Empowering Employee Engagement: The Efficacy of Sports Activities as Stress Coping Mechanisms / Potenciar el compromiso de los empleados: la eficacia de las actividades deportivas como mecanismos para afrontar el estrés

The significance of staff engagement in organisational performance lies in the enhanced efficiency and job satisfaction experienced by engaged individuals. Sports activities have been acknowledged as effective methods for enhancing employee involvement in the workplace. These endeavours not only enhance athletic motivation but also foster a sense of teamwork, leading to a more cohesive work environment. In addition, these programmes aid in promoting the physical well-being of employees by offering stress management techniques that have the potential to enhance overall health and performance. Hence, the objective of this research is to examine the impact of athletic activities on staff engagement, specifically focusing on sports motivation and engagement, team collaboration, and the physical fitness of employees as mechanisms for managing stress. The data has been gathered from the workforce in Saudi Arabia. The researcher employed an online survey methodology. The findings of the study indicate a significant and positive correlation between sports motivation and increased staff engagement. This correlation is accompanied by notable improvements in athletic motivation and team cooperation, which serve as effective strategies for enhancing job engagement. Nevertheless, the effectiveness of sports activities in promoting employee engagement is contingent upon factors such as the industry, organisational culture, and demographic composition. The limited consideration of contextual aspects in previous research has resulted in a constraint on the generalizability of findings to various organisations.(AU)

Are Coastal Hotels Ready for Climate Change? The Case of Alexandria, Egypt.

Climate change casts a shadow on the tourism industry in Egypt in general, and on coastal hotels in particular, as the coastal areas of Egypt have been classified as the most vulnerable to climate change in the Middle East. As such, mitigating the negative impacts and threats of climate change requires an assessment of the vulnerability of coastal hotels and the extent to which adaptation measures are applied. Accordingly, this study applied a hybrid methodology to achieve three main objectives. First, to evaluate Alexandria's vulnerability to future climate change (at the destination level) by analyzing the recent climatic trends and expected scenarios. Second, to assess the vulnerability of Alexandria's coastal hotels to climate change (sector level) using satellite images, aerial mapping, remote sensing, and geographic information systems (GIS). Third, to explore how coastal hotels are adapting to the risks of climate change using the four business-focused adaptation measures (i.e., technical, managerial, policies, and awareness-raising). The findings of the study revealed and confirmed that the hotel sector in Alexandria is threatened by sea level rise (SLR). Four hotels are at risk of inundation, and the extent of hotels at risk will increase with future scenarios of SLR. On the other hand, the results of examining the adaptation measures of 36 hotels indicated that the scope of the adaptation measures differed significantly between hotels due to factors such as hotel category, size, duration of operation, and EMS status, but overall, the scope of application was more comprehensive and varied than expected. Technical adaptation measures were the most common and applied by the majority of hotels in Alexandria. The results of this study should help figure out what adaptation measures coastal hotels should take and show policymakers where they should focus their adaptation efforts.

You Really Affect Me: The Role of Social Influence in the Relationship between Procedural Justice and Turnover Intention.

This research aims to test the impact of procedural justice on employees' turnover intention via their intention to stay or give up their positions by putting social influence in the spotlight as a mediating variable. Although the topic dealing with the relationship linking organizational justice to turnover intention has taken some wrinkles, there has been no published research, to the best of researchers' knowledge, that integrates social influence as a mediating variable between the aforementioned relationships. A questionnaire survey was administered to 558 employees working in a renowned banking institution located in the capital city of Tunis, Tunisia. Structural equation modeling (SEM) results using AMOS software, IBM, version 23, showed that social influence partially mediated the relationship between procedural justice and turnover intention. More specifically, procedural justice has a significant negative effect on turnover intention (ß = −0.30, p < 0.01) and a significant positive effect on social influence (ß = +0.54, p < 0.01), which will have a significant positive effect on turnover intention (ß = +0.91, p < 0.01). The results confirm that procedural justice is necessary for any organization; however, it is not enough to eliminate the turnover intention, especially with the presence of social influence. Social influence alters the judgments of those caught in its nets. This intangible aspect and power is even more enigmatic and harmful, which can lead to a change in cognitive references and behaviors. Social influence heavily affects the spontaneity of individuals and they became subject to dominant forces, which has to be properly controlled by management.

I Trust You: Does This Matter in the Relationship between Sexual Harassment, Continuous Commitment and Intention to Leave among Young Female Healthcare Professionals?

This research examines the direct influence of sexual harassment by superiors on subordinates' young female trust in their superiors. The research also examines the mediating role of trust in the relationship between sexual harassment and continuous commitment as well as intention to leave. For this purpose, a pre-tested questionnaire survey was self-dropped and collected by the research team to young female professionals, who are in their early career (within five years of their career), in public hospitals in the cities of Tunis, Sfax and Sousse, Tunisia. The results were analyzed using SPSS and AMOS. The results of structural model, interestingly, showed no significant effect of sexual harassment by superiors on their subordinates' trust. Hence, trust in superiors has no mediating role in the relationship between sexual harassment and continuous commitment as well as intention to leave. However, sexual harassment by superiors was found to directly and positively influence young female professionals' intention to leave the job. Additionally, trust in superiors was found to negatively influence both young female professionals' continuous commitment and their intention to leave. The results have certain theoretical and managerial implications, particularly in relation to young female professional in the healthcare sector, which is vital for Tunisia and every country.