Submit to Sustainability Review for Sustainability Propose a Special Issue

Journal Browser

Sustainable Human Resource Management and Marketing Studies in the Service Industry

Print Special Issue Flyer
Special Issue Editors
Special Issue Information
Keywords
Published Papers

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Sustainable Management".

Deadline for manuscript submissions: closed (15 December 2022) | Viewed by 40632

Share This Special Issue

Special Issue Editors

Prof. Dr. Huseyin Arasli

E-Mail Website
Guest Editor

Faculty of Social Sciences, Norwegian School of Hotel Management, The University of Stavanger, 4036 Stavanger, Norway
Interests: leadership; human resources management; service quality; organizational behavior; strategic management
Special Issues, Collections and Topics in MDPI journals

Prof. Dr. Trude Furunes

E-Mail Website
Guest Editor

Faculty of Social Sciences, Norwegian School of Hotel Management, University of Stavanger, 4036 Stavanger, Norway
Interests: leadership; health-promoting leadership; age discrimination; ageing; diversity
Special Issues, Collections and Topics in MDPI journals

Dr. Hasan Evrim Arici

E-Mail Website
Guest Editor

EU Business School, European University, 80339 Munich, Germany
Interests: tourism; hospitality; HRM; leadership
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

Sustainability is considered as an important factor affecting the success of management and marketing activities in the service industry. Scholars have suggested that sustainability in marketing may have a significant effect on sustained competitive advantage. However, research on the phenomenon is still deficient, and important study problems still need to be solved and gaps still need to be filled. In addition, motivating and keeping competent human resources for a long time is another important challenge for practitioners in the industry. Therefore, research is being undertaken to develop sustainable human resources needs to provide several avenues for both researchers and practitioners. This Special Issue aims to bring together state-of-the art research on sustainable HR management and marketing to examine the further avenues for scholars and industry practitioners in the service industry.

We particularly welcome investigations focusing on the service industry that include (though not exclusively) the following issues:

Crises, sustainability, and management in the service industry;

HR management and sustainability;

Green leadership and HR management;

Sustainable HR and employee innovation;

Sustainable HR and employee job outcomes;

Measuring HR effectiveness;

The importance of HR functions on employee attitudes and behaviors;

Socially responsible HR practices;

Leadership and HR management in academia;

Contemporary leadership approaches.

Prof. Dr. Huseyin Arasli
Prof. Dr. Trude Furunes
Dr. Hasan Evrim Arici
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

leadership
human resource management
sustainability

Published Papers (9 papers)

Download All Papers

Research

16 pages, 469 KiB

Open AccessArticle

Can Safety Leadership Be an Antidote in the COVID-19 Fear of Job Insecurity and the Work Engagement Relationship in the Norwegian Service Industry? A Moderated-Mediation Model

by Mert Unur, Guzide Atai, Emel Capkiner and Huseyin Arasli

Sustainability 2022, 14(19), 12203; https://0-doi-org.brum.beds.ac.uk/10.3390/su141912203 - 26 Sep 2022

Cited by 6 | Viewed by 1266

Abstract

While there is evidence of job-related antecedents of work engagement, there is little information in the relevant literature on cross-domain effects. The purpose of this empirical study is to examine this under-researched aspect by analyzing data from the conservation of resource theory and the job-demand resource model. A moderated mediation model is proposed wherein COVID-19, the fear reduces service employees’ work engagement through job insecurity, and safety leadership acts as the supportive construct to cope with adverse effects of the pandemic on mentioned outcomes. The research, based on the experiences of 376 Norwegians working in the service sector, found that: the fear of COVID-19 had a major deterrent effect on employee engagement. One of the reasons for this relationship was job insecurity, which acted as a mediator between the COVID-19 fear and engagement, in work. In addition, the moderating role of the safety leadership in the relationship between COVID-19 anxiety and worker engagement was confirmed. In other words, workers who were under the supervision of safety leaders had lower links between these concepts, even if they were indirectly linked through job insecurity. With regard to the stress-related effects of COVID-19 on service personnel’s perceptions, attitude, and actions regarding their jobs and conditions of employment, this study has both theoretical and managerial implications. It also expands upon the existing understanding of how managers can handle such negative consequences. The limitations of the study’s contextual scope and sampling procedure of the study are discussed. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

22 pages, 716 KiB

Open AccessArticle

Understanding the Connection between Sustainable Human Resource Management and the Hotel Business Outcomes: Evidence from the Green-Certified Hotels of Egypt

by Wagih Salama, Mohamed Nor El Deen, Azzam Albakhit and Karam Zaki

Sustainability 2022, 14(9), 5647; https://0-doi-org.brum.beds.ac.uk/10.3390/su14095647 - 07 May 2022

Cited by 7 | Viewed by 2824

Abstract

Sustainable human resource management (SHRM) practices are extensively believed to cause a strategic advantage for the hotel industry. However, while a growing body of evidence indicates that SHRM practices are related to superior organization-level outcomes, it is rather unclear as to how these practices could affect such outcomes and whether they result in desirable hotel outcomes. This paper aimed to examine the moderation effect of hotels’ environmental strategy (ES) on the relationship between SHRM practices and hotel business outcomes: operational performance (OP), competitive advantage (C), and corporate performance (CP). Following a positivism philosophy, a proposed hypothesised model was validated through a survey strategy. Data were obtained from 247 green-certified hotel managers based in Egypt’s top-two major cities involving green-certified hotels. Structural equation modelling was used to test the model relationships. The findings lent credence to the significant connectedness between SHRM practices and hotel business outcomes. The moderation effect of ES was positively confirmed by 83.4% of the SHRM practices, demonstrating that ES is a crucial driver of hotel business outcomes through the optimal usage of SHRM. Negatively, it was revealed that only sustainable promotion practice (16.6%) does not moderate its impact on the hotel business outcomes. This research is the first empirical study to examine the moderation effect of ES on the nexus between the SHRM and hotel business outcomes in the green-certified hotels of Egypt. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

12 pages, 540 KiB

Open AccessArticle

The Effect of Self-Sacrifice Leadership on Social Capital and Job Performance in Hotels

by JaeWon Shin and HyoungChul Shin

Sustainability 2022, 14(9), 5509; https://0-doi-org.brum.beds.ac.uk/10.3390/su14095509 - 04 May 2022

Cited by 3 | Viewed by 2191

Abstract

This study aimed to investigate the relationship between self-sacrifice leadership and social capital or job performance in the hotel industry. Four hypotheses have been proposed to accomplish this. First, self-sacrifice leadership positively affects social capital. Second, social capital has a positive impact on job performance. Third, self-sacrifice leadership has a positive effect on job performance. Fourth, self-sacrifice leadership positively affects job performance through the mediation of social capital. Further, eligible respondents (n = 371; 282 male and 89 female) were recruited from hotels with a three-star or above rating in metropolitan areas and then evaluated for the online survey method. Results showed that self-sacrifice leadership had significant positive effects on social capital and job performance. Moreover, social capital significantly improved job performance and mediated the interaction between self-sacrifice and job performance. Therefore, building social capital for employees is critical, which implies that hotels require education and training to promote self-sacrificing leadership. In particular, self-sacrificing leadership has a decisive influence on employees’ job performance; thus, a system that improves the working environment must be established. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

13 pages, 506 KiB

Open AccessArticle

The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

by Neuza Ribeiro, Daniel Roque Gomes, Eduardo Ortega, Gabriela Pedro Gomes and Ana Suzete Semedo

Sustainability 2022, 14(5), 2897; https://0-doi-org.brum.beds.ac.uk/10.3390/su14052897 - 02 Mar 2022

Cited by 18 | Viewed by 6655

Abstract

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

13 pages, 484 KiB

Open AccessArticle

Being Out of the Loop: Workplace Deviance as a Mediator of the Impact of Impression Management on Workplace Exclusion

by Triana Fitriastuti and Alex Vanderstraeten

Sustainability 2022, 14(2), 1004; https://0-doi-org.brum.beds.ac.uk/10.3390/su14021004 - 17 Jan 2022

Cited by 5 | Viewed by 2263

Abstract

This study investigates the extending negative effects of impression management (IM) on organizational outcomes in the nursing context. Specifically, this study aims to understand the impact of IM on workplace exclusion through workplace deviance. The data came from 277 head nurses (nurses in leadership positions) in elderly care homes in Belgium. Structured paper-and-pencil questionnaires were administered on site in the respondents’ workplaces. In the findings of the current research, IM is positively related to workplace exclusion and the relationship is mediated by workplace deviance. Although, initially, IM is performed by the actors as a natural behavior to maintain their image, at some point, the actors can become fatigued with maintaining their image. Under ego depletion theory, the exhausted IM actors will be highly experienced in deviance or bad performance. Furthermore, consistent with social information processing theory and a correlation study between employees’ poor performance and workplace exclusion, the IM actors who fail to deliver good performance or behavior following their like-based rewards may be subject to social exclusion in their workplace. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

27 pages, 489 KiB

Open AccessArticle

The Effects of Transformational Leadership on Organizational Performance: Testing the Mediating Effects of Knowledge Management

by Mahmut Kılıç and Orhan Uludağ

Sustainability 2021, 13(14), 7981; https://0-doi-org.brum.beds.ac.uk/10.3390/su13147981 - 16 Jul 2021

Cited by 9 | Viewed by 6314

Abstract

Transformational leadership is a sustainable and exemplary form of leadership that liberates subordinates’ ideas, enables subordinates to view problems from a different perspective, helps adaptation to changing environments, and increases Human Resources Management effectiveness in public and service institutions. The effects of transformational leadership on organizational performance by means of knowledge management have been examined in this study on the northern Cyprus Security Forces. In addition, the study aims to analyze the relationships between transformational leadership, knowledge management, organizational performance, job satisfaction, organizational learning, and knowledge creation processes. The questionnaire was conducted in three different periods using a time-lag method, and data were collected from 1229 employees for this study. The collected data were analyzed using structural equation modeling (Lisrel 8.54). The findings of the research include 17 hypotheses that were supported, and 1 hypothesis that was not. In addition, it was determined that organizational learning, knowledge management, and job satisfaction mediate the effect of transformational leadership on organizational performance. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

16 pages, 3230 KiB

Open AccessArticle

The Relationship between Responsible Leadership and Organizational Citizenship Behavior in the Hospitality Industry

by Carla Freire and Joana Gonçalves

Sustainability 2021, 13(9), 4705; https://0-doi-org.brum.beds.ac.uk/10.3390/su13094705 - 22 Apr 2021

Cited by 22 | Viewed by 3839

Abstract

The purpose of this study is to explore the mediating role of the perception of social responsibility, and organizational identification, in the relationship between responsible leadership and organizational citizenship behavior in the hospitality industry. A questionnaire was answered by 214 frontline employees of four and five-star hotels, in the north of Portugal. Results indicate that there is a mediation model, which uses the effect of the perception of social responsibility and organizational identification in the relationship between responsible leadership and organizational citizenship behaviors. This study is a first attempt to propose a parallel multiple mediator model that explores the effect of hotel frontline employees’ perceptions of the importance of social responsibility, as well as the effect of employees’ identification with the organization, both of which act as mediators in the relationship between responsible leadership and OCB in the hospitality industry. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

14 pages, 590 KiB

Open AccessArticle

When and How Does Sustainable HRM Improve Customer Orientation of Frontline Employees? Satisfaction, Empowerment, and Communication

by Youngsam Cho and Yongduk Choi

Sustainability 2021, 13(7), 3693; https://0-doi-org.brum.beds.ac.uk/10.3390/su13073693 - 26 Mar 2021

Cited by 11 | Viewed by 3369

Abstract

This study investigated the relationship between sustainable human resource management (HRM) practices, employee satisfaction, and customer orientation of frontline employees (FLEs) in the hotel industry from the perspective of internal marketing. Specifically, the study focused on three facets of sustainable HRM practices (i.e., training, reward, and benefit) as well as organizational empowerment and communication as FLE-supportive contexts. Although some studies have examined the relationship between HRM practices and customer orientation, they overlooked the importance of service context in facilitating FLE customer orientation. Thus, this study developed a comprehensive framework based on social exchange theory and self-determination theory. The results show that all three facets of the sustainable HRM practices were positively related to FLEs’ satisfaction. FLEs’ satisfaction was also positively related to their customer orientation. Furthermore, both organizational empowerment and communication moderated the relationship between FLEs’ satisfaction and customer orientation, which showed a positive relationship only when FLEs perceived high organizational empowerment or communication. The research findings provide beneficial theoretical and practical implications. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

18 pages, 815 KiB

Open AccessArticle

Effects of High-Performance Work Systems (HPWS) on Hospitality Employees’ Outcomes through Their Organizational Commitment, Motivation, and Job Satisfaction

by Daniel Dorta-Afonso, Manuel González-de-la-Rosa, Francisco J. García-Rodríguez and Laura Romero-Domínguez

Sustainability 2021, 13(6), 3226; https://0-doi-org.brum.beds.ac.uk/10.3390/su13063226 - 15 Mar 2021

Cited by 41 | Viewed by 10115

Abstract

The purpose of this research is to examine the underlying mechanisms inside the so-called black box that relate high performance work systems (HPWS) with employees’ well-being and job performance in hospitality. We surveyed a sample of 494 hotel workers to test a research model that related the following variables: HPWS, organizational commitment, motivation, job satisfaction, quality of life (QoL), and individual job performance. Structural equation modelling, namely through PLS-SEM, was conducted. We confirmed that HPWS directly influence employees’ motivation, organizational commitment, job satisfaction, and QoL. Additionally, workers’ motivation and organizational commitment positively influence job satisfaction, which, in turn, enhances workers’ QoL. Moreover, job satisfaction and quality of life significantly predicted individual job performance. This study contributes to unlocking the so-called black box relating HPWS with job outcomes as well as to the growing body of research that relates employees’ well-being with performance. From a managerial point of view, hospitality firms should prioritize investment in HPWS, as its design and implementation affects employees’ attitudes and behaviors. Future lines of research should consider bundles of practices instead of the whole HPWS effects on employees’ attitudes and behaviors. Full article

(This article belongs to the Special Issue Sustainable Human Resource Management and Marketing Studies in the Service Industry)

► Show Figures

Figure 1

Journal Menu

Journal Browser

Sustainable Human Resource Management and Marketing Studies in the Service Industry

Share This Special Issue

Special Issue Editors

Special Issue Information

Keywords

Published Papers (9 papers)

Research

Further Information

Guidelines

MDPI Initiatives

Follow MDPI