited number of competency studies have been conducted in Asia and in many cases those were confined to identify requisite competencies for managers from a specific functional area, such as human resources development. Hence empirical research studies are needed to fill this lacuna in literature. This paper fills some of the gaps

It has been hypothesized that perceived contract fulfilment is positively associated with affective commitment, leading also to reduced turnover intentions, and with mental health, and that these relationships are fully mediated by work engagement. Employing the job demands resources (JDR) model, the purpose of this study is to examine the motivational and health‐enhancing properties driven by perceived employer psychological contact fulfilment.

The hypotheses were tested in a sample of 178 Finnish employees using structural equation modelling.

The hypotheses were supported. Perceived psychological contract fulfilment had both motivational (psychological contract → work engagement → affective commitment → reduced turnover intentions) and health‐enhancing (psychological contract → work engagement → mental health) effects.

The findings highlight the centrality of perceived psychological contract fulfilment to employees, and the importance of work engagement as a positive affective‐cognitive state at work.

It is crucial for hospitality organisations to develop sustainable leadership by regularly re-evaluating the competencies and skills required by their senior managers and leaders. In the context of this strategic talent management imperative, this paper aims to identify and map competencies required for the pivotal position of a hotel general manager to develop a holistic and relevant leadership competency framework.

Through secondary research, this study undertakes a detailed literature review of competency and leadership studies in the context of the hospitality industry to distil the essential competencies and skills required by a general manager.

This study proposes a leadership competency model for hospitality organisations in the form of a 43-item competency framework for hotel general managers categorised into four broad dimensions – cognitive competencies (knowledge), functional competencies (skills), social competencies (attitudes and behaviours) and meta competencies (motives and traits).

The proposed competency model, once empirically tested for robustness, could serve as a blueprint for hospitality organisations to develop their own organisation-specific competency framework for senior leadership that could prove to be a keystone for integrated talent management practices. Further, educationists and trainers could use the findings of this study as inputs in designing curricula and pedagogical interventions to meet the industry’s future needs and expectations with regards to competencies of senior managers.

By aggregating competencies from earlier studies and synthesising and categorising them in accordance with a contemporary, hospitality industry-relevant typology, a comprehensive competency model specific for hotel general managers has been proposed.

Sudden crises, known as environmental jolts, can cripple unprepared organizations. In recent years, financial jolts have led many organizations, particularly government organizations, to respond by furloughing employees. Furloughs can engender various responses in employees that can lead to negative work outcomes for both the employees and the organization. Previous research shows that the implementation of strategic human resource management (SHRM) practices, such as commitment-based systems, can mitigate the negative effects of environmental jolts. Utilizing the knowledge-based view and affective events theory, we propose a multilevel model where SHRM practices moderate employee affective responses to furloughs, which, in turn, drive subsequent employee behavioral outcomes.

In this chapter, we summarize and build on the current state of the customer mistreatment literature in an effort to further future research on this topic. First, we detail the four primary conceptualizations of customer mistreatment. Second, we present a multilevel model of customer mistreatment, which distinguishes between the unfolding processes at the individual employee level and the service encounter level. In particular, we consider the antecedents and outcomes unique to each level of analysis as well as mediators and moderators. Finally, we discuss important methodological concerns and recommendations for future research.