Document Type : REVIEW PAPER

Authors

International Business School, University Technology Malaysia, Jalan Semarak, 54100 Kuala Lumpur, Malaysia

Abstract

In describing the behavior of employees, classified organizational citizenship behavior is applied and has been named as a "good member". In the working climate, the substance of building organizational citizenship behavior could not distinguish from the existing commitment within employees. The challenges and contribution of organizational citizenship behavior are to be a driving force in the foundation of effectiveness of hospitality industry. To throw an upright citizen in organizations, the industry should puzzle out if not the industry cannot live without paying an act as an “honest citizen”. A true contribution of employees should understand the organizational citizenship behavior while not everybody can express it. Supervisors in the hospitality industry will reward with high ratings if employees demonstrate high organizational citizenship behavior, but employees who are express low level of organizational citizenship behavior can justify that the particular industry need to direct the importance of extra-role behavior in organizations. Thusly, the criticism of this topic is to identify the problem and challenges confronted by employees in the hospitality industry. In this industry, organizational citizenship behavior is a key predictor in reducing all barriers to guarantee the effectiveness of the organization can be achieved. However, the rationale of this review paper to define the challenges and contributions that can earn by the hospitality management in improving the staff functioning, reducing turnover intention and increase the staff satisfaction.
 

Keywords

Main Subjects

Alonso, A.D.; O’Neill, M.A., (2009). Staffing issues among small hospitality businesses: a college town case. Int. J. Hosp. Manage., 28: 573-578 (6 pages).
Arasli, H.; Baradarani, S., (2010). Toward business excellence in hospitality industry in Iran: a case for 3, 4, 5 star hotels. The Second Canadian Quality Congress-Toronto (August).
Araslı, H.; Baradarani, S., (2014). Role of job satisfaction in the relationship of business excellence and OCB: Iranian hospitality industry. Procedia-Social and Behavioral Sciences, 109: 1406-1415 (10 pages).
Blanck, D., (2003). On the rise. Hotel Motel Manage., 218(7): 6-7 (2 pages).
Deloitte, L.L.P., (2010). Hospitality 2015, Game Changers or Spectators. Research Report. London: Deloitte LLP. 6 WTTC (2015). Global Talent Trends and Issues for the Travel & Tourism Sector. WTTC, London.
Eisenberger, R.; Huntington, R.; Hutchison, S.; Sowa, D., (1986). Perceived organizational support. J. Appl. Psych., 71: 500-507 (8 pages).
Koys, D.J., (2001). The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit‐level, longitudinal study. Pers. psychol., 54(1): 101-114 (14 pages).
Obiora, J. N., (2012). Workplace coupling climate and organizational citizenship behaviour in the Nigerian hospitality industry. Unpublished Ph.D. Dissertation. Department of Management, Faculty of Management Sciences, UNIPORT, Nigeria.
Ologbo, A.C.; Sofian, S., (2013). Individual and organizational factors of employee engagement on employee work outcomes. Int. J. Bus. Behav. Sci., 3(3): 1-9 (9 pages)
Organ, D.W., (1988). Organizational citizenship behavior: the good soldier syndrome. Lexington Books, Lexington.
Rok, M., (2012). Labour market skill deficiencies in the tourism and hospitality industry. Naše gospodarstvo/Our economy, 58(3-4): 80-87 (8 pages). http://www.ng-epf.si/index.php/ngoe/article/viewFile/15/13
Sulistyadi, Y.; Sulistyadi, K.; Eddyono, F., (2016). Developing organization citizenship behavior of employees in the hospitality industry through organizational culture, emotional intelligence and work motivation. Int. J. Sci. Technol., 5(11): 567-578 (12 pages).

LETTERS TO EDITOR

International Journal of Human Capital in Urban Management (IJHCUM) welcomes letters to the editor for the post-publication discussions and corrections which allows debate post publication on its site, through the Letters to Editor. Letters pertaining to manuscript published in IJHCUM should be sent to the editorial office of IJHCUM within three months of either online publication or before printed publication, except for critiques of original research. Following points are to be considering before sending the letters (comments) to the editor.


[1] Letters that include statements of statistics, facts, research, or theories should include appropriate references, although more than three are discouraged.

[2] Letters that are personal attacks on an author rather than thoughtful criticism of the author’s ideas will not be considered for publication.

[3] Letters can be no more than 300 words in length.

[4] Letter writers should include a statement at the beginning of the letter stating that it is being submitted either for publication or not.

[5] Anonymous letters will not be considered.

[6] Letter writers must include their city and state of residence or work.

[7] Letters will be edited for clarity and length.

CAPTCHA Image