The purpose of this research is to examine the underlying mechanisms inside the so-called black box that relate high performance work systems (HPWS) with employees’ well-being and job performance in hospitality. We surveyed a sample of 494 hotel workers to test a research model that related the following variables: HPWS, organizational commitment, motivation, job satisfaction, quality of life (QoL), and individual job performance. Structural equation modelling, namely through PLS-SEM, was conducted. We confirmed that HPWS directly influence employees’ motivation, organizational commitment, job satisfaction, and QoL. Additionally, workers’ motivation and organizational commitment positively influence job satisfaction, which, in turn, enhances workers’ QoL. Moreover, job satisfaction and quality of life significantly predicted individual job performance. This study contributes to unlocking the so-called black box relating HPWS with job outcomes as well as to the growing body of research that relates employees’ well-being with performance. From a managerial point of view, hospitality firms should prioritize investment in HPWS, as its design and implementation affects employees’ attitudes and behaviors. Future lines of research should consider bundles of practices instead of the whole HPWS effects on employees’ attitudes and behaviors.

Donation barriers are a crucial factor to consider in the study of blood donor behavior. Since blood donors do not behave homogeneously, the aim of this work is to analyze how the donor profile (i.e. sociodemographic characteristics and donation behavior) influences the prevalence of blood donation barriers. A total of 5,353 active donors in the Canary Islands (Spain) completed an online survey. Given the general lack of agreement concerning the conceptualization and measurement of donation barriers, an integrative 25-item barrier scale, which is the result of grouping all barriers identified in the literature according to the concept of obstacle which they represent, was designed and validated. The results indicate that individuals between 18 and 35 years of age, with university education and higher income are more likely to be affected by donation barriers. At the same time, individuals who donate once or twice a year, and those with shorter experience as donors, are more prone to experience donation barriers. The present study is useful for blood transfusion centers, because it shows that centers must identify which donation barriers are the most prevalent in their donor pool, as well as which donor groups are the most affected by them. Thus, blood transfusion centers will be able to design appropriate marketing actions to reduce or eliminate those barriers that prevent active donors to donate repetively.

Although blood is essential in healthcare systems for medical and surgical use, it is still a scarce resource. Given that blood cannot be produced artificially, donors are the backbone of the system, which is why it is crucial for transfusion centers to understand the factors that determine their behavior. The goal of this study is to help decision-makers at transfusion understand what lines of research have been developed in the literature and which ones might be useful to define and assess actions related to the attributes of the donation system and donor behavior. To that end, this work aims to present an overview of the available literature on blood donor behavior from a social marketing perspective, which is of paramount importance in the context of blood donation. Based on the results of this review, which was performed by using the text mining methodology, this study presents current lines of investigation, and proposes additional future lines.