Service Sector Employment Research Articles

Impact of Age, Gender, and Experience on Task Performance in Service Sector: An Empirical Study

Purpose: The prior purpose of this study is to find the impact of various constructs on the job performance of the employees. The study is influenced by the service sector employees. The Study related to the Job Performance of Service Sector Employees in India. Job Performance has two variables; task and contextual performance. Task performance reflects a representative's essential occupation obligations; while relevant execution alludes to conduct that influences the more extensive hierarchical, social, and mental climate in which task execution happens. Methodology/Approach/Design: The Primary data were collected with the help of a structured questionnaire. Although some of the secondary sources were also consulted to find out the directions of the research. Data were collected from 83 lower-level employees (both and female) of all ages and experiences working in the service sector. Data were analyzed based on age, gender, and experience to know the actual performance on their job. Stata was used to analyze the data. Findings: The inferences drawn from the current study reveal the scenario of the level of the job performance of employees working service sector. The study is focusing on task performance, as the results of the study are significantly positive to the job performance of service sector employees. The study reveals that the adult youth have a high level of task performance; whereas the older youth have a low level of task performance. Research Limitations: The study conclusion is based on three constructs. So, the findings may not be generalized for the entire service sector. Most of the respondents in this study were either from no formal education or from low education level because the data were collected from lower lever employees where in some of the departments no formal education is much required. Therefore, there may be variations in their responses. Practical Implications: As the primary aim of this research is to find out the impact of various constructs on task performance, which can be important for practice, theory, and subsequent research. Originality/Value: This research is grounded on the data collected from primary sources; findings have been supported by various secondary sources available, especially in the service sector.

Commitment in the German Banking and Consulting Industry: Influence of Different Leadership Styles on Employee Commitment

Purpose: The success of a firm often largely depends on its employees. Therefore, we propose and test the possibility of influencing affective and normative commitment by transactional, transformational, and passive leadership styles. Implications: Demographic change is progressing slowly but steadily; here lies the crucial point. Our results show that only transformational leadership influences the commitment dimensions positively. That can help make the best use of scarce human resources to remain competitive in the long term. Originality/Value: The article provides new information concerning the relationship between transformational and transactional leadership style and their influence on commitment within the banking and consulting sector of the German service industry. It highlights the need for further research into this topic across industries and demographics. For cross-cultural (USA-Germany) comparisons, the article might help to understand differences and trends within globalization. Methodology: To address this question, we conducted interviews with 197 employees of the financial service sector in Germany to confirm the relationship between leadership styles and employee commitment. In order to verify and extend previous research, we planned an explanatory study. We used the multiple regression analysis to examine this relationship. Findings: The results provide new evidence for German participants, which show (1) that transformational leadership is the “optimum” to facilitate commitment and is completely decoupled from the other leadership styles. (2) Preliminary studies revealed a preference toward transactional leadership, which correlated positively with affective and normative commitment. The present study cannot confirm this correlation. (3) Passive leadership correlates negatively with commitment, which indicates that the avoidance of passive leadership is essential. In sum, the correlation for different leadership styles (except transactional leadership style) is higher than in the preliminary studies. This indicates that the relationship between leadership styles and affective and normative commitment is exceeding the assumptions.

The Impact of COVID – 19 on Employee’s Job Security and Job Satisfaction of Bangladesh

This paper presents a comprehensive diagnosis of Job Security and Job Satisfaction of different service sector in Bangladesh. The different service sector job holders are in a precarious situation in terms of their job security. The survey questionnaire was modeled to measure the job security & job satisfaction of an employee in this Covid-19 pandemic. In this study, we investigate the vacillation of job security for different service sector employees. Job security and Job Satisfaction is one of the vexed questions here in the COVID-19 pandemic situation. It focuses on the relative importance of Job Security and job satisfaction factors and their impact on the employment. The result shows that working conditions, chance to try my own methods and co workers harmony are the most important factors contributing to job satisfaction during COVID-19. For this purpose, we formed questionnaire of 300 service sector employees such as Teachers School, College and University; bankers, doctors, engineers etc. to find out the actual scenarios. It also investigates the influence of age, gender and managerial/non managerial differences on the attitude towards job satisfaction. The study also examines the differences between intrinsic and extrinsic job satisfaction factors. Based on the findings, the employees at different service sector they were slightly satisfied with their jobs. Service sector employees are agonizing mostly due to this problem.

The Impact of COVID – 19 on Employee’s Job Security and Job Satisfaction of Bangladesh

This paper presents a comprehensive diagnosis of Job Security and Job Satisfaction of different service sector in Bangladesh. The different service sector job holders are in a precarious situation in terms of their job security. The survey questionnaire was modeled to measure the job security & job satisfaction of an employee in this Covid-19 pandemic. In this study, we investigate the vacillation of job security for different service sector employees. Job security and Job Satisfaction is one of the vexed questions here in the COVID-19 pandemic situation. It focuses on the relative importance of Job Security and job satisfaction factors and their impact on the employment. The result shows that working conditions, chance to try my own methods and co workers harmony are the most important factors contributing to job satisfaction during COVID-19. For this purpose, we formed questionnaire of 300 service sector employees such as Teachers School, College and University; bankers, doctors, engineers etc. to find out the actual scenarios. It also investigates the influence of age, gender and managerial/non managerial differences on the attitude towards job satisfaction. The study also examines the differences between intrinsic and extrinsic job satisfaction factors. Based on the findings, the employees at different service sector they were slightly satisfied with their jobs. Service sector employees are agonizing mostly due to this problem.

The Relationship Between Social Media Digitalization and Coronavirus Disease 2019 Fear Among Service Sector Employees.

In the age of digitalization, social media has played a significant role in quickly spreading the news about current affairs. From December 2019 to now, coronavirus disease 2019 (COVID-19), with its several mutated shapes, has more transmissible potential catastrophe and has become a severe phenomenon issue worldwide. The international spread of the epidemic has created fear among people, especially employees working physically in different organizations. The present research aimed to measure the impact of social media on its users in the China. The social media users more often were influenced by shocking news instructively and destructively. The research analysis was based on service sector employees and data collected from 630 respondents via a structured questionnaire. This research was confirmed the negative impact of fear on social media on the performance of employees. This research was also confirmed the moderation impact of the COVID-19 vaccine on the relationship between social media fear and employee performance. This research recommends that the China Censor Board checked the news and its validity to reduce the fear of COVID-19 among employees. This research will become a roadmap for organizations and media controllers to understand the impact of social media during an intense situation. The telecommunication sector will reduce psychological disease and enhance the work capability of employees by controlling unnecessary and unapproved material about sensitive issues.

Effect of Idealised Influence, Inspirational Motivation, Intellectual Stimulation and Individualised Consideration on Service Sector Employees’ Performance in Karachi, Pakistan

Transformational leaders motivate their employees in such a way that employees start adopting the vision of the organisation as their own vision. Precisely research concerning relationship between transformational leadership and employee’s performance has been conducted by many researchers as well as in leading sectors and industries of Pakistan. However, there is a dearth of researches that investigates the effect of four dimensions of transformational leadership on employee’s performance in services sector. Therefore, this study was carried out to assess the relationship between transformational leadership and its four dimensions on the performance of employees considering services sector in Karachi, Pakistan. Snowball sampling was utilised and participants were selected among the service sector employees in Karachi, Pakistan. Hypotheses were tested by utilising Smart-PLS. The findings revealed that individualised consideration and idealised influence significantly contributes towards enhanced performance of employees. Contrary to expectation, intellectual stimulation and inspirational motivation was found to be not significant with employee performances’. It is suggested that management of service sector organisations’ should acknowledge the importance of the dimensions of transformational leadership on employees’ performance, which will eventually will lead to the achievement of the strategic goals and tasks defined by the service sector organisation.

Validating and Testing Learning Transfer System Inventory (LTSI) in a Developing Country Context: A Case of Pakistan’s Service Sector

Learning Transfer System Inventory (LTSI) is a tool used to measure the impact of various factors on learning outcomes. The objective of the study was to understand the problems faced by Pakistan service sector employees and finally to evaluate the impact of motivation scale, environment scale and trainee ability scale on outcome scale.Questionnaire of Learning Transfer System Inventory adopted from Holton, Bates and Ruona (2000) was used.569 questionnaires were administered to the employees of Peshawar service sector including employees of banks, non-government organizations, education and health sectors, out of which 415 were completed with a response rate of 73%.Correlation analysis shows that value of R is 0.969 that means there is 96.9% correlation in variables that are considered in model. The value of R Square is 0.939. In Service Sector, Supervisor Sanction Variable, Performance Outcome Expectation Variable and Performance Coaching Variable are insignificant and do not bring change in our dependent variable Outcome. Standardized Coefficients show that Personal Capacity for Transfer Variable, Peer Support Variable, Supervisor Support Variable and Transfer Effort Performance Expectation Variable having higher Standardized Coefficients betas, that means those variables bring greater change in dependent variable Outcome.

Knowledge Sharing Practices, Innovation Strategy, and Knowledge Sharing behaviour: Role of Mutual Trust

Knowledge sharing and mutual trust are culture-specific virtues and vital components for organizations’ success. In this research, we investigated the effect of Organizational Knowledge Sharing Practices (OKSP) and Innovation Strategy (IS) on Knowledge Sharing (KS) among Indian service sector employees. Moreover, moderating role of Mutual Trust (MT) between Organizational knowledge sharing practices, Innovation strategy, and Knowledge sharing was also examined on a sample of 150 service sector employees (Male = 112, Female = 38). The correlation results revealed that Organizational knowledge sharing practices and Innovation Strategy significantly and positively correlated with Knowledge Sharing dimensions- explicit knowledge sharing and tacit knowledge sharing. Furthermore, stepwise regression analyses to examine the moderating effect of Mutual trust revealed that Organizational knowledge sharing practices significantly predicted explicit knowledge sharing (β = .48; p<.01) and tacit knowledge sharing (β = .51; p<.01) in the group with high mutual trust. Thus, cultural traits and behaviors such as trust and knowledge sharing would be inculcated within organization practices to experience better psychological and organizational outcomes.

Corporate social responsibility and organizational commitment: evidence from Kazakhstan

Purpose: This study aims to analyze how Corporate Social Responsibility (CSR) affects employees’ organizational commitment.Design / methodology / approach: Data were collected through a self-administered survey questionnaire. A total of 230 complete questionnaires were obtained from restaurant employees in Kazakhstan. The Cronbach alpha, descriptive statistics, correlation analysis, and regression were employed to examine the association among corporate social responsibility and organizational commitment.Findings: The findings reveal that employees show more commitment to organization if involved in CSR activities. Results reveal a significant positive relationship of all four perspectives of CSR with organizational commitment.Practical and Theoretical Implications: This study sheds light on the reconsideration of CSR initiatives in developing loyal employees. This study also confirms the social identity theory and suggests that employees are social actors who join the organization if it best suits their self-interests, especially in context of CSR.Originality / value: Notwithstanding the significance of CSR awareness, several studies have explored customers’ and firms’ perceptions, whereas only a few studies have explored employees’ CSR perceptions.This study deepens the knowledge and aftermath of CSR from the employees’ perception. It is pivotal to know the employees’ perceptions of CSR activities for restaurant management because employees turn CSR statements into actions. According to our best knowledge, this is the first study that investigates the impact of CSR on the organizational commitment of service sector employees in Kazakhstan.

In pursuit of happiness at work: exploring the role of psychological capital and coping in managing COVID-19 stress among Indian employees

Purpose Employee happiness is crucial in any organization as happy employees are said to be more committed in their work. However, COVID-19 stress in the current situation is a major problem for employees and it can negatively influence their happiness level. Therefore, it is critical to understand how the stressful nature of the current pandemic threatens workplace happiness. Based on conservation of resources theory (Hobfoll, 1989), this study aims to examine the resources to be protected (i.e. psychological capital) and resource investment (i.e. coping) to ensure the happiness of the employees amidst a bio-psycho-socioeconomic crisis like COVID-19 pandemic. The study explores the mediating role of psychological capital and the moderating effect of coping on the relationship between COVID-19 stress and employee happiness. Design/methodology/approach Data were collected from the Indian working population by means of purposive sampling (N = 336). Standardized instruments were used to measure the variables under study. Data analysis were done using Statistical Package for Social Sciences 20.0 and Analysis of Moment Structure 20.0 software tools and PROCESS macro was used for mediation and moderation analysis. Findings Structural equation modelling analysis showed that COVID-19 stress negatively influenced employee happiness; whereas psychological capital partially mediated the relationship between these two variables. Further, coping was found to buffer against the harmful implications of COVID-19 stress on employee happiness. Originality/value In an effort to respond timely to the present pandemic scenario, the current study provides an account of the harmful effects of COVID-19-related stress on the workplace happiness of the Indian service sector employees. The study also offers insights into the possible mediating and moderating mechanisms in this relationship.

Temel Benlik Değerlendirmesi ile Öznel Kariyer Başarısı İlişkisinde Proaktif Davranışın Aracılık Rolü(The Mediating Role of Proactive Behavior in the Relationship Between Core Self-Evaluation andSubjective Career Success)

Purpose – With this study, which examines the mediating role of proactive behavior in the relationship between core self-evaluation and subjective career success, it is aimed to contribute to filling the gap in the literature and to be beneficial to individuals and organizations by clarifying the relationships between related variables. Design/Methodology/Approach – In the context of the research, the relationship between core self-evaluation and subjective career success and the mediating role of proactive behavior in this relationship were examined. Questionnaire forms prepared in accordance with the literature were sent to service sector employees, determined by convenient sampling method, working in three metropolitan cities (Istanbul, Ankara, Izmir). Statistical package program was used to analyze the data. Findings – As a result of the data analysis, it was observed that there is a positive and statistically significant relationship between the core self-evaluation and proactive behavior, proactive behavior and subjective career success, the core self-evaluation and subjective career success. In addition, the indirect effect of core self-evaluation on career success through proactive behavior was found statistically significant. Discussion – In order to generalize the results obtained from the study, researches with different or expanded samples are needed. In addition, in the study, core self-evaluation was considered as a whole with its sub-features, and no research was conducted on how much of an effect each sub-features had on proactive behavior or subjective career success. Studies on this subject will contribute to obtaining more detailed results.

Algılanan Aşırı Nitelikliliğin Çalışanların KariyerizmEğilimleri ve Sosyal Kaytarma Davranışları Üzerindeki Etkisi (The Effect of Perceived Overqualification on Employees Careerism Orientationand Social Loafing Behaviors)

Purpose – The aim of this study is to investigate the effect of perceived overqualification on the careerism orientation of the employees and their social loafing behaviors based on the theories of Person-Job Fit and Person-Group Fit. Although there are numerous studies that examine the relationships between perceived overqualification and many attitudes and behaviors in the related literature, the fact that there is no study examining the relationships between perceived overqualification and careerism orientation and social loafing behaviors constitutes the original side of this research. In addition, even though there are many studies related to overqualification in the international literature, quantitative studies determining the consequences of this perception are insufficient in Turkey. Design\methodology\approach - The sample of the study consists of 484 service sector employees in Istanbul, which were reached in December 2017 and January 2018 by using convenient sampling method. The survey technique was used as a data collection tool and the questionnaire was applied to the same people in two different time periods. The data obtained from the questionnaires were analyzed in SPSS software using exploratory factor analysis, correlation analysis, reliability analysis and regression analysis. Findings – Findings show that perceived overqualification (both in general and the dimension of job misprision) has a statistically significant and positive effect on careerism orientation, while only the job misprision dimension of perceived overqualification has a statistically significant and positive effect on social loafing behaviors. Discussion – Based on the findings of the study, it can be said that employees with overqualification perception can see their extra potential (qualifications) as an effective tool in dealing with their career despair and may have a careerist tendency. In addition, it can be argued that employees who perceived overqualification may see their current job as simple (small) due to their overqualifications and create a gap in their jobs and fill this gap by exhibiting social loafing behaviors.

The effect of destructive leadership on self-efficacy and counterproductive work behaviors: A research on service sector employees in Mersin, Turkey

The aim of this study was to find out the effect of destructive leadership on employees’ self-efficacy and counterproductive work behaviors. The data was collected from a convenience sample of 486 service sector employees in Mersin, Turkey. Descriptive statistics, explanatory factor analysis, and regression analysis were conducted to analyze the data. The results showed that lack of competence in leadership, excessive authoritarianism, and favoritism dimensions increased the organization-oriented counterproductive work behaviors while resistance to technology and change dimension decreased these behaviors. In contrast, insensitivity to subordinates had no effect on counterproductive work behaviors. Furthermore, destructive leadership had no effect on employees’ self-efficacy, but self-efficacy affected counterproductive work behaviors. This study provides theoretical and practical implications for understanding the effect of destructive leadership behaviors on the employees’ self-efficacy and counterproductive work behaviors in the context of the service sector.

Impact of Flextime on Departure Time Choice for Home-Based Commuting Trips in Austin, Texas

An increasing number of corporations and workplaces are providing flexible working hours or flextime for employees, which is expected to reduce congestion by redistributing the temporal pattern of commuters’ departure time. This study examines the impact of flextime on departure time choice using a Bayesian continuous-time hazard duration model. The model accommodates the time-varying effect of covariates and unobserved heterogeneity. Results from the Austin Household Travel Survey collected between 2017 and 2018 show that workers who have a flextime option choose to leave later, with a predominant effect deterring morning peak departures. Other trip and individual-specific variables, such as travelers’ job type, trip duration, number of trips during the travel day, and household income, are found to have significant impacts on departure time choice. The results also show that flextime is more effective in shifting the departure time for retail and service sector employees, for those whose journeys are longer, and for those who perform more daily activities. The findings of this study support the theory that implementing such policies may ease congestion by staggering the travel demand from peak to off-peak hours.

Intangible Assets and Economic Growth in Nigeria: An Empirical Investigation

This work examines the impact of intangible assets on economic growth in Nigeria, using time series data from 1990 to 2019. Relevant theoretical and empirical literatures were reviewed. Government expenditure on research and development, intellectual capital proxied by human capital stock, intellectual property and service sector employment were regressed as independent variables against the real GDP (proxy for economic growth) as the dependent variable. Secondary data were used for this work. The ARDL bound test was adopted in estimating the model. We discovered that government expenditure on R&D, intellectual capital and intellectual property do not have significant relationship with economic growth proxied by RGDP; meanwhile service sector employment had a significant relationship with economic growth in Nigeria. Also, government expenditure on R&D; and service sector employment were rightly signed; while intellectual capital and intellectual property were not rightly signed. This implies that when government increases its expenditure on R&D, it will result to economic growth, so also service sector employment in the long-run. Meanwhile, an increase in intellectual capital and intellectual property will reduce RGDP. We therefore propose that government should upgrade its spending on R&D so as to boost intellectual capital and property. The government should also create employment for the stock of human capital. Finally, government institutions such as producers’ protection agencies should be empowered to protect intellectual properties in Nigeria.

The Good, the Bad and the Blend: The Strategic Role of the "Middle Leadership" in Work-Family/Life Dynamics during Remote Working.

The ongoing epidemiological crisis has suddenly steered us towards a new futuristic work scenario in which most service sector employees work remotely, which could be a permanent reality for most service sector employees. This paper focuses on the strategic role that leadership could play in the radical change process that is taking place in work environments. Particular attention was paid to the role of ‘middle managers’ who perform an important function as a link between the strategic vision of top management and the workforce. In addition, special attention was paid to gender differences in work-life dynamics, which are particularly relevant in countries with traditional cultural identities. As this is a conceptual contribution, the most recent studies on this specific role of middle managers have been taken into account and embedded in the current scenario. Therefore, the main contribution in terms of originality was that the current review aimed to leverage such a legacy of knowledge and create a system of evidence-based practical implications for effectively supporting change in organizational culture through the identification of the most appropriate middle management leadership models for remote working that could prevent and/or limit any psychosocial risks (e.g., workaholism and technostress) and longer-term outcomes such as sustainable work-life interface.

IMPACT OF HUMAN RESOURCES TRAININGS AND KNOWLEDGE SHARING IN TRAVEL AGENCIES

The main purpose of this paper is to identify the impact of training and development on service sector. In the methodology of this paper we used the quantitative and qualitative method conducted with respondents in travel agencies. The questionnaire was structured with types of training and training needs for service sector employees, the research refers the level of trainings that are conducted in the travel agencies. Introduction of the information technology and different application programmes has increased the need of trainings of travel agency workers. The simple random technique is used to collect data from targeted travel agencies. The T test and correlation matrix is used to see the impact of training to employee’s performance. As a strategic activity, the training is related to the mission of the travel agency and its long-term objectives and is a major contributor to the development of skilled, flexible and dedicated employees while providing training in combination with other human resource management functions. In businesses that are in service sector that have experience in their field professional consultants - people who have the necessary skills and knowledge to implement the training, are responsible for staff training. However, in terms of transferring practical knowledge, managers are much more efficient. Their practical experience and skills, knowledge of their company, network of business contacts, and personal knowledge of the human resources of their organization make them qualified than the professional trainers, responsible for human resources.Training can be developed on the job and of the job depending on the organisation needs and employees skills, while communication skills are usually needed in travel agencies this is one together with use of software packages are the most important trainings that were identified in our research.

Women's Right to Employment and the Press in the Twentieth Century Colonial Tamilnadu

The liberal Indian press worked hard to educate the conservative people about the necessity of women employment and induced the love for employment in the minds of educated women. It also suggested various kinds of jobs such as teaching, nursing etc. for women. The efforts of the press resulted in a great awareness on women's employment. Apart from agricultural sector, women put their steps towards employment in industrial and service sectors. After entering into the field of employment, women had to carry a double burden that of the home and the work place. In order to tackle this double burden, the press in Tamilnadu felt that women should be recognized as independent economic entities with the option of work on par with men. It urged that women should be given every convenience to enable them to work. These would comprise of marriage and maternity benefits, creches, nursery and kinder garden schools, as also labour saving gadgets at affordable prices. The efforts of the press along with the feminists resulted in positive changes. Various factors including the press strived hard in changing the conservative condition. At present, women are showing their talents in almost all the fields, particularly the women teachers occupy about eighty percentage of employment in elementary school education in Tamilnadu.

Mesleki Özdeşleşme ve Psikolojik Sahiplenme Çalışanların İş Biçimlendirmelerine Etki Eder Mi : Hizmet Sektörü Çalışanlarına Yönelik Bir Araştırma (Do Occupational Identification and Psychological Ownership Affect The Employees Job Crafting : A Research on Service Sector Employees)

Purpose – The aim of this study is to reveal the effect of occupational identification and psychological ownership level on employees' job crafting behaviors. Design/methodology/approach – The population of our research consists of service sector employees in Turkey, and the sample consists of those working in service areas such as security, education, health and finance in Ankara. The data of 442 participants from the questionnaire forms filled in hand and electronically from service sector employees working in Ankara were analyzed. In the study, correlation and regression analyzes were performed to determine the relationships and effects between variables, and the structural equation model was used to verify the scales of the variables. Findings – When the findings are examined, it was seen that the level of professional identification of service sector employees significantly and positively affects job crafting behaviors. Similarly, it was concluded that employees psychologically adopting their jobs exhibit more job crafting behaviors. Discussion – This study tries to reveal the effect of occupational identification and psychological ownership levels on job crafting behaviors. Quite a limited number of studies dealing with the bilateral relations of these variables in terms of service sector employees have been observed in the literature, and no study examining the three variables together has been found. In this repect, the findings of this study is thought to be importatant both for the literature and the practitioners.

Leadership Driven Job Crafting: Exploring the Mediating Role of Meaningfulness between Servant Leadership and Job Crafting

The current study was undertaken to ascertain the mediating role of meaningfulness linking servant leadership (SL) to job crafting behavior (JCB) of the employees. The study also endeavors to find the association between meaningfulness and JCB. This study collected data from 689 service sector employees through survey design. Data were processed and analyzed through PLS-SMART and SPSS. mainly. The findings manifested a relation between meaningfulness and employees’ job crafting behavior. Similarly, SL significantly impacted both meaningfulness and employees’ job crafting behavior. The results also unraveled the mediating role of meaningfulness between SL and JCB of the employees. The research has ascertained the previously unexplored mediating role of meaningfulness between SL and JCB. It is also the first study that attempted to explore meaningfulness as a stimulus to job crafting behavior.