Moderator effects
A number of multi-group models were specified to examine how construct
relationships might be affected according to respondent group membership (i.e.
older/younger, full-time/part-time, moderate/high work values). Not all of the
multi-group models demonstrated sufficiently good model fit to produce
conclusive findings. Conclusive findings from the moderator analyses are that:
the construct relationships in Model 2 are not moderated by:
o age
o full- /part-time work status
o respondent origin
o length of service
o degree of supervisor contact or
o employee work values.
For Model 5b, the only conclusive finding is that the construct relationships are
not moderated by respondent age.
The only grouping variable that was indicated as moderating construct
relationships (in both Model 2 and Model 5b) was ‘respondent perception of
adequacy of information provision’. However, less than satisfactory model fit
means that this finding cannot be regarded as conclusive.
In terms of implications for practice, these findings suggest that organisations do
not have to tailor interventions (empowerment strategies or leader training) to
accommodate different workplace groups. Further research is, however, required
to strengthen the current findings with regard to how relationships might be
moderated by adequacy of information provision. Uptake of information and/or
perceptions of adequacy of information provision could be influenced by a number
of organisational (e.g. communication strategy), leadership (e.g. leader
effectiveness as communicator) and individual (e.g. organisational commitment)
factors.
Efforts to relate ‘adequacy of information provision’ (and ‘job knowledge’, the
phrase that was identified in Table 2 - 6 and gave rise to the inclusion of this
variable in the research) to the wider hospitality management literature revealed
that little research has been carried out into adequacy of information provision
related to how employees should carry out their work duties.