Abstract
• Workplace bullying was found to be prevalent in the US hospitality sector. • Work engagement was found to be a full mediator of the relationships between HPWS, POS, and affective commitment. • Workplace bullying mediated the relationship between HPWS and affective commitment, while psychosocial safety climate moderated this mediating impact. This paper contributes to the growing body of literature on the wellbeing of hospitality employees from a perspective of strategic human resource management. The role of high performance work systems (HPWS) in enhancing the affective commitment of hospitality employees is examined. The study found work engagement to mediate the relationships between HPWS, perceived organizational support, and affective commitment. Workplace bullying, a highly prevalent phenomenon in the hospitality sector, was found to mediate the relationship between HPWS and affective commitment, while psychosocial safety climate moderated this mediating impact. We will suggest the implications for managing psychosocial work hazards in hospitality organizations.
Highlights
In the new global economy, hospitality is among the largest growing industries with a high labor-intensive and service-based operating environment in which attitudes and wellbeing of hospitality workers are a major concern in the organization’s successful life (Hsu et al, 2019)
We focus on the adoption of high-performance work systems (HPWS) to operationalize a strategic approach to human resource management (HRM), as it has been found to be effective in eliminating workplace bullying (e.g. Samnani and Singh, 2014)
There was no significant difference in workplace bullying between White and non-White respondents
Summary
In the new global economy, hospitality is among the largest growing industries with a high labor-intensive and service-based operating environment in which attitudes and wellbeing of hospitality workers are a major concern in the organization’s successful life (Hsu et al, 2019). It is critical for hospitality organizations to consider ways of effectively managing their human resources (HR) in order to attract and retain employees in the hospitality sector (Baum et al, 2016). It is important to implement a strategic approach to HR management in order to improve the wellbeing of hospitality workers in the US (Murphy et al, 2018; Page et al, 2018). We focus on the adoption of high-performance work systems (HPWS) to operationalize a strategic approach to human resource management (HRM), as it has been found to be effective in eliminating workplace bullying We focus on the adoption of high-performance work systems (HPWS) to operationalize a strategic approach to human resource management (HRM), as it has been found to be effective in eliminating workplace bullying (e.g. Samnani and Singh, 2014)
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