Occupational Well-Being Role for Enhancing Employee Motivation, Creativity, and Organizational Reputation in Tourism and Hospitality

Ali, Nehal Hassan; Azer, Ayda Fayez Saber; Ebrahim, Ahmed Mohamed

doi:10.21608/sis.2025.394385.1199

Occupational Well-Being Role for Enhancing Employee Motivation, Creativity, and Organizational Reputation in Tourism and Hospitality

Document Type : Original Research

Authors

¹ Lecturer at tourism studies department, Higher Institute for Tourism and Hotels- Badr city

² Lecturer at hospitality administration department, Higher Institute for Tourism and Hotels- Badr city

³ Lecturer at tourism studies department, Higher Institute for Tourism and Hotels- King Mariout, Alexandria

10.21608/sis.2025.394385.1199

Abstract

Employee performance has a direct impact on service quality, customer happiness, and institutional reputation in the fiercely competitive and customer-focused tourism and hotel sector. Enhancing employee engagement, excitement, and creativity—all of which are essential for providing outstanding visitor experiences and encouraging innovation—is largely dependent on job well-being.
This study examines the role of occupational well-being in enhancing employee motivation and creativity, and how these factors collectively influence the reputation and attractiveness of organizations in the tourism and hospitality sector.
Drawing on a sample of 397 employees from various job positions and experience levels, the study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) via Warp PLS 8 to assess both the measurement and structural models. The findings reveal that job well-being significantly and positively influences both employee motivation and creativity. Moreover, both motivation and creativity serve as mediators in the relationship between job well-being and organizational reputation and attractiveness. The measurement model demonstrated strong internal consistency, convergent validity, and discriminant validity. Structural model results confirmed the explanatory and predictive power of the model, with R² values ranging from 0.237 to 0.544 and Q² values indicating acceptable to strong predictive relevance. These findings underscore the strategic importance of fostering occupational well-being as a pathway to enhancing employee engagement and sustaining a positive organizational image in the competitive tourism and hospitality landscape.

Keywords