Service Sector Employment Research Articles

Structural transformation without industrialization? Evidence from Tanzanian consumers

AbstractExport‐oriented industrialization was central to many Asian countries' structural transformation processes, but many African countries are bypassing industrialization, and the prospects for competing in global manufacturing markets are poor. Alternative structural transformation pathways all rely on domestic markets, and thus understanding their trajectories requires uncovering consumer preferences. Using detailed household expenditures data from a nationally representative panel survey in Tanzania, I estimate a flexible, stylized consumer demand system. I recover estimates of expenditure elasticities of demand for goods, services, and food in the aggregate, along with price elasticities of demand, identified using within‐household variation in prices and expenditures. I find that, across the expenditures distribution and in both rural and urban areas, consumer preferences are service facing. In particular, I show that (1) consumers sharply increase spending on services relative to goods and food as incomes increase; (2) demand for services in the aggregate is somewhat sensitive to changes in service prices; and (3) food, goods, and services are substitutes for each other. On one hand, a high propensity to consume the types of services that generate large local economic growth multipliers is consistent with driving growth in service sector employment. However, sustained growth in the long run may be limited because these services are low productivity and nontradable, and domestic markets are size constrained.

AI-induced job impact: Complementary or substitution? Empirical insights and sustainable technology considerations

This study utilizes 3,682 full-time workers to examine perceptions of AI-induced job displacement risk and evaluate AI's potential complementary effects on labor. By distinguishing between these variables, the research identifies which worker characteristics and industries are most affected by AI. Employing an extended ordered probit model, the results show that those with higher perceived risks are mainly female, older, and more educated. Workers with frequent internet usage and remote work are more concerned about AI-induced job risks. Sector-wise, entry-level employees perceive the least risk, whereas manufacturing professionals and senior service sector employees are more apprehensive. Contrary to the mainstream assumption that AI causes unemployment, this study identifies a potential complementary effect on job tasks, suggesting that AI can enhance and support human labor rather than replace it. This inference is based on observed worker perceptions and the increased use of AI tools in tasks that complement human skills. Moreover, AI's integration contributes to sustainable practices and entrepreneurial opportunities, enhancing business innovation and environmental efficiency. Workers increasingly view AI as a value-added element in their jobs rather than a threat, particularly in sectors focusing on sustainable development and green technologies.

Pengaruh Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan Melalui Organizational Citizenship Behavior pada Savana Hotel & Convention Malang

This research aims to examine the variables that influence employee performance and their influence on service sector employees at Savana Hotel and Convention Malang. The type of research used is quantitative with an explanatory approach. Primary data in this study used a questionnaire which was distributed using a questionnaire sheet. The population in this study were employees of the Savana Hotel and Convention Malang and a sample of 100 respondents. Using the Partial Least Square (PLS) analysis method 4. Based on the research results, it shows that the variables of organizational culture and organizational commitment have a significant effect on employee performance at the Savana Hotel and Convention. And the organizational citizenship behavior (OCB) variable is able to mediate organizational culture and organizational commitment on employee performance for Savana Hotel and Convention employees. It can be concluded that if organizational culture improves it will support the formation of organizational commitment then these two variables will encourage high levels of organizational citizenship behavior (OCB), this is usually called employee loyalty, this will increase employee performance.

The potential synergy between air pollution control and employment growth

Public service sectors play crucial roles in maintaining societal functioning through the provision of essential services. However, amidst the backdrop of air pollution, their developmental trajectories may veer off course from their intended goals. Quantifying the impact of air pollution on public service sectors, particularly from an employment perspective, offers valuable insights for policymakers aiming to foster the sustainable growth of these sectors and expand the analysis framework on air pollution externalities. Drawing on monthly data spanning from January 2015 to December 2019 across 269 prefecture cities, this paper therefore explores the impact of air pollution on public service sector employment using a cross-lagged panel model with fixed effects. I find that air pollution negatively affects the employment scales in public service sectors. This negative employment shock is also unevenly distributed across areas and sub-sectors and intensifies over time. Cities belong to key areas for air pollution prevention and control, small and medium-sized cities, and secondary-industry dominated cities, suffer disproportionately negative employment shocks in their public service sectors. These findings offer actionable insights for policymakers to implement targeted measures supporting the continued growth of public service sectors and deepen understanding of the economic ramifications of air pollution.

Combined effects of abusive supervision, willpower and waypower on employees’ task performance and helping behavior, through quality of work life

PurposeExtending the efforts of previous scholars, this study examines how abusive supervision undermines employees’ ability to meet performance expectations and propensity to engage in helping behavior. Specifically, we investigate a hitherto unexplored mediating role of quality of work life (QWL) in this relationship. We further suggest that employees’ psychological resources, namely willpower and waypower, act as protective shields against this harmful process.Design/methodology/approachWe tested the proposed hypotheses using multisource (self- and supervisor-rated) three-wave time-lagged data (N = 185) collected from employees and their supervisors in eight organizations that operate in the service sector of Pakistan.FindingsThe findings corroborate our predicted hypotheses. The results indicate that employees' exposure to abusive supervision deteriorates their quality of work life (QWL), hindering their ability to deliver expected performance and tendency to help other colleagues. However, this negative process is less pronounced for employees who possess sufficient psychological resources of willpower and waypower.Practical implicationsThis study provides valuable insights to organizations by explicating the process that undermines employees’ ability to channel their energies into performance-enhancing activities when faced with humiliation from their supervisors.Originality/valueThis study details three previously unexplored factors that explain how and when abusive behavior steers service sector employees away from meeting performance expectations and assisting colleagues, via thwarting their quality of work life.

Structural change and employment growth in India: reinterpreting “Manufacturing as an Engine of Growth”

PurposeThe present paper aims to highlight how manufacturing expansions under conditions of increasing returns, which involve the growth of intermediate goods specializations, support advanced service employment. In addition, the increasing use of manufacturing products in services highlights additional, new service sector employment opportunities.Design/methodology/approachThis paper investigates (1) the manufacturing and service interactions and (2) the investment behaviour in manufacturing using Auto-Regressive Distributed lags (ARDL) and Vector Autoregressive (VAR) models. The models allow for different specifications to study whether investment behaviour in manufacturing supports dynamic manufacturing and service interactions.FindingsThe results underpin how Kaldorian manufacturing as an engine of growth is still relevant in Indian growth and is key to achieving higher advanced employment, export-orientation and services and manufacturing nexus outcomes. What matters, though, is that manufacturing investments are to be guided mainly by intermediate goods specializations. The slowdown of these specializations, explaining the slowdown of manufacturing investment, is therefore, a concern.Originality/valueA reinterpretation of manufacturing as an engine of growth in which primacy is given to investment behaviour in technical progress functions that can support the growth of specializations in manufacturing and such specialized service employment.

Self-talk: exploring and validating its dimensions among service sector employees

Self-talk: exploring and validating its dimensions among service sector employees

Family migration and structural transformation

AbstractThis paper integrates the migration decisions of married couples into a multi‐sector spatial model, investigating their impact on structural transformation, productivity and gender wage gap. Focusing on China, a country characterized by a higher share of agricultural employment and a lower share in services compared with countries with similar income, we uncover a significant gender gap in migration costs among rural married couples. Furthermore, while migration costs have decreased for all demographic groups from 2000 to 2010, the decline was least pronounced for married couples when both partners left agriculture. We find that reducing migration costs for married couples who migrate together would lead to a decline in agricultural employment, a rise in service sector employment, an increase in aggregate productivity and a narrowing of the gender wage gap. Eliminating the gender differences in migration costs would also increase service sector employment and reduce the gender wage gap.

Students’ interest in agribusiness as a future career

Purpose. This study was conducted among Bangladeshi undergraduate agricultural students to see how likely they were to launch their agribusinesses after awarding Bachelor’s degrees. Methodology / approach. As an agricultural country, agribusiness among the students is increasingly important. To achieve the purpose, we selected undergraduate students from the University of Rajshahi as the respondents. Agriculture, Fisheries, and Veterinary Science students were surveyed to determine their interest in starting an agribusiness (opening their own enterprises) after graduation. Questionnaire data were subjected to a logit regression analysis. Results. Most students come from rural backgrounds and many work in family farming either directly or indirectly, only a small percentage of them (29.6 %) want to start an agribusiness after graduation. Most students think working for the Government or providing other services is safer than doing business. Except for students whose families had large landholdings, students were not interested in becoming agribusiness entrepreneurs, although female students were more curious than males. The students perceived agribusiness as too risky and preferred civil service or other service sector employment over any business. If they were to set up such companies, they would be the most interested in fruits and vegetables, feed mills, beef, floriculture, and fisheries. Part of the reason for this disinclination to entrepreneurship is South Asian culture, which values security over independence, although agriculture, where the product is perishable, is risky. Originality / scientific novelty. Over the last 10 years, there has been a decline in total agricultural employment despite a rise in the youth unemployment rate. Encouraging these young people to go into agribusiness, we can reduce unemployment and increase agricultural productivity. But, regarding the interest of young people in Bangladesh in agribusiness, there is no published material. Thus, this study is the first in Bangladesh to assess the interest of agricultural students in starting an agribusiness and describe its determinants. Practical value / implications. The state wants to encourage agribusiness, but does not have a policy to achieve the goal and universities do not even teach this subject to agriculture graduates. If the government is serious about expanding agricultural entrepreneurship, it will have to invest in agribusiness to reduce its risk: in agricultural mechanisation, better rural transport and infrastructure, insurance for agricultural enterprises, mentors to impart business skills and advice, and a national capital fund to invest in such enterprises and finance them by capital rather than by debt.

A Mediating Effect of Intention on the Relationship between Attitude, Subjective Norm, and Perceived Behavioural Control and the Turnover Intention Actual Usage among the SME Service Sectors Employees in Beijing, China

This study explores the mediating role of intention in the relationship between attitude, subjective norm, and perceived behavioral control on turnover intention and actual turnover behavior among employees in the SME service sector in Beijing, China. Drawing on the Theory of Planned Behavior (TPB), we hypothesize that employee attitudes towards their job, the influence of subjective norms, and their perceived control over leaving their job collectively influence their turnover intentions, which in turn affect their actual turnover behavior. Data were collected through a structured questionnaire administered to a sample of SME service sector employees in Beijing. Structural equation modeling (SEM) was employed to test the proposed hypotheses and the mediating effect of intention. The findings reveal that intention significantly mediates the relationship between the three TPB components (attitude, subjective norm, and perceived behavioral control) and turnover behavior. Specifically, employees with negative job attitudes, high subjective norms favoring turnover, and high perceived control over leaving are more likely to form strong turnover intentions, which subsequently lead to actual turnover. These results offer valuable insights for SME management in Beijing on the importance of addressing employee attitudes, norms, and perceived control to mitigate turnover rates. The study contributes to the broader literature on employee turnover by highlighting the critical mediating role of intention and providing a nuanced understanding of the TPB in the context of SME service sectors in China.

An Empirical Study on the Turnover Intention among the SME Service Sectors Employees in Beijing, China: A Theory of Planned Behaviour Approach

This empirical study investigates the turnover intention among employees in the SME service sector in Beijing, China, using the Theory of Planned Behavior (TPB) as a theoretical framework. The research aims to understand the key psychological and social factors influencing employees' intentions to leave their current positions. Data were collected through a structured questionnaire administered to 400 employees across various SMEs in Beijing's service industry. The questionnaire measured attitudes towards turnover, subjective norms, perceived behavioral control, and turnover intention. The findings indicate that all three components of TPB significantly predict turnover intention. Attitudes towards turnover, shaped by job satisfaction and perceived job alternatives, emerged as the strongest predictor. Subjective norms, influenced by peer and family expectations, also play a critical role in shaping turnover intentions. Perceived behavioral control, which includes employees' confidence in securing new employment and perceived ease of leaving their current job, further contributes to the prediction model. The study highlights the importance of addressing both individual and contextual factors in managing turnover intentions. For SME managers, fostering a supportive work environment and enhancing job satisfaction can mitigate turnover risks. Moreover, understanding the influence of external social pressures and enhancing employees' perceived control over their career decisions can provide additional strategies to retain talent. This research contributes to the limited literature on employee turnover in China's SME service sector and offers practical insights for improving employee retention strategies. Future studies could explore longitudinal data to understand the dynamics of turnover intention over time and examine the role of additional variables such as organizational commitment and job stress.

Centre party, district magnitude, and wage inequality in service economy

This paper aims to elucidate the variations in wage inequality within the service industry across different nations. Scholars have emphasised the pivotal role of policies designed to balance flexibility and job security in the service sector, crucial for fostering its growth while mitigating wage disparities. We argue that the balance between flexibility and security of service sector employment is most likely to emerge under centre party governments in high-magnitude electoral systems. Centre parties, owing to their political detachment from organised labour and industry, encounter fewer obstacles in representing the unorganised interests of service sector workers. Furthermore, high-district magnitude systems incentivise centre parties to build comprehensive coalitions that address the diverse concerns of service sector workers. Our empirical analysis, spanning 14 OECD countries from 1995 to 2007, demonstrates that service sector wage inequality diminishes as district magnitude and the cabinet share of centre parties increase.

Linguistic profiling and career development through the lived experience of service sector employees in Pakistan

PurposeUnderstanding linguistic profiling and its substantial consequences on employee career development is essential in diverse workplaces. This study utilizes Levinson’s eras and career development theories to analyze the complicated relationship between linguistic profiling and biases, which hamper employee career development.Design/methodology/approachThis study used an interpretive methodology and conducted thematic data analysis. It documented lessons learned from diverse viewpoints through semi-structured interviews with 19 participants conducted in November and December 2022.FindingsThe study demonstrates that linguistic discrimination occurs in diverse workplaces. After data exploration, four intriguing themes appeared. The first theme was related to employees who were discriminated against because of various languages. This shows how often language choice affects employees. The second theme examined how linguistic profiling intersected with marginalized groups, increasing discrimination. The third theme, linguistic profiling and career development showed that bias had a huge influence on career progression. The fourth theme emphasizes organizational policies for preventing language discrimination, promoting career growth and inclusive organizations.Originality/valueThis study advances the understanding of linguistic profiling and career development in a multilingual society. In addition, it furthers discourse and provides ways to minimize biases, creating a more inclusive workplace environment.

The role of organizational culture in the relationship between affective organizational commitment and unethical pro-organizational behavior

PurposeThis study responded to the call to empirically reconcile conflicting findings in unethical pro-organizational behavior (UPB) literature. It did so by examining the influence of organizational culture on the relationship between affective organizational commitment and UPB.Design/methodology/approachUsing a sample of 710 U.S. service sector employees based on a three-wave data collection design, structural invariance assessment was utilized to evaluate the relationship between affective organizational commitment and UPB across organizational cultures with opposing effectiveness criteria (i.e. focused on stability vs flexibility).FindingsThe result indicated a statistically significant positive direct effect between affective organizational commitment and UPB for the stability-focused cultures, while finding a statistically insignificant effect for the flexibility-focused cultures. These results support organizational culture research, which shows that organizational cultures with opposing effectiveness criteria (i.e. stability vs flexibility) can either encourage or discourage ethical behavior.Practical implicationsWhile leaders and managers encourage employee commitment to the organization, it is important to understand that increased organizational commitment is not limited to positive outcomes. Cultivating elements of flexibility-oriented cultures, like promoting teamwork (as in clan cultures) or fostering innovation and adaptability (as in adhocracy cultures), can be a strategic approach to minimize the chances of UPB among committed employees.Originality/valueBy integrating insights from social exchange theory, Trevino’s interactionist model and the competing values framework, we have contributed to a nuanced understanding of how different organizational cultures can suppress or stimulate UPB.

Assessing the Influence of Entrepreneurial Culture on Innovative Work Behaviour: An Empirical Study of the Indian Service Sector

This study investigates the relationship between entrepreneurial culture and innovative work behaviour of the employees in Indian service sector organisations. Based on responses collected from 203 Indian service sector employees, the study examines the impact of the factors constituting entrepreneurial culture, namely, management support, work discretion/ autonomy, rewards, time availability and organisational boundaries on their innovative work behaviour. Multiple regression analysis has been used to study this relationship. The results show that work discretion, time availability and reward/reinforcement had a significant positive impact on innovative work behaviour. On the other hand, management support and organisational boundaries did not significantly affect innovative work behaviour. This study assists managers in understanding the factors which are the facilitators and inhibitors of innovative work behaviour among employees.

Taking the edge of ostracism – a slow death: from socio-legal perspective

PurposeFirst, with real-life examples and current research, this study aims to demonstrate the existence of various forms of ostracism (linguistic, gender, social and workplace). Second, following the “need-threat model,” this research addresses the previously unaddressed topic of coping with, reducing, mitigating or curbing workplace ostracism. Moreover, the researchers also proposed a “multiplying effect model” of ostracism.Design/methodology/approachData was gathered from 199 service sector employees. The NVivo software is used for the thematic analysis of qualitative data(suggestions) gathered using open ended question on how to mitigate/reduce/curb ostracism.FindingsThe results generated were the suggestive measures, which were further categorized under three major themes: individual, society and organizational. The measures to reduce, mitigate and stop the practices of workplace ostracism can be initiated on all these three levels.Originality/valueThis is the only study that addresses the subject of decreasing, alleviating or eliminating workplace ostracism and explains the compounding effect of ostracism by suggesting a multiplying effect model. The study will pique the interest of the government and legislators to propose legal measures to prevent ostracism and achieve sustainable development goals (gender equality and reduced inequalities. The study’s practical, social, theoretical and managerial utility are discussed in the implications section.

Fatigue based on the subjective feeling of people representing selected medical professions.

Fatigue can be the result of overexertion and overload. It occurs when the burdened body does not have enough time for regeneration and biological renewal. The aim of this study was analysis of fatigue based on the subjective feeling in physiotherapists, nurses, and paramedics. The research covered 193 women and 107 men aged 30-60 years, including 100 physiotherapists, 100 nurses and 100 paramedics with higher education, employed in clinics and hospitals in the Podkarpackie Voivodeship, Poland. The research tool of choice was 30-item Research Committee on Industrial Fatigue Fatigue Scale, adapted into the Polish language by Paluch. The data were analyzed based on ANOVA Kruskal-Wallis test, Mann-Whitney U test and Spearman's rank correlation. Values determining frequency of decrease in activity were higher in nurses than in physiotherapists (p < 0.001) and paramedics (p = 0.005). Physiotherapists and nurses showed statistically significant positive associations of all fatigue indices with age and seniority. Sex-related differences in the frequency of physical fatigue symptoms have been noted (p = 0.044). Among people working in outpatient clinics and hospitals there were statistically significant differences in the frequency of decrease in activity (p = 0.001) and general level of fatigue (p = 0.031). In nurses and physiotherapists, the frequency of experiencing ailments increases with age and work experience. This suggests that in the case of these professions it is important to quick identification of signs of fatigue and taking actions to prevent its worsening. Women experience fatigue more often, so they especially need to take steps to prevent and, if necessary, treat this condition. Hospitals should be an area of special involvement in the process of implementing programs to counteract fatigue of employees in the medical services sector. Int J Occup Med Environ Health. 2024;37(1):72-83.

Hangi tür duygusal emek tükenmişliğe yol açar?

Many studies have been conducted on the antecedents, consequences, conceptual framework, and measurement of emotional labor, which have been examined in h emotional labor focus on the effect of emotional labor on organizational performance and employees' attitudes and behaviors towards work. Although many studies examine employees' attitudes and behaviors toward work, different findings have been obtained about how which type of emotional labor (surface acting, deep acting, and naturally felt emotions) affects employees' attitudes toward work. For this reason, in this study, the effect of emotional labor types on burnout was examined with the participation of service sector employees (N = 306). According to the findings, it has been determined that surface acting has a role in increasing employee burnout, while deep acting and naturally felt emotions reduce burnout. The findings show that examining and evaluating emotional labor according to types rather than generalizing the concept of emotional labor as a whole will serve more comprehensive and healthy inferences.

The role of mindfulness and self-compassion to ameliorate COVID-19 phobia in frontline employees associated with the Indian services sectors: an empirical analysis

PurposeThis research aims to study the effects of mindfulness and self-compassion in addressing COVID-19 phobia issues. To date, not a single study has examined the influence of these constructs on COVID-19 phobia amongst frontline employees (FLEs) in the services sector. In this context, the present study examined the association between FLE’s trait mindfulness and COVID-19 phobia and the mediating effect of self-compassion on this relationship.Design/methodology/approachData were collected using 335 FLEs working in the Indian services sector, and the analysis was undertaken using the PROCESS macro of Hayes (2018).FindingsFLE's trait mindfulness was found to influence COVID-19 phobia negatively, and the mediation role of self-compassion was also noted. Findings for the COVID-19 phobia composite and its four facets are discussed.Practical implicationsCorporate leaders could encourage mindfulness and self-compassion training helping in buffering the negative issues associated with COVID-19 phobia among FLEs.Originality/valueIt is one of the few studies conducted in the South-Asian context that highlights how mindfulness can help enhance self-compassion among frontline service sector employees while guiding them to overcome COVID-19 phobia. This could be the first study to examine the mediating effects of self-compassion in the relationships between mindfulness and COVID-19 phobia.

Internal Marketing and Business Performance: A Survey from Service Sector Employees in Nepal

Internal Marketing and Business Performance: A Survey from Service Sector Employees in Nepal