Please use this identifier to cite or link to this item:
http://hdl.handle.net/10397/93212
DC Field | Value | Language |
---|---|---|
dc.contributor | School of Hotel and Tourism Management | en_US |
dc.creator | Wang, X | en_US |
dc.creator | Guchait, P | en_US |
dc.creator | Lee, J | en_US |
dc.creator | Back, KJ | en_US |
dc.date.accessioned | 2022-06-09T06:14:30Z | - |
dc.date.available | 2022-06-09T06:14:30Z | - |
dc.identifier.issn | 1533-2845 | en_US |
dc.identifier.uri | http://hdl.handle.net/10397/93212 | - |
dc.language.iso | en | en_US |
dc.publisher | Taylor & Francis | en_US |
dc.rights | © 2019 Taylor & Francis Group, LLC | en_US |
dc.rights | This is an Accepted Manuscript of an article published by Taylor & Francis in Journal of Human Resources in Hospitality & Tourism on 3 Sept. 2019 (published online), available at: http://www.tandfonline.com/10.1080/15332845.2019.1626964 | en_US |
dc.subject | Error management culture | en_US |
dc.subject | Organizational commitment | en_US |
dc.subject | Perceived fairness | en_US |
dc.subject | Psychological safety | en_US |
dc.subject | Turnover intention | en_US |
dc.title | The importance of psychological safety and perceived fairness among hotel employees : the examination of antecedent and outcome variables | en_US |
dc.type | Journal/Magazine Article | en_US |
dc.identifier.spage | 504 | en_US |
dc.identifier.epage | 528 | en_US |
dc.identifier.volume | 18 | en_US |
dc.identifier.issue | 4 | en_US |
dc.identifier.doi | 10.1080/15332845.2019.1626964 | en_US |
dcterms.abstract | This research examines how organizational error management culture influences organizational commitment and employee turnover intention through employee psychological safety and perceived fairness. Data was collected from 173 hotel employees in Hong Kong. Using structural equation modeling, this study found that (1) error management culture positively influences employee psychological safety and perceived fairness; (2) error management culture had significant indirect effect on employee’ s turnover intentions, sequentially mediated by perceived fairness, psychological safety and organization commitment. | en_US |
dcterms.accessRights | open access | en_US |
dcterms.bibliographicCitation | Journal of human resources in hospitality & tourism, 2019, v. 18, no. 4, p. 504-528 | en_US |
dcterms.isPartOf | Journal of human resources in hospitality & tourism | en_US |
dcterms.issued | 2019 | - |
dc.identifier.scopus | 2-s2.0-85071848583 | - |
dc.identifier.eissn | 1533-2853 | en_US |
dc.description.validate | 202206 bckw | en_US |
dc.description.oa | Accepted Manuscript | en_US |
dc.identifier.FolderNumber | SHTM-0377 | - |
dc.description.fundingSource | Self-funded | en_US |
dc.description.pubStatus | Published | en_US |
dc.identifier.OPUS | 24480125 | - |
dc.description.oaCategory | Green (AAM) | en_US |
Appears in Collections: | Journal/Magazine Article |
Files in This Item:
File | Description | Size | Format | |
---|---|---|---|---|
Wang_Importance_Psychological_Safety.pdf | Pre-Published version | 1.09 MB | Adobe PDF | View/Open |
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