The effects of organizational and personal resources on stress, engagement, and job outcomes

By Osman M. Karatepe, Ugur Yavas, Emin Babakus, George D. Deitz. International Journal of Hospitality Management, 2018

167 citations recorded by the source corpus.

Abstract Applying self-determination and conservation of resources theories, our study investigates the additive and interactive effects of management commitment to service quality, customer orientation, and hindrance and challenge stress in the employee engagement process. The role of employee engagement as a central intervening variable that transmits the effects of job resources and demands is critically evaluated. The current work assessed the aforesaid relationships based on data gathered from a time-lagged sample of frontline hotel employees and their direct supervisors using robust maximum likelihood estimation in MPlus 7.4. The findings reveal that management commitment to service quality and customer orientation exert significant impacts on job performance and turnover intentions through employee engagement and hindrance stress. The interaction between management commitment to service quality and customer orientation mitigates both challenge and hindrance stress. Our study provides discussions for theoretical and practical implications.

Subfields: Marketing, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/77a65c18ebaa00a7fe7ac6ad3cdda6cf37ec3339

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Citations in the corpus

Impacts of the COVID-19 pandemic on employees’ work stress, well-being, mental health, organizational citizenship behavior, and employee-customer identification (2021, background): “These results are consistent with those of previous studies that explored stress in hotel employees and hotel employee performance (Ghubach et al., 2010; Karatepe et al., 2018; Khalid et al., 2016; Maunder, 2004; Nadinloyi et al., 2013; Oh et al., 2017; S. S. Kim et al., 2015; Tongchaiprasit & Ariya”
The mediating role of psychological distress between ostracism, work engagement, and turnover intentions: An analysis in the Cypriot hospitality context (2021, background): “In this sense, hospitality management scholars (e.g. Karatepe, Beirami, Bouzari, & Safavi, 2014; Karatepe et al., 2018) have underscored that contrary to hindrance stressors, challenge stressors tend to enhance hotel employees engagement.”