Suchergebnisse

AbstractScholars have increasingly considered how to promote employee voluntary pro‐environmental behavior (PEB) in the hospitality industry. This research explores the normative pathway underlying the relationship between perceived corporate social responsibility (CSR) and voluntary PEB among frontline service employees. Guided by social cognitive theory, we suggest that the relationship between perceived CSR and voluntary PEB is mediated by organizational commitment and that this indirect relationship is moderated by moral efficacy. Multisource data from employees and supervisors (N = 221 matched pairs) support our proposed moderated mediation relationship, such that moral efficacy strengthens the positive indirect effect of perceived CSR on voluntary PEB via organizational commitment. This study adds to the literature by providing insights and implications for future research on the emergence of voluntary PEB in the hospitality industry.

Purpose
Building on the social capital theory of career success (SCT), this paper aims to explore how and when newcomers' overqualifications can grant them positions as informal leaders within the workgroup over time.

Design/methodology/approach
The model was tested using a social relations modeling analysis conducted using a three-wave survey with 242 newcomers in Macau.

Findings
The results support the view that relatively qualified newcomers can enjoy social capital advantages in workgroup networks. Newcomers' desired qualifications can grant them positions as informal leaders through leader–member exchange and advice network centrality. These relationships are moderated by relational dissimilarity, such that the benefits of being relatively overqualified will be weakened when relational dissimilarity is high (vs. low).

Practical implications
When assisting overqualified newcomers in integrating into their teams, practitioners shall be aware of the time and resources that new hires require for adjustment, especially when significant newcomer–veteran relational dissimilarity exists.

Originality/value
The present paper challenges the overtly detrimental outcomes of overqualification by highlighting the positive relational implications of being relatively overqualified.