Chun-Han Lee

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.

Purpose: The purpose of this paper is to examine the relationship between regulatory foci and expatriate adjustment and further compares the differences in the aforementioned relationship between promotion focus and prevention focus.Design/methodology/approach: This study adopts a convenient sampling method to survey expatriates who work for multinational enterprises and have been expatriated for at least six months.Findings: Based on an analysis of 158 Taiwanese expatriates in Mainland China, Thailand, India, Saudi Arabia, and so forth, this study found that promotion focus was positively related to the expatriates’ office interaction adjustment and work adjustment; and prevention focus was positively related to the expatriates’ general adjustment, office interaction adjustment, and work adjustment. Moreover, expatriates’ prevention focus accounted for more variance in the expatriates’ general adjustment, office interaction adjustment, and work adjustment than did that of expatriates’ promotion focus.Originality/value: Personality traits are regarded as among the most important antecedents of expatriate cross-cultural adjustment. This study suggests that expatriates’ regulatory foci could perhaps explain their adjustment issues in the host country. However, it seems no study has explored the role played by expatriates’ regulatory foci in expatriate adjustment.