Hospitality Industry Employees’ Intention to Stay in Their Job after the COVID-19 Pandemic

Women’s Risk-Taking Behaviour during COVID-19 Pandemic: Will Work–Family Enrichment and Work Satisfaction Prevent Turnover Intention?

The COVID-19 pandemic has impacted all employment conditions as working during the pandemic is a risk to employees’ health. This study investigates women’s intentions to leave their job during times of crisis. However, opportunities for job selection were quite limited, and there are better ways to deal with job insecurity than leaving an organisation. The questionnaires were tested on valid data from 593 female employees of four-star hotels, and structural equation modelling (SEM) was employed. Cultural characteristics and the macroenvironment in Indonesian society cause different practices for women to achieve work–family enrichment, job satisfaction, and turnover intention than in developed Western cultures. Female employees will not be inclined to leave their job even though they are not satisfied. Moreover, work–family enrichment has an essential role in enhancing work satisfaction because it can improve women’s quality of life. Work–family enrichment was also found to reduce the intention of women to leave an organisation. However, work–family enrichment has a more substantial influence on intensifying work satisfaction than on deflating the choice to quit during a crisis. Therefore, the research findings revealed that work–family enrichment is essential in improving work satisfaction, increasing employees’ likelihood of remaining in the organisation. This study contributes to filling the research gap within work–family enrichment by digging into the practical lessons of women’s work behaviour in the service sector, specifically in the hotel industry.

The Effect of Servant Leadership on Work Resilience: Evidence from the Hospitality Industry during the COVID-19 Period

The COVID-19 pandemic is a tremendous crisis for public health, which also has a profound impact on business and social activities because many countries restrict travel and social gatherings to avoid the spread of COVID-19. Workers suffer from mental health problems including depression and anxiety due to the uncertain work environment. Hence, psychological resilience, a positive psychological response to these challenges, is essential to the success of employees and companies. Drawing on the conservation of resources theory (COR), this paper investigates how the leadership style (i.e., servant leadership) enhances the work resilience of hospitality employees through two time-lagged empirical studies. Specifically, study 1 demonstrates a positive relationship between servant leadership and employees' work resilience. Study 2 replicates study 1's result and further demonstrates that emotional exhaustion mediates the relationship between servant leadership and employees' work resilience. Furthermore, study 2 finds a significant moderating effect of job complexity. The findings of this paper provide empirical evidence for practitioners to manage employees' resilience and psychological resources.

Job Insecurity and Intention to Quit: The Role of Psychological Distress and Resistance to Change in the UAE Hotel Industry

Hotel organizations today are in a state of constant change due to high competition, the emergence of pandemics, and cyclical economic crises. Hospitality employees are currently affected by job insecurity. The purpose of this research was to investigate the effect of job insecurity on intention to quit among hospitality workers, integrating the mediating effect of psychological distress and resistance to change and their mutual relationship. A total of 312 surveys were completed in four four- and five-star hotels in the UAE (Dubai and Sharjah). The SmartPLS 4 software was used to test the hypotheses in a mediation model with the bootstrapping method. The results showed that all of the direct links were positive and significant, and mediating relationships were confirmed. This study found that job insecurity predicts intention to quit through psychological distress and resistance to change acting as mediators, and these factors themselves also impact significantly on intention to quit. Resistance to change is impacted significantly by job insecurity and psychological distress, which suggests that a deeper approach to employees' resistance to change should be taken, especially when conducting performance appraisals in the hotel industry, by searching for its roots and aiming to minimize employees' intention to quit.

Living with Infection Risk and Job Insecurity during COVID-19: The Relationship of Organizational Support, Organizational Commitment, and Turnover Intention

The COVID-19 outbreak caused a stressful process for hospitality employees in terms of both being infected and experiencing the risk of losing their jobs. Stressful working conditions increase employees' turnover intentions (TI). This study aims to analyze the relationship among perceived organizational support (POS), organizational commitment (OC), and turnover intention (TI) within the context of employees' infection status and perceived job insecurity (JI). In this context, the study tests a moderated mediation research model. Having adopted a quantitative research method, data were acquired from 490 respondents who work at five-star accommodation companies in Alanya, Turkey. Findings show that the impact of POS on OC and IT differ according to employees' infection status during the COVID-19 outbreak and their perceived JI. The findings of the study reveal empirical results in understanding employee attitudes toward companies alongside perceived job insecurity for those who are infected as well as for those who are not. Moreover, the study presents theoretical and practical contributions to reduce the negative impact of job insecurity and risk of infection on turnover intentions, which have been considered to be main sources of stress throughout the pandemic.