The purpose of this study was to expand existing knowledge of hotel consumers’ green behaviors by merging value-belief-norm theory and the theory of planned behavior into one theoretical framework to understand comprehensively consumers’ decision-making processes with respect to their intentions to visit a green hotel. Data collected from 757 respondents were analyzed. The results indicate that our integrated framework demonstrates a favorable level of prediction power for guests’ behavior, which verified the superiority of the suggested framework. Furthermore, its findings from fuzzy set qualitative comparative analysis indicate that: (a) attitude toward green hotels, perceived behavioral control, sense of obligation, and corporate image are key drivers of guests’ intentions to visit green hotels; (b) three distinct configurations of guests’ intention drivers are likely to result in a high degree of intentions among customers to visit green hotels. The three solutions all contain the conditions of high attitude, corporate image, biospheric value, and green activities, which means that these conditions are vital components of a high intention among customers to visit green hotels. This study contributes to the growing literature on sustainability in marketing and practice by providing useful insights about the determinants of guests’ behavior to use green hotels in the Egyptian hospitality context. It is one of the first empirical studies examining factors affecting guests’ behavior to use green hotels in the Egyptian hospitality context.

This study investigated the antecedents and consequences of social intergroup behaviours–relationships in the tourism workplace and job satisfaction. Social exchange theory (SET) was adopted as a framework. Primary data were collected from a valid 980 full-time employees of Egyptian tourism firms (travel agents and hotels). Conceptual model analysis was carried out by PLS-SEM. The findings showed that on the contrary to workplace emotional intelligence behaviour, deviant behaviours (bullying, incivility, stress and gossiping) influenced negatively employee's satisfaction. Empowering leadership moderates the relationships between workplace deviant behaviours, emotional behaviour, job satisfaction and firm performance. This study provides a significant SET contribution to the human resource management literature in managing tourism and hospitality workplace behaviours through exploring the positive effects of empowering leadership on both firm performance and employee's job satisfaction. The SET contribution from the validated results is useful for academics, tourism managers and industry leaders, society and public psych-policy makers, and the tourism firm's economy. Additional contributions of managerial and theoretical implications and limitations are discussed.