Employee Value Research Articles

Perceived Organizational Support as a Mediator of Job Satisfaction: A Study of the Public Service Commission in Sierra Leone

This study examined the relationships between perceived organizational support and job satisfaction in the Public Service Commission in Sierra Leone. The purpose of this study is to find the correlation and the mediating roles of perceived organizational support on job satisfaction. Perceived organizational support as an intervening variable that also explains the direct relationship between organizational support and job satisfaction. Organizational support has a direct relationship on Perceived organizational support (caring, forgiving, helping, providing opportunities and considering goals and values of employees) and then, Perceived organizational support has a direct relationship on job satisfaction.

Precarious employment as a prerequisite for career surfing

The subject of the study is the conceptualization of the phenomenon of career surfing and precarization of labor as a prerequisite for its manifestation. The object of the study is the phenomena of precarious employment and career surfing. The authors consider in detail such aspects of the topic as the role of career surfing in the perspective of the concept of fluid modernity; multidimensional manifestations of career surfing, as a result of which generalization the types of precarization are highlighted (change of job, type of work, sphere of work, directions of professional or career development; search and evaluation of vacancies or employers, areas of professional training and/or educational institutions; transnational career surfing); the ambivalent nature of career surfing, including both positive and negative manifestations; the interrelationships and qualitative differences of career surfing with the phenomena of social surfing and labor mobility. To achieve the goal, conceptual and theoretical analysis, subject-categorical analysis, systematization, generalization of scientific research results and social practice data were used. The design included solving the following tasks: identification of essential features and varieties of career surfing manifestations; differentiation of career surfing with a number of similar concepts characterizing the instability of career development; systematization of the causes and problems of studying career surfing. The main conclusions of the study are: 1) Career surfing is a multifaceted phenomenon that consists in changing the trajectory of professional career development. The types of career surfing include changing and/or searching for: a job, position, type of work, profession, specialty, sphere or direction of professional or career development. Thus, precarization of labor illustrates the manifestation of career surfing; 2) In methodological terms, career surfing is a social and psychological construct that has deep connections with the constructs of social surfing, mobility, fluid modernity, etc.; 3) The reasons for the expansion and development of career surfing are diverse and include: transformation of workplaces and types of work (including digitalization), the development of flexible forms of employment, the expansion of geographical and social migrations, etc.; 4) Career surfing is ambivalent in its social role and includes both constructive consequences (for example, coping with situations of career and social uncertainty) and destructive ones. The novelty of the research lies in the author's generalization of the results of the theoretical and methodological analysis of the studied phenomena and the justification of the definition of career surfing.

From crisis to opportunity: Career shocks and remotework shifts triggered by COVID-19

Purpose. This study investigates the influence of the recent pandemic on remote work andcareer prospects. Approach. Employing the PRISMA framework, the study analyzes relevant literature on novel work conditions and career disruptions within the context of COVID-19, utilizing data from the Scopus and Web of Science databases. The review incorporates 38 studies, offering significant insights into the transformative effects brought about by the pandemic. Findings. The findings show the concerns of employees in relation to remote work and job security. A substantial majority of employees prefer to work remotely for at least two days per week, indicating a significant demand for flexible workar rangements. Furthermore, employees desire full-time remote work, highlighting a strong inclination towards a remote work setup. It should be noted that the current study’s analysis is limited to the period between 2018 and 2021. Implications for practice. These findings hold substantial value for policymakers, employers, and employees, as they provide crucial insights to inform decision-making processes in the post-pandemic work environment.

Конвергенція індивідуальних і організаційних елементів в інклюзивній культурі підприємства: інноваційні та маркетингові підходи

In today’s business environment, enterprises face demands to support diversity and inclusion, which requires a comprehensive approach to the convergence of individual and organizational elements in corporate culture. The diversity of staff with different experiences, cultural and social characteristics creates new challenges for enterprises, in particular in the aspect of ensuring the unity of the corporate culture, which corresponds to the individual values of employees and at the same time supports the strategic interests of the organization. The main aim of this study is to identify ways of convergence of individual and organizational elements of the inclusive corporate culture of the enterprise through the use of innovative approaches and marketing aspects that contribute to strengthening the integration of these elements into the overall culture of the organization. The study identifies and systematizes the factors that influence the formation of an inclusive corporate culture, focusing on individually-oriented and organizationally-oriented components. The proposed systematization helps enterprises better understand how different elements can interact, creating a more integrated and inclusive work environment. The article allocates three main levels of corporate culture: individual, collective (team), and organizational. Each of these levels is characterized by its specific elements and aspects that play a significant role in building an inclusive environment. The individual level includes the personal values and attitudes of employees, the collective level is focused on team interaction and cooperation, and the organization-wide level covers policies and practices that contribute to the formation of a single inclusive strategy at the organizational level. Convergence between these levels allows you to build a more harmonious and integrated corporate culture, which not only meets the needs of individual employees, but also contributes to the achievement of the overall goals of the enterprise. The innovative approach proposed in the study emphasizes the importance of an inclusive culture not only as a means of increasing social responsibility, but also as a strategic marketing tool that can help an enterprise attract and retain talented employees, as well as form a positive image among customers and partners. Applying marketing aspects to evaluate an inclusive culture allows organizations to position themselves more efficiently in the market, creating additional value for the brand and increasing its attractiveness.

Model of the Influence of Employee Competencies on Performance Considering Burnout

The study was conducted as part of a current task of studying factors in the development of an organization's human capital that have a direct or indirect impact on employee productivity. The set of such factors includes indicators of the level of development of competencies and the degree of burnout of the individual. The work aims to develop economic and mathematical tools that would quantitatively describe the impact of employee competency values on their key performance indicators (KPIs), taking into account the level of burnout determined by the values of loyalty, involvement, and satisfaction. To achieve this goal, a hypothesis is put forward about the possibility of constructing a tool that makes it possible, based on a fuzzy classification of employees by level of competency development, to construct functional dependencies of KPIs on burnout indicators for each category. The initial data used were the results of a self-assessment of competencies and burnout of employees, mainly working in the areas of IT and HR in seven large Russian companies, calibrated by the immediate supervisors of the respondents, and the actual values of their KPIs. The work proposes an approach that includes two stages. As the first step, a fuzzy model is built that makes it possible, based on a weighted integral indicator of competency development with optimal weighting coefficients, to divide the range of values of the integral indicator into categories of uneven size, with the help of which it is possible to predict the achievement of KPIs. As the second step, an econometric model of the dependence of KPI on employee burnout indicators was built using the weighted least squares method to explain the dispersion of KPI values of employees belonging to individual competency categories in a fuzzy formulation, around the expected KPI value. The proposed tool will make it possible to predict the achievement of KPIs by employees depending on the input values of competencies and the level of burnout. In the future, this will make it possible to form an optimal portfolio of well-being program activities that will influence the development of employee competencies and reduce their level of burnout, and, therefore, contribute to the maximum progress in achieving target KPI values.

Effectiveness Evaluation of Employment and Entrepreneurship Education Models in Colleges and Universities Based on Multiple Fuzzy Evaluation System

Abstract Employment and entrepreneurship education in colleges and universities is an urgent need for the national implementation of the innovation-driven development strategy and the promotion of economic quality and efficiency. In this paper, the entropy weight method is used to get the original index matrix for the evaluation of the effect of the employment and entrepreneurship education model in colleges and universities, and then the data are normalized to derive the weight value of the employment and entrepreneurship education model in colleges and universities. The fuzzy evaluation of the M college employment and entrepreneurship education model is derived by using multivariate fuzzy comprehensive evaluation according to the weight value. Lastly, the fuzzy evaluation of three colleges and universities in H is done using the fuzzy comprehensive evaluation model based on entropy weight and multivariate data. The experimental results show that B2 employment and entrepreneurship hard environment, B4 financial guarantee, and B9 student achievement evaluation of M colleges are all poor. After evaluating three colleges and universities in place H, it was found that the fuzzy evaluation results of students and experts in each index were consistent. The students of the 3 colleges and universities in place H were rated by employers in the areas of adventurous spirit, willpower, and crisis management at a score of 0.5-0.6 QC, which needs to be improved. Overall employers’ satisfaction with the entrepreneurial ability of students in these 3 colleges and universities is 0.69, 0.698, and 0.709, respectively, and the employment and entrepreneurship education model of colleges and universities in place H is effective.

Using modern theories of motivation in the practice of personnel management

In a fast-changing world and a competitive business environment, effective personnel management is becoming a critical element of any organization's success. One of the key components of modern personnel management is motivation, which determines the degree of involvement and commitment of employees to the achievement of the company's goals. The essence and role of motivation determine the success of the management strategy and affect the effectiveness of the organization. The article examines the importance of effective personnel management in today's competitive environment and highlights its key aspect – employee motivation. The authors examine modern theories of motivation, such as Maslow's need theory, McGregor's theory «X» and «Y», Vroom's expectancy theory, and equity theory. It is considered how these theories can be used in personnel management practice to create effective motivation systems. The authors note the importance of recognizing and rewarding employees to ensure their motivation and job satisfaction. Modern motivational theories face several problems. First, the individualization of the needs and values of employees makes it difficult to create universal methods of stimulation. Second, the role of intangible incentives and self-fulfillment is becoming increasingly important, but measuring and managing them is a challenge for organizations. In addition, the rapidly changing business environment requires constant updating of motivation strategies, which is also a time-consuming task. The development of current theories of motivation is the key reason for the successful development of a company and ensuring competitiveness in the market. In modern society, the development of motivational tools is determined by flexibility, individualization and emphasis on the personal and professional growth of employees. Technological innovations, a balanced approach to incentives, reflection of company values and employee participation in management create a complex motivation system. Addressing issues of health and stress resistance emphasize the importance of the psychosocial well-being of employees. These directions define a new approach to personnel management aimed at creating sustainable and effective organizations in the modern business environment.

Research on the Path to Improve the Employment Quality of Private College Students under the Background of Big Data

Abstract In this paper, we use space-sensitive crawler technology to obtain the initial data of college students’ employment quality research from the websites or databases of private colleges and universities. We determine the evaluation indexes of college students’ employment quality through data cleaning and conversion of the initial data. On this basis, because of the limitations of the clustering algorithm, grey correlation analysis is used to optimize the clustering algorithm, and the evaluation model of college students’ employment quality based on grey correlation optimization clustering is constructed. Then the clustering analysis of college students’ employment evaluation indexes is carried out. The results show that the main influencing factors of job satisfaction of female graduates in some disciplines such as literature, history and philosophy and education and law are family economic situation Q7 (-1.9328), participation in innovative and entrepreneurial activities Q8 (29.2178), political outlook Q11 (3.0279), and graduation destination Q13 (2.5824), and that this paper’s method is effective in revealing the key factors. This study benefits the enrichment and innovation of the research content of employment quality. It provides theoretical support for solving the problem of future employment quality of college students in private colleges and universities.

ЦИФРОВИЗАЦИЯ КАК ЭФФЕКТИВНЫЙ ФАКТОР УПРАВЛЕНИЯ ОРГАНИЗАЦИОННОЙ КУЛЬТУРОЙ

The alignment of the organization values with the employees values contributes to achieving the strategic goals of the organization. In order to strengthen the competitive advantages and increase the motivation of the organization’s employees, it is necessary to constantly improve the organizational culture of personnel management. The article considers the concept of organizational culture in an organization from the positions of different authors, studies indicators for evaluating organizational culture, factors affecting it, and in order to improve the organizational culture of personnel management in the context of digital transformation, it is important to use digital technologies in the personnel management system, which leads to the evolution of relations between the organization and personnel, as well as the openness of people’s lives. Digital technologies are changing management’s views on business processes and management decision-making. The level of organizational culture affects the competitiveness of an organization and its profitability. Improving the digital culture of an enterprise is impossible without a systematic approach, which determines the investments inflow into the human capital of the organization, namely in the development of skills, increasing the intellectual capabilities of staff, and professional development. So in that case, the systematic approach considers a human resource as an object that consists of several elements interacting with each other. Human capital is a source of financial resources, which, as a result of capitalization, brings additional income to itself and the organization. Employees of the organization receive only positive emotions from work, satisfaction and the opportunity to realize their goals and ambitions, openness, transparency in their daily work. Digitalization provides an opportunity for the development of each project participant in the organization in compliance with established rules and regulations In conclusion, the author summarizes the results and describes the issues that can be solved through the digitalization of the enterprise organizational culture.

RESEARCH ON APPROACHES TO ENHANCE CORPORATE CORE COMPETITIVENESS THROUGH CORPORATE CULTURE

This research explores the importance of employees as key resources in building core competitiveness for enterprises, analyzing the role of corporate culture in this process through various theoretical frameworks such as Resource-Based View (RBV), Knowledge-Based View (KBV), and Capability-Based View (CBV). RBV and KBV underscore the significance of employees in knowledge creation and competitive advantage, while CBV identifies core, absorptive, and dynamic capabilities that highlight the strategic role of employees in adapting to environmental changes. Corporate culture, a heterogeneous resource unique to each enterprise, serves as a driving force in fostering innovation, learning, and performance. The study divides corporate culture into four levels: spiritual, institutional, behavioral, and material. Each of these layers contributes to shaping the overall competitiveness of the firm. The spiritual layer, including vision, mission, and values, is identified as the core of corporate culture, which also influences institutional rules, behavioral norms, and the company’s material image. To enhance competitiveness, companies must integrate employee values with the corporate culture, improve learning and promotion mechanisms, and foster leadership in managers. These strategies help align employee goals with the company’s vision, ensuring stronger organizational commitment and enhanced market performance. The research concludes that a well-structured corporate culture, led by strong management, plays a crucial role in long-term sustainability and success, especially for small and medium-sized enterprises.

Employer’s liability insurance and employee’s value added in Nigeria petroleum industry (2015-2023)

This study examines the effect employer’s liability insurance on Employee Value Added in the Nigerian petroleum industry. The human, social and economic costs of occupational accidents, injuries and diseases and major industrial disasters have long been cause for concern at all levels, from the individual workplace to the national and international. The secondary data gathered for the study covered the period from 2015 to 2023. These data were collected from the consolidated financial statement of the selected companies. Cross-sectional research design was employed in this study and pooled least squares regression technique was used in data analysis. The finding revealed that there is a joint effect of employer’s liability insurance claims payment, employee benefits expenses, retirement benefit compensation obligation on Employee Value Added in the Nigerian petroleum industry. Conclusion was that employer’s liability insurance has significant effect on employee’s value added in Nigeria petroleum industry (2015-2023) Recommendations were that employer’s liability insurance scheme should be properly funded, managed and sustained for more employee value added in the Nigerian petroleum industry. There is need for petroleum companies to increase share options granted to employees to complement employer’s liability insurance for more performance. There is need to increase the number of employees in the petroleum industry to enhanced employee value added.

Redefining Service Work: The Role of AI in Restructuring Employee Participation

The use of AI in better service delivery is common. Different types of AI are developed: Mechanical, Thinking, and Feeling AI. Each AI technology has its strengths and drawbacks. There are anticipations that AI may replace human beings in service. However, not many studies have delved into this issue by simultaneously analyzing the value of AI technology and human employees and considering current and future trends. Thus, this essay will address this gap by concluding that Mechanical AI can be applied to complete standardized tasks; Thinking AI assists in identifying new opportunities, customizing services, and making more sound decisions; and Feeling AI can interact with customers, providing general emotional support. However, human employees should complete tasks regarding an advanced level of service as they possess self-consciousness and genuine emotions. Moreover, in the light of the Feeling Economy, jobs will become people oriented. It is necessary to keep and expand people’s specialty.

Alliance or Independence? Optimal Operation of Commuter Buses by Suburban Employers Based on Cooperative Game Theory

To reduce commuting expenses incurred by suburban employers and their urban employees, this paper proposes the operation of commuter buses by an employer alliance and builds a bi-level programming model to optimize their operation. The upper model determines the composition of the alliance with the objective of minimizing total commuting expenses. The lower model optimizes the commuter bus routes so as to minimize the total commuting expenses of the alliance through a consideration of differences in the value of employees’ time. We fairly allocate total operating costs among alliance members based on cooperative game theory, which reinforces the optimized alliance’s stability. This paper then takes Meishan District in Ningbo as a numerical case study. The analysis shows the following: (1) under the alliance model, the total commuting expenses of three allied employers will be reduced by 8.09% per day; (2) the total commuting time of employees can be reduced by 3.75% per day; moreover, (3) the spatial distribution of the bus stops has a significant impact on employers’ willingness to participate in an alliance as opposed to operating an independent commuter bus service. Specifically, the farther dispersed the bus stops and the fewer the employees at each stop, the greater the likelihood that the employer will participate in an alliance.

Sustaining Talent: Reducing Employee Turnover at Tax Authority through Value Proposition and Social Identity

Objective: This study aims to investigate the factors influencing employee shortage in the public sector, specifically centering on employee's intentions to either remain in or leave the institution. It also aims to examine the impact of perceived benefits received by the employees, their fitness within the organization's social group, and their attachment to the institution on their decision. Design/Methods/Approach: This study was carried out on tax authority’s staffs through an online survey sent to potential participants and 388 eligible respondents. The data collected was analyzed using Covariance Based Structural Equation Modeling (CB-SEM). Findings: The findings reveal that employee value proposition and social identity negatively and significantly affect turnover intention. Both of them also positively and significantly affect employee engagement. Moreover, employee engagement only mediates the relationship between social identity and turnover intention. Originality/Value: The novelty of this study lies in the simultaneous utilization of employee value proposition and social identity, both influencing turnover intention. Previous studies primarily used social identity as a moderating variable, without combining these two variables, alongside employee engagement as a mediation variable. This study is particularly novel as it analyzes turnover intention among employees in a government institution, whereas prior studies have predominantly focused on the private sector. Practical/Policy implication: Managers should align their Employee Value Proposition (EVP) with employee expectations. They must provide developmental opportunities and supportive work environments, foster a strong social identity, and prioritize initiatives that enhance employee engagement, like meaningful work and recognition. These measures can effectively reduce turnover intentions.

Perceptions on Employee Development and Turnover Intentions of Hotel Employees in Kenyan Hotels Post Covid-19

Purpose: The COVID-19 pandemic certainly had a negative impact on hospitality workers. With the recent recovery, the goal of the research was to assess hotel employees' intentions for career progression as well as their intentions for reskilling to improve their employability. 
 Materials and Methods: The research population is made up of hotel employees from all throughout Kenya, including those working in the food and beverage, kitchen, housekeeping, and front office departments. The respondents were 394 employees who had taken refresher courses. The sampling techniques used was purposive sampling technique. Data was collected using a questionnaire, analyzed using quantitative techniques and presented in charts, graphs and, and tables 
 Findings: Employees value career growth and progression, which allows them to receive promotions or advance in their jobs, according to the findings. However, the majority of them are dissatisfied with their salary and believe the market is volatile, so they may consider quitting the field and changing occupations for better prospects and job stability. Employees who were allowed to improve their work skills through training were more likely to be loyal and would not consider leaving their jobs because they felt the organization valued their competencies. This resulted in desired organizational performance, creating a reciprocal relationship between the employee and the employer. 
 Implications to Theory, Practice and Policy: It was suggested that the hotel industry build crisis resilience methods for dealing with uncertainties and calamities while considering staff welfare and retention strategies such as giving employee development opportunities. The research contributes to the social exchange theory where employees feel a sense of belonging to the employer while the organization in turn benefits from employee loyalty. As a practice, organizations need to create mechanisms to deal with crisis and uncertainties for employee welfare in addition to retention strategies like employee development opportunities and competitive remuneration. Furthermore, the hotel industry would be instrumental in the development of a national government policy on the establishment of a reserve fund to protect the business and its employees in the case of unforeseen circumstances as happened with the pandemic.

Impact of perceived overqualification on knowledge hiding and service delivery performance: The moderating role of occupational instrumentality

AbstractThe problem of perceived overqualification (POQ) and the importance of occupational instrumentality have been acknowledged in the literature. Drawing on equity theory, we built a model that explains how and why occupational instrumentality moderates the mediatory role of knowledge hiding on the relationship between POQ and service delivery performance in the tourism and hospitality industry. Underlying this model is the notion that employees' POQ is the cause of knowledge hiding and poor service delivery performance and occupational instrumentality is the diffuser in the tourism and hospitality context. Data were obtained from employees in the aviation sector and analyzed with the PLS‐SEM technique. The findings indicate that POQ directly influences employees' knowledge hiding behavior, but this behavior does not significantly impact their service delivery performance. Knowledge hiding does not act as a mediating factor between POQ and service delivery performance. In other words, knowledge hiding does not explain the link between feeling overqualified and poor service delivery performance. Interestingly, it was observed that the effect of POQ on knowledge hiding is stronger when employees have a strong sense of occupational instrumentality. This suggests that even when employees value the contributions of their current role to their future occupation and career, they are still inclined to resort to knowledge hiding as a response to POQ. Our study results extend theorizing on the themes of interest and offer valuable practical insights.

Talent Attraction And Organizational Competitiveness in Manufacturing Companies in Lagos, Nigeria

Purpose- The main focus of the study is to examine how talent attraction dimensions such as employee value proposition, employer branding, Job flexibility and recruitment and selection affect organizational competitive-ness in manufacturing firms in Lagos State, Nigeria. Methodology- The study adopted a survey-based research design. The per-manent staff of the selected ten (10) food, beverages, and tobacco manufactur-ing firms in Lagos State made up the population of the study. The respond-ents consist of 368 employees which represent the sample size of the study. Data was obtained through the use of questionnaire. Relative Important In-dex (RII) and Multivariate linear regression was used for data analysis with aid of SPSS version 26. Findings- The result revealed a strong effect of talent attraction variables such as employee value proposition with (β=0.611, t= 7.451, p<0.05); Job flexibility with (β=0.505, t=9.182, p< 0.05); employer branding with (β=0.434, t= 9.607, p <.0.05) and recruitment and selection with (β=0.401, t=6.481, p <.0.05) on or-ganizational competitiveness. Limitations of the study-The scope of this study was limited to food, bever-ages and tobacco manufacturing subsector operating only within the territory of Lagos state, Nigeria. Furthermore, the study looked at talent attraction variables which is only a component of talent management strategies. Practical Implication-The manufacturing companies, especially the ones in food, beverages and tobacco manufacturing sub-sector should consider talent attraction strategies as a viable tool for identifying and attracting skilful and competent staff to fill vacant position. This is critical to the attainment of present and future organizational objectives as well as gaining competitive advantage. Originality/Value- This study makes a clear understanding of talent attrac-tion and its immense contribution to organizational competitiveness and performance. It also provided a basis for future researcher to explore more on the dynamics of talent attraction in the field of human resource management.

Dilemmas and Solutions for Women in the Workplace

Nowadays, many women are discriminated in the workplace because of their gender. Equal employment for women is at the centre of this study, and the dynamic equilibrium between the reproductive policy and the related supporting policies, especially the public service policy, together constitute the policy background to the issue of women's employment, while at the same time the social has some negative evaluation of women's employment. At present, China's traditional labour division model of "men focusing on the outside and women focusing on the inside" has been turned into a labour participation model in which females devote themselves to both work and family, i.e., internal and external labour participation, while men still continue to "focus on the outside" one-dimensional labour model. The increase in women's labour force participation rate has, on the contrary, put women in a more unequal situation. This paper first describes the current situation of gender-based discrimination against women in the workplace in terms of three aspects: recruitment, promotion and pay. It then analyses the causes of these phenomena and looks for ways to address them to better protect women's equal rights in the workplace.

Feel warm then do well: understanding how green human resources management improves employee extra-role green behavior and person-organization fit

Although it is an increasingly popular assumption that green human resource management (GHRM) can improve employee green behaviors, little empirical evidence has studied the link between different types (in-role and extra-role) of green behavior and how GHRM may have an impact beyond its original environmental domain. To bridge the research gap, this study develops and tests two serial mediation models of GHRM based on warm glow theory. Specifically, we propose that GHRM -as an organization management measure-will first increase employee in-role green behavior (IRGB). Then, due to employees’ perception and cognitive appraisal of organization’s GHRM policy and prosocial ‘Halo effect’ of green behavior, employees feel that they are doing the ‘right thing’, thus feel warm glow (WG) psychologically. The positive emotional experience accumulated by warm glow allows employees to obtain intrinsic rewards, resulting in green behaviors that are beyond their core task responsibilities and that can increase employee value and psychological consistency with organization. Drawing upon 301 data collected from Prolific, results support two significant serial mediation models. First, GHRM increased extra-role green behavior (ERGB) through in-role green behavior and warm glow. Second, GHRM increased person-organization fit through in-role green behavior and warm glow. Therefore, warm glow creates a spillover effect at the employee behavioral level and at the personal value level. This study contributes to existing literature by explaining how GHRM affects extra-role green behavior from a new perspective. By establishing a link between GHRM and non-green outcomes, we also expands the scope of GHRM research.

The Effects of Internal Marketing Climate On Hotel Effectiveness and Competitive Excellence

Despite the agreement on the importance of internal marketing, the central dogma that it creates value for employees which will incite employees to in turn create value for their organization and customers lacks empirical verification and remains a contentious issue. Two separate multisource-multilevel datasets are used to illuminate the effects of hotel property department-level internal marketing (process-focused) climate on a positive, key organizationally relevant psychological outcome (i.e., perceived organizational support) and a positive, key organizationally relevant behavioral outcome (i.e., organizational citizenship behavior), which in turn engender hotel property department effectiveness and competitive excellence, respectively. Moreover, the results suggest that organizational citizenship behavior is a linchpin in the explication and illustration of the effects of hotel property department/unit internal marketing climate on hotel property department/unit effectiveness and competitive excellence. By doing so, we provide a comprehensive model that underscores the impacts of internal marketing climate on crucial employee, organization/unit, and customer outcomes in the hospitality industry. Implications, limitations of the current inquiry, and avenues for future research are discussed.