Test of a mediational model of organization mission fulfillment: evidence from the hotel industry

Test of a mediational model of organization mission fulfillment: evidence from the hotel industry PurposeThis paper aims to propose and test a conceptual model, guided by conservation of resources theory, that examines whether emotional exhaustion is a mediator between organization mission fulfillment and critical outcomes such as turnover intentions, lateness attitude, job performance and extra-role customer service.Design/methodology/approachThe aforesaid relationships were assessed via data gathered from customer-contact employees two weeks apart in three waves and their immediate supervisors in the international five-star chain hotels in Dubai in the United Arab Emirates. The relationships in the model were gauged via structural equation modeling.FindingsThe results reveal that organization mission fulfillment influences the above-mentioned outcomes only through emotional exhaustion. Specifically, organization mission fulfillment mitigates customer-contact employees’ emotional exhaustion. Under these circumstances, these employees report desirable outcomes such as low levels of quitting intentions and lateness attitude as well as higher in- and extra-role performances.Research limitations/implicationsIn future research, collecting data from different service settings in different countries would enable the researcher to conduct a cross-national study and make further generalizations. In future research, including actual turnover and absenteeism as well creative and service recovery performances in the model would enrich the understanding about the outcomes of organization mission fulfillment and emotional exhaustion.Practical implicationsManagement needs to use several intra-organizational communication tools so that customer-contact employees can have an understanding of how the organization is trying to accomplish its mission. When employees participate in and contribute to the preparation of the organization’s mission statement, they own the mission statement and do their best to achieve the organizational objectives. Management should also offer a work environment where employees can avail themselves of psychosocial support to be provided by mentors. Such psychosocial support would enable employees to manage problems emerging from emotional exhaustion.Originality/valueThis paper contributes to current knowledge by testing the effect of the organization’s fidelity to its mission statement on emotional exhaustion and the above-mentioned job outcomes using data obtained from employees in frontline service jobs in the hotel industry. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Contemporary Hospitality Management Emerald Publishing

Test of a mediational model of organization mission fulfillment: evidence from the hotel industry

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0959-6119
DOI
10.1108/IJCHM-09-2014-0464
Publisher site
See Article on Publisher Site

Abstract

PurposeThis paper aims to propose and test a conceptual model, guided by conservation of resources theory, that examines whether emotional exhaustion is a mediator between organization mission fulfillment and critical outcomes such as turnover intentions, lateness attitude, job performance and extra-role customer service.Design/methodology/approachThe aforesaid relationships were assessed via data gathered from customer-contact employees two weeks apart in three waves and their immediate supervisors in the international five-star chain hotels in Dubai in the United Arab Emirates. The relationships in the model were gauged via structural equation modeling.FindingsThe results reveal that organization mission fulfillment influences the above-mentioned outcomes only through emotional exhaustion. Specifically, organization mission fulfillment mitigates customer-contact employees’ emotional exhaustion. Under these circumstances, these employees report desirable outcomes such as low levels of quitting intentions and lateness attitude as well as higher in- and extra-role performances.Research limitations/implicationsIn future research, collecting data from different service settings in different countries would enable the researcher to conduct a cross-national study and make further generalizations. In future research, including actual turnover and absenteeism as well creative and service recovery performances in the model would enrich the understanding about the outcomes of organization mission fulfillment and emotional exhaustion.Practical implicationsManagement needs to use several intra-organizational communication tools so that customer-contact employees can have an understanding of how the organization is trying to accomplish its mission. When employees participate in and contribute to the preparation of the organization’s mission statement, they own the mission statement and do their best to achieve the organizational objectives. Management should also offer a work environment where employees can avail themselves of psychosocial support to be provided by mentors. Such psychosocial support would enable employees to manage problems emerging from emotional exhaustion.Originality/valueThis paper contributes to current knowledge by testing the effect of the organization’s fidelity to its mission statement on emotional exhaustion and the above-mentioned job outcomes using data obtained from employees in frontline service jobs in the hotel industry.

Journal

International Journal of Contemporary Hospitality ManagementEmerald Publishing

Published: May 9, 2016

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