Wen-Long Zhuang

Purpose: This paper aims to investigate the effects of perceived supervisor support and interpersonal relationships on hospitality interns' internship satisfaction, and to explore the moderating role of perceived career readiness in these relationships. Design/methodology/approach: The sample consisted of students from the hospitality management department at a university who had internship experience in the hospitality sector. The internship sites included Taiwanese hotels and restaurants. In total, 147 questionnaires were distributed using convenience sampling, yielding 140 valid responses (response rate: 95.24%). Findings: The results indicated that (1) both perceived supervisor support and interpersonal relationships positively influenced interns' internship satisfaction. (2) Perceived career readiness negatively moderated the association between interns' interpersonal relationships and their internship satisfaction. Originality/value: This study applies social identity theory to examine how perceived supervisor support, interpersonal relationships, and perceived career readiness influence internship satisfaction. Unlike previous research, it offers a theoretical perspective to better understand interns' motivations and psychological needs in the hospitality context.

Purpose: This work seeks to examine the impact of mentorship between visiting teachers and interns on the interns’ job choice intention in the hospitality industry after graduation. Additionally, the study explores whether internship satisfaction, encompassing satisfaction with internship courses and organizations, moderates the connection between mentorship and interns’ job choice intention within the hospitality industry after graduation. By understanding these dynamics, the study seeks to provide valuable insights into how mentorship and internship experiences influence career decisions in the hospitality sector. Design/methodology/approach: The study used convenience sampling to distribute 179 questionnaires to off-campus interns at a central Taiwan university, all of which were returned. Confirmatory factor analysis assessed composite reliability, discriminant validity and convergent validity, while multiple regression analysis was used to evaluate the hypotheses. Findings: The analysis results indicate that mentorship positively influences interns’ job choice intention in the hospitality sector after graduation. However, this relationship is negatively moderated by their satisfaction with the internship course and positively moderated by their satisfaction with the internship institution. Originality/value: It is important to emphasize that visiting teachers serve as mentors for interns – a role that has not been explored in sufficient depth within the context of the hospitality industry. As mentors, they should focus on building supportive relationships, providing constructive feedback when interns face varying levels of satisfaction with internship courses and institutions and setting examples of professional behavior to enhance their job choice intention within the hospitality industry.

Sustainability is a universal value of running a business. This study examines the influence of workplace friendships among hotel staff on their intention to leave, while considering the moderating effect of psychological contract violation. The sample group of the questionnaire is the employees in the five-star hotels in Taiwan. This study employs the purposive sampling method to collect questionnaires. For this research, 450 questionnaires were handed out to hotel staffs, with 150 questionnaires distributed, respectively, in Northern, Central, and Southern Taiwan. A total of 368 valid questionnaires were collected, resulting in an effective response rate of 81.78%. The results indicate that: (1) Friendship opportunities and friendship prevalence can significantly decrease workers’ intention to leave their jobs; (2) Psychological contract violation moderates the negative influence of friendship opportunity/friendship prevalence on one’s intention to leave. Finally, the paper proposes theoretical implications, practical implications and future research directions in accordance with the findings.

The purpose of this paper is to investigate the influence of mentoring functions on expatriate voice in multinational enterprises and whether job security plays a mediating role in this relationship. In total, 300 questionnaires were distributed in this study. Of the 173 responses received, 8 invalid questionnaires were excluded and 165 valid questionnaires were analysed. The effective questionnaire recovery rate was 55.00%. The results revealed that the stronger the psychosocial support function, the role modelling function and the career development provided by the mentor, the more would be the expatriate voice behaviour. Furthermore, the psychological support, role model characteristics and career development guidance affect the expatriate voice behaviour through the mediation of job security. Few studies have focussed on the influence of expatriate mentoring functions and job security on expatriate voice. Furthermore, whether the mentoring function affects the job security of expatriates is unknown. The objective of this study is to fill this gap in the literature.

This study explores the effect of thriving at work on expatriate performance and determines whether the paternalistic leadership of the local supervisor in a host country moderates this relationship. Convenience sampling was adopted. In total, 300 questionnaires were distributed, and 182 responses (20 invalid and 162 valid) were returned (effective questionnaire recovery rate = 54.00%). A regression model was applied to examine the causal relationship between thriving at work and expatriate performance and the moderating effect of paternalistic leadership. The analysis results indicated that more obvious learning and vitality characteristics were associated with higher task and contextual performances among expatriates. Furthermore, host country supervisors’ moral leadership moderated the relationship between expatriate task performance and both learning and vitality. Moreover, host country supervisors’ authoritarian leadership moderated the relationship between learning and expatriate task performance. Finally, host country supervisors’ authoritarian leadership moderated the relationship between vitality and expatriate contextual performance. Theoretically, this study is expected to fill the research gap in the expatriate literature pertaining to expatriate performance, thriving at work, and paternalistic leadership, because the relevant expatriate literature is quite lacking in this area. In practice, this study can be used as a reference by multinational corporations to create or shape a supportive employment environment, thereby enhancing expatriate performance.

This study explores the effect of paternalistic leadership (moral leadership, benevolent leadership, and authoritarian leadership) on hotel employees’ voice behavior and the moderating role of organizational identification. This study samples employees of five-star hotels in northern, central, and southern Taiwan. Purposive sampling is used to distribute 450 questionnaires: 150 in northern Taiwan, 150 in central Taiwan, and 150 in southern Taiwan. The number of valid questionnaires was 359, and the effective questionnaire recovery rate was 79.78%. The analysis results indicate that (1) supervisors’ moral leadership negatively affects hotel employees’ voice behavior, (2) supervisors’ benevolent leadership positively affects hotel employees’ voice behavior, (3) supervisors’ authoritarian leadership negatively affects hotel employees’ voice behavior, (4) organizational identification moderates the relationship between moral leadership and voice behavior, (5) organizational identification moderates the relationship between benevolent leadership and voice behavior, and (6) organizational identification moderates the relationship between authoritarian leadership and voice behavior. This study also proposes managerial implications based on the analysis results. This research attempts to make contributions to the literatures of hospitality and tourism.