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Due to the COVID-19 epidemic, visitors' worries about health and safety in tourist destinations have become paramount. Consequently, this research aims to evaluate the impact of health and safety considerations on visitors' satisfaction. It also examines the influence of health consciousness and satisfaction on visitors' willingness toward robot-delivered tourism and hospitality services usage and the impact of destination healthcare system and satisfaction on loyalty intentions. Applying a quantitative-based methodology, 650 responses were collected from domestic tourists visiting Egyptian tourism destinations using multiple non-probability sampling techniques. Using PLS-SEM, the results articulated that emotional well-being, perceived safety, and perceived green image positively impacted visitors' satisfaction, which in turn, positively affected their willingness toward service robot's usage and loyalty. Tourists' health consciousness also positively affected their satisfaction and intentions to use robot-delivered services. Additionally, destination healthcare system significantly influenced visitors' satisfaction and loyalty intentions. Theoretical and managerial contributions as well as future research are outlined. [ABSTRACT FROM AUTHOR]

This paper investigates the impact of organizational deviance and coworker envy on workplace ostracism. It also assesses the effect of workplace ostracism on knowledge hiding and turnover intent and tests the interaction role of job tension on such associations. PLS-SEM was utilized to analyze 591 responses collected from employees at Egyptian travel agencies-A. The findings articulated that ostracism was positively impacted by both organizational deviance and coworker envy. Additionally, ostracism at the workplace could substantially lead to hiding knowledge; however, there was no significant connection between ostracism and employees' turnover intention. Moreover, job tension moderates the links between workplace ostracism and two dimensions of knowledge hiding behavior, namely evasive and rationalized hiding, and turnover intent. Theoretical and managerial implications are presented. Limitations and avenues for further academic work are highlighted. [ABSTRACT FROM AUTHOR]

This study investigates the influence of psychological contract breach (PCB) on work-related attitudes and behaviors (i.e., organizational cynicism, workplace incivility and work alienation) and employees' emotional exhaustion. It also examines the direct association between these attitudes and behaviors and emotional exhaustion as well as investigating how mindfulness moderates these associations. Based on a quantitative approach, data were collected from 437 employees of Egyptian travel agencies. The PLS-SEM analysis revealed that PCB positively affects employees' emotional exhaustion and job-related attitudes as well as behaviors, which consequently impact their emotional exhaustion. The findings indicated that the effect of organizational cynicism, workplace incivility, and work alienation on emotional exhaustion is weaker with higher levels of mindfulness and greater with lower levels of mindfulness. Besides its theoretical contributions, this paper presents substantial practical insights and managerial implications for managers of travel agencies regarding the outcomes of PCB. Limitations and future research are also given. [ABSTRACT FROM AUTHOR]

This study aims to examine the associations between employee voice, job satisfaction and intention to leave. In addition, it investigates the moderating role of employee gender on the link between job satisfaction and intention to leave. Using structural equation modelling, and based on a sample of 551 travel agency employees in Egypt, the results show that employee voice is a key predictor of employees' intention to leave. Furthermore, it has been found that employee voice has a higher association with job satisfaction for male employees, while the association between job satisfaction and intention to leave is almost identical between males and females. The findings hold significant implications for theory and practice. Theoretically, the study makes a valuable contribution to the body of knowledge focusing on employee voice in the tourism industry. Practically, the findings help travel agency managers improve employee voice practices, which, given the tourism industry's reputation for high turnover and poor job security, is critical in achieving greater job stability and employee retention. Among other recommendations, one of the most important proffered by this study is for tourism businesses to improve job satisfaction by increasing the communication flow between managers and employees. [ABSTRACT FROM AUTHOR]