This study applied social network theory to investigate the factors influencing expatriate social networks and the consequences of expatriate social networks in China. Based on analysis of 171 Taiwanese expatriates in China, this study found that core self-evaluations and extraversion are significant for expatriates in developing expressive and instrumental ties with host country nationals. Moreover, job autonomy assists expatriates in developing instrumental ties with host country nationals. The expressive and instrumental ties of expatriates with host country nationals are significant for overseas adaptation. Finally, instrumental ties with host country nationals are significant for expatriate job performance.

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.

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.

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.

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.