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This study aims to explore college students’ learning and academic self-efficacy in self-regulated learning and the effectiveness of learner-centered education by integrating the bridge-in, objective, pre-assessment, participatory learning, post-assessment, and summary (BOPPPS) model and interactive response system (IRS) tool. Accordingly, learning self-efficacy includes five dimensions, namely, conceptual understanding, everyday application, practical work, higher-order cognitive skills, and science communication. Meanwhile, self-regulated learning represents six dimensions, namely, goal setting, environment structuring, task strategies, time management, help seeking, and self-evaluation. Questionnaire responses were collected from hospitality students in the university for the subject of hospitality cost control. Results showed that learners’ learning self-efficacy was positively associated with academic self-efficacy, while self-regulated learning mediated the relations between learners’ learning and academic self-efficacy. Moreover, results indicated that students who participate in class demonstrate substantially high learning and academic self-efficacy for integrating the BOPPPS model and IRS methods in their classroom, particularly in the post-test rather than in the pre-test. Lastly, results provide empirical evidence for learning and academic achievement of self-efficacy, self-regulated learning, and effective teaching design in the tourism and hospitality setting context.

Purpose The purpose of this study was based on the job demands -resources model (Bakker et al., 2004) and conservation of resources theory (Hobfoll, 1989) by using three levels of variables, namely, company (i.e., perceived organizational support), department (i.e., abusive supervision), and employee (i.e., deep acting, surface acting, and self-efficacy) levels, to investigate its interactions with contextual influences on service quality and its linkage with customer loyalty. Design/methodology/approach A three-level hierarchical linear model was examined in research settings by using a dyadic data set of 1,082 service employees and customers in international tourist hotels. Findings Findings revealed that deep acting relates positively to service quality, surface acting relates negatively to service quality, and service quality relates positively to customer loyalty. For the three-level interactions, the positive relationship between deep acting and service quality was strengthened by perceived organizational support (POS) and self-efficacy but weakened by abusive supervision. By contrast, the negative relationship between surface acting and service quality was mitigated by POS and self-efficacy but exacerbated by abusive supervision. Originality/value Given the importance of emotional labor research in the hospitality industry, the current study contributes to the areas of service quality and customer loyalty and suggests future directions for hospitality research.

With the increasing competition in contemporary enterprise, sustainable human resource management is a powerful resource for workplace mental health. On the basis of job demands-recourses theory and conservation of resources theory, this study examined the relationship between empowering leadership and employees’ proactive work behavior. It also explored how job design inspires employees to be embedded in their work and to exhibit proactive work behavior. In addition, the research probed the mediating roles of job characteristics and job embeddedness in a serial mediation model within an integrated model. Data were collected from 461 employees of three- to five-star hotels through stratified random sampling. Results indicated that (1) empowering leadership has positive influences on job characteristics and proactive work behavior, (2) job characteristics have a positive influence on job embeddedness, (3) job embeddedness has a positive influence on proactive work behavior, (4) job characteristics mediate the effect of empowering leadership on proactive work behavior, (5) job embeddedness mediates the effect of empowering leadership on proactive work behavior, and (6) job characteristics and job embeddedness jointly mediate the effect of empowering leadership on proactive work behavior by bootstrapping analyses. Accordingly, this study suggests that promoting sustainable human resource management is needed for human health and organizational value at work, both of which enable empowering leadership to improve proactive work behavior via job characteristics and job embeddedness. The theoretical and managerial implications of empirical findings are also discussed.

Internships are increasingly being used in the hospitality industry, as these can provide students with opportunities to examine their abilities, interests, and career decisions in a workplace context, as well as help cultivate human resources within this sector. This study thus examines students’ career decision-making self-efficacy with regard to internships. Based on social cognitive theory and career decision-making self-efficacy theory, we developed the research constructs with a focus group interview and a review of the existing literature, and then verified their content validity and scale reliability. Using 782 student data from the hospitality management departments, we found the direct influence of career decision-making self-efficacy in relation to internships on the intention to stay in the hospitality industry. Most important of all, we also found the mediating roles of internship satisfaction and career commitment in the relationship between decision-making self-efficacy and intention to stay in the hospitality industry, as well as the moderating roles of intrinsic motivation in the relationships among career decision-making self-efficacy, internship satisfaction, career commitment, and intention to stay in the hospitality industry. The theoretical and practical implications of these results in the context of hospitality will be discussed.

PurposeThe purpose of this paper is to first integrate incorporated commitment, self-identity, and moral responsibility with the theory of planned behaviour (TPB) to predict the green food and beverage (GFB) behaviours in protecting food environment. Moreover, this study also identified the key influential factors of green behaviours and analysed the mediation effects of commitment in this extended TPB model.Design/methodology/approachThe structural equation modelling based on 793 college students was used to verified the goodness-of-fit and direct effects of the extended TPB model of GFBs, and bootstrap method was also used to examine the indirect effects.FindingsThe results of this study revealed commitment, perceived behavioural control (PBC), and perceived knowledge of GFBs were the most influential factors of GFBs. Furthermore, this study also verify that PBC influences civic behaviour pertaining to GFBs, and commitment mediated the effects of subjective social norms between PBC and GFBs.Originality/valueThis study provided value for GFBs that prompting people to exhibit civic behaviour pertaining and commitment to GFBs as well as ensuring environmentally sustainable development of GFBs.

Purpose This paper aims to integrate leader–member exchange (LMX), creativity and performance research and to develop a model to investigate the relationships among LMX, task motivation, creativity and performance in the hospitality industry. Design/methodology/approach Structural equation modeling (SEM) with bootstrap estimation was conducted with a sample of 312 leader–employee dyadic data from international tourist hotels in Taiwan. Findings The results revealed that LMX positively affected performance and creativity. Most important of all, task motivation was found to mediate the relationship between LMX and creativity, while both task motivation and creativity were found to mediate the relationship between LMX and performance. Research limitations/implications With efforts to combine research variables into a unified theoretical model, this study is the first in the field of hospitality research which explores the two-path mediating effects of these relationships in an integrated SEM framework. More specifically, this study provides a synthesized perspective with bootstrap analyses to broaden hotel research with regard to LMX and examine its influences on employees’ creativity and performance. Practical implications The results of this study suggest that human resource departments in hotel companies should provide training programs for supervisors and employees to enhance their reciprocal relationships, and establish reward mechanisms to encourage the development of more creative services at work. Originality/value This study added to the literature with its use of a non-Western sample, and extended the prior research in the context of the hospitality industry. Overall, the conclusions provide empirical evidence in an integrated model that task motivation can strengthen the influence of LMX on creativity and can also nourish the influence of creativity on employee performance.

This study aims is to unify the concepts of emotional labor and service quality on the basis of job demands–resources theory, which is associated with engagement and burnout in working environments. This study draws upon a sample of data on 863 subordinate–supervisor dyads in 92 service teams at 46 international tourist hotels. The results of hierarchical linear modeling showed that emotional deep acting is positively related to work engagement and eventually leads to a high level of service quality. Conversely, emotional surface acting is positively related to work burnout and ultimately causes a low level of service quality. In addition, this study found cross-level interactions between perceived organizational support (POS) and abusive supervision on the relationships among emotional labor, engagement, burnout, and service quality. The positive effects of deep acting on work engagement and service quality were found to be significantly higher for the moderating effects of POS. However, the negative effects of surface acting on work burnout and service quality were found to be significantly higher for the moderating effects of abusive supervision. Finally, the theoretical and practical implications of this study for the hospitality industry are also discussed.

Integrating transformational leadership, creativity and social cognitive theories, we explore the relationships among transformational leadership, creative role identity, creative self-efficacy, job complexity and creativity. Structural equation modeling (SEM) with bootstrapping estimation was conducted using data from 395 supervisor–employee dyads from international tourist hotels in Taiwan. The results show that supervisors' transformational leadership positively influenced employee creative self-efficacy and creativity. Moreover, creative role identity was found to mediate the relationship between transformational leadership and employee creative self-efficacy, while both creative role identity and creative self-efficacy were found to mediate the relationship between transformational leadership and employee creativity. Specifically, job complexity was found to moderate the relationship between transformational leadership and employee creative role identity, the relationship between employee creative role identity and creative self-efficacy, and the relationship between employee creative self-efficacy and creativity. We discuss the implications of these results for research and practice in hospitality context.

The emotional intelligence preparation of students is one of the key focuses in hospitality, tourism, and leisure education. Accordingly, this study developed an 18-h curriculum to enhance the emotional intelligence of students and investigated pre-post course differences under the framework, which integrates technological, pedagogical, and content knowledge (TPACK). Echoing the proposition by Mayer, Caruso, and Salovey's (1999) four-branch model, the current study results verified that this curriculum module effectively promoted the emotional intelligence of students in terms of self-emotion appraisal, others' emotion appraisal, use of emotion, and regulation of emotion. Furthermore, in line with Koehler and Mishra's (2009) proposition, this study provided support to the scales validity of TPACK components. Using structural equation modeling (SEM) analyses, this study also proved the positive contextual influences of components of content knowledge, pedagogical knowledge, technology knowledge, technological content knowledge, and technological pedagogical knowledge on TPACK (Boschman, McKenney, & Voogt, 2015; Ching, Yang, Baek, & Baldwin, 2016; Koh & Chai, 2014; Koh, Chai, & Tsai, 2014). Consequently, this study verified that the implementation of TPACK framework could bridge tacit content knowledge, practice of teaching, and usage of adequate technological methods together for learning effectiveness.

This paper aims to investigate the mediating role of work engagement for the effects of deep acting, S, and self-efficacy on service quality under the conservation of resources (COR) theory and the job demands&ndash, resources (JD-R) model. Questionnaires were rigorously distributed by stratified random sampling. Data were collected from hospitality frontline employees (HFLEs) of hotels and restaurants in Taiwan during a period of two months. Structural equation modeling analyses were conducted to assess the data. Empirical results demonstrated work engagement is a significant mediator, enriching the antecedents and consequences of work engagement in hospitality literature. The findings suggest hospitality practitioners should consider a high-performance work system (HPWS) as an employee management tactic to implement sustainable human resource management (HRM). This practice can augment hospitality frontline employees&rsquo, willingness to stay in organizations in the long term and to maintain a satisfying service quality.

This study proposes a non-recursive model based on Amabile’s (Res Organ Behav 10:123–167, 1988) componential theory of organizational creativity and innovation to explain how resources, management practices, organizational motivation, expertise, creativity skills, and intrinsic motivation affect innovation and creativity in organizations. Based on the results of a longitudinal survey, with 586 leader–follower dyadic data drawn from firms in the service industries in Taiwan, we found that resources, management practices, and organizational motivation have unique positive direct effects on innovation, while expertise, creativity skills, and intrinsic motivation have unique positive direct effects on creativity. Most important of all, the results of this empirical study provide evidence for the reciprocal relationship between organizational innovation and creativity in the service context. The theoretical and practical implications of these findings are discussed.

Background. The model of interhemispheric competition after stroke has been established for the upper but not for the lower extremity. Repetitive transcranial magnetic stimulation (rTMS) of the brain has been shown to modulate cortical excitability. Objective. The purpose of this study was to investigate the effects of rTMS followed by task-oriented training on cortical excitability and walking performance in individuals with chronic stroke. Methods. A total of 24 patients with average Fugl-Meyer lower limb scores of 17.88 ± 5.27 and average walking speeds of 63.81 ± 18.25 cm/s were randomized into an experimental group and a control group. Participants received rTMS (experimental group) or sham rTMS (control group) followed by task-oriented training (30 minutes) for 10 sessions over 2 weeks. Repetitive TMS was applied at a 1-Hz frequency over the leg area of the motor cortex of the unaffected hemisphere for 10 minutes. Outcomes, including motor-evoked potential (MEP), lower-extremity Fugl-Meyer score, and gait performance, were measured before and after training. Results. Decreased interhemispheric asymmetry of the amplitude of the MEP was noted after rTMS and task-oriented training. Improvement in spatial asymmetry of gait was comparable with increased symmetry in interhemispheric excitability. Motor control and walking ability were also significantly improved after rTMS and task-oriented training. Conclusions. rTMS enhances the effect of task-oriented training in those with chronic stroke, especially by increasing gait spatial symmetry and corticomotor excitability symmetry.

This study proposes a mediated non-recursive model based on Amabile's (1988) componential theory of organizational creativity and innovation to explain how resources, management practices, organizational motivation, expertise, creativity skills and intrinsic motivation affect innovation and creativity in organizations. Based on the results of a longitudinal survey, with 586 leader-follower dyadic data drawn from firms in the service industries in Taiwan, we found that resources, management practices and organizational motivation have unique positive direct effects on innovation, while expertise, creativity skills and intrinsic motivation have unique positive direct effects on creativity. Further, a bootstrapping estimation based on structural equation modeling (SEM) revealed that innovation mediates the positive indirect effects of resources, management practices and organizational motivation on creativity, while creativity mediates the positive indirect effects of expertise, creativity skills and intrins...