This study examined the mediating role of service climate in prediction employee performance and customer loyalty. Contact employees (N=342) from 114 units (58 hotel front desks 56 restaurants) provided information about organizational resources, engagement, climate. Furthermore, customers (N=1,140) these on Structural equation modeling analyses were consistent with a full mediation model which resources work engagement predict climate, turn predicts then Further revealed potential...

One of the “truisms” personnel selection is that overqualified applicants are likely to be a poor fit and thus experience low job satisfaction performance higher turnover. Recently, issue overqualification has come forefront because economic downturn, especially in some European Union countries where unemployment rates extremely high. However, empirical research on industrial–organizational/organizational behavior literature limited. In this article, we argue although there may drawbacks for...

The authors tested 3 hypotheses regarding the antecedents and moderator influences of climate strength (CS; degree within-unit agreement perceptions). sample consisted 197 work units. Social interaction among unit members showed positive, statistically significant correlations with CS in goals orientation innovation climate. Work-unit leaders' informing behavior was positively correlated facets measured (i.e., support, orientation, innovation). moderated impact units' on average satisfaction...

(2002). Self-efficacy specificity and burnout among information technology workers: An extension of the job demand-control model. European Journal Work Organizational Psychology: Vol. 11, No. 1, pp. 1-25.

Over the past few decades, number of flexible workers has increased, a situation that captured researchers’ attention. Traditionally, temporary were portrayed as being disadvantaged compared to permanent workers. But in new era, cannot be treated homogeneous group. This study distinguishes between four types temporaries based on their contract preference and employability level. Furthermore, it compares them with Whether these groups differ job insecurity health-related outcomes sample 383...

We analysed whether relationship conflict mediates the link between task and shared affect at team level of analysis. Moreover, we tested hypothesis that these two types intra‐team would be moderated by members' interaction. The sample was composed 156 bank branches. Data were gathered points in time. Two dimensions (tension enthusiasm) measured. results obtained supported our hypotheses. Relationship fully mediated affect. Team interaction about issues conflict, so when low, enhanced,...

We tested the hypothesis that relationship between team climate and performance is moderated by strength. The study sample was composed of 155 bank branches, a two‐wave panel design implemented. measured four facets (support, innovation, goal achievement enabling formalization). obtained two subjective indicators (ratings provided members managers) financial indicator performance. Seven out 12 interaction effects were statistically significant showed expected sign. When criterion, only term...

The purpose of this article is to propose and test a model extrarole customer service (ERCS). We that organizational justice (distributive, procedural, interpersonal, informational) promotes well-being at work (low burnout high engagement). Well-being work, in turn, engenders more effective ERCS. Thus, considered mediator the relationships from This fully mediated was compared an alternative direct model. sample consisted 317 contact employees who were working Spanish sector. results...

This article attempts to extend prior research by testing the effects of justice components (distributive, procedural, and interactional) on customer satisfaction beyond expectancy disconfirmation paradigm. To this end, two separate field survey studies were conducted. A total 568 customers surveyed in 38 hotels 40 restaurants. The results showed that distributive was critical predicting satisfaction, while influence procedural interactional secondary. Justice concepts also robust against...

Human resource management that aims to promote employee wellbeing calls for a new style of leadership. Such strategy focuses on fostering flourishing and resilient workers build up thriving businesses robust sustainable organizations. In this framework, we developed integrated construct human capital sustainability leadership, scale assess it. This leadership has its roots in the existing definition term but achieve higher integration different functions four dimensions including ethical,...

Research investigating the relationship between organizational affective commitment and employee innovation has yielded scarce inconsistent findings. This study examined role of participative leadership in a team as boundary condition effectiveness predicting innovation. Data were collected from 343 employees 34 teams different Italian companies. The results hierarchical linear modelling analysis indicated that was stronger when team-level high. Our findings provide meaningful insights...

The construction industry is notoriously high risk for accidents, injuries, and deaths, particularly non-national or migrant workers, who comprise a significant proportion of the workforce. This paper presents an international, qualitative study focused on exploring challenges which influence safety workers in Italy, Spain, UK. Based comprehensive review literature, we formulated two research questions about relating to that face training effectively improving workers' behaviours. We present...

Relationships between organizational justice and well-being are traditionally investigated at the individual level. This article extends previous efforts by testing such relationships work-unit Three corridors of influence were examined. First, level (work units’ average scores) is related to burnout. Second, climate strength (level agreement among members) moderates predictability Third, burnout strength. The authors interviewed 324 contact employees from 108 work units in 59 service...

The Job-Demands-Control model (Karasek, 1979) has been widely studied in the job stress field, but results obtained are frequently contradictory. Therefore, some investigations have expanded by including social support and personality characteristics such as locus of control. However, with these elaborated models not conclusive either. present study sets out to integrate both types expansions simultaneously at work employee's control a longitudinal multi-national among 542 administrative...