Purpose: Using social exchange and reciprocation theory as a foundation, this paper aims to investigate the structural relationship between perceived organizational support (POS) and employee satisfaction (ES), focusing on the mediating role of relational psychological contract (RPC) and reciprocity ideology (RI).Design/methodology/approach: An adopted literature-based survey was used to collect the data from a sample of 216 bank employees in the Turkish Republic of Northern Cyprus (TRNC), where the heuristic model for the relationship was subjected to a string of tests, using the partial least squares structural equation modeling (PLS-SEM) technique.Findings: Discovery revealed that POS has a direct but insignificant effect on ES, whereas POS predicts RPC with ES as well as RI. The two mediators, RPC and RI, showed a positive and significant effect on the relationship between POS and ES. However, it was concluded that for employees to be satisfied, a higher level of support must always originate from the organization, through honoring all agreed terms stated in the conditions of employing them, as this will be a great motivator in ensuring productivity and efficient sustainability.Originality/value: The study creates a theoretical basis related to the service industry, envisaging the importance of POS as a panacea for ES. Furthermore, the model contributes to literature lacking on mediating factors needed to boost employee morale in achieving mutual benefit for both the employee and the employer.

In this study, we have examined talent management practices’ impact on achieving sustainable competitive advantage in five-star hotels located in the TRNC (Turkish Republic of Northern Cyprus) as well as the mediating effect of employee satisfaction. After the questionnaire was tested for validity and reliability, we used bootstrapping, Mplus and SPSS to conduct an analysis using data from 368 employees from 14 five-star hotels located in North Cyprus. The study’s hypotheses were verified through SEM (structural equation modelling). Our results revealed that talent development practices had no effect on the hotels’ SCA, whereas talent practices (identify, engage, manage performance and retain) had a significant and beneficial influence on the hotels’ SCA. Although in most hotels, talent management practices are the responsibility of the human resource management. The measured constructs specifically were employee responses. The findings of this study provide benefits for numerous stakeholders, including hotel and hospitality service industries and the government. Results can be used as a guideline for building more appealing workplaces for employees and to inform the management on how to encourage employees to be committed to a sustainable service in the hotel business. To acquire a better grasp of the organisational limits of talent management policies, it is crucial to further examine the perspectives of employers who may include hotel owners or top managers. Furthermore, future research may expand the sample and include three- and four-star hotels as well.

Although research on human resource management practices (HRMPs) has been ongoing for many years, studies have actually paid little attention to HRMPs and their contribution to the emotional side of the bottom line or commitment to the external environment, particularly the serial mediation of HRMPs. Hence, to fill this research void, this study extends social exchange theory, broaden-and-build theory and the conservation of resources (COR) theory in the context of green hospitality by proposing a novel conceptual model to test the mediating effects of resilience and commitment between HRMPs (training, empowerment, and rewards) and service providers’ environmental commitment. A quantitative study was performed involving 557 participants at green hotels. The findings show that the components of HRMPs (training, rewards, and empowerment) were found to be crucial tools in encouraging service providers to engage in environmental tasks while green training, empowerment and reward systems can unlock environmental commitment (EEC) for the setting. In addition, environmental commitment increased by the contribution of two mediators, resilience and engagement; and interestingly, rewards did not contribute to the environmental resilience of service providers, while all three HRMPs had a positive influence on work engagement of service providers in the research context.

The main objective of this paper is to highlight the travel patterns and experiences of people with a physical disability. To understand better the travel needs of people with a physical disability, it is useful to examine how travel patterns differ across demographic variables. The method chosen for the empirical data collection was a self-completed web-based questionnaire, which was answered by a total of 596 physically disabled people. The data obtained were evaluated using frequency, percentage, arithmetic average, t-test, chi-square and factor analysis. The research findings reveal that people with physical disability in different demographics groups differ in their travel patterns.

Purpose: Drawing on the theory of belongingness, this study scrutinizes the impact of linguistic ostracism on knowledge sharing, knowledge hiding and knowledge hoarding and the moderating role of cultural intelligence (CQ) in a diverse and multi-cultural work setting.Design/methodology/approach: A two-phase sampling of judgmental and random sampling techniques was used to recruit local and foreign workers in the Jordanian service industry. The present study empirically analyzes the sample of 394 employees' responses by applying variance-based structural equation modeling (VB-SEM).Findings: VB-SEM results indicate that linguistic ostracism lessens knowledge sharing behavior and heightens knowledge hiding and hoarding. CQ moderates two of the said associations, specifically by buffering the causal link between linguistic ostracism and knowledge hiding, as well as linguistic ostracism and knowledge hoarding. Consequently, CQ did not moderate the causal link between linguistic ostracism and knowledge sharing.Practical implications: The study's findings can help managers and decision-makers in such workplaces better understand the deleterious effects of linguistic ostracism and how CQ functions as a buffer. The study concludes with theoretical and managerial implications.Originality/value: Very few investigations have been conducted to determine the consequences of linguistic ostracism in today's multi-cultural and diverse work environment. This paper is among the first to unveil the association of linguistic ostracism and CQ with various knowledge management (KM) concepts.