Please use this identifier to cite or link to this item: http://hdl.handle.net/10553/112437
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dc.contributor.authorGonzález González, Tamaraen_US
dc.contributor.authorGarcía Almeida, Desiderio Juanen_US
dc.contributor.authorViseu, Joãoen_US
dc.date.accessioned2021-10-27T09:04:52Z-
dc.date.available2021-10-27T09:04:52Z-
dc.date.issued2021en_US
dc.identifier.issn0959-6119en_US
dc.identifier.urihttp://hdl.handle.net/10553/112437-
dc.description.abstractPurpose: Frontline employees’ suggestions are relevant for employee-driven organisational change because their knowledge is partially constructed from direct contact with customers and indirectly with competitors. The employee’s personality is a paramount individual characteristic that can exert a major potential influence on the proposal and implementation of those suggestions. This study aims to discuss the impact of the personality dimensions in the Big Five model (i.e. extraversion, neuroticism, conscientiousness, agreeableness and openness to experience) on suggestions generated by frontline employees and implemented in their firms. Design/methodology/approach: A questionnaire was prepared based on a review of the academic literature. The 5 presented hypotheses were tested with data from 167 frontline employees from hotels in Tenerife (Spain). Findings: Results show the relevance of frontline employees’ three characteristics of personality regarding the employee-driven organisational change. Thus, their extraversion, neuroticism and lack of direction tend to be relevant drivers of the suggestion and implementation of change. Practical implications: Frontline employees act as change agents in hospitality firms. Managers should develop recruitment processes that allow to select individuals prone to proposing innovative suggestions and creating a friendlier system for submitting and defending them. Originality/value: Employee-driven organisational change becomes crucial for the survival and growth of hospitality firms. Relatively few studies have been conducted on the role of frontline employees as change facilitators in the sector. This study contributes to shedding light on this research gap from a personality approach and the study also provides practical implications to increase valid suggestions in the hospitality sector.en_US
dc.languageengen_US
dc.relation.ispartofInternational Journal of Contemporary Hospitality Managementen_US
dc.sourceInternational Journal of Contemporary Hospitality Management [ISSN 0959-6119], v. 33(12)en_US
dc.subject531104 Organización de recursos humanosen_US
dc.subject531290 Economía sectorial: turismoen_US
dc.subject.otherEmployee voice behaviouren_US
dc.subject.otherEmployee-driven changeen_US
dc.subject.otherFrontline employeesen_US
dc.subject.otherImplemented suggestionsen_US
dc.subject.otherPersonality traitsen_US
dc.subject.otherReceptionistsen_US
dc.titleFrontline employee-driven change in hospitality firms: an analysis of receptionists’ personality on implemented suggestionsen_US
dc.typeinfo:eu-repo/semantics/articleen_US
dc.typearticleen_US
dc.identifier.doi10.1108/IJCHM-05-2021-0645en_US
dc.identifier.issueahead-of-print-
dc.investigacionCiencias Sociales y Jurídicasen_US
dc.type2Artículoen_US
dc.utils.revisionen_US
dc.identifier.ulpgcen_US
dc.contributor.buulpgcBU-ECOen_US
dc.description.sjr2,079
dc.description.jcr6,514
dc.description.sjrqQ1
dc.description.jcrqQ1
dc.description.ssciSSCI
dc.description.miaricds11,0
dc.description.erihplusERIH PLUS
item.fulltextSin texto completo-
item.grantfulltextnone-
crisitem.author.deptGIR Organización y dirección de empresas (Management)-
crisitem.author.deptGIR Organización y dirección de empresas (Management)-
crisitem.author.deptDepartamento de Economía y Dirección de Empresas-
crisitem.author.parentorgDepartamento de Economía y Dirección de Empresas-
crisitem.author.parentorgDepartamento de Economía y Dirección de Empresas-
crisitem.author.fullNameGonzález González,Tamara-
crisitem.author.fullNameGarcía Almeida, Desiderio Juan-
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