Several studies have shown that the adaptive reuse of heritage houses as accommodation hotels could preserve their value and attain many financial, social, environmental, and cultural benefits for both tourist destinations and hotel firms. The current study examines to what extent the adaptive reuse of heritage houses can improve conative loyalty to hotels through the mediating roles of memorable tourism and hospitality experiences. Perceptions of 308 customers who frequently occupy heritage hotels were explored and examined with structural equation modelling. The empirical results show that the adaptive reuse of heritage houses has a positive influence on memorable tourism and hospitality experiences. The memorable tourism and hospitality experience has significantly mediated the relationship between the adaptive reuse of heritage houses and hotel conative loyalty. Lastly, theoretical and practical implications are included concerning how to apply these findings to the tourism and hospitality industry.

The economic disaster precipitated by the pandemic of COVID-19 changed people’s perceptions of ordinary job stability and elevated it to an ultimate high level. To avoid being laid off, employees who are concerned about job stability may engage in unethical activities in the name of their employer. In this study, the influence of job instability on unethical organizational behaviour (UOB) was investigated through the mediating role of family financial pressure and distributive injustice. Perceptions of 830 employees working in hotels (5-star and 4-star) and travel agencies (Category A) were explored and further analyzed using structural equation modelling. The results asserted that family financial pressure and distributive injustice partially mediated the effects of job insecurity on UOB. Important insights on theoretical and practical implications were further deliberated towards the end of this study.

Objectives: The tourism and hospitality industry, well-known as a people-oriented industry, is not immune to the adverse outcomes of workplace bullying. This paper explores the darker side of the tourism and hospitality sector by investigating workplace bullying and its potential impact on shaping employee well-being. Specifically, the study explores how feedback avoidance can mediate the relationship between information flow and employee well-being and how psychological safety can moderate the relationship between information flow and employee well-being in bullying contexts. Methods: Using a quantitative-methods approach, the paper analyzed survey data from 341 employees at five-star hotels in Sharm El-Sheikh, Egypt, with structural equation modelling (PLS-SEM program). Results: The findings indicated that the spread of information about workplace bullying promotes the feelings of stress among employees which negatively affects their wellbeing in the workplace. Additionally, feedback avoidance as a mediator was found to foster the harmful impacts of bullying. Conversely, psychological safety as a moderator functioned as a protective element, mitigating the negative influence of workplace bullying on employees’ well-being. Conclusions: This paper enhanced our understanding of the dark side of the hospitality industry, specifically workplace bullying, by highlighting the key role of information dynamics about bullying in the workplace and the role of psychological safety in shaping overall employee well-being.

This study addresses a critical gap in sustainable human resource management research by examining the psychological mechanisms through which Green Human Resource Management (GHRM) influences Sustainable Employee Performance in hospitality organizations. Data were collected through a two-wave time-lagged design from 392 hotel employees in Egypt’s hospitality sector. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed to test direct effects, parallel mediation, and sequential mediation pathways. The results reveal that GHRM significantly shapes both Moral Self and Moral Integrity, which in turn drive Sustainable Employee Performance. The sequential mediation pathway through which GHRM influences Moral Self, subsequently cultivating Moral Integrity and ultimately enhancing performance, was strongly supported, with approximately 81% of GHRM’s total effect operating through these moral identity mechanisms. Sustainable performance was found to be explained by over 61% of variance in the model, illustrating substantial predictive validity, thus confirming that moral identity is the central psychological conduit for the direct effect of the organizational sustainability system on employee behavior.

The study contributes to determining strategic alliances barriers, criteria for the selection of Partners, and identifying the motives that encourage hotels to form strategic alliances to achieve sustainable competitive advantage to face competition and rapid technological development. The study also examines the effect of strategic alliances on sustainable competitive advantage. the study concentrated on a number of four and five-star hotels in great Cairo (Cairo and Giza). A sum of 300 forms was distributed to managers from (50 hotels and 10 travel agents); among them only (71%) were valid. The results indicated that managers were satisfied with the strategic alliance's importance, Criteria of Partners Selection and motives of Strategic Alliances were positively affected Strategic Alliance Importance, Barriers to Strategic Alliances were negatively affected Strategic Alliance Importance. Strategic Alliance Importance was positively affected on Sustainable Competitive Advantage (SCA). The importance of a strategic alliance of green hotels positively affects the sustainable competitive advantage (SCA). the study recommends that hotels the strategic alliance formation process to achieve sustainable Competitive Advantage

Although there is an expanded interest towards the accessible tourism, besides the continuous support offered by the decision-makers in the tourism and hospitality sector which aims at rehabilitating the tourism and hospitality services to be appropriate to receive this type of tourism, there is not a mechanism to evaluate services and facilities presented by the tourism and hospitality sector for the accessible tourism. Therefore, it is difficult to ensure their commitments towards the application of the UNWTO regulations and guidelines in this regard. Furthermore, no research has sought to discuss this important issue. Hence, this article underscores how the tourism and hospitality industry could better use emerging technologies like Artificial Intelligence (AI) to specify to what extent tourism and hospitality sectors provide acceptable and adequate accessible products and services to all tourists, regardless of their physical limitations, disabilities, or age. In this context, a knowledge-based prototype was proposed to play this role. Moreover, The propsed prototype can assist decision-makers in rating various services and facilities offered by the tourism and hospitality sectors to tourists with disablities. To ensure the quality of the proposed knowledge-based prototype and to assure about its ability to present accurate advice, three approaches were adopted for testing the proposed prototype. Smart PLS-3.0 was utilised to test the hypotheses. It is found that, the proposed knowledge-based prototype is valid to be used. Practicallly, it is believed that the knowledge-based prototype's outcomes will be valuable and beneficial for various stakeholders in the tourism and hospitality sector.