Service Recovery Performance Research Articles

Understanding the Antecedents and Consequences of Service-Sales Ambidexterity: A Motivation-Opportunity-Ability (MOA) Framework

Drawing on the motivation, opportunity and ability (MOA) framework, we investigate the influence of charismatic leadership on salespeople’s service and sales activities—termed service-sales ambidextrous (SSA) behavior, which subsequently turn into service recovery performance outcomes. The primary aim of this research is to strengthen salespeople’s service quality in parallel to their selling activities while recovering a service failure. We validate the model using a sample of 344 business-to-business salespeople using partial least square structural equation modeling (PLS-SEM) technique. Study results show that charismatic leadership is positively and significantly related to service-sales ambidexterity. Likewise, service-sales ambidexterity has a positive and significant relationship with service recovery performance and adaptive selling behavior. Moreover, we found a significant relationship between adaptive selling behavior and service recovery performance. The results further specify that salesperson motivation, opportunity and ability to engage in SSA significantly moderate the relationship between charismatic leadership and service-sales ambidexterity. The results suggest the need for training programs that provide the salesperson with opportunities to understand the simultaneous implementation of selling strategies while also providing customer services.

Pengaruh Authentic Leadership terhadap Customer-Oriented Organizational Citizenship Behavior dan Service Recovery Performance melalui Job Crafting dan HR Flexibility

This study aims to determine and explain the effect of authentic leadership on service recovery performance and customer-oriented organizational citizenship behavior (Co-OCB) through job crafting and HR flexibility at a telecommunication company, PT. Telkom Indonesia in Surabaya region. This research is causality research with a quantitative approach”the sampling technique used non-probability sampling, namely purposive sampling. Statistical analysis used Partial Least Square (PLS) with SmartPLS 3.0 software. This study explains that authentic leadership does not affect customer-oriented OCB and service recovery performance. Then Co-OCB does not have any effect in mediating the relationship between authentic leadership and service recovery performance. However, job crafting has been shown to mediate the relationship between authentic leadership and Co-OCB and service recovery performance. HR flexibility is not proven in moderating the relationship between authentic leadership and job crafting in the context of high flexibility.

Role of Internal Marketing Practices in the Service Recovery Performance of Call Center Employees

The purpose of this study was to investigate whether the internal marketing philosophy is applicable to call centers operating in Pakistan. This study attempted to investigate the role of internal marketing practices assess through internal communication (Huang & Rundle-Thiele, 2014), employee rewards (Boshoff & Allen, 2000), employee training (Boshoff & Allen, 2000), and employee empowerment (Yavas, Karatepe, Avci, & Tekinkus, 2003) on the service recovery performance (Boshoff & Allen, 2000) of call center employees working in inbound telecom call centers. Primary data were collected through a self-administered questionnaire from 15 telecom call centers located in three major cities namely Karachi, Lahore, and Islamabad. A simple random sampling technique was implemented to collect data from 318 male and female respondents. Results showed that internal communication, employee rewards and employee training were positively linked with service recovery performance, while a nonsignificant relationship was found between employee empowerment and service recovery performance. Results revealed that internal marketing practices influence toward frontline employee’s service recovery performance. Findings suggested that the call centers operating in the Asian region, especially, in Pakistan, should focus on internal marketing practices to enhance the service recovery performance of the frontline employees.

Psychosocial safety climate as a mediator between high-performance work practices and service recovery performance: an international study in the airline industry

Responding to calls for further investigation of the HRM ‘black box’, our paper examines how psychosocial safety climate (PSC), an important but understudied form of organizational climate, mediates the relationship between ability, motivation and opportunity (AMO)-enhancing HPWPs and service recovery performance (SRP). We conducted a quantitative survey amongst flight attendants in Canada, Germany and France, which yielded 1664 valid answers. Using AMOS software V.24, the structural equation method was used to test our model. The method of Monte Carlo (parametric bootstrap) and more precisely bias corrected percentile method was used to test the mediation mechanism, based on 5,000 bootstrapping and 95% confidence intervals. Our results show that each AMO-enhancing HR bundle directly influences PSC and indirectly influences SRP via PSC. They also reveal a direct relationship between PSC and SRP.

TO EXAMINE THE MEDIATING IMPACT OF WORK ENGAGEMENT AMONG THE RELATIONSHIP OF HUMAN RESOURCE MANAGEMENT PRACTICES AND SERVICE RECOVERY PERFORMANCE DURING PANDEMIC-19

This study seeks to examine the mediating impact of work engagement between the relationship of human resource management practices and service recovery performance of Takaful industry in Saudi Arabia during Covid-19 pandemic. For this purpose, data has been collected from 350 employees by using a convenient sampling technique constituting a response rate of 70 percent. Through a cross sectional research design, this research applies a quantitative research method to study this impact. The Structural Equation Modeling (SEM) had shown that all the HRMP namely human capital, training, rewards, internal career opportunities, job description, staff participation had a positive and significant relationship with the service recovery performance. On the other hand, work engagement had also a significant mediating effect among most of HRMP and service recovery performance except staff participation and service recovery performance. As work engagement has a mediating impact on most aspects of HRMP and service recovery performance, therefore, this contribution is considered to be substantial contribution to the existing body of literature. Based on these findings, this study could help managers and owners understand the importance of HRMP in enhancing service recovery performance. The design and context-based limitations of this study and the future directions that point to it are also discussed in the concluding sections of the study. © 2021. All Rights Reserved.

ACHIEVING SERVICE RECOVERY THROUGH SERVICE INNOVATION: THE CRITICAL ROLE OF EMPLOYEE EMPOWERMENT

Research in service recovery and service innovation has attracted significant attention in recent years but few studies have focused on achieving service recovery through service innovation. The current study aims to bridge this gap in research – to investigate the effect of service innovation on service recovery. Additional emphasis is also given to examining whether employee empowerment serves as a mediator between service innovation and service recovery in the hotel industry. A quantitative survey method was applied by using a 60-item questionnaire and data collected from a sample of 381 employees from five-star hotels in Jordan. The findings confirmed the hypotheses, revealing a direct effect of service innovation on employee empowerment which, in turn, had a significant influence on service recovery. Additionally, this study proposed a model of influence of service innovation in service recovery, whereby employee empowerment fully mediates this relationship. The current study contributes to the existing literature on service innovation and service recovery as it identifies the role of service innovation in enhancing service recovery performance in hotels.

The Interactive Impact of Organizational Support, Service Training and Empowerment on Employees' Affective Commitment and Service Recovery Performance: Hotel Front Office Department’s Perspective

This study investigated the interrelationship of some management practices of service quality, as manifested by front office employees' appraisal of organizational support, service training and empowerment and service recovery performance through their affective commitment in the Egyptian hotel sector. This research reports the findings of questionnaire survey distributed to 219 employees from the front office department of five-star hotels in Cairo. Previously developed and validated measures for organizational support, service training, empowerment, affective commitment and service recovery performance were adopted to test the research hypotheses. Results indicate that organizational support, service training, empowerment and employees' affective commitment are directly related to service recovery performance, though no direct effect of service training over employees' affective commitment was found. Moreover, employees' affective commitment partially mediates the relationship between organizational support, empowerment and service recovery performance. Thus, organizational support and empowerment can strongly relate with achieving a higher level of service recovery performance in the front office department with mediation of its employees' affective commitment.

Service recovery and loyalty of Uber sharing economy: The mediating effect of trust

This study investigate how service recovery affect customer loyalty of Uber customers in Ghana and how trust mediate the relationship between recovery and customer loyalty. With the aid of quantitative research design, data was collected from 601 clients of Uber in Accra the capital City of Ghana, situated in the western region of Africa. Structural equation modelling was used to analyze the relationship among the variables. This study reveals a positive and significant relationship exists between procedural justice and trust; distributive justice and trust; interactional justice and trust; and interactional justice and customer loyalty. Trust mediates the relationship between service recovery performance and customer loyalty in the Uber sharing economy in Ghana.

Linking frontline hotel employees’ job crafting to service recovery performance: The roles of harmonious passion, promotion focus, hotel work experience, and gender

This research examines the impact of job crafting, i.e., individual and collaborative crafting, on service recovery performance (SRP) of frontline hotel employees (FLEs). It puts forward an integrated model to investigate the mediating role of job passion (harmonious and obsessive passion) and the moderating role of promotion focus, hotel work experience, and gender between the relationship of each job crafting form with SRP. The survey data consists of 229 responses from FLE-manager/supervisor dyad working at tourist hotels in Uttar Pradesh, India. The research findings reveal that job crafting significantly results in SRP. While the correlation and path relationship between job crafting-obsessive passion and obsessive passion-SRP link is insignificant, the findings ascertain the role of harmonious passion as a mediator, and promotion focus, hotel work experience, and gender as a moderator between job crafting and SRP.

Customer Incivility and Service Recovery Performance: Job Crafting as a Buffer

This study explores the impact of customer incivility (CI) on service recovery performance (SRP) of Indian frontline banking employees with emotional exhaustion (EE) as a mediator. Whether job crafting behaviour of the employees would assuage the effect of uncivil customer interactions and, thereby, help in maintaining superior recovery performance is further investigated. Data from 428 dyads of employees were gathered to test the hypothesized relationships using structural equation modelling in AMOS 23. The results indicated that CI negatively influences SRP, and EE significantly mediates this relationship. Increasing social and structural resources significantly alleviate the negative effect of (a) CI on EE, (b) CI on SRP and (c) EE on SRP. On the other hand, increasing challenge job demands and decreasing hindrance job demands do not moderate the relationship between (a) CI and EE and (b) CI and SRP. However, decreasing hindrance job demands significantly moderate the negative effect of EE on SRP while, surprisingly, increasing challenge job demands strengthens the relationship between EE and SRP.

Job crafting and service recovery performance: insight from Indian retail banking

Job crafting and service recovery performance: insight from Indian retail banking

서비스 회복 공정성과 회복 성과의 관계에 브랜드 동일시가 미치는 영향

기업들의 많은 노력에도 불구하고 서비스 실패는 발생하기 마련이며, 이는 소비자들의 불만족과 부정적 구전, 구매 전환과 같은 많은 부정적 결과를 야기하기 때문에 서비스 실패를 만회하기 위한 회복 노력은 중요하다. 이때 서비스 회복 노력으로 인한 만족의 회복과 더불어 부정적 감정인 보복 욕구의 감소, 그리고 이 과정에 소비자의 브랜드 동일시는 기업들에게 있어 중요한 관심사임에도 불구하고 이에 관한 연구는 부족한 실정이다. 따라서 본 연구는 기업의 서비스 회복 노력을 소비자들이 공정하다고 평가할 경우 그에 대한 만족과 재구매의도가 증가하고, 이와는 별개로 서비스 실패로 인해 발생했던 부정적 감정 반응인 보복 욕구 또한 감소한다는 것을 실증분석을 통해 검증하고자 하였으며, 특히 기존 연구들이 상충된 주장을 하였던 브랜드 동일시의 조절적 효과를 확인하고자 하였다.<BR> 분석 결과, 서비스 실패 이후의 회복 공정성이 높을수록 소비자들의 서비스 회복에 대한 만족이 증가하고 이는 재구매의도에 영향을 미친다는 것을 알 수 있었다. 또한 회복 공정성이 높을수록 서비스 실패로 인해 발생했던 보복 욕구도 일정 부분 감소한다는 사실을 알 수 있었다. 이때 소비자들의 브랜드 동일시가 높은 경우에는 서비스 회복 공정성이 서비스 회복으로 인한 성과에 미치는 영향이 전반적으로 약화되었다. 즉, 브랜드 동일시가 높은 소비자들은 서비스 회복에 대한 만족이 서비스 회복 공정성 정도에 관계없이 대체로 큰 것으로 나타난 반면 부정적 감정 반응인 보복 욕구 또한 더 크게 나타났으며, 이는 기업의 서비스 회복 노력에도 불구하고 쉽게 감소하지 않는다는 것이 확인되었다.<BR> 이를 통해 본 연구는 몇가지 시사점을 제시한다. 첫째, 서비스 회복 전략을 제시할 때 소비자의 불만족 사항을 해결하여 만족을 회복함과 동시에 서비스 실패로 인한 부정적 감정을 해소해주는 것 또한 필요하다는 사실을 통해 기업들의 서비스 회복 전략이 총체적, 종합적 시각을 가질 필요가 있다. 둘째, 브랜드 동일시가 높은 소비자들에 대한 서비스 회복이 단지 부족했던 부분을 보완하는 것이 아닌 그 이상의 더욱 더 섬세하고 정교한 전략이 필요하다. ‘소비자의 마음 읽기’가 제대로 이루어져야 비로소 소비자들의 화난 마음을 되돌릴 수 있을 것이다.

Servant leadership and work-family enrichment among hotel employees in Russia

This study investigates work-to-family enrichment (WFE) and family-to-work enrichment (FWE) as the two intervening mechanisms linking servant leadership to propensity to leave work early (PLE) and service recovery performance (SRP). Data gathered from hotel customer-contact employees via a time-lagged survey design and their immediate supervisors in Russia were used to assess the aforesaid relationships through structural equation modelling. As predicted, servant leadership stimulates both WFE and FWE and boosts SRP, while it alleviates PLE. Consistent with the study prediction, WFE partly mediates the linkage between servant leadership and SRP. As hypothesized, FWE partly mediates the relationship between servant leadership and PLE. The rest of the linkages are not supported by the empirical data.

Understanding the role of frontline employee felt obligation in services

ABSTRACT Drawing on social exchange theory, this study investigates the mechanism of felt obligation underpinning the link between three key forms of perceived support (organization, supervisor, and team) and three key frontline employee work outcomes. The study also examines felt obligation - employee work outcomes relationships under the boundary condition of perceived fairness in reward allocation to explore if felt obligation preserves employee support despite unfair outcomes. Data obtained from 347 frontline employees in a call center organization largely support our hypotheses. Our findings demonstrate that perceived supervisor and team support exert a greater influence on felt obligation than the commonly investigated perceived organizational support. Our findings underscore the importance of felt obligation as an influential social exchange force that stimulates affective commitment and reduces turnover intentions of employees even under conditions when fairness in reward allocation is perceived to be lower. Felt obligation also influences service recovery performance positively.

Determinants of recovery satisfaction and service loyalty: the differing effects of service recovery system and service recovery performance

PurposeThis study aims to explore whether frontline employees' service recovery performance as well as customers' recovery satisfaction (RS) act as mediating mechanisms that simultaneously transmit the positive influence of an integrated service recovery system (SRS) on customers' service loyalty (SL).Design/methodology/approachA total of 134 useable retail banking branch cases (including responses from 134 branch heads, 439 frontline employees and 941 customers) were used to test our model using the partial least squares structural equation modeling (PLS-SEM) approach.FindingsService recovery system, measured as a higher-order multidimensional construct, has a strong and positive influence on customers' SL. Besides, service recovery performance partially mediates, along with RS, the relationship between SRS and SL. Finally, customers' recovery satisfaction has the strongest influence on service loyalty.Practical implicationsThis study strongly suggests that practitioners not only focus on implementing an effective SRS but also on leveraging service recovery performance and RS to build sustained customers' loyalty. Practitioners must provide more attention to training their frontline employees, reward and recognize employees and continually evaluate their employees' recovery efforts.Originality/valueThe role of frontline employees' service recovery performance and customers' RS as mediating mechanisms in transmitting the positive effect of SRS on customers' SL is investigated using the combined perspectives of social-technical system theory and interdependence theory.

Analysis of the Effect of Adaptive Competence Customer relation officer on Service recovery Performance

The purpose of this study was to analyze the effect of the adaptive ability of customer relation officers in service recovery performance in the One Stop Integrated Services and Investment Office of the Special Capital Region of Jakarta (DKI). The method used in this research is quantitative. Sources of data were taken from informants, namely customer relation officers who were directly involved in the recommendation service for Building Use Rights over Land Management Rights, namely 50 respondents. The data collection technique was carried out by conducting initial interviews and distributing and filling out questionnaires. The results of the study found that culture competence, self management, social capacity, self-efficacy recovery and organizational system recovery, affect service recovery performance while informational fairness has no effect on service recovery performance of customer relation officers.

Knowledge-based resources in explaining service recovery performance: a multilevel investigation

ABSTRACT This paper investigates the role of customer orientation (CO), technology orientation (TO), and internal orientation (IO) in explaining firms’ service recovery performances. Multilevel analysis is used for data collected from 500 complaining customers nested in 100 firms to test the study’s hypotheses. Findings show that while the three knowledge-based resources (CO, IO, and TO) increase customers’ recovery satisfaction, only the human knowledge resources provide a buffer effect against the detrimental effects of service failures through the activation of their confirmatory biases. The result indicates the viability of TO as a recovery reactive resource rather than as a preventive resource.

Employee proactivity, work engagement, job resources and service recovery performance: a study of structural linkages

PurposeThis study explores the driver influence of employee proactive personality on service recovery performance with work engagement as mediator. The moderating role of job resources (social support, supervisory coaching and performance feedback) is also examined in the proactivity-performance linkage to analyze the interaction effect of employee proactivity and job resources on recovery performance.Design/methodology/approachPrimary data pertaining to the constructs under investigation were collected using a structured questionnaire from 432 dyads of employees from four companies operating in the Indian retail banking sector. Each dyad comprised of one frontline employee and her peer (colleague). Responses to work engagement and job resources were self-reported by frontline staff, as peer ratings were solicited for frontline employees' proactivity and recovery performance.FindingsEmpirical findings suggest that frontline employees' proactive personality significantly ameliorates their work engagement which in turn exerts a positive driver effect on their service recovery performance. In the case of less proactive employees (those with a proactivity score of less than mean value), service recovery performance is boosted when they receive constant feedback on their recovery performance. The results, however, did not provide significant evidence with regard to the moderating role of social support and supervisory coaching.Originality/valueThis study is one of the maiden attempts to relate employee proactive personality with service recovery performance. Since the research relating personality with recovery performance is largely underexplored yet fundamentally important, this study expands the available literature by examining as to what type of employee is more likely to deliver superior service recovery performance with little organizational support.

Effects of internal branding and brand-oriented leadership on work-related outcomes

ABSTRACT This study develops an empirical model to test the effect of internal branding and brand-oriented leadership on employees’ service recovery performance and turnover intention, with a particular emphasis on psychological contract as a mediator. Using a quantitative approach, questionnaire responses were collected from frontline employees of four- and five-star hotels in the Turkish Republic of Northern Cyprus. Statistical analyses were performed using the SmartPLS software. The results of the statistical analyses showed internal branding and brand-oriented leadership positively influence psychological contracts. Moreover, the results suggest that hotels need to establish effective internal branding mechanisms to relay their brand messages through internal communication, training, briefings, and meetings. It was observed that, in general, a psychological contract guarantees a partial complementary mediation between internal branding and brand-oriented leadership on service recovery performance and turnover intention.

Tolerating errors in hospitality organizations: relationships with learning behavior, error reporting and service recovery performance

PurposeHospitality work setting is error-prone, rendering error handling critical for effective organizational operation and quality of service delivery. An organization’s attitude toward errors can be traced back to one fundamental question: should errors be tolerated/accepted or not? This study aims to examine the relationships between error tolerance and hospitality employees’ three critical work behaviors, namely, learning behavior, error reporting and service recovery performance. Psychological safety and self-efficacy are hypothesized to be the underlying attitudinal mechanisms that link error tolerance with these behavioral outcomes.Design/methodology/approachThis study relied on a survey methodology, collecting data from 304 frontline restaurant employees in Turkey and their direct supervisors. SPSS 25.0 and Amos 25.0 were used for analysis.FindingsThe results revealed that error tolerance had direct positive relationships with employees’ psychological safety and self-efficacy, both of which had positive impacts on learning behavior and error reporting. In addition, learning behavior positively influenced employees’ service recovery performance, as rated by the employees’ supervisors.Originality/valueThis study identifies error tolerance as an organizational distal factor that influences employees’ learning behavior, error reporting and service recovery performance; and identifies self-efficacy and psychological safety as mediators of the relationship between error tolerance and behavioral outcomes. The findings help clarify the longstanding debate over the relationship between an organization’s attitude toward errors and its employees’ learning behavior. The findings also shed light on the advantages of tolerating error occurrence for organizations, which is especially important as most hospitality organizations pursue perfection with aversive attitudes toward errors.