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PurposeThe purpose of this paper is to investigate the potential mediators that operate in the black box between high-performance work systems (HPWS) and employee outcomes.Design/methodology/approachThe relationships the authors developed were assessed via data obtained from a time-lagged sample of customer-contact employees and their direct supervisors in the Romanian hotel industry. The study employed bias-corrected bootstrapping analysis to gauge the mediating effects.FindingsThe findings reveal that psychological capital mediates the impact of HPWS on work engagement. As hypothesized, both psychological capital and work engagement mediate the impact of HPWS on quitting intentions, creative performance and extra-role performance. In short, the findings underscore both psychological capital and work engagement as the two mediators that operate in the black box between HPWS and the aforesaid employee outcomes. In addition, the empirical data support the impact of work engagement in the intermediate linkage between psychological capital and these outcomes.Originality/valueThe study enhances current knowledge on HPWS by examining the potential mediators between HPWS and motivational outcomes and job outcomes.

Purpose– This paper aims to develop and test a conceptual model that investigates the effect of psychological capital on job, career and life satisfaction, mediated by work engagement, drawing from the conservation of resources theory and the motivational process of the job demands-resources model.Design/methodology/approach– Based on data gathered from frontline employees in the international five- and four-star chain hotels with a time lag of two weeks in three waves in Romania, the relationships in the conceptual model were gauged through structural equation modeling. Self-efficacy, hope, optimism and resilience were treated as the indicators of psychological capital.Findings– The results suggest that optimism appears to be the best indicator of psychological capital, followed by resilience, self-efficacy and hope. Employees with high psychological capital are engaged in their work at elevated levels. Employees high in psychological capital are more satisfied with their job, career and life. The results reported in this study further suggest that psychological capital boosts work engagement that in turn leads to job, career and life satisfaction.Practical implications– The presence of rigorous selective staffing enables management to select a pool of employees high in psychological capital and work engagement. Inviting applicants to fill out an online questionnaire to identify their knowledge and skills and then using specific experiential exercises or short case studies to understand their tactics for handling service encounters can serve this purpose. Management can utilize the psychological capital questionnaire during and after the selection process. The availability of a resourceful work environment where there are training, empowerment, rewards and career opportunities is likely to stimulate employees' positive emotions that in turn relate to psychological capital.Originality/value– Very little is known about psychological capital in the hospitality management literature. Therefore, this paper fills in this void by linking psychological capital to employees' job, career and life satisfaction through work engagement.

PurposeThis paper tests a research model that examines work engagement (WENG) as a mediator between green human resource management (GHRM) and absenteeism and green recovery performance.Design/methodology/approachTo gauge the aforesaid linkages, the authors used data collected from employees and their supervisors in the international five-star chain hotels in Istanbul, Turkey. One-hundred and eighty-two respondents completed the surveys.FindingsGHRM fosters WENG. As predicted, WENG alleviates absenteeism and triggers green recovery performance. Employees' favorable perceptions of GHRM (cognitive evaluation) give rise to higher WENG (emotional response), which in turn directs their behaviors such as reduced absenteeism and higher green recovery performance (behavioral response).Originality/valueNo empirical study has gauged the linkage between GHRM and WENG and nonattendance behavior or absenteeism so far. Moreover, there are few empirical pieces in the current literature that have tested the mechanism through which GHRM is associated with green and/or nongreen outcomes.

Although VUCA' is not a new term, the features of the world it describes, a volatile, uncertain, complex and ambiguous environment, have never been more valid. The VUCA world has become the new reality for business, specifically for hospitality and tourism organizations that are more vulnerable than any other sector due to the historically-recognized turbulent environment in which they operate. In this book, the authors present unique factors that make hospitality and tourism organizations resilient in the VUCA world. With contacts at the center of their hospitality and tourism organizational resilience model, the organizational and psychological perspectives are also incorporated. This innovative volume tests the model of organizational resilience in hospitality and tourism organizations. The study identifies and validates organizational and individual factors that create a resilient organization in the hospitality and tourism sector. It will be of interest to researchers, academics, practitioners, and advanced students in the fields of organizational studies, strategic management, hospitality, and tourism management.

Purpose
The purpose of this study is to provide an overview of the research conducted on hospitality and tourism articles published in Q1 category journals from 1990 to 2023. This study also aims to measure the topic prevalence in selected journals throughout the years, their change over time and similarities of journals.


Design/methodology/approach
Latent dirichlet allocation algorithm is used as a topic modeling method to identify and analyze topics in hospitality and tourism research over the past 30 years.


Findings
The results of the study indicate that hospitality and tourism research has recently focused on topics such as employee behavior, customer satisfaction, online reviews, medical tourism and tourist experience. However, the results also indicate a negative trend in topics such as hotel management, sustainability, profession, economic growth and tourist destination.


Practical implications
This study can be used to examine the evolution of research patterns over time, find hot and cold themes and uncover untapped or understudied areas. This can aid academics in their investigations and practitioners in making sound strategic decisions.


Originality/value
This study contributes to the existing literature by providing a new approach and comprehensive analysis of hospitality and tourism research topics. It delineates an overview of the progression of hospitality and tourism research over the past 30 years, identifies the trending topics and explores the potential impacts that these identified topics may have on future studies.