Despite the issues that the hospitality industry encounters in retaining talented employees, little attention has been paid to the development of retention strategies, resulting in poor organizational performance and sustainable growth. The current study, therefore, aims to review and discuss the employee retention strategies in the hospitality industry in order to keep talented employees for a longer period of time. The study is based on past literature and peer-reviewed articles published between 2010 and 2020. The databases Web Knowledge, Emerald, Google Scholar, and Science Direct were used to find the relevant papers using the key words such as “Hospitality Industry”, “employee retention”, “employee turnover”, and “employees”. The findings of this study suggest that employee retention is contingent on employee satisfaction, which is comprised of four factors: sustainable positive work environment; sustainable growth opportunities; sustainable & effective communication; and sustainable & effective recruitment and selection practices. The paper contributes to a comprehensive review of the literature on employee retention strategies in the hospitality context. The study proposes a model for the hospitality industry to revamp its recruitment and selection practices in order to retain its employees. Furthermore, the study provides a focused directions that will aid in the establishment of employee retention strategies and practices. It was concluded that satisfied employees are less likely to leave their current job, while unsatisfied employees are expected to leave their current job for a better career opportunity. Managerial implications were also discussed.

This study aims to empirically examine the mediating effects of psychological safety and leadership identification on the relationship between inclusive leadership and pro-social rule breaking among hospitality employees. This study analyzes the survey data collected in three waves from 589 employees working in different hotels and restaurants operating in the Northern areas of Khyber Pakhtunkhwa, Pakistan. The scale validity, composite reliability, and hypotheses were assessed through PLS-SEM. The study found that inclusive leadership significantly impacts employees’ pro-social rule-breaking. The study also found that leadership identification and psychological safety partially mediate the relationship between inclusive leadership and pro-social rule-breaking. Hospitality leaders can practice inclusive leadership characteristics because it may significantly enhance employee engagement in pro-social rule-breaking. Through their inclusive features, hospitality leaders can improve employees’ psychological safety and leadership identification, enhancing frontline employees’ pro-social rule-breaking.

This study examines the impact of negative workplace gossip (NWG) on employee political acts (PA) and the role of ego depletion (ED) as a mediator. We also examined the indirect impact of NWG on PA through ED controlled by emotional intelligence (EI). A three-wave time-lagged study (paper-pencil based) was performed with 277 employees from various private organisations in Islamabad, Pakistan. The current data were gathered in three phases to reduce common method bias. Study results indicate that NWG positively affects employees’ PA. The authors also found ED as a potential mediator in the association between NWG and PA. In addition, the results also indicate the indirect effect of NWG on targets’ PA via ED is reduced by targets’ EI, with the result that this connection is weak when targets’ EI is high. Because this research is limited to a single region of Pakistan, particularly Islamabad, its findings cannot be comprehensive. Future studies should use a larger sample size to accomplish the same study. Future studies may include more organisations (that is, Public) to conduct a comparative analysis of the public and private sectors. This article, based on the affective events theory (AET), argues that EI should be utilised to mitigate the effects of NWG. Along with our significant and relevant theoretical contributions, we provide novel insights into the body of knowledge on how managers may prevent or minimise such PA. The current study results support all direct and indirect hypothesised connections, with important implications for theory and practice. A review of the existing literature indicates that EI may be associated with a reduction in employees’ ED; however, EI has not been used as a moderator in mitigating the influence of NWG, ED, and PA in the past.

The purpose of the study is to (a) examine the impact of perceived micro Corporate Social Responsibility (micro-CSR) on organizational (trust, justice, identification) and employee job-related behavioral and attitudinal outcomes, (b) measure the mediating influence of the organization, (justice, identification, trust) in an association among perceived micro-CSR and employee job-related behavioral and attitudinal outcomes and (c) conduct a meta-analysis about CSR and employee behavioral and attitudinal outcomes related studies. The theory of social exchange supports the parallel mediation model. Questionnaires were distributed among the senior and junior executives of cellular network companies in Pakistan. A total (n = 767) of usable questionnaires were returned cross-sectional, representing (a 92%) response rate. The collected data was first analyzed via factor analysis and measurement model estimation. A structural equation model (SEM) analyzed the parallel mediation model. Third, the PRISMA model was used to conduct a meta-analysis. The study found that perceived micro-CSR positively predicts organizational commitment and job satisfaction, whereas it negatively predicts counterproductive work behaviors (CWBs) and turnover intent. Second, it was found that the organizational (trust, justice, and identification) significantly mediates between perceived micro-CSR and commitment, satisfaction, and CWBs, whereas organization (trust, justice, and identification) insignificantly mediates between perceived micro-CSR and turnover intent. The parallel mediating framework shows that perceived CSR results in positive attitudes and behaviors. Our analysis thus offers concrete evidence encouraging businesses and administrators to be involved in CSR initiatives. The study is original, and the result of the study is valuable for all the stakeholders of business and management.

Decision making is an essentially social process adopted by individuals or groups to identify and choose the best choice among several alternatives. Decision-making choices are influenced by the preferences, values, and beliefs of the individuals or groups involved in the decision-making process. This study was conducted to analyze the social inclusion of Persons with Disabilities (PWDs) in the context of their participation in decision making. The study area consisted of 8028 PWDs registered with the government of Pakistan, from which a sample of 488 PWDs was selected through a multistage stratified random sampling technique. These PWDs included physically disabled, blind, crippled, and deaf persons; however, the data were collected from those who were able to be interviewed. Chi-square and Kendall’s Tau-b tests were used to determine the strength, level, and direction of association among variables. At the multivariate level, the study found a spurious relation between social inclusion and participation in decision making when controlling for gender, monthly family income, and level of disability of the PWDs. The results highlighted that participation in decision making improved the social inclusion of male and moderately disabled PWDs more positively. However, participation in decision making was a universal feature explaining the social inclusion of PWDs irrespective of their monthly family income. The logistic regression model explained that the social inclusion of PWDs was more likely to occur when PWDs were married, had high monthly family income (PKR 16,500 and above), belonged to a joint family, and actively participated in decision making. The study recommends that ensuring the participation of PWDs in decision making in family, community, school, and other relevant institutions ultimately enhances their social inclusion.

This study examined the relationships between pandemic fear, government responses, and climate change using a time-series dataset from January 1, 2020, to December 31, 2020. By employing an auto-regressive distributed lag (ARDL) approach, the results revealed that pandemic fear significantly impacts climate change, while government responses to COVID-19 negatively influence climate change in the long run. Climate change and government responses significantly positively affect pandemic fear in the long run. Moreover, we found a bidirectional causality between government responses and climate change, unidirectional causality from government responses to pandemic fear, and no Granger causality between pandemic fear and climate change. Our findings have some important policy implications. Governments must encourage coordination, enhance crisis responses, and consider revising economic metrics to maintain environmental sustainability. The COVID-19 experience can inform strategies for reducing CO2 emissions and investing in green economies and healthcare to prepare for future challenges.