Purpose

The purpose of this paper is to develop and test a research model that explores the interrelationships of employee recognition, job embeddedness (JE), knowledge sharing, service orientation and abusive supervision. Specifically, the model proposes that JE mediates the impact of recognition on knowledge sharing and service orientation, while abusive supervision moderates the indirect influence of recognition on knowledge sharing and service orientation via JE. The model also proposes that JE and knowledge sharing mediate the link between recognition and service orientation in a sequential manner.

Design/methodology/approach

Data were gathered from restaurant frontline employees in three waves in Ghana. The hypothesized links were gauged via structural equation modeling using Mplus 7.4.

Findings

The vast majority of the hypothesized relationships were supported by the empirical data. Specifically, JE mediated the impact of recognition on knowledge sharing and service orientation. JE and knowledge sharing sequentially mediated the impact of recognition on service orientation. Abusive supervision moderated the positive effect of recognition on JE and JE on knowledge sharing such that the effects were stronger among frontline employees with low levels of abusive supervision. In addition, abusive supervision moderated the indirect effect of recognition on knowledge sharing through JE. On the contrary, abusive supervision did not significantly moderate the linkage between JE and service orientation. This is also true for abusive supervision as a moderator of the indirect influence of recognition on service orientation via JE.

Practical implications

Management should not only focus on financial rewards but also consider non-financial rewards such as employee recognition. This is what is overlooked among practitioners. Therefore, restaurant managers/supervisors should use recognition mechanisms such as certificate of appreciation, plaque of honor and/or oral praises wherever possible to trigger employees’ JE, knowledge sharing and service orientation. Restaurateurs should also arrange training programs for supervisors to make them avoid practicing abusive supervision that would erode JE and knowledge sharing.

Originality/value

Evidence about the organizationally valued consequences of employee recognition in the hospitality literature is sparse. With this realization, this paper advances the current knowledge by gauging JE as a mediator between recognition and knowledge sharing and service orientation. Unlike other empirical pieces, JE and knowledge sharing as the sequential mediators of the effect of recognition on service orientation are tested. This paper advances the current knowledge base by assessing abusive supervision as a moderator concerning the previously mentioned linkages. This paper also contributes to the literature by gauging abusive supervision as a moderator of the indirect impact of recognition on knowledge sharing and service orientation via JE.

中文翻译：

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员工认可对餐厅员工工作嵌入、知识共享和服务导向的影响：滥用监督作为调节因素

目的

本文的目的是开发和测试一个研究模型，探索员工认可、工作嵌入（JE）、知识共享、服务导向和虐待监督之间的相互关系。具体而言，该模型提出JE介导认可对知识共享和服务导向的影响，而滥用监督通过JE调节认可对知识共享和服务导向的间接影响。该模型还提出 JE 和知识共享以顺序方式调解识别和面向服务之间的联系。

设计/方法论/途径

数据是从加纳的餐厅一线员工分三波收集的。使用 Mplus 7.4 通过结构方程建模来衡量假设的联系。

发现

绝大多数假设的关系都得到了经验数据的支持。具体来说，JE 调节了认可对知识共享和服务导向的影响。JE和知识共享依次调节了认可对服务导向的影响。滥用监督调节了对 JE 的认可和 JE 对知识共享的积极影响，使得滥用监督水平较低的一线员工的影响更强。此外，滥用监督调节了认可对通过 JE 进行知识共享的间接影响。相反，滥用监管并没有显着调节 JE 与服务导向之间的联系。对于通过 JE 来间接影响认可对服务导向的调节作用的滥用监督来说也是如此。

实际影响

管理层不仅应关注财务奖励，还应考虑员工认可等非财务奖励。这是修行者所忽视的。因此，餐厅经理/主管应尽可能使用感谢状、荣誉牌匾和/或口头表扬等认可机制来引发员工的JE、知识共享和服务导向。餐馆老板还应该为主管安排培训计划，使他们避免滥用监督，从而损害乙脑和知识共享。

原创性/价值

在酒店业文献中，关于员工认可对组织价值影响的证据很少。有了这种认识，本文通过将 JE 视为识别、知识共享和服务导向之间的中介来推进当前的知识。与其他实证研究不同，JE 和知识共享作为识别对服务导向的影响的顺序中介变量进行了测试。本文通过评估滥用监管作为前面提到的联系的调节因素来推进当前的知识库。本文还通过衡量滥用监督作为通过 JE 认可对知识共享和服务导向的间接影响的调节因素，为文献做出了贡献。