Pedro Pinheirinho Coelho

Purpose: As information technology becomes more ubiquitous in the workplace, it becomes increasingly important to understand how employees' experiences with these technologies impact their well-being and turnover intention. Technostress, the inability to relate to new technologies in a positive way, has been studied as a cause of turnover, but these studies tend to ignore the possibility of turnover intention also leading to heightened feelings of technostress. Design/methodology/approach: The present study aimed to assess the relationship between technostress, well-being and turnover intent (TI) among a sample of 428 workers, through both a top-down (mediation) and a bottom-up (network analysis) methodology. Findings: Results coincided with previous models of turnover, indicating that turnover intention usually results from reduced workplace well-being, originating from technostress. Yet, network analysis showed that TI had a significant relationship with both technostress and well-being, indicating that a positive feedback loop might be present in this process. The results highlight the importance of constant training in information technology to maintain worker well-being and reduce turnover. Originality/value: This is the first paper to compare mediation with network analysis within TI. Beyond identifying cyclical effects, the paper identifies how different elements of technostress affect TI and the pathways through which this association is established.

Purpose: This study aims to synthesise the empirical evidence on job crafting in hospitality, focusing on its antecedents, mediators, moderators and outcomes. Design/methodology/approach: Through the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines, 27 empirical studies were examined, which were published in peer-reviewed journals between 2001 and 2024, in English and addressing job crafting among hospitality workers. Searches were conducted in Scopus and Web of Science, using thematic analysis to identify key themes and sub-analyses by employee roles. Findings: Job crafting was positively related to job satisfaction and performance. It mediated the association between leadership styles, job characteristics, employee and customer behaviours and job satisfaction and performance. Sub-analyses revealed that frontline employees benefit from task and cognitive crafting, while managers excel in relational crafting. Emotional exhaustion persists in low-support contexts. Research limitations/implications: The geographical concentration and predominance of cross-sectional designs limit the generalisability of findings. Future research should use mixed-methods approaches and robust designs, focusing on under-represented regions. A proposed research agenda addresses emerging dynamics, e.g. artificial intelligence integration and workforce precarity. Practical implications: Hotel establishments should create interventions that allow leaders to develop workers’ job crafting skills, which would foster job satisfaction and performance. Originality/value: This review presents the nomological network of job crafting in hospitality, presenting its antecedents, mediators, moderators and outcomes. These constructs were aggregated into different categories depending on their nature. Also, it proposes a research agenda contextualised to hospitality’s dynamic environment.