The effect of favouritism on employee competencies in the hotel industry: Mediating role of employee silence

Onur Çakır; Ece Doğantan

doi:10.14198/INTURI.22164

Autores/as

Onur Çakır Kırklareli University, Turquía https://orcid.org/0000-0001-8360-0324
Ece Doğantan Anadolu University, Turquía https://orcid.org/0000-0002-7644-4228

DOI:

https://doi.org/10.14198/INTURI.22164

Palabras clave:

favoritismo, silencio de los empleados, competencias de los empleados, establecimientos hoteleros

Resumen

Este estudio tiene como objetivo examinar el efecto del favoritismo en las competencias a través del silencio de los empleados. El fenómeno del silencio de los empleados se definió como una variable mediadora que se ve afectada por el favoritismo y que afecta las competencias de los empleados. Los datos recopilados de 420 empleados que trabajan en hoteles en la región de Tracia a través del método de encuesta cara a cara se utilizaron para probar las hipótesis de investigación con modelos de ecuaciones estructurales de mínimos cuadrados parciales (PLS-SEM). Los resultados revelaron que el favoritismo es un obstáculo que provoca el silencio de los empleados y, lo que es más importante, reduce las competencias de los empleados, ya que los empleados no son tratados de manera justa en términos de sus habilidades, experiencia, conocimientos y habilidades. Además, se concluyó que el silencio de los empleados es un factor que reduce directamente las competencias. Si bien existen algunas discusiones sobre los posibles impactos de obstáculos como el favoritismo y el silencio de los empleados sobre las competencias, se observó que existen pocos estudios que aborden su relación por separado. Esta investigación es una de las primeras en revelar empíricamente el silencio de los empleados como mediador entre las prácticas de favoritismo y las competencias de los empleados, lo que amplía la comprensión de cómo el silencio puede funcionar como mediador en el sector hotelero.

Citas

Abubakar, A. M. (2020). Using hybrid SEM – artificial intelligence: Approach to examine the nexus between boreout, generation, career, life and job satisfaction. Personnel Review, 49(1), 67. DOI:10.1016/j.tmp.2017.06.001.

Abubakar, A. M., Namin, B. H., Harazneh, I., Arasli, H., and Tunç, T. (2017). Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach. Tourism Management Perspectives, 23, 129-139. DOI: 10.1108/PR-06-2017-0180.

Adams, J. S. (1965). Inequity in social Exchange. In Berkowitz, L. (Ed.), Advances in Experimental Social Psychology (pp. 267–299). Academic Press.

Agut, S., Grau, R., and Peiró, J. M. (2003). Competency needs among managers from Spanish hotels and restaurants and their training demands. International Journal of Hospitality Management, 22(3), 281–295. DOI: 10.1016/S0278-4319(03)00045-8.

Anvari, A.F., Soltani, I., and Rafiee, M. (2016). Providing the applicable model of performance management with competencies oriented. 3rd International Conference on New Challenges in Management and Business: Organization and Leadership, 2 May 2016, Dubai, UAE, 230, 190–197. DOI: 10.1016/j.sbspro.2016.09.024.

Arasli, H., Bavik, A., and Ekiz, E. H. (2006). The effects of nepotism on human resource management: The case of three, four and five star hotels in Northern Cyprus. International Journal of Sociology and Social Policy, 26(7/8), 295–308. DOI: 10.1108/01443330610680399.

Arici, H. E., Arasli, H., and Cakmakoglu Arici, N. (2020). The effect of nepotism on tolerance to workplace incivility: Mediating role of psychological contract violation and moderating role of authentic leadership. Leadership and Organization Development Journal, 41(4), 597–613. DOI: 10.1080/15256480.2019.1650685.

Arici, H. E., Arasli, H., Çobanoğlu, C., and Hejraty Namin, B. (2021). The effect of favoritism on job embeddedness in the hospitality industry: A mediation study of organizational justice. International Journal of Hospitality and Tourism Administration, 22(4), 383–411. DOI: 10.1108/LODJ-06-2019-0250.

Armstrong, J. S., and Overton, T. S. (1977). Estimating nonresponse bias in mail surveys. Journal of Marketing Research, 14(3), 396–402. DOI: 10.1177/002224377701400320.

Assaf, A. G., Tsionas, M., and Oh, H. (2018). The time has come: Toward Bayesian SEM estimation in tourism research. Tourism Management, 64, 98–109. DOI: 10.1016/j.tourman.2017.07.018.

Biçer, G., and Düztepe, Ş. (2003). Competencies and the importanace of competencies for firms. Journal of Aeronautics and Space Technologies, 1(2), 13-20.

Budhwar, P. S., and Mellahi, K. (2006). Introduction: Managing human resources in the Middle East, Managing Human Resources in the Middle-East, Routledge.

Büte, M. (2011). The effects of nepotism and favoritism on employee behaviors and human resources practices: A research on Turkish public banks. TODAĐE’s Review of Public Administration, 5(1), 185-208.

Chin, W. W., Marcolin, B. L., and Newsted, P. R. (2003). A partial least squares latent variable modeling approach for measuring interaction effects: Results from a Monte Carlo simulation study and an electronic-mail emotion/adoption study. Information Systems Research, 14(2), 189–217. DOI: 10.1287/isre.14.2.189.16018.

Chin, W. W. (2010). How to write up and report pls analyses. In Esposito Vinzi, V., Chin, W.W., Henseler, J., and Wang, H. (Eds.), Handbook of Partial Least Squares: Concepts, Methods and Applications (pp. 655-690). Springer Berlin Heidelberg, Berlin, Heidelberg.

Čižiūnienė, K., Vaičiūtė, K., and Batarlienė, N. (2016). Research on competencies of human resources in transport sector: Lithuanian case study. Procedia Engineering, 134, 336-343. DOI: 10.1016/j.proeng.2016.01.016.

Conlee, M. C., and Tesser, A. (1973). The effects of recipient desire to hear on news transmission. Sociometry, 36(4), 588-599. DOI: 10.2307/2786254.

Daskin, M. (2013). Favouritism and self-efficacy as antecedents on managers’ politics perceptions and job stress. Anatolia, 24(3), 452-467. DOI: 10.1080/13032917.2013.807396.

Dehghani Soltani, M., and Mesbahi, M. (2019). Investigating the effect of nepotism on employees’ performance with the mediating role of employees’ competencies. Organizational Behaviour Studies Quarterly, 7(4), 85-110.

Dyne, L. V., Ang, S., and Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392. DOI: 10.1111/1467-6486.00384.

Ehtiyar, R., and Yanardağ, M. (2008). Organizational silence: a survey on employees working in a chain hotel. Tourism and Hospitality Management, 14(1), 51–68. DOI: 10.20867/thm.14.1.5.

Elbaz, A. M., Haddoud, M. Y., and Shehawy, Y. M. (2018).

Nepotism, employees’ competencies and firm performance in the tourism sector: A dual multivariate and qualitative comparative analysis approach. Tourism Management, 67, 3–16. DOI: 10.1016/j.tourman.2018.01.002.

Fornell, C., and Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and Statistics. Journal of Marketing Research, 18(3), 382–388. DOI: 10.1177/002224378101800313.

Hair, J. F., Anderson, R. E., Babin, B. J., and Black, W. C. (2010). Multivariate data analysis: A global perspective. Pearson: Upper Saddle River.

Hellriegel, D., and Slocum, J. W. (2011). Organizational behavior. Cengage Learning.

Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states. Harvard University Press.

Jahanzeb, S., Fatima, T., and Malik, M. A. R. (2018). Supervisor ostracism and defensive silence: a differential needs approach. European Journal of Work and Organizational Psychology, Routledge, 27(4), 430-440. DOI: 10.1080/1359432X.2018.1465411.

Karatepe, O. M. (2016). Does job embeddedness mediate the effects of coworker and family support on creative performance? An empirical study in the hotel industry. Journal of Human Resources in Hospitality and Tourism, 15(2), 119–132. DOI: 10.1080/15332845.2016.1084852.

Kaur, S., and Kaur, G. (2020). Understanding the impact of human resource practices on employee competencies: evidence from Indian food processing industry. Employee Relations: The International Journal, 43(5), 957-978. DOI: 10.1108/ER-05-2020-0216.

Knoll, M., and van Dick, R. (2013). Do I Hear the Whistle…? A first attempt to measure four forms of employee silence and their correlates. Journal of Business Ethics, 113(2), 349-362. DOI: 10.1007/s10551-012-1308-4.

Kong, H. (2013). Relationships among work-family supportive supervisors, career competencies, and job involvement. International Journal of Hospitality Management, 33, 304–309. DOI: 10.1016/j.ijhm.2012.09.006.

Lucia, A. D., and Lesinger, R. (1999). The art and science of competency models: Pinpointing critical success factors in an organization. San Francisco: Jossey-Bass/Pfeiffer.

Martinez-Torres, M. R., and Toral, S. L. (2019). A machine learning approach for the identification of the deceptive reviews in the hospitality sector using unique attributes and sentiment orientation. Tourism Management, 75, 393-403. DOI: 10.1016/j.tourman.2019.06.003.

Morrison, E. W., and Milliken, F. J. (2000). Organizational silence: a barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725. DOI: 10.5465/amr.2000.3707697.

Nickson, D. (2012), Human resource management for hospitality, tourism and events. 2nd ed., Routledge, London. DOI: https://doi.org/10.4324/9780080966496.

Nitzl, C., Roldan, J. L., and Cepeda, G. (2016). Mediation analysis in partial least squares path modeling: Helping researchers discuss more sophisticated models. Industrial Management and Data Systems, 116(9), 1849-1864. DOI: 10.1108/IMDS-07-2015-0302.

Noelle-Neumann, E. (1974). The spiral of silence a theory of public opinion. Journal of Communication, 24(2), 43-51. DOI: 10.1111/j.1460-2466.1974.tb00367.x.

Pelit, E., Dinçer, F. İ., and Kılıç, İ. (2015). The effect of nepotism on organizational silence, alienation and commitment: A study on hotel employees in Turkey. Journal of Management Research, 7(4), 82-110.

Pinder, C. C., and Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as response to perceived injustice. In G. R. Ferris (Ed.), Research in Personnel and Human Resources Management (pp. 331–369). Greenwich, CT: JAI Press.

Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., and Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903. DOI: 10.1037/0021-9010.88.5.879.

Potnuru, R. K. G., and Sahoo, C. K. (2016). HRD interventions, employee competencies and organizational effectiveness: An empirical study. European Journal of Training and Development, 40(5), 345-365. DOI: 10.1108/EJTD-02-2016-0008.

Potnuru, R. K. G., Sahoo, C. K., and Sharma, R. (2018). Team building, employee empowerment and employee competencies: Moderating role of organizational learning culture. European Journal of Training and Development, 43(1/2), 39-60. DOI: 10.1108/EJTD-08-2018-0086.

Premeaux, S. F. (2001). Breaking the silence: Toward an understanding of speaking up in the workplace (doctoral thesis). Louisiana State University.

Ringle, C. M., Wende, S., and Becker, J. M. (2015). Smartpls 3. Boenningstedt: SmartPLS. Retrieved from http://www.smartpls.com.

Sadozai, A. M., Zaman, H. M. F., Marri, M. Y. K., and Ramay, M. I. (2012). Impact of favoritism, nepotism and cronyism on job satisfaction a study from public sector of Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 4(6), 760-771.

Safina, D. (2015). Favouritism and Nepotism in an Organization: Causes and effects. Procedia Economics and Finance, 23, 630-634. DOI: 10.1016/S2212-5671(15)00416-5.

Shamout, M. D. (2020). Supply chain data analytics and supply chain agility: A fuzzy sets (fsQCA) approach. International Journal of Organizational Analysis, 28(5), 1055-1067. DOI: 10.1108/IJOA-05-2019-1759.

Shih, H., Chiang, Y., and Hsu, C. (2006). Can high performance work systems really lead to better performance? International Journal of Manpower, 27(8), 741-763. DOI: 10.1108/01437720610713530.

Tafarodi, R. W. and Swann Jr., W. B. (1995). Self-linking and self-competence as dimensions of global self-esteem: Initial validation of a measure. Journal of Personality Assessment, Routledge, 65(2), 322-342. DOI: 10.1207/s15327752jpa6502_8.

Takhsha, M., Barahimi, N., Adelpanah, A., and Salehzadeh, R. (2020). The effect of workplace ostracism on knowledge sharing: The mediating role of organization-based self-esteem and organizational silence. Journal of Workplace Learning, 32(6), 417-435. DOI: 10.1108/JWL-07-2019-0088.

Tiruneh, G. G., and Robinson Fayek, A. (2019). Feature Selection for Construction Organizational Competencies Impacting Performance. 2019 IEEE International Conference on Fuzzy Systems (FUZZ-IEEE), presented at the 2019 IEEE International Conference on Fuzzy Systems (FUZZ-IEEE), 1–5. DOI: 10.1109/FUZZ-IEEE.2019.8858820.

Vathanophas, V., and Thai-ngam, J. (2007). Competency requirements for effective job performance in the Thai public sector. Contemporary Management Research, 3(1), 45-70.

Yu, W., and Ramanathan, R. (2013). Business environment, employee competencies and operations strategy: An empirical study of retail firms in China. IMA Journal of Management Mathematics, 24(2), 231-252.

Wang, Y. F. (2013). Constructing career competency model of hospitality industry employees for career success. International Journal of Contemporary Hospitality Management, 25(7), 994–1016.

Wang, Y. F., and (Simon) Tsai, C.-T. (2012). Analysis of career competency of food and beverage managers in international tourist hotels in Taiwan. International Journal of Hospitality Management, 31(2), 612-616.

Yup Chung, K. (2000). Hotel management curriculum reform based on required competencies of hotel employees and career success in the hotel industry. Tourism Management, 21(5), 473-487. DOI: 10.1016/S0261-5177(99)00102-8.