Global environmental concerns necessitate a heightened focus on green practices by businesses to balance sustainability and profitability. Therefore, this study investigates the effects of green ambidexterity (GA), green organizational identity (GOI), and green internal marketing (GIM) on sustainable competitive advantage (SCA) in travel agencies and hotels. The PLS-SEM approach was used to test the proposed model of the study. In total, 317 valid responses were gathered from full-time middle- and upper-management personnel of travel agencies category A and five-star hotels operating in Egypt. The findings revealed that GA positively impacts GOI, GIM, and SCA. Also, GOI and GIM positively impact SCA. In addition, GOI and GIM mediate the relationship between GA and SCA. The study advanced dynamic capability theory by emphasizing the importance of internal processes in harnessing sustainability-oriented dynamic capabilities. The study recognized the relationship between SCA, GOI, GIM, and GA and provided insightful implications on how businesses might develop and use their sustainability-related strengths.

Grounded in the Conservation of Resources (COR) theory, this study investigates how negative workplace gossip (NWG) influences counterproductive work behavior (CWB) in the hospitality industry. It further examines the mediating role of self-esteem and the moderating influence of emotional contagion in shaping this relationship. While prior research has predominantly treated NWG as a social stressor or reputational threat, this study extends the COR theory by explicitly modeling the resource depletion mechanism, specifically, the erosion of self-esteem as a key pathway linking NWG to CWB. By doing so, it posits that gossip erodes self-esteem, a fundamental psychological resource that eventually leads to behavioral retreat or revenge. Within the COR framework, the study also presents emotional contagion as a unique moderating variable, emphasizing how individual differences in emotional susceptibility may either accelerate or buffer the process of resource loss. Data was collected from 437 employees working in five-star hotels in Sharm El-Sheikh using a structured questionnaire. Analysis via PLS-SEM revealed that NWG significantly increases CWB, both directly and indirectly, by undermining employees’ self-esteem. Additionally, self-esteem was found to mediate the NWG–CWB link, while emotional contagion moderated the impact of NWG on self-esteem, suggesting that individuals with better emotional regulation can maintain self-worth in the face of workplace gossip. The study offers both theoretical and practical insights, highlighting the value of incorporating emotional contagion within the COR theory to understand and manage gossip-induced stress. It also underscores the importance of emotional intelligence and HR practices such as training and selection in minimizing the harmful effects of gossip at work.

This study explores the impact of green transformational leadership (GTL) on employee retention in the hospitality sector, with a specific focus on the mediating roles of employee satisfaction and perceived green organizational support (PGOS). Grounded in self-determination theory and organizational support theory, the research examines both the direct and indirect effects of GTL on employee retention. GTL fosters a sustainability-driven work environment, motivating employees through shared environmental values, which enhances their job satisfaction and perceived organizational support. These factors, in turn, strengthen employees’ commitment and willingness to stay within the organization. Using SmartPLS 3 for structural equation modeling (SEM), data collected from hospitality employees were analyzed to assess the hypothesized relationships. The findings confirm that GTL positively influences employee retention, both directly and indirectly, through the mediating effects of employee satisfaction and PGOS. This study contributes to the growing body of knowledge on sustainable leadership by highlighting the crucial role of green leadership practices in improving employee retention in environmentally conscious organizations. Implications for managers and policymakers in the hospitality sector are discussed, emphasizing the need for sustainability-driven leadership approaches to enhance workforce stability.

This study examined the impacts of perceived Airbnb risks, i.e., performance, financial, physical, social, time, and psychological risks on tourists’ intention to use Airbnb. The study also explored the moderating effect of the fear of COVID-19 on the relationship between perceived Airbnb risks and the tourist’s intention to use Airbnb. The data was collected from 248 customers of Airbnb using a survey approach. The data were analyzed utilizing the Smart PLS V.4. The PLS-SEM results revealed that Airbnb (physical, psychological, time, performance, financial and social risks) had a significant negative effect on the intention to use Airbnb. On the other side, the fear of COVID-19 acted as a moderator between Airbnb’s physical, psychological, and social risks and the intention to use Airbnb, indicating that customers tend to tolerate time and performance risks when having a high level of fear of COVID-19 and prefer to use Airbnb regardless of them. This shift in customer behavior towards customers’ intention to use Airbnb in light of the fear of COVID-19 gives Airbnb an edge that should be exploited via remedying other risks. It was suggested that the Airbnb hosts’ awareness of the importance of Airbnb in the context of tourism in Egypt should be enhanced. Additionally, a legislative framework should govern Airbnb transactions to secure tourists in dealing with Airbnb hosts. Professionalism in providing Airbnb services should also be adopted. Future studies in the context of the current subject could conduct multi-group analyses according to different types of Airbnb accommodation and use a larger sample size.

Emotional contagion is a common phenomenon among hotel employees, creating an environment of shared emotions that can influence work-related outcomes such as job performance, job satisfaction, and psychological well-being. However, strategies to mitigate or regulate its effects in hotels remain underexplored. This quantitative study used the PLS-SEM data analysis approach to examine the influence of emotional contagion on these outcomes and explores how psychological resilience and leader–member exchange (LMX) can moderate its impact. Specifically, this study examines (1) the direct influence of emotional contagion on job satisfaction, job performance, and psychological well-being; (2) the mediating role of psychological well-being in the links between emotional contagion and both job performance and job satisfaction; and (3) the moderating roles of LMX and psychological resilience on the relationships between emotional contagion, psychological well-being, job satisfaction, and job performance. Drawing upon social and emotional resource theories, this study employs a quantitative approach and uses a structured questionnaire survey administered among frontline employees in hotels in Egypt. Based on the valid responses of 792 participants, the study employed the PLS-SEM data analysis method using Smart PLS 4.0. The findings reveal that emotional contagion significantly directly impacts workplace outcomes and through psychological well-being. Furthermore, high-quality LMX and greater psychological resilience buffer the negative effects of emotional contagion, underscoring their critical roles in the workplace. The study contributes to the organizational behavior literature by highlighting the interplay between emotional and psychological factors in shaping employee performance and satisfaction.