Empowerment, Organizational Commitment, and Voice Behavior in the Hospitality Industry

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Silence is not Golden: Motivating Employee Voice through Inclusive Leadership (2020, background): “In addition, only a handful of hospitality studies examine employee voice and leadership styles or behaviors (Liang et al., 2017; Raub & Robert, 2013; Xu et al., 2017) and/or alternative theories to explain the relational aspect of employee voice.”
Collective psychological capital: Linking shared leadership, organizational commitment, and creativity (2018, background): “Power and resource sharing not only improves the perception of empowerment but increases organizational commitment also (Kim et al., 2012; Raub and Robert, 2013).”
Perceived leader behavioral integrity and employee voice in SMEs travel agents: The mediating role of empowering leader behaviors (2018, background): “Moreover, Raub and Robert (2013) declared that the positive relationship between empowerment and voice behavior is of crucial relevance for the hospitality industry.”
Employee Responses to Empowering Leadership: A Meta-Analysis (2018, background): “It would be logical to propose a mediation model in which empowering leadership results in psychological empowerment, which then leads to outcomes (e.g., commitment, engagement, performance, and careers; Fong & Snape, 2015; Kim & Beehr, 2017b; Raub & Robert, 2013; Zhang & Bartol, 2010).”