Salman Abu Lehyeh
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Relationships between human resource management practices, employee satisfaction, service quality, and employee service behavior in the hotel industry
Alhareth Mohammed Abu Hussein , Al Montaser Mohammad , Ahmad Alheet , Mahmoud Hussein Abu Joma , Salman Abu Lehyeh doi: http://dx.doi.org/10.21511/ppm.21(1).2023.21Problems and Perspectives in Management Volume 21, 2023 Issue #1 pp. 242-252
Views: 1824 Downloads: 701 TO CITE АНОТАЦІЯThe hotel industry is critical in developing the economy. Moreover, it is the largest and most rapidly growing industry in Jordan. Employee satisfaction is a crucial element for the success of any organization, particularly in the hotel industry. Therefore, this study aims to examine the influence of human resource management (HRM) practices since these constructs could influence different outcomes at the workplace, such as employee satisfaction, service quality, and employee service behavior in the hotel industry. The study has undertaken five primary HRM practices – recruitment, capability, compensation, performance appraisal, and training and development (T&D) – to measure their impact on employee satisfaction, service quality, and employee service behavior. Data were collected from 290 employees and 290 customers of Jordan’s hotels across all categories in the four main tourist attractions: Amman, Petra, Aqaba, and the Dead Sea. A quantitative approach was employed using various statistical tools such as mean, tabulation of data, correlation, and ANOVA by SPSS software. The results indicated that HRM practices positively affect service quality, employee service behavior, and employee satisfaction. It was also found that when employees in Jordan’s hotel industry demonstrate excellent service behavior, the customer perceptions of service quality increase. Finally, effective human resource management strategy systematically organizes all individual human resource management measures to directly influence employee satisfaction, service behavior, and service quality in a way that leads hotels to achieve organizational success.
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Servant leadership and employee well-being: Mediating role of job burnout, role overload, and anxiety in the Jordanian hospitality sector
Amro Alzghoul , Salman Abu Lehyeh , Enas Ali Theeb AlNawafleh , Ghaith Abdulraheem Ali Alsheikh doi: http://dx.doi.org/10.21511/ppm.21(4).2023.30Problems and Perspectives in Management Volume 21, 2023 Issue #4 pp. 384-397
Views: 411 Downloads: 131 TO CITE АНОТАЦІЯThe objective of this study is to investigate the impact of servant leadership on employee well-being in the Jordanian hospitality sector. Furthermore, it attempted to explore the potential mediation effects of job burnout, role overload, and anxiety on this relationship. The data in this study were obtained from a sample of 341 individuals who were employed in five-star hotels located in Amman using a simple random sample. For analysis, the study employed the SEM-AMOS software. The results indicated a noteworthy and favorable influence of servant leadership on the well-being of employees (p = 0.001), emphasizing its crucial meaning in creating a nurturing work atmosphere that promotes enhanced well-being among employees. Additionally, the study has identified anxiety and job burnout as a mediator (p = 0.001), indicating that servant leadership has an impact on well-being by reducing levels of anxiety and job burnout. Nevertheless, the hypothesized mediating effect of role overload was not supported (p = 0.070) in the specific setting under investigation. The study’s theoretical implications contribute to the broader comprehension of the complex connections between servant leadership, employee well-being, and mediating variables. Furthermore, it provides empirical insights within the specific context of the Jordanian hospitality business.
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The interplay of mindfulness in mitigating the effects of workplace ostracism on knowledge sharing: Insights from Jordanian private hospitals
Problems and Perspectives in Management Volume 22, 2024 Issue #2 pp. 61-70
Views: 208 Downloads: 38 TO CITE АНОТАЦІЯThe study aims to investigate the relationship between workplace ostracism and employee willingness to share knowledge with the moderating role of mindfulness. The data were collected from six leading private hospitals in Amman, Jordan, targeting 271 employees holding different medical and administrative positions regarding their experiences with workplace ostracism and the corresponding impact on knowledge sharing. Thus, the study sample being healthcare professionals is not by default but rather a conscious choice in light of the critical role they play in a high-stake environment; moreover, in some cases, knowledge hoarding has proven to have dire repercussions. The results revealed that workplace ostracism significantly and negatively affected degrees of knowledge sharing (p < 0.001). This indicates that ostracized workers would feel shut out and likely become a hindrance to the information and insight flow. The positive outcome is that employees engaging in mindfulness practices seem to cushion the blow that such negative experiences deliver. Those likely to become easily focused are likely to be less threatened by knowledge sharing – they expect that the impact of ostracism will be transient, which could protect a person from the potentially isolating effects of ostracism in the workplace.
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