Should I stay or should I go?: The impact of socially responsible human resources management practices on hospitality employees

被引：0

作者：

Mistry, Trishna G. ^{[1
]}

Cain, Lisa ^{[2
]}

Dogan, Seden ^{[1
]}

Songur, Aysegul Gunduz ^{[3
]}

机构：

[1] Univ S Florida, Muma Coll Business, Sch Hospitality & Tourism Management, Tampa, FL 33620 USA

[2] Florida Int Univ, Chaplin Sch Hospitality & Tourism Management, North Miami, FL USA

[3] Univ Cent Florida, Rosen Coll Hospitality Management, Orlando, FL USA

来源：

INTERNATIONAL JOURNAL OF HOSPITALITY MANAGEMENT | 2025年 / 124卷

关键词：

Intention to stay; Positive word-of-mouth; Organizational identification; Interactional justice; SRHRM; WORD-OF-MOUTH; LEADER-MEMBER-EXCHANGE; ORGANIZATIONAL IDENTIFICATION; MEDIATING ROLE; WORKPLACE SPIRITUALITY; MODERATING ROLE; JUSTICE; INTENTION; PERFORMANCE; IDENTITY;

D O I：

10.1016/j.ijhm.2024.103962

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

This study examined the connection between socially responsible human resource management (SHRHM) strategies and employee outcomes in the hotel industry. Specifically, this study examined the influence of SHRHM on intention to stay and positive word-of-mouth among hospitality employees. PLS-SEM was used to analyze 348 responses from US hospitality employees. The findings of the quantitative study indicated that SHRHM practices are associated with hospitality industry employees' desirable outcomes, including the intention to stay and positive word-of-mouth. Interactional justice and organizational identification were found to mediate these relationships and were underpinned by organizational justice and organizational identification theories, respectively. These findings are significant in light of the post-pandemic labor shortages threatening the hospitality industry. Moreover, the study provides human resources managers with practical recommendations for promoting SHRHM in their respective organizations.

引用

页数：10