Vol.54, No 3 (2021)

Kristijan BREZNIK

International School of Social and Business Studies, Celje, Slovenia College of Nursing, Celje

Kris LAW

Deakin University, Faculty of Sci Eng & Built Env, School of Engineering, Geelong 3220 VIC

Mitja GORENAK

University of Maribor, Faculty of Tourism, Brežice

Abstract

Background/Purpose: This paper explores how organisational values can help to understand the interlinks of hotel brands and their hotel rating. The study assumes that the importance of organisational values in the service sector represents one of the key components of both growth and development of an organisation.
Methods: Conceptual content analysis was used on the dataset of organisational values found on websites of the top 100 European hotel brands. Advanced network analytic procedures were applied to identify clustered dimen­sions of organisational values among various hotel brands.
Results: Results identified shared organisational values among hotel brands clustered into four predominant dimen­sions: entrepreneurial, stakeholders, moral, and tradition. The study confirmed wide content variability of organisa­tional values within the hotel brand industry.
Conclusion: The cluster analysis identified clusters of the most important words from values statements, conclud­ing that hotel brands highly value “entrepreneurial” and “ethical” clusters. The island analysis approach on hotel brands’ level also reveals that organisational values in this sector are determined by many factors, including the scale and market positioning. Our study provides theoretical and practical implications to hotel brand strategists in order to better understand their current and desired sector position.
Keywords: Organisational values, Hotel industry, Branding, Content analysis, Network analysis

Elizabeth DOMINIC

Saintgits Institute of Management, Kottukulam Hills, Pathamuttam P. O, Kerala

Vijay VICTOR

CHRIST (Deemed to be University), Hosur Rd, Bhavani Nagar, S.G. Palya, Bengaluru, Karnataka

Robert Jeyakumar NATHAN

Multimedia University, 75450 Melaka

Swetha LOGANATHAN

CHRIST (Deemed to be University), Hosur Rd, Bhavani Nagar, S.G. Palya, Bengaluru, Karnataka

Abstract

Background/Purpose: The effectiveness of a Business School depends on the extra role behaviours or Organ­isational Citizenship Behaviour (OCB) of its committed academics. The social exchange theory postulates that employees tend to display OCB when they know how their organisation would treat them. As B-School academics’ inclination towards OCB is less understood, this study examines the interaction between Procedural Justice (PJ), Perceived Organisational Support (POS) and Organisational Citizenship Behaviour (OCB) among B-School aca­demics.
Methods: A survey was carried out to collect data from B-School academics, 378 responses were collected from B-Schools from the state of Kerala, India. Data validity and reliability analyses, and direct and indirect effects of research variables were tested using Partial Least Square (PLS) path modelling.
Results: The results indicate PJ positively influences POS as well as dimensions of the OCB for B-School academ­ics. Contrary to previous OCB studies, this study finds that POS do not significantly relate to Courtesy. The findings also show that POS fully mediates PJ’s relationship with Altruism, Conscientiousness and Civic Virtues of B-School academics.
Conclusion: This research explains the dynamics of PJ and POS towards OCB in a B-School setting. The academic setting of this study provides more insight into the relationships and provides insights into enhancing the organi­sational citizenship behaviour of academics in enhancing educational outcomes. Further, it also adds to existing understanding of organisational behaviour theory.
Keywords: Organisational citizenship behaviour, Perceived organisational support, Procedural justice, Business school, India

Safiye ŞAHIN

Istanbul Medeniyet University, Faculty of Health Sciences, Department of Healthcare Management, Istanbul

Bilal ÇANKIR

Istanbul Medeniyet University, Faculty of Health Sciences, Department of Healthcare Management, Istanbul

Bahar SEREZ ARSLAN

Kırklareli University, Healthcare Services Vocational School, Kırklareli

Abstract

Background/Purpose:  Implicit voice theories are the beliefs that are related to employee silence. This study aims to examine the implicit voice theories (don’t embarrass the boss in public, negative career consequences of voice) as predictors of employee defensive silence and employee constructive voice.
Methodology: This study is a cross-sectional and an analytical study. The sample of this study consisted of 494 participants working in the healthcare sector (n = 277) and education sector (n = 217) in Turkey. We performed linear regression analyses to test our hypotheses.
Results: We found that power distance and negative career consequences of voice predicted employee defensive silence while proactive personality and the belief of “don’t embarrass the boss in public” predicted employee con­structive voice. These results confirm the effect of implicit voice theories on employee silence and voice.
Conclusions: Employees holding the belief of “don’t embarrass the boss in public” and “negative career conse­quences of voice” tend to remain silent or prefer to speak with their managers privately, which prevent sharing ideas in group interactions in organization. Therefore, managers must combat the belief that speaking up is risky. In order to change these beliefs in a positive way, they should make their subordinates feel that speaking up is a valuable behavior in organization.
Keywords: Implicit voice theories, Employee defensive silence, Employee constructive voice, Power distance, Pro­active personality, Healthcare sector, Education sector

Jasmina ŽNIDARŠIČ

Faculty of Organizational Sciences, University of Maribor, Kidričeva cesta 55a, 4000 Kranj

Miha MARIČ

Faculty of Organizational Sciences, University of Maribor, Kidričeva cesta 55a, 4000 Kranj

Abstract

Background/Purpose:   Our research examines the impact of work-life balance on work engagement, both di­rect impact as well as through job and life satisfaction. The main aim of our research is to empirically test relations between work-life balance, job satisfaction, life satisfaction, and work engagement among higher education lectur­ers from Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia.
Methods: Using validated questionnaires, we collected data on work-life balance, job satisfaction, life satisfaction and their work engagement. The quantitative data for our analysis were collected through a survey of 164 online participants. Based on an extensive literature review, we have formulated five hypotheses, which we tested in one structural model by using structural equation modelling (SEM).
Results: Our findings show that an increase in work-life balance positively relates to life and work satisfaction and that life satisfaction leads to an increase in work engagement.
Conclusion: The knowledge of important impact of work-life balance, together with the understanding of the rela­tions between the researched constructs of work-life balance, life satisfaction, job satisfaction and work engage­ment, can strengthen teachers’ work engagement by respecting employees as actors in other roles and supporting work-family balance in the form of family-friendly policies and practices, and thereby contributes to the area of employee’s behaviour and improves the teacher’s productivity.
Keywords: Work-life balance, Job satisfaction, Life satisfaction, Work engagement, SEM

Zuhair ABBAS

Tomas Bata University in Zlin, Department of Business Administration at Faculty of Management and Economics, Zlin

Junaid ANSARI

Institute of Business Management (IoBM), Department of HRM and Management, Karachi

Saba GULZAR

Institute of Business Management (IoBM), Department of HRM and Management, Karachi

Unzila ZAMEER

Institute of Business Management (IoBM), Department of HRM and Management, Karachi

Kanwal HUSSAIN

Institute of Business Management (IoBM), Department of HRM and Management, Karachi

Abstract

Background/Purpose:  Despite extensive research on employee turnover intention in the existing literature. Previous studies have paid rare attention to the role of workload (WL), nepotism (N), job satisfaction (JS), and organization politics (OP) on turnover intention, especially, mediating the effect of harassment between WL, N, JS and OP on turnover intention in the Pakistani context. This study is using Hobfoll’s conservation of resources (COR) theory.
Methods: Data were collected from 189 female employees (doctors and nurses) working in public and private hos­pitals in the province of Sindh, Pakistan, by adopting a purposive sampling technique. SmartPLS and SPPS were used to analyze the data.
Results: The results demonstrated that workload and job satisfaction are positively related to harassment. At the same time, harassment has a direct effect on turnover intention. More importantly, harassment partially mediated the effect between workload and job satisfaction on turnover intention. In contrast, nepotism and organizational poli­tics did not observe any significant relationship with harassment. However, it also did not have any mediating impact of harassment between nepotism and organizational politics on turnover intention.
Conclusion: There is a lack of research on the antecedents of turnover intention in the existing literature especially in the developing country context (Pakistan). Furthermore, this study examined the mediation mechanism of ha­rassment on turnover intention. In this way, this is an original contribution to the body of knowledge. Finally, COR theory has been utilized to explain how antecedents of turnover intention play their role along with harassment at the workplace. This study also advances the existing literature on human resource management. The current study provides insightful guidelines to policymakers, managers, and HRM practitioners for devising employee-friendly policies at the workplace.
Keywords: Workload, Nepotism, Job satisfaction, Organizational politics, Harassment, Turnover intention,
Healthcare