How Does Workplace Romance Influence Employee Performance in the Hospitality Industry?

"First Catch Your Hare": Some Difficulties with, and Contextual Factors in, Understanding (In)Appropriate Workplace Relationships

The article considers the contextual factors that lead to descriptions of workplace relationships as appropriate and inappropriate. It reviews viewpoint, context of activity, and the tension between social and personal relationships in environments based on task completion. If relationships are the sum of series of interactions, then interactions must be judged in context before compilation. The vantage point of viewers will complicate these assessments, as will the rhetorical purpose of the reporter.

Organizational Adoption of Social Media in the Hospitality Industry: An Integrated Approach Based on DIT and TOE Frameworks

The importance of the organizational adoption of social media is increasingly raised in hospitality literature because of the recognition of Web 2.0 technologies as a significant tool for improving customer information searching and experience, as well as for enriching firm digital strategy. The present study seeks to empirically explore the determinant factors that affect a hospitality firm’s decision to adopt social media by following a theoretical approach that integrates the Diffusion of Innovation Theory (DIT) with the Technology-Organization-Environment (TOE) framework. Using survey data from 106 hospitality firms operating in Greece, and by applying structural equation modelling (SEM), we identify seven factors that influence the adoption of organizational social media adoption. These factors are grouped into three categories: Technological, organizational, and environmental. Out of the three groups of factors, technological features are considered as the most important ones in terms of their predicting power. Theoretical and practical implications of our findings are discussed.

Sustainable HRM through Improving the Measurement of Employee Work Engagement: Third-Person Rating Method

The purpose of the paper is to present the survey findings of two alternative methods (self-rating (SR) and third-person rating (TPR)) of measuring employee work engagement (EWE). The potential impacts of gender, job tenure, position, and work condition on TPR vs. SR were also investigated. A sample of 649 of hotel service workers, supervisors, and managers in China participated in the study. An accurate measure of employee work engagement serves as a leading indicator of turnover intention and an early diagnostic tool for sustainable human resource management. Despite its popularity as a work engagement measure, SR method has many limitations. This research attempted to demonstrate that TPR is a viable and better alternative measure of EWE. The results indicated that TPR does possess desirable measurement characteristics, such as convergent validity, nomological validity, and structure invariant. TPR also provides a more conservative, and perhaps more accurate as well, measure of EWE. The difference in mean EWE scores as measured by SR vs. TPR was found to be affected by the specific dimension under study, with the least observable absorption dimension the most affected. The difference was also found to be significantly higher for males than for females, bigger as an employee’s position moves higher, and larger as the length of job tenure increases. Additionally, the difference in satisfaction–EWE correlations, as measured by TPR vs. SR, were much higher when the work conditions were poor. For practitioners, the importance of this study lies in the fact that TPR, as a conservative measure of EWE, can play an important role in detecting early signs of employee troubles sooner and lead management to take timely actions, making human resource management more sustainable. For academics, the results that SR and TPR of EWE generally result in similar pattern of findings offer strong encouragement to build future research on EWE through the TPR method.