The study investigates how information asymmetry affects customer satisfaction in the tourism industry by examining trust and perceived value as mediating factors. The research implements an integrated model to test and prove information asymmetry’s direct and mediating effects on customer satisfaction by examining the literature gap. The research used a quantitative approach based on opinion polls distributed to 408 customers of hotels, tourism companies, and travel agencies who were in Egypt. SmartPLS 3 software implemented the data analysis process using partial least squares structural equation modeling (PLS-SEM). Previous studies have developed scales to measure information asymmetry and its related constructs, including customer trust, perceived value, and customer satisfaction. Multiple tests showed that the measurement tools possess both reliability and validity. Results strongly support all hypotheses: information asymmetry demonstrated significant direct negative effects on customer satisfaction (β = −0.187), trust (β = −0.520), and perceived value (β = −0.453). Conversely, customer satisfaction received significant positive direct effects from both trust (β = 0.273) and perceived value (β = 0.263). Importantly, trust (indirect effect β = −0.142) and perceived value (indirect effect β = −0.119) acted as powerful mediators, confirming that information asymmetry diminishes satisfaction largely by eroding these crucial factors. Crucially, the results demonstrate that the negative impact of information asymmetry on customer satisfaction is significantly mediated jointly through two parallel pathways: the erosion of customer trust and the impairment of perceived value. The research adds theoretical support to information asymmetry theory with its findings while also extending trust theory, perceived value theory, and expectancy disconfirmation theory in the field of e-commerce. E-commerce entities must establish clear communication to gain customer trust and create perceived value that helps compensate for information asymmetry to create enhanced customer loyalty and superior market position.

The hospitality industry is often regarded as a labor-intensive sector which is particularly susceptible to job burnout among employees, emphasizing its significant reliance on human resources for various service-oriented functions. This study explores the intricate dynamics between organizational support, job burnout, and psychological capital in the context of the hospitality sector. It aims to investigate how the level of support provided by organizations influences the occurrence of job burnout among employees in the hospitality industry, with a specific focus on the mediating role played by psychological capital. This research employs a theoretical framework to examine the relationships between these key variables and adopts structural equation modeling (SEM) to analyze the data. The study encompassed data from a total sample of 385 employees, with a gender distribution indicating that the majority (64.1%, N = 247) were male, while 35.9% (N = 138) were female. The main results showed that psychological capital was significantly enhanced by organizational support (β = 0.714, t-value = 45.211). On the other hand, it was found that psychological capital (β = −0.092, t-value = 2.176) and organizational support (β = −0.477, t-value = 11.674) had a substantial negative impact on job burnout. The finding of this study showed that psychological capital mediates the relationship between job burnout and organizational support to some extent (β = −0.066, t-value = 2.134). The findings are anticipated to shed light on effective strategies for organizations to mitigate job burnout by fostering positive psychological capital through supportive organizational practices, ultimately enhancing the well-being and performance of employees in the demanding and dynamic field of hospitality. By unraveling the interplay of organizational support, psychological capital, and job burnout, this study contributes valuable insights to academia, sustainable occupational health, and practitioners in the hospitality sector.

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.

Background: The extraordinary disturbances faced by the hotel industry, ranging from worldwide health problems to political instability and climate change, have highlighted the insistent need for more resilient and agile supply chain (SC) systems. This study explored how artificial intelligence (AI) capabilities can generate competitive advantage (CA) through supply chain agility (SCA) and supply chain resilience (SCR) as mediators and competitive pressure (CP) as a moderator. Methods: Drawing on the resource-based view (RBV) framework, we suggested and empirically tested the study model. Using data collected from 432 hotel managers and analyzed using Partial Least Squares Structural Equation Modelling (SEM-PLS). Results: the results reveal that AI-driven SC can significantly strengthen SCA and SCR. Furthermore, SCA and SCR can act as powerful mediators, and CP can strengthen the tested relationships (the links from AI adoption and CA) as a moderator. Conclusions: The study made several theoretical and practical contributions by integrating AI capabilities into SCR and SCA frameworks in the hotel and tourism context, and by providing practical evidence for professionals aiming to leverage AI-driven SC tools to navigate uncertainty and create sustainable CA.

Background: This research examines the direct influence of green supply chain management (GSCM) on hotel competitiveness and the indirect impact through environmental performance (EP). The competition between enterprises in today’s changing marketplace has significantly heightened. Therefore, identifying the factors that contribute to an enterprises’ competitiveness has become more essential than it was previously. Methods: We adopted a pre-tested scale drawn from previous related studies and we were able to collect 430 forms from managers and department heads in Saudi Arabian hotels. Results: The study findings of the structural model by PLS-SEM revealed that environmental and economic GSCM had a considerable beneficial influence on hotel competitiveness. However, the social aspect of GSCM failed to have an extensive effect on hotel competitiveness. All three dimensions of GSCM have a substantial indirect influence on hotel competitiveness via EP. Conclusion: The study developed a complete model that integrates the elements of GSCM with EP and hotel competitiveness. The study presents numerous implications for hoteliers and academics.

Work–family conflict (WFC) is a common issue faced by employees balancing work and family roles, but research exploring individual strategies to reduce its negative effects has been limited. Leaders’ positive humor is a mutually (leader–subordinates) amusing communication tool in the workplace. It has been shown to enhance peer relationships (coworker socializing (CWS)) and may serve as an effective coping mechanism that mitigates the adverse effects of workplace stress (work–family conflict). This study strives to examine the relationship between leaders’ positive humor (LPH) and work–family conflict (WFC), with coworker socializing (CWS) mediating this relationship and sensitivity to favorable interpersonal treatment (SFIT) moderating the relationship between leaders’ positive humor and coworker socializing in the tourism and hospitality industry. The research addresses a significant gap in previous studies by investigating these variables together. A total of 387 valid questionnaires were collected from employees of five-star hotels and tourism organizations in Egypt. This study employed PLS-SEM to analyze the data. The results showed that leaders’ positive humor negatively impacts work–family conflict, positively influences coworker socializing and that coworker socializing negatively affects work–family conflict. Additionally, coworker socializing mediated the association between leaders’ positive humor and work–family conflict, and sensitivity to favorable interpersonal treatment moderated the relationship between leaders’ positive humor and coworker socializing. This study provides theoretical and practical insights by validating the proposed model based on the Stimulus–Organism–Response (S-O-R) framework and the Conservation of Resources (COR) theory. Regarding practical implications, the study recommends leadership training on the effective use of humor to foster follower socialization and promote work–family balance.