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PurposeThe purpose of this paper is to "identify”, "analyze” and "construct” a framework to quantify the relationships between several determinants of organizational preparedness for change in the start-ups during the COVID-19 emergencies.Design/methodology/approachTotal interpretive structural modelling (TISM) is used to find characteristics that assist in analyzing the readiness or preparedness level before initiating a change deployment process in start-ups. A cross-impact matrix multiplication applied to classification (MICMAC) analysis is performed to determine the driving and dependent elements of change in start-ups.FindingsFrom literature research and an expert interview, this study selected ten variables of change preparedness to explore inner interconnections and comprehend the inner connections factors. The findings depict that clarity of mission and goals, reward system, technological advancement and motivational readiness have been considered the most important readiness factor for deploying organizational change in start-ups during the COVID-19 emergencies.Practical implicationsThis research will aid the management and researchers gain a better understanding of the factors that influence change preparedness. Constant observation of current changes in the start-ups and the external environment will aid in improving the quality of products or services provided by the start-ups during the COVID-19. The start-ups can use these criteria linked to change readiness. The priority of each element is determined using MICMAC analysis and ranking using the TISM technique, which assists start-ups in ordering the enablers from highest to lowest priority.Originality/valueThere is no research regarding factors influencing organizational readiness for change in start-ups during the COVID-19 emergencies. This research gap is filled by analyzing aspects linked to organizational readiness for change in start-ups. This gap inspired the present study, which uses the "Total Interpretive Structural Modelling (TISM)” technique to uncover change determinants and investigate hierarchical interconnections among factors influencing organizational readiness to change in start-ups during the COVID-19 emergencies.
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The Moroccan cooperative sector is increasingly important, not only in the social and economic fabric of Morocco, but also in the sustainable development of the Kingdom. With the advent of COVID, the cooperative sector offers more inclusive and sustainable economic alternatives than ever before. In this context, organizational resilience is essential to preserve the sustainability of cooperatives and anticipate potential crises. This study addresses the following issue: What are the organizational factors necessary to strengthen the organizational resilience of the Moroccan cooperative in the Fez-Meknes region in times of COVID-19 crisis? The purpose of this paper was to test the hypothesized relationships between a set of latent constructs (actor involvement and mobilization, organizational learning in times of a crisis and social innovation) and the organizational resilience of cooperatives in times of a COVID-19 crisis. The methodology adopted is structural equation modeling based on the PLS-SEM method under the "SmartPLS Version 3” used on data collected through a printed questionnaire administered to 160 cooperatives in the Fez-Meknes region. The results show the significant and positive influence between the exogenous constructs on the strengthening of organizational resilience of cooperatives as an endogenous construct. The novelty of the study lies in the identification of the organizational resources needed to strengthen the organizational resilience of cooperatives in the Moroccan context. The results show that organizational resilience depends on three selected organizational factors: stakeholder involvement and mobilization, organizational learning in the times of a crisis and social innovation.
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O artigo sistematiza as ações das/os Assistentes Sociais vinculadas/os a um curso de residência multiprofissional em saúde da família cuja atuação ocorreu na Atenção Primária em Saúde (APS), durante a pandemia do novo coronavírus, num contexto de reorganização dos serviços de saúde e do trabalho das/os profissionais do setor. Pretende-se contribuir com as reflexões sobre a dimensão técnico-operativa da Profissão abordando aspectos do trabalho no Núcleo Ampliado em Saúde da Família (NASF) neste período de excepcionalidade. A sistematização foi realizada a partir dos registros em diários de campo elaborados pelas/os profissionais entre os meses de março a setembro de 2020. Os principais resultados indicam que a crise sanitária aprofundou as desigualdades sociais demandando ações profissionais predominantemente socioeducativas voltadas ao acesso da população aos serviços e direitos sociais que amparam e oferecem condições de vida diante das mudanças provocadas pela pandemia. A reorganização requerida no processo coletivo de trabalho nos serviços de saúde implicou em alterações dos fluxos de acesso aos serviços e direitos sociais. Significa que, no período analisado, predominaram demandas profissionais de gestão e planejamento seja envolvendo a elaboração de materiais informativos de suporte às ações educativas, divulgação de informações pertinentes à população usuária do SUS, bem como de instrução às equipes multiprofissionais quanto aos benefícios sociais disponibilizados para mitigar os efeitos da pandemia. As ações socioeducativas voltadas para mobilização e assessoria político-organizativas apresentaram-se imprescindíveis para concretizar o acesso às práticas coletivas de controle social atentas à universalidade do direito à saúde.Alternate :This article systematizes the actions of social assistants associated to a multi-professional residency course in family health, undertaken within the Primary Healthcare System, during the new coronavirus pandemic, in a context of reorganization of healthcare services and the labor of professionals in the sector. Its objective is to contribute to reflections about the technical-operative dimension of the profession, addressing aspects of work by the Expanded Family Healthcare Nucleus in this exceptional period. The systematization was conducted through registers in field diaries prepared by the professionals from March to September 2020. The main results indicate that the sanitary crisis deepened social inequalities, requiring predominantly educational professional actions aimed at the population's access to social rights and services that support better living conditions, considering changes provoked by the pandemic. The reorganization required in the collective work process in healthcare services involved alterations in the flows of access to social services and rights. This means that, in the period analyzed, there was a predominance of professional demands related to administration and planning, that involved the elaboration of informative materials to support educational actions, the promotion of pertinent information to the population that uses Brazil's federal public single healthcare system, and providing instructions to multi-professional teams about social benefits available to mitigate the effects of the pandemic. The socio-educational actions aimed at mobilization and political-organizational assistance were essential to realizing access to collective practices of social control focused on the universal right to healthcare.
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The purpose of the study is to provide a better understanding of the protocols for restarting tourism considered as an international prior action plan, and to present an academic output supporting the development of pandemic immunity. In this direction, the global guidelines of United Nations World Tourism Organization dated 28 May 2020 and new-normal protocols of World Travel and Tourism Council dated 29 May 2020 were translated into Turkish and subjected to content analysis. The entire analysis process, from coding to Sankey diagram creation, conducted via ATLAS.ti - v.22.1.4.0, a computer-aided qualitative data analysis software. Among the results;the role in restarting tourism and the aspects of developing pandemic immunity of implementing hygiene-oriented innovative practices even if they will require changes in the organizational chart, prioritizing coordination, communication and cooperation not only in the steps taken by the government and businesses but also by the other interested parties, making the dynamism within the internal processes brought about by the turbulent conditions efficient and standardized via the adoption of protocols establishing a specific business manner and procedure are stand out. (English) [ FROM AUTHOR] Çalışmanın amacı;uluslararası nitelikteki turizmi yeniden başlatma protokollerinin detaylı bir şekilde incelenerek somutlaştırılmasıdır. Böylece benzer krizlerin şok etkisini kısaltan, eyleme geçme sürecini daha etkili ve hızlı kılan bir pandemi bağışıklığının geliştirilmesine katkı sağlanması hedeflenmektedir. Bu doğrultuda, Türkçeye çevrilmiş olan Birleşmiş Milletler Dünya Turizm Örgütü'nün 28 Mayıs 2020 tarihli küresel yönergesi ile Dünya Seyahat ve Turizm Konseyi'nin 29 Mayıs 2020 tarihli yeni-normal protokolleri içerik analizine tabi tutulmuştur. Kodlama işleminden Sankey diyagramı oluşturmaya kadar tüm analiz süreci, bilgisayar destekli bir nitel veri analiz yazılımı olan ATLAS.ti - v.22.1.4.0 vasıtasıyla gerçekleştirilmiştir. Sonuçlar arasından;örgüt şemasında değişimleri gerektirecek olsa dahi hijyen odaklı inovatif uygulamaların hayata geçirilmesinin, yalnızca hükümetin ve işletmelerin değil;diğer ilgili tarafların atacağı adımlarda da koordinasyonun, iletişimin ve iş birliğinin öncelikli olarak değerlendirilmesinin, çalkantılı koşulların işletme içi süreçlerde meydana getirdiği olumsuzlukların protokollerin benimsenmesi aracılığıyla standardize edilmesinin ve verimli kılınmasının, turizmin yeniden başlatılmasındaki rolü ve pandemi bağışıklığını geliştirici yönleri ön plana çıkmaktadır. (Turkish) [ FROM AUTHOR] Copyright of Pamukkale University Journal of Social Sciences Institute / Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi is the property of Pamukkale University, Social Sciences Institute and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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PurposeThis study aims to review the role of green training and green work life balance (GWLB) on sustainable organizational performance (SOP) with a moderating variable "Emotional Intelligence” (EI).Design/methodology/approachFor the development of the construct of the present study, a Scopus database was selected and research papers published in indexed journals were considered. Relevant keywords were selected and literature was searched on green training, EI, SOP, GWLB. The literature was reviewed to find out the linkage and possibility of development of integrated model. The main focus was on highlighting the relevance of green training on GWLB and its influence on SOP.FindingsSOP can be achieved with the intervention of EI and GWLB;further green training is one of the influential practices of human resource development (HRD) which helps to develop the green behavior.Research limitations/implicationsIt can give new insight to the organization for application of green human resource practices for SOP. Development and designing the cohesive environmental work culture and willingness to protect environment through green training can be implemented by HRD. Perhaps, the application of green training encourages GWLB.Practical implicationsQuantitative research and cross sectional study is required to find out the intervening role of EI and work–life balance between green training and SOP across a broader range of sectors.Originality/valueThis research extends the literature review and developed a new integrated model which shows the link between green training and SOP.
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In diesem Beitrag wird der krisenspezifische Einfluss der Covid-19-Pandemie auf wohlfahrtsstaatliche Solidarität während der ersten Infektionswelle und des ersten Lockdowns von März bis Mai 2020 untersucht. Wir verknüpfen dabei ein wohlfahrtsstaatssoziologisches Verständnis von Solidarität mit katastrophensoziologischen Überlegungen zu krisenspezifischer Solidarität und einer differenzierungstheoretischen Sichtweise auf Institutionenwandel. Mittels einer strukturierenden Inhaltsanalyse der Bundestagsplenarprotokolle wird ein innerparlamentarischer Solidarisierungsdruck nachgezeichnet, der zu einer krisenspezifischen Vergemeinschaftung führt. Durch die qualitative Analyse der Parlamentsdebatten verdeutlichen wir zudem die temporäre Begrenzung dieses Zusammenhangs, der nach erfolgreicher Rekonstitution einer gemeinsamen normativen Basis der Parlamentsmitglieder die Wiederaufnahme von parteipolitischen Solidaritätskonflikten erst ermöglichte. Auf einer weiteren Ebene arbeiten wir die Stabilisierungsfunktion von wohlfahrtsstaatlicher Solidarität als abstrakter normativer Leitidee heraus, die auch in konflikthaften Aushandlungen von sozialpolitischen Maßnahmen ihre Wirkung entfaltet.Alternate :This paper examines the crisis-specific impact of the Covid 19 pandemic on welfare state solidarity during the first wave of infection and the first lockdown from March to May 2020. We combine a sociological understanding of solidarity in the context of the welfare state with sociological reflections on crisis-specific solidarity and a differentiation-theoretical perspective on institutional change. By means of a structuring content analysis of the Bundestagsplenarprotokolle, an intra-parliamentary solidarity pressure is traced that leads to crisis-specific Vergemeinschaftung. Through the qualitative analysis of the parliamentary debates, we also clarify the temporary limitation of this connection, which made the resumption of party-political solidarity conflicts possible in the first place after the successful reconstitution of a common normative basis of the members of parliament. On a further level, we elaborate the stabilizing function of welfare state solidarity as an normative guiding idea (Leitidee), which also exerts its effect in conflictual negotiations of social policy measures.
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Drawing on the social exchange approach and an accompanying sub-theory pertaining to upper echelons theory, which are the most influential theories for describing the behavior of workers in the workplace, this study empirically investigates some corresponding moderated serial mediation variables, such as affective commitment, work meaningfulness, and perceived organizational support, which impact the relationship between Phoenix leadership and organizational change. A total of 150 employees working in the Sudanese Electricity Company participated in the questionnaire survey. The response rate was 88%. The results revealed that Phoenix leadership significantly influences organizational change and affective commitment. Affective commitment significantly influences work meaningfulness. Affective commitment and work meaningfulness mediate the relationship between Phoenix leadership and organizational change. Affective commitment mediates the relationship between Phoenix leadership and work meaningfulness. Work meaningfulness mediates the relationship between affective commitment and organizational change, but perceived organizational support does not moderate the relationship between work meaningfulness and organizational change. By testing the mediated moderation effects on the relationship between Phoenix leadership and organizational change, this research proposes a new framework for assessing the impact of mediators and moderators on teams of employees during the COVID-19 pandemic.(c) CIKD Publishing
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Introduction: The COVID-19 pandemic has generated important transformations in society. In higher education, especially in those institutions and tertiary care centers with training programs for medical specialists, the con-finement measures generated significant challenges for the continuity of their internal processes and, particularly, in the teaching-teaching processes, and new strategies to preserve medical education were created. Objective: To analyze the perception of graduate stu- dents about educational transformations based on the organizational changes that were implemented for virtual education during the COVID-19 pandemic in a tertiary care hospital. Method: Study with a mixed, quantitative and qualitative design, which included 100 medical specialists in training from the National Institute of Cardiology "Igna-cio Chávez”. A survey with 151 items was developed, which was applied to the total sample. In addition, 10 in-depth semi-structured interviews with 13 questions were conducted. Qualitative data was analyzed through the MAXQDA version 18 program and quantitative data was analyzed using the R version 3.6.0 program. Results: A type of radical-adaptive change is shown, which materialized with the emergence of new practices and forms of organization linked to information and com-munication technologies (ICT) in the teaching-learning processes. Conclusions: Due to the pandemic, the implementation of strategies linked to the use of ICT allowed the continuity of the training processes in the specialists. In addition, a type of learning will be presented that allows enriching educational processes, both pedagogical and organi-zational. © 2023, Universidad Nacional Autonoma de Mexico. All rights reserved.
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PurposeComplex crises affect tightly coupled systems making them highly unpredictable. This paper aims to determine how organizations learn from their crisis experience shaping their knowledge and transformation trajectory toward and beyond survival. A theoretical framework integrating organizational learning (OL) and knowledge management in organizational transformation (OT) in complex crises is presented.Design/methodology/approachThis conceptual paper presents a systematic literature review on OT in crisis from 2000 to 2021. To achieve integration, the authors searched for studies on OT, knowledge management and OL, each paired with a crisis.FindingsCrises highlight the emergent and decentered nature of knowing and organizing. This study suggests that OT is achieved through various changes in organizational knowledge. Different learning modes enable the transformation of knowledge in a crisis: contextual or situated learning, strategic and collective integration.Research limitations/implicationsThe authors' pandemic experience may have influenced the analysis. This paper does not account for new types of learning emerging due to the influence of digital technologies.Practical implicationsOrganizations may hasten renewal through distributed crisis management facilitated by contextual and strategic learning and collective integration.Originality/valueThis study categorizes learning, based on its function in crisis management, into three types: contextual learning for creative problem-solving, strategic learning for leadership and direction and collective integration to evaluate their crisis journey. Through this classification, this study sheds light on the types of knowledge needed to manage crises effectively, showing that organizations can leverage their crises by transforming and innovating themselves in this turbulent period.
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PurposeTelecommuting can reduce traffic congestion, energy consumption, prevalence and a death toll of COVID-19 among employees due to less transportation and fewer physical contacts among employees, on the one hand, and efficiently develop their use of information and communications technology, on the other hand. In this regard, the present study aims to explore antecedents and consequences of telecommuting in public organizations.Design/methodology/approachThe study used a descriptive survey method to collect data. The statistical population includes all employees of government organizations in West Azerbaijan province in 2020, which according to the collected information, their number is equal to 63,079 employees. Based on Cochran's formula, a sample size of 686 people was obtained;stratified random sampling was used to select sampling. The process of calculating the sample volume was such that after referring to the preliminary sample and processing the collected data, the variance of the given answers was approximately 0.446. After obtaining the variance of the data, assuming a maximum acceptable error of 5% and a significance level of 0.05, the Cochran's formula calculated the sample size to be 686 people. In order to collect and measure data for the study, a standard questionnaire and the collected data were analyzed using structural equation modeling.FindingsFindings indicate that there is no meaningful relationship between the employees' physical job conditions or the quality of their life with telecommuting and that telecommuting does not have a significant effect on their life. However, job burnout, training and telecommuting experience have a significant positive effect on telecommuting, which in turn has a positive and significant effect on job security, job flexibility, organizational performance and overall productivity of employees.Research limitations/implicationsThis research is a cross-sectional study, and its data have been collected in a certain period of time, while longitudinal research can provide a richer result. Future research can benefit from the impact of employee isolation and telecommuter organizational commitment.Originality/valueThis study hopes to contribute to the increase of the scientific knowledge in the telecommuting field and to allow organizations to rethink the telecommuting strategies to optimize resources and costs and to improve the organization's productivity without harming the quality of life and well-being of their workers.
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Against the backdrop of the COVID‐19 pandemic and drawing on literature from change management, internal communication and cognitive appraisal theory, this study provided accounts of how transparent communication during organizational change affects employees' cognitive appraisals of the change, behavioural reactions to the change, and subsequently, turnover intentions. Our findings of 414 full‐time US employees revealed that transparent internal communication is positively related to employees' challenge appraisal of the change, which, in turn, is related to change compliance and championing. In addition, transparent communication is negatively associated with threat appraisal of the change, which in turn is connected to lower change compliance. Further, employees' turnover intention was negatively associated with their compliance and championing for the change. This study has made several contributions to internal communication scholarship, appraisal theory and change management literature. We also offer several suggestions to improve communication during organizational change periods. [ FROM AUTHOR] Copyright of Journal of Contingencies & Crisis Management is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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Customer satisfaction is one of the important factors affecting organizational performance. There are five dimensions to investigate customer satisfaction which are tangible, reliability, responsiveness, assurance, and empathy. Chengdu ReadKing Advertising Decoration Engineering Co., Ltd. was selected as an example to analyze the situation of the five dimensions of customer satisfaction. The purpose of the study is to analyze the customer satisfaction and evaluate the current situation of customer service in 2021. The sample size is randomly 100 customers from Chengdu ReadKing Advertising Decoration Engineering Co., Ltd. A mixed research method combining quantitative and qualitative research was adopted. The descriptive analysis and Multiple Linear Regression were applied with the interview as the quantitative and the qualitative analyses. The result shows that assurance, responsiveness, and empathy are the significant variables which influenced the customer satisfaction. The strongest influence toward the satisfaction is assurance following by responsiveness and empathy respectively.
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As far as students are concerned, there is a well-founded relationship between academic performance and career management from which a special professional path can result, based on the multitude of knowledge, skills, and experiences acquired during the years of study. To this end, the presence and help of teachers participating in the learning process, the teaching activities they are involved in, and their own participation are determinant factors. This research aims to highlight the impact that the above factors have on the professional future of students. For this purpose, 395 respondents, including students in the bachelor's and master's cycles, were involved in the research process, to whom a questionnaire was given in electronic format during two stages: one where the didactic activity was carried out in online format and the other carried out face-to-face. Hypotheses testing was performed using partial least squares structural equation modeling. The present study focuses on two main directions regarding the results obtained. Thus, with respect to the acquisition of knowledge and the development of student skills, it emerged that the effect of the content in the didactic activities on student skills and the development of competencies is strengthened by the skills and degree of involvement of the teaching staff from the university environment. Related to the management of students' careers, the analysis showed that the effect of the content in didactic activities is complemented by the accumulation of knowledge and the formation of student skills. The rigorous economic training resulting from didactic activities constitutes a main pillar in the students' future, even more so depending on how much they perceive that the topics covered in the university courses are of interest to them. The results of this study can serve as theoretical support for future research that addresses the topic of student career management and the implications of university activities on knowledge and skills. In addition, the results can support decisions for the management of higher education institutions regarding the development and implementation of university programs and educational strategies with the aim of increasing the involvement of teachers and students in the teaching–learning process.
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The first wave of the spread of Covid-19 was contrasted by many countries through a severe lockdown of working and learning activities. One of the solutions for preserving the continuity of teaching activities was the adoption of different forms of remote teaching. A similar ‘translation' has been adopted by many universities for re-organizing field placement. This decision was undertaken by bachelor programs in Social Work in Italy too. However, since field placements rely on the physical presence and the participation of students in the activities performed by social workers, this shift was particularly challenging. Moreover, remote interactions hinder the possibility of observing the distinctive relational dimension of social work. This paper examines the process of re-organization of field placements enacted by a Bachelor's Program in Social Work in an Italian university. We propose a preliminary assessment of this experience, reflecting on the positive and critical aspects of the forced reorganization of field placement. We consider this phenomenon as a process of organizational learning, that crosses multiple domains of social work. We discuss whether this process can be the driver of a mechanism of double-loop learning, leading towards the enrichment of teaching and learning activities rather than a temporary adaptation to a contingent need.
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Leader–follower interactions during times of complexity are critical in managing rapid change demands and ensuring organizational sustainability. Between early 2020 and 2023, many organizations worldwide witnessed an unprecedented need for organizational change that rapidly transformed the work environment. This study focused on understanding the contexts of leader and follower interactions during times of change using the shifting organizational landscapes of the COVID-19 pandemic. Applying a qualitative methodology, we collected data from 12 leaders across multiple business sectors in Africa, Asia, and the United States using semi-structured interviews. We then transcribed the interviews and applied an iterative phronetic approach to analyze the data by engaging complexity leadership, emotion in organizations, leading with empathy, belonging, and power and control as theoretical lenses for data analysis. We analyzed how individual leadership experiences during a time of complexity fostered a shift in leadership paradigms and leadership styles within organizations. The findings indicated that due to the unprecedented situations faced during COVID-19, leaders shifted from leadership styles that applied a lens of power and control to an adaptable model that follows the framework of complexity leadership and applies a lens of leading with emotional intelligence. The findings provided a nuanced understanding of the leader–follower relationship by allowing for a complex and varied description of how individuals discursively situate their experiences around issues of power and control. The findings also showed that leaders became more intentional about leading, purposely changing their leadership style to create an environment that supported open communication, belonging, empathy, and awareness. The findings also suggested that when leaders adapt elements of emotional intelligence in leading during times of organizational complexity, they do so with the goal of motivating others and creating a feeling of connection with followers. Theoretical and practical implications are discussed.
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Coordination of the response to the COVID‐19 crisis may be understood as the multimonth management of a temporary organisation instead of classical crisis management. A key question is how to maintain operational flexibility, that is, an organisation's ability to adapt its day‐to‐day functions to accommodate a changing environment. This contribution describes how a control command established by a Chinese municipality in response to COVID‐19 tried to cope with the problems at hand. Based partially upon participatory observation the following aspects are considered: shifting political attention, adapting interaction frequency, changing organisational structures, improvising routines, and altering priorities. [ FROM AUTHOR] Copyright of Journal of Contingencies & Crisis Management is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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PurposeEngaged employees are an organization's competitive advantage because the employees are willing to strive for organizational excellence. This paper examines employee engagement (EE), taking workplace digitalization as the mediator. The authors developed an integrated framework introducing transformational leadership and innovative culture as EE antecedents in workplace digitalization settings. Specifically, the authors argue that transformational leadership and innovative culture influence EE directly and indirectly through workplace digitalization.Design/methodology/approachA total of 256 valid online-survey samples were used in the structural equation modeling (SEM) tests. The respondents were the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.FindingsThe authors' findings support that workplace digitalization positively influences EE. Unlike transformational leadership, innovative culture positively influences workplace digitalization. Further, innovative culture directly affects EE and indirectly through workplace digitalization, albeit partially. Transformational leadership directly influences EE but is insignificant through workplace digitalization.Practical implicationsThe findings suggest that organizations that wish to fast-track EE can cultivate an innovative culture to facilitate employees' acceptance of workplace digitalization and enhance EE.Originality/valueThe authors' research expands the interdisciplinary theoretical foundation on how employees' perception and acceptance of workplace digitalization add to EE by highlighting the roles of transformational leaders and innovative culture. The authors' research is among the first few investigating how transformational leadership and innovative culture affect EE in the presence of workplace digitalization. The authors also discussed workplace digitalization as a mediator to innovative culture–EE relationships.
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PurposeThe main purpose of the study is to determine the mediating role of trait anxiety in the relationship between hotel managers' perceptions of digital competence in the Cappadocia Region and their perceptions of job insecurity.Design/methodology/approachIn this study, which is based on quantitative research, a cross-sectional design was used. The seven-item digital competence scale, four-item job insecurity scale and 20-item trait anxiety scale were used to measure the level of digital competence, job insecurity and trait anxiety of hotel managers. The convenience sampling method was used in the research, and 337 questionnaires were completed by senior and junior managers who agreed to participate in the research. To test the mediating role of trait anxiety, Andrew F. Hayes' views on the contemporary approach were taken as a basis.FindingsThe analysis results showed that digital competence had the opposite effect on job insecurity. Similarly, digital competence had the opposite effect on the level of trait anxiety. The level of trait anxiety affected the perception of job insecurity in a linear direction. As a result of the bootstrapping test, it was found that the indirect effect of trait anxiety on the relationship between digital competence and job insecurity was significant.Research limitations/implicationsThe study was unable to collect data from hotels that were closed during the COVID-19 pandemic due to restrictions. Therefore, one of the limitations of the study was that it did not reach the entire population. Another limitation of the study was that the questionnaires were addressed to hotel managers in the Cappadocia Region.Practical implicationsHotel managers' digital skills are considered to contribute to the tourism industry by organizing and determining business strategies, work processes and employee skills. In addition, when hiring hotel managers, it is essential to ensure that they have certain skills such as compatibility with the digital age, openness to innovation and the ability to adapt the employees working in their team to the age, which helps to improve the competitiveness of the hotel industry with the world and ensure the continuity of this situation.Originality/valueThe research addressed the variables of digital competence, job insecurity and trait anxiety and collected data from hotel managers in the Cappadocia Region using a survey technique. There were few studies that addressed these variables, and the mediating effect of trait anxiety was revealed based on the contemporary approach.