How Cultural Intelligence Facilitates Employee Voice in the Hospitality Industry

Drawing upon person-environment fit, specifically demands–abilities fit, this paper examines the impact of hospitality employees’ cultural intelligence (CQ) on their voice behavior and job satisfaction. Data were collected from domestic contact employees working for restaurants in three major cities...

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Bibliographic Details
Published inSustainability Vol. 15; no. 11; p. 8851
Main Authors Yuan, Lu, Kim, Hyun Jeong, Min, Hyounae (Kelly)
Format Journal Article
LanguageEnglish
Published Basel MDPI AG 31.05.2023
Subjects
Behavior
Communication
COVID-19
Cultural differences
Customer services
Employees
Food service employees
Hospitality industry
Hypotheses
Intelligence
Job qualifications
Job satisfaction
Mediation
Metacognition
Multiculturalism & pluralism
Pandemics
Sustainability
Vocational qualifications
Voice
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Summary:Drawing upon person-environment fit, specifically demands–abilities fit, this paper examines the impact of hospitality employees’ cultural intelligence (CQ) on their voice behavior and job satisfaction. Data were collected from domestic contact employees working for restaurants in three major cities in the United States. The results of the PLS-SEM model show that CQ has a positive effect on employees’ voice behavior through self-efficacy. Further, CQ has a positive effect on job satisfaction through a sequential mediation of self-efficacy and voice. This study contributes to the CQ and voice literature, utilizing CQ as a person’s ability to meet job requirements. This study also has important practical implications for hospitality practitioners who depend on employee voice for the success of organizations in today’s ever-changing global environment.
ISSN:2071-1050
2071-1050
DOI:10.3390/su15118851