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Purpose Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior, as well as the mediating effect of perceived organizational support. Design/methodology/approach Hypotheses are tested using two-phase survey data collected from 398 dyads of employees and their immediate supervisors from 26 (three-to-five star) hotels in Taiwan. Findings The hierarchical linear modeling results suggest that perceived organizational support mediates the relationship between perceived supervisor support and organizational citizenship behavior. These findings indicate that supervisors’ organizational embodiment positively moderates the relationship between perceived supervisor support and perceived organizational support, which, in turn, mediates the interaction between perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior. Research limitations/implications This is the first study to examine the moderating role of supervisors’ organizational embodiment in hospitality domain. In high or low supervisors’ organizational embodiment context, hotels are supposed to assign representative managers that could strengthen the efficiency of perceived supervisor support. Finally, employees will perceive organizational support and then lead to employee organizational citizenship behavior. Originality/value Previous research indicates that perceived organizational support positively impacts various employee outcomes. However, the antecedents and psychological mechanisms of perceived organizational support are still not well understood. This research intends to fill these gaps in the literature.

This study examines the relationship of mentoring functions to expatriate adjustments and further compares the differences in the aforementioned relationship between home and host country mentorship. On the basis of an analysis of 281 expatriates who were assigned both home and host country mentors during their expatriation, this study found that the mentors' psychosocial support, role modeling and career development functions were positively related to the protégés' general adjustment, office interaction adjustment and work adjustment, respectively. Moreover, the home country mentors' psychosocial and role modeling functions accounted for more variance in the expatriates' general and interaction adjustment than those of the host country mentors, and the host country mentors' career development function accounted for more variance in the expatriates' work adjustment than that of the home country mentors. The results are interpreted and the implications are discussed in terms of incorporating home and host country mentors in expatriate mentoring programs for multinational corporations.

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