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This study aims to analyze the role of hindrance stressors in the relationship between high-performance work systems (HPWS) and employees' outcomes in challenging contexts. Thus, this paper studies the role of stressors in a situation of uncertainty, such as the one derived from the pandemic, and examines the mechanisms through which HPWS can improve employees' satisfaction and reduce turnover intentions. Data were collected from 202 hotel employees on the island of Gran Canaria in 2021, and research hypotheses were tested with PLS-SEM. The study revealed that reducing hindrance stressors is an important mechanism through which HPWS improve job satisfaction and decrease turnover intentions. These findings emphasize the relevance of developing HPWS to cope with challenging situations, revert the Great Resignation and recover the tourism sector by valuing its workforce. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to discuss the theoretical and practical need for research into the learning conditions that influence a student's self-assessment of their competences in management education. By means of a theoretical review, the paper introduces a model that integrates various learning conditions related to a student's affective learning ability and the role of the teacher that may have an influence on a student's self-assessment of their competences in the field of management. Design/Methodology/Approach: The authors describe the analysis of data from questionnaires on the experience of undergraduate students from business administration at the University of Las Palmas de Gran Canaria. Findings: The results reveal the importance of a student's motivation for professional development, their self-efficacy as well as the important role of the teacher in a student's self-assessment of their competences. Originality/Value: The paper fulfils an identified need to study the conditions that influence a student's self-assessment of their learning.

This article aims to analyse the influence of team members' motivation and leaders' behaviour on knowledge sharing among the academics of a research project team. To that end, a study of 678 academic researchers belonging to project teams linked to several Spanish universities was conducted. Hierarchical regression analysis was used to analyse the data, and the results reveal that leaders with a knowledge-oriented style have a positive influence on the knowledge shared among the members of their research team. Nevertheless, and contrary to expectations, the results also show that academics' extrinsic motivation has a negative effect on knowledge sharing, while intrinsic motivation has no effect. The findings are similar when considering the scientific field. This article makes an important contribution to the knowledge management literature in the particular context of academic research. It reveals the importance of a knowledge-oriented leadership style as a key determinant of knowledge sharing within research teams. [ABSTRACT FROM AUTHOR]

This paper analyzes how the trainer's effort to articulate the knowledge transmitted during the training sessions influences training success in restaurants. An empirical study was conducted using a sample of 114 managers and supervisors of multi-unit restaurant companies in the Canary Islands, and Structural equation modeling was used to test the proposed model. Results reveal that the trainer's effort to articulate knowledge has a positive and significant influence on training success, and this effort increases when the knowledge transmitted is new and specific, but not when it is complex. Knowledge management theory is used to analyze training from another perspective. [ABSTRACT FROM AUTHOR]

The purpose of this article is to analyse the role of social capital within academic research teams and its influence on knowledge sharing. An empirical study was carried out with 87 academic research teams at a Spanish university. The results show that internal ties have a positive effect on trust. Moreover, the results also reflect that both dimensions of social capital (internal ties and trust) have a positive and significant effect on research teams' knowledge sharing. Therefore, the findings reveal that the network's structure has a positive influence on the quality of relationships among academic researchers that favour knowledge sharing. Points for practitioners The results provide universities' managers with a better understanding of internal social capital in academic research teams, which has important implications for researchers' willingness to collaborate and share knowledge. Public university managers may use strategies to improve interdependence among research team members, favouring social relations among researchers. Thus, public universities should enhance research teams with stronger ties and high levels of trust that increase knowledge sharing. [ABSTRACT FROM AUTHOR]

The objective of this paper is to analyse how the job-related diversity in academic research teams influences their scientific performance. To achieve that objective, an empirical study of a university's research teams was carried out during the years 2006-2009. The results reflect a non-significant effect of functional diversity on research teams' performance, whereas status diversity affects in a positive and significant way. However, educational diversity has a significant negative impact when a certain threshold is exceeded. The effect of institutional diversity presents an inverted U-shaped relation with the number of published articles by the research teams. The results reveal that the relationship between diversity and research performance may not be a simple and direct one because its effect could depend on the organisational context and the type of diversity attributes. [ABSTRACT FROM AUTHOR]

In today's dynamic environment, the role of employees and their level of organizational commitment are becoming increasingly important for business success, which is especially relevant for the service industry in general and for the tourism sector in particular because of problems associated with employee turnover, loyalty strategies with the customer, and so forth. Employee satisfaction is considered an essential ingredient for developing organizational commitment. The main purpose of this study is to analyze the influence of different facets of employee job satisfaction, that is, job conditions, reward system, relations with superiors and co-workers, organizational human resources (HR) policies, on employees' organizational commitment in the hotel industry. The research hypotheses are tested with a sample of 760 hotel employees on Gran Canaria, Spain. The results show the relevance of the working conditions, direct rewards, relationships with managers, and the HR policies in order to develop a high level of organizational commitment. [ABSTRACT FROM AUTHOR]