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This paper studies the influence of proactive personalities of hotel employees on their silence behavior and tests the moderating effect of psychosocial support, career development, and role modeling functions (namely mentoring functions). The sample comprises employees in 5-star hotels in Taiwan who are willing to participate in the study. Purposive sampling is employed and 450 questionnaires are distributed to hotel employees. The number of useful questionnaires is 373. The results indicate that proactive personality negatively influences employee silence; the career development function moderates the influence of proactive personality on employee silence; the psychosocial support function moderates the influence of proactive personality on employee silence; and the role modeling function moderates the influence of proactive personality on employee silence. The results of our analysis fill the research gap in the hospitality literature regarding the influences of proactive personality and mentoring functions on hotel employees' silence behavior. • Proactive personality (PP) negatively impacts employee silence behavior (ESB). • Career development function moderates the impact of PP on ESB. • Psychosocial support function moderates the impact of PP on ESB. • Role modeling function moderates the impact of PP on ESB. [ABSTRACT FROM AUTHOR]

This paper investigates the influence of hotel employee's thriving at work (including learning and vitality) on their service performance, and explores how leader-member exchange (LMX) moderates this influence. The sampling object of the questionnaire is the employees of 5-star hotels in the north, central, and south of Taiwan who are willing to answer the questionnaires. Purposive sampling is employed. In total, 900 surveys were disseminated throughout Taiwan., including 300 each in the north, central, and south. Out of these, 657 acceptable surveys were collected, resulting in a 73% response rate. The research findings show that: (1) learning positively affect service performance; (2) vitality positively affect service performance; (3) LMX negatively moderates the influence of learning on service performance; (4) LMX negatively moderates the influence of vitality on service performance. At last, the paper proposes managerial implications and subsequent recommendations derived from the research findings. • leader-member exchange = LMX. • Hotel employees' learning has a positive influence on their service performance. • Hotel employees' vitality has a positive influence on their service performance. • LMX moderates the influence of hotel employees' learning on service performance. • LMX moderates the influence of hotel employees' vitality on service performance. [ABSTRACT FROM AUTHOR]

The purpose of the study is to establish a scale for Chinese leisure literacy. One investigation and two surveys are conducted in the scenic areas of Taiwan and China. For initial item generation, the investigation includes 60 in-depth interviews by semi-structured questions. To refine the measurement scale, the first survey of 786 respondents was utilized by exploratory factor analysis. For scale verification, the second survey interviews 1121 respondents for validity assessment by confirmatory factor analysis. This study finds that leisure literacy has 5 dimensions, including leisure knowledge, leisure skills, leisure cognition, leisure behavior, and Taoist/Confucianist state-of-mind. This study also finds that, as influenced by Taoism/Confucian culture, a Taoist/Confucianist state-of-mind is valued over leisure knowledge, leisure cognition, and leisure behavior; in different cultural backgrounds, the cultivations of individuals' leisure literacy may differ. Accordingly, the study provides reference for the implementation of leisure education and leisure activities. • Chinese leisure literacy includes 5 dimensions (5Ds). • 5Ds are leisure knowledge, leisure skills, leisure cognition, leisure behavior and Taoist/Confucianist state-of-mind. • Chinese leisure literacy is influenced by Confucian and Taoism culture. • Chinese leisure literacy values more sophisticated state of mind compared with western leisure concept. • The cultivations of Chinese individuals' leisure literacy differ in different cultural backgrounds. [ABSTRACT FROM AUTHOR]

Abstract This study explores the impact of travel agency employees' resilience on their intention to leave and work engagement, and simultaneously examines whether abusive supervision moderates the aforementioned relationships. There is a clear research gap on this subject in the tourism and hospitality literature regarding the moderating affects of abusive supervision on the relationships between resilience, intention to leave and work engagement. The survey was conducted in 18 travel agencies in Taiwan. Of the returned samples, 459 questionnaires were complete. Multiple regression analyses are used to test the four hypotheses of this study. The results indicate that travel agency employees' resilience can reduce their intention to leave and enhance their work engagement. Also, abusive supervision has a moderating affect on the relationship between resilience and intention to leave. Implications for managers of travel agency, theoretical contribution of the paper and suggestions for future research regarding travel agency employees are discussed. Highlights • Travel agency employees' resilience can reduce their intention to leave. • Travel agency employees' resilience can enhance their work engagement. • Abusive supervision has a moderating effect between resilience and intention to leave. [ABSTRACT FROM AUTHOR]

This study intends to explore the moderator of work–family conflict on the relationship between leader–member exchange and relative deprivation, and simultaneously examine the impact of relative deprivation on employees' behavior (including effort behavior and service sabotage). Questionnaire survey was conducted in 14 international tourist hotels in Taipei. Of the returned sample, 379 questionnaires are effective. The result indicates that high quality leader–member exchange relationship has negative impact on employees' relative deprivation. Also, relative deprivation has significant impact on effort behavior, and service sabotage. Furthermore, work–family conflict is found to have moderating effect on the relationship between leader–member exchange and relative deprivation. This study fills the research gap in the hospitality literature regarding the effect of work–family conflict on the relationships among leader–member exchange, employees' relative deprivation, and work behaviors. It also sheds the light on work–family conflict literature by extending leader–member exchange theory to leader–employee relationship. [ABSTRACT FROM AUTHOR]

In this study, the relationship between the Dark Triad (Machiavellianism, psychopathy, and narcissism) personality traits and voice behaviour of hotel employees, with the moderating effect of intention to leave, was investigated. A purposive sampling method was used with employees of five-star hotels in Taiwan. The total number of questionnaires distributed was 450, with 150 each in the northern, central, and southern regions of Taiwan. The number of valid questionnaires was 336, and the valid questionnaire return rate was 74.67 %. Analysis demonstrated that (1) Machiavellianism is positively related to voice behaviour; (2) psychopathy is negatively related to voice behaviour; (3) narcissism is positively related to voice behaviour; (4) intention to leave moderates the relationship between Machiavellianism and voice behaviour; and (5) intention to leave moderates the relationship between psychopathy and voice behaviour. Implications for management and recommendations for follow-up investigations are proposed based on the research results. • Hotel employees with high Dark Triad (DT) are more likely to make suggestions. • Intention to leave is a moderator of hotel employees' DT & voice behaviour. • DT is 3 negative personality traits of Machiavellianism, narcissism & psychosis. [ABSTRACT FROM AUTHOR]

This study investigates the benefits of mentoring functions to repatriate adjustment, and explores whether core self-evaluation (CSE) moderates the aforementioned relationships. Analytical results from 277 repatriates are summarized as follows: (1) the stronger the home country mentors’ role modeling function is, the better the repatriates’ interaction adjustment and work adjustment will be; (2) the stronger the home country mentors’ career development function is, the better the repatriates’ general adjustment will be; (3) repatriates’ CSE positively moderates the relationship between home country mentors’ role modeling function and repatriates’ office interaction adjustment, home country mentors’ role modeling function and repatriates’ work adjustment. [ABSTRACT FROM AUTHOR]

• In hospitality organizations, enhancing positive work behavior and minimizing negative ones should always be on the top agenda of managers. • Study results confirm that frontline employees will exhibit stronger positive effort behavior when their promotion focus and prevention focus are stronger. • Managers should pay closer attention to developing and communicating the linkage (if-then rules) between a given task and an expected gain. • Study results indicate that prevention-focused employees are significantly and negatively correlated to social loafing. • Employees' orientation to regulatory focus is not a static personality trait but a choice based on their cognitive understanding of the causation. This study aimed to explore the impact of regulatory focus on employees' effort behavior and social loafing in the context of international tourist hotels. The moderating effect of leader–member exchange on this causal relationship was also examined. Data were analyzed using a regression model of 708 valid responses obtained from frontline employees working in five-star international hotels. The results reveal that regulatory focus is positively related to effort behavior and partially supports social loafing. Leader–member exchange moderates the relationship between promotion focus and effort behavior as well as between prevention focus and effort behavior. These findings provide managerial implications for hotel managers in regard to predicting positive work behavior and minimizing negative behavior in the workplace. [ABSTRACT FROM AUTHOR]

• Workplace friendship (WF) negatively affects the workplace deviance behaviour (WDB) of hotel employees. • Organisational identity (OI) moderates the relationship between WF and WDB of the hotel employees. • WF includes friendship opportunities and friendship prevalence. • WDB includes production deviance, political deviance, property deviance, and personal aggression. This study aims to explore the effect of friendships at workplaces (including friendship opportunities and friendship prevalence) on the workplace deviance behaviour (including production deviance, political deviance, property deviance, and personal aggression). This study included an examination of organisational identification for moderating relationships. The surveyees were employees and supervisors in five-star hotels in Taiwan who were willing to cooperate with the survey; each supervisor managed ten employees. A purposive sampling method, a non-probability sampling method, was employed. A total of 600 employee questionnaires were distributed, and the number of valid questionnaires was 357. The results reveal the following: (1) the friendship opportunities and friendship prevalence of hotel employees negatively influenced production deviance and (2) friendship prevalence of hotel employees negatively influenced political deviance, property deviance, and personal aggression. Moreover, organisational identification moderates the relationship between hotel employees' workplace friendship and deviance behaviour. Management implications and follow-up suggestions are proposed based on the study results. [ABSTRACT FROM AUTHOR]

This research investigates the impact of hotel employees' core self-evaluations on their service effort and service sabotage behaviors. Included is examination of leader-member exchange moderating relationships. The study was conducted with the participation of employees of eight Taiwanese five-star hotels. Convenience sampling was used in obtaining data from 295 employees. Analysis using regression based methods shows that (1) stronger employee core self-evaluations are associated with higher service effort; (2) stronger employee core self-evaluations are negatively related to service sabotage; (3) leader-member exchange moderates the relationship between employee core self-evaluations and service effort; and (4) leader-member exchange moderates the relationship between employee core self-evaluations and service sabotage. Implications for managerial practice, research limitations and future research directions are discussed. • The stronger the employees' core self-evaluations are, the more their effort behavior will be. • The stronger the employees' core self-evaluations are, the fewer their service sabotage will be. • Leader-member exchange moderates the relationship between employee' core self-evaluations and effort behavior. • Leader-member exchange moderates the relationship between employee' core self-evaluations and service sabotage. [ABSTRACT FROM AUTHOR]