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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]

The COVID-19 pandemic has influenced many fields, such as communication, commerce, and education, and pushed business entities to adopt innovative technologies to continue their business operations. Students need to do the same, so it is essential to understand their acceptance of these technologies to make them more usable for students. This paper employs the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2) to identify the factors that influenced students' acceptance and use of different online communication services as the primary tool for learning during the COVID-19 pandemic. Six factors of UTAUT2 were used to measure the acceptance and use of video communication services at the Business College of the University of Technology and Applied Sciences. Two hundred students completed our online survey. The results demonstrated that social influence, facilitating conditions, hedonic motivation, and habit affect behavioral intention positively, while performance expectancy and effort expectancy have no effect on behavioral intention. [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]

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Although the customer experience-satisfaction nexus is a highly developed body of work in the wider literature, this link has scarcely been explored in health tourism. Accordingly, this paper aims to assess the dimensions of health services experiences leading to tourists' satisfaction and the moderating role of trust and emotions in the link between satisfaction and destination loyalty. A PLS-SEM is employed to analyze data from a sample of 225 health tourists in Egypt. The results show that health tourism experiences dimensions significantly affect tourists' satisfaction, which in turn positively impacts their loyalty. Additionally, destination trust and emotions moderate the connection between satisfaction and loyalty. Theoretical contributions arise for scholars and practical ramifications are presented for service providers and stakeholders in the Egyptian health tourism scene. [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]

The study explores the moderating role of interpersonal influence in the relationship between overqualification and social distance, in the context of hotels and travel agents in Egypt. Drawing on the social influence theory, the study develops an integrative model examining the links between overqualification, social distance and four distinct organizational attitudes (i.e., intention to quit, job satisfaction, well-being and counterproductive). Using data collected from 409 hotels and travel agents, we show that interpersonal influence plays an important role in reducing the negative influence of overqualification on social acceptance. We also reveal that overqualification has an influence on employees' intention to quit, job satisfaction, well-being, and counterproductive behaviour through the mediating role of social acceptance. Finally, social acceptance is determined to be a predictor of organizational attitude. A call to investigate proximal behavioral results, such as feedback-seeking and knowledge sharing so that the approaches incorporated with organizational attitude can be more explicitly understood. Moreover, it would be advantageous to distinguish between different types of overqualification. The current research suggests ways to diminish the likely unfavorable consequences of overqualification, through the impact of interpersonal influence and social acceptance, in order to maximize and best utilize the potential of overqualified employees. [ABSTRACT FROM AUTHOR]