Human Resources
Management
Entrepreneurship
Leadership
24
Scopus Publications
Scopus Publications
Editorial: Employee resilience, volume II José Alberto Martínez-González, Carmen D. Álvarez-Albelo, Urszula Kobylińska, Almudena Barrientos-Báez Frontiers in Psychology, 2026 Employee resilience is defined as the ability to adapt to workplace turbulence and demands while maintaining effective performance by utilizing personal and contextual resources (Britt et al., 2016;Hartmann et al., 2020). It is a dynamic capacity that responds to daily stressors and acts as a mediator between working conditions and job performance (Zhu et al., 2025). Due to its effect on employees' well-being and organizations' capacity to adapt to volatile and uncertain contexts, such as those encountered today, identifying and comprehending the factors that develop or diminish resilience is a highly relevant area of research (King et al., 2016;Hartmann et al., 2020). Furthermore, though resilience can be developed, interventions to strengthen it must be well-designed and targeted at specific risk profiles, highlighting the importance of elucidating its determinants.The studies compiled in this volume contribute significantly to our understanding of these determinants, as well as to interventions to promote employee resilience. The works are organized around three major themes identified in the literature (Galy et al., 2023): individual emotional and cognitive mechanisms; team dynamics and leadership; and organizational conditions. Within the first theme, Zeng et al.'s study of nurses in Chinese tertiary hospitals analyzes how different patterns of emotional laborsurface acting-suppression, deep acting and natural engagementare associated with varying levels of psychological resilience. The authors find that surface acting-suppression is associated with a higher level of resilience, followed by deep acting and then natural engagement. Therefore, resilience is not distributed uniformly among nurses but varies depending on the psychological resources each individual is able to mobilize. Based on these results, the authors propose intervention measures that could be useful in this work context. The work of Liu et al. investigates the effects of time mental accounting on intertemporal decision-making among young workers, and whether these effects operate via time management disposition (TMD) and future self-continuity (FSC). It is found that mental budgeting and loss aversion are positively associated with TMD and FSC. Furthermore, TMD and FSC mediate the effects of time mental accounting on intertemporal choices. In light of these results, exercises of time budgeting, future self-visualization, mentoring, goal review and time-management training could improve young workers' strategic planning capabilities.Turning to the second thematic area, Li and Li explore the cognitive and affective mechanisms through which authentic leadership strengthens resilience. The authors identify role breadth self-efficacy and employee vigor as key mediators within the framework of Cognitive-Affective Theory of Personality. However, employee traditionalism plays a negative moderating role between authentic leadership and employee vigor. These results highlight the importance of recruiting leaders who exhibit positive and authentic behavior, prioritizing the emotional and cognitive well-being of their workers, and taking their level of traditionalism into account when designing measures to foster resilience. Piao and Hahn examine the relationship between safety leadership and employee safety behaviors in China's electricity industry. Their findings confirm that such leadership positively influences safety compliance and participation, with employees' safety knowledge mediating this relationship. Furthermore, the positive effect of safety knowledge on compliance and participation is greater among employees with higher psychological resilience. Therefore, the importance of investing in safety leadership training and implementing interventions to increase workers' resilience is evident. Drawing on Cognitive-Affective Systems Theory, Um et al. explore the relationship between coaching leadership and incremental innovation and employee performance. They investigate the mediating roles of psychological safety (cognitive factor) and positive group affect (emotional factor) in this relationship. Their analysis shows that coaching leadership fosters both incremental innovation and positive group affect. Furthermore, positive group affect links coaching leadership to employee outcomes, while the influence of psychological safety depends on the context. These findings can guide organizations in promoting innovation and workforce performance. Conversely, Li and Hahn demonstrate that narcissistic leadership weakens employee resilience and inhibits innovative behavior in SMEs, with employee resilience acting as a mediating factor in this relationship. They also found that a supportive team environment moderates these negative effects. Therefore, a supportive work environment is important in protecting against the effects of negative leadership and preserving employee resilience and their capacity for innovation.In the third theme, Renk and Sutter review the literature on the relationship between workrelated extended availability, work-family conflict and health outcomes. The reviewed studies show that increased availability is associated with greater work-family conflict and poorer health outcomes. The literature has also identified moderating factors, such as control over workload, greater worker autonomy, and a management style that respects the boundaries between work and family life. Nakamura et al. developed a valid and reliable loneliness scale for the workplace. Their analysis revealed a four-factor structure comprising sense of loneliness, sense of usefulness, emotional connections, and sense of support. Sense of usefulness is a novel addition compared to other scales in the literature. This scale is a valuable tool for designing interventions aimed at reducing stress and promoting employee well-being. In accordance with the Job Demands-Resources model, Scurtu-Tura et al. question the usefulness of generational labels for predicting work engagement in Spain. Specifically, they found that sociodemographic variables such as marital and employment status were stronger predictors of work engagement. This suggests that organizations' HR strategies should prioritize life stage and resource management over generational stereotypes. Consistent with this model, Geisler et al.'s study of municipal social welfare services in Sweden reveals that actively seeking challenges enhances the positive impact of supervisor support on job satisfaction. Furthermore, job crafting aimed at reducing demands does not offset the negative impact of overload or role conflict. The authors interpret these results as evidence that the organizational context greatly limits employees' ability to proactively redesign their work. Therefore, organizations must provide the necessary resources, autonomy and managerial support for such behavior. Finally, the bibliometric study by Ramzuni et al. provides an overview of twenty-five years of research on employee agility, a concept closely associated with adaptability and resilience in the face of change. Their results reveal an evolution from an HR management-centered perspective to a multidimensional view that integrates psychological, organizational, and socio-technological factors. They also highlight some issues addressed in this volume as areas for future research: the role of leadership, the relationship with innovation, and the underrepresentation of the public sector.These findings provide a solid foundation for further understanding of this complex phenomenon, whose relevance is paramount for workers, organizations and academics in today's uncertain times.
Hotel Guest Satisfaction: A Predictive and Discriminant Study Using TripAdvisor Ratings Quiviny Jorge De Oliveira-Cardoso, José Alberto Martínez-González, Carmen D. Álvarez-Albelo Administrative Sciences, 2025 Understanding and promoting guest satisfaction is central to the economic sustainability of the hospitality industry. Satisfaction influences consumers’ booking intentions, hotel choice, loyalty, and the reputation and performance of accommodation establishments. Thus, accurate decision making by hotel managers relies on trustworthy and easily accessible information on the variables that affect guest satisfaction. Nowadays, this information is available through reviews and ratings provided by online platforms, such as TripAdvisor. Indeed, much research into guest satisfaction uses TripAdvisor reviews. However, this study aims to analyse guest satisfaction using only TripAdvisor ratings. These ratings can be more succinct and tractable indicators than reviews. A sample of 118 hotels in Cape Verde and the Azores, two archipelagos belonging to Macaronesia, and a descriptive, predictive, and discriminant methodology are employed for this purpose. Four main results are obtained. First, the rated items on TripAdvisor are consistent with the scientific literature on this topic. Second, TripAdvisor ratings are valid and reliable. Third, TripAdvisor ratings can predict guest satisfaction based on the perceived quality of hotel services. Fourth, there are significant differences in ratings depending on the tourism destination chosen. These results are of interest to researchers, tourists, as well as hotel, destination, and platform managers.
Editorial: Employee resilience José Alberto Martínez-González, Carmen D. Álvarez-Albelo, Urszula Kobylińska Frontiers in Psychology, 2025 Identifying the factors that explain employee resilience is of utmost importance, since greater resilience positively impacts both individual well-being and organizational wellfunctioning. The literature has identified these factors and categorized them into individual, team, and organizational levels. The individual level includes factors such as positive coping, adaptation, realistic optimism, self-efficacy, and emotional intelligence (e.g., Luthans et al., 2007;Sharma and Tiwari, 2023). Regarding the team level, collective resources, cohesive structure, adaptability, learning orientation, positive relationships, adherence to norms, and reliable leadership can promote resilience (e.g., Hartwig et al., 2020;Li and Zhang, 2022). Finally, organizational values and culture, supportive and servant leadership styles, and resource access are crucial factors at the organizational level (e.g., Tvedt et al., 2023;Cai et al., 2024).After about three decades of research, a broad consensus has been reached around three main findings. First, more resilient employees have better performance, satisfaction, and engagement (e.g., Kašpárková et al., 2018). Second, resilience protects against stress, reducing burnout and turnover intentions (e.g., Tonkin et al., 2018;West et al., 2020). Third, interventions designed to enhance what Luthans et al. (2007) defined as Psychological Capital (PsyCap), involving the psychological resources of hope, efficacy, resilience, and optimism, increase resilience at the workplace (e.g., Kuntz et al., 2017;Donaldson et al., 2019).The Research Topic "Employee Resilience" has aimed to improve our understanding of this concept, its antecedents, and outcomes. The six articles published here have contributed significantly to this triple aim. Galy et al. (2023) offer a new conceptualization of resilience at work involving a multilevel, dynamic conceptual approach that encompasses the connection between individual, team, and organizational factors. Their theoretical approach can serve as a basis for future empirical research. 2023) study work and family boundaries and their impact on employee resilience. This issue is critical nowadays with the development of TICs and the emergence of remote working. It has been concluded that firms should respect family boundary flexibility, consider it in career development planning, and establish policies to achieve it. Gojny-Zbierowska (2024) studies the transfer of PsyCap from leaders to employees. She finds that developing employees' perceptions of organizational justice (POJ) improves their PsyCap, and leaders with higher PsyCap can compensate for POJ deficiencies. Moreover, this compensation turns out to be greater for older leaders. 2025) study the conflicting impacts of shared leadership (SLP) on employee resilience. On the one hand, SLP enhances motivation and resilience. On the other, it can lead to employee role overload, which erodes resilience. In this context, organizational goal clarity is crucial, as it amplifies the positive effect of SLP and reduces the negative impact resulting from role overload.Finally, Hu et al. ( 2025) study how employees' strategic goal sight (ESGS) affects their strategic actions. The authors find that ESGS positively influences employee strategic actions, with perceived insider status mediating in this relationship. However, greater openness to personal experience reduces the positive impact of ESGS on perceived insider status and strategic actions. These results can guide managers in enhancing employees' identification with the organization's strategic goals, thus enabling their achievement.
Predicting hotel guest satisfaction using TripAdvisor ratings and the PLS-SEM method Quiviny Jorge De Oliveira-Cardoso, José Alberto Martínez-González, Carmen D. Álvarez-Albelo Cogent Business and Management, 2025 This paper studies hotel guest satisfaction based exclusively on ratings and metrics published on TripAdvisor. The objective is to develop a predictive and causal model that explains such satisfaction based on hotel attributes, room rate, and perceived quality. A sample of 118 hotels with three or more stars and the PLS-SEM methodology are used to achieve this aim. The results show that perceived quality is the main determinant of guest satisfaction. It is found that hotel attributes directly influence room rate, which, in turn, impacts perceived quality. However, neither hotel attributes nor room rate directly affect satisfaction. The proposed model demonstrates high explanatory and predictive power, validating the use of TripAdvisor ratings as a reliable and scientifically consistent source. This study is innovative and contributes to a better understanding and promotion of guest satisfaction. The results have practical implications for hotel management, policy design, consumer decision-making, and the improvement of digital platforms, which help promote the tourism economic sustainability.
Coordination of complementary tourism supply through a destination card: The pursuit of profitability in the presence of a foreign tour operator Carmen D. Álvarez-Albelo, José Alberto Martínez-González Tourism Economics, 2024 A destination card has been widely used by destination management organizations to coordinate the complementary tourism supply. Such coordination, which involves pricing a destination card, is challenging when a foreign tour operator is present. Though the literature shows that cooperative pricing between a destination management organization and a tour operator increases total profits, the most advantageous profit sharing for a destination has not been addressed. With a theoretical model of base and add-on products, this paper identifies the arrangement between a public destination management organization and a foreign tour operator that will accrue the highest profits for a destination. It is found that the most profitable option for a destination is a cooperative agreement in which the foreign tour operator is offered the same profits as a price leader under non-cooperation. This result comes from the fact that non-cooperation entails an unstable situation in which the tour operator is not willing to relinquish price leadership. The findings are of practical interest to help achieve economic sustainability in tourism destinations that rely on foreign tour operators and seek to coordinate their complementary tourism supply.
Should antitrust regulators be wary of inter-firm coordination agreements through a tourism destination card? Carmen D Álvarez-Albelo, José A Martínez-González Tourism Economics, 2024 Inter-firm coordination agreements through a destination card (DC) are a widespread profit-increasing strategy in tourism destinations. Literature on tourism economics argues that this type of coordination increases social efficiency. However, industrial organization studies consider heterogeneous consumers and warn that a DC-type agreement can be welfare impairing. Conflicting views have become an issue for tourism destinations, as collusion is in the crosshairs of antitrust regulators. This paper aims to clarify these contradictory results by developing a duopoly model with heterogeneous tourists. A sensible demand structure is assumed which, unlike previous literature, includes loyal demand segments. A policy prescription is obtained, namely, a DC alliance is welfare enhancing if DC price is equal to or lower than the cost of joint consumption under no coordination. However, a greater total surplus in markets may be accompanied by a reduction in consumer welfare, which differs from the conventional view in tourism economics.
Predicting the Entrepreneurial Behaviour of Starting Up a New Company: A Regional Study Using PLS-SEM and Data from the Global Entrepreneurship Monitor José Alberto Martínez-González, Carmen Dolores Álvarez-Albelo, Javier Mendoza-Jiménez, Urszula Kobylinska Mathematics, 2022 It is essential to understand the variables that explain and predict the behaviour of starting up a new company in a regional context. This study aims to analyse the theoretical basis and predictive potential of the Global Entrepreneurship Monitor (GEM) data, considering the concerns and suggestions of other authors. In addition to an extensive literature review, a PLS-SEM methodology and data on variables and countries from the latest GEM report are used in this study. The results show that GEM reports have a sufficient theoretical foundation for quality studies in this field. In addition, a valid and reliable causal model is designed that includes all personal and contextual GEM variables. The hypotheses of the proposed model are based on the existing causal relationships in the literature, using GEM data in its formulation. The model is comprehensive and practical because it significantly predicts entrepreneurial behaviour, particularly entrepreneurial intention and action. The usefulness of this study is high, both for researchers, practitioners and institutions wishing to understand better and further promote entrepreneurial behaviour at a regional (country) level.
Tourism Marketing Communications José Alberto Martínez-González, Parra-López Eduardo Encyclopedia of Tourism Management and Marketing Volume 1 4, 2022 The Encyclopedia of Tourism Management and Marketing is, quite simply, the definitive reference work in the field. Carefully curated by leading tourism scholar Dimitrios Buhalis, this is the largest tourism management and marketing ontology that has ever been put together and offers a holistic examination of this interdisciplinary field This is a 4-volume set. Volume 1 contains entries A–D, Volume 2 contains entries E–I, Volume 3 contains entries J–R and Volume 4 contains entries S–Z. Page numbers start from 1 in each volume.
Tourism Industry José Alberto Martínez-González, Eduardo Parra-López Encyclopedia of Tourism Management and Marketing Volume 1 4, 2022
Customer Behaviour José Alberto Martínez-González, Eduardo Parra-López Encyclopedia of Tourism Management and Marketing Volumes 1 4, 2022
Service Marketing Mix Eduardo Parra-López, José Alberto Martínez-González Encyclopedia of Tourism Management and Marketing Volume 1 4, 2022
Consumer Loyalty José Alberto Martínez-González, Eduardo Parra López Encyclopedia of Tourism Management and Marketing Volumes 1 4, 2022
