Sheng-Wuu Joe

Modeling the Relationship Among Perceived Corporate Citizenship, Firms Attractiveness, and Career Success Expectation.

Drawing on propositions from the signaling theory and expectancy theory, this study hypothesizes that the perceived corporate citizenship of job seekers positively affects a firm’s attractiveness and career success expectation. This study’s proposed research hypotheses are empirically tested using a survey of graduating MBA students seeking a job. The empirical findings show that a firm’s corporate citizenship provides a competitive advantage in attracting job seekers and fostering optimistic career success expectation. Such findings substantially complement the growing literature arguing that corporate citizenship brings firms competitive advantages without solid evidence from the perspective of recruitment and human resources. Finally, managerial implications and limitations of this study are also discussed.

Learning online community citizenship behavior: a socio-cognitive model.

This study postulates personal and environmental factors as key drivers of online community citizenship behavior (OCCB). OCCB reveals that the individual chooses to perform a behavior that is beneficial to others. Empirical results confirm the applicability of social cognitive theory (SCT) in online communities.

Assessing Online Learning Ability From a Social Exchange Perspective: A Survey of Virtual Teams Within Business Organizations

Drawing on social exchange theory, this study proposes a model by postulating critical antecedents and mediators as the key drivers of online learning ability. In the model, online learning ability is affected indirectly by trust via 3 mediators simultaneously, including team commitment, task conflict, and relationship conflict, whereas trust is impacted directly by expressiveness interdependence, outcome interdependence, and task interdependence. Empirical testing of this model, by investigating the personnel of virtual teams from information technology organizations, confirms the applicability of social exchange theory in understanding online learning ability. This study contributes to the virtual team learning literature by extending social exchange theory to the rarely explored area of online learning ability of organizational teams and validating idiosyncratic drivers of online learning ability. Last, this article provides managerial implications and limitations of the research.

Learning the determinants of satisfaction and usage intention of instant messaging.

This study proposes a model for evaluating usage intention toward interactive information technology. The test results reveal that usage intention is influenced directly by satisfaction, perceived ease of use, perceived personalization, and perceived social interaction, while being also influenced indirectly by perceived reliability, perceived instantaneity, perceived ease of use, perceived social image, and perceived social interaction via the mediation of satisfaction.

Assessing job self-efficacy and organizational commitment considering a mediating role of information asymmetry

Abstract This study establishes a model by drawing from key postulates and findings under information asymmetry to explain the formation of organization commitment and job self-efficacy. In the proposed model, organizational commitment and job self-efficacy are influenced indirectly by social support, knowledge creation, and information intensity via the mediation of decision-making quality and perceived opportunism. Knowledge creation is influenced directly by both social support and information intensity. Empirical testing of this model, by investigating personnel from firms in one of Taiwans well-known industrial zones, confirms the applicability of information asymmetry in understanding employees’ organizational commitment and job self-efficacy. The test results indicate that all the model paths except one (linking perceived opportunism and job self-efficacy) are significant. Finally, the research provides managerial implications and limitations.

Assessing team performance: Moderating roles of transactive memory, hypercompetition, and emotional regulation

ABSTRACT This study proposes a model based on transactive memory theory to analyze team performance. In the proposed model, team performance is influenced by hypercompetition and emotional regulation directly and indirectly via the mediation of transactive memory and knowledge sharing. According to the model, the direct effect of knowledge sharing on team performance is moderated by both hypercompetition and emotional regulation. Empirical testing of this model, using team personnel in banking, insurance, and financing firms, confirmed the applicability of the transactive memory theory among these service firms’ work teams. Managerial implications and research limitations are discussed.

Exploring corporate citizenship and purchase intention: mediating effects of brand trust and corporate identification.

Corporate citizenship represents various organizational activities and status related to the organizations societal and stakeholder obligations. This study develops five different dimensions of corporate citizenship and examines the relationship between the five dimensions and purchase intention by including two key mediators. In the proposed model of this study, purchase intention is indirectly affected by economic, legal, ethical, general philanthropic, and strategic philanthropic citizenship via the mediation of corporate identification and brand trust. Empirical testing using a survey of 353 consumers from various industries confirms most of our hypothesized effects. Last, managerial implications for corporate leaders and limitations of our findings are discussed in depth.

Better to be flexible than to have flunked: The mediating role of service flexibility and its determinants for team performance

Purpose – High team performance helps achieve several organizational benefits, such as strengthened competitive advantages, enhanced productivity, and higher profits and market share. For these reasons, the purpose of this paper is to propose a model based on the framework of proactive motivation and the theory of collectivism to analyze the formation of service flexibility and team performance. Design/methodology/approach – To test the hypotheses, this study conducts a survey of service staff in teams from high-tech firms in a well-known industrial zone in Northern Taiwan. These teams provide service for their industrial customers. From the survey, this study confirms the full mediating mechanism of service flexibility among the teams. Findings – The test results reveal that service flexibility fully mediates the relationship between team performance and its exogenous factors. Whereas collectivism negatively moderates the relationship between team efficacy and service flexibility, it does not moderate th...

Modeling knowledge sharing among high-tech professionals in culturally diverse firms: mediating mechanisms of social capital

Drawing upon social capital theory, this research postulates cultural intelligence as a key driver of knowledge sharing through the mediation of social capital among employees from culturally diverse organizations. An empirical testing of the proposed model, by investigating Taiwanese professionals from high-tech foreign companies in Taiwan, reveals the applicability of social capital theory in understanding the relationship between cultural intelligence and knowledge sharing. The study’s test results show that cultural intelligence indirectly influences knowledge sharing through different dimensions of social capital. This research further provides managerial implications and limitations.

Modeling perceived job productivity and its antecedents considering gender as a moderator

Abstract This study proposes a conceptual model for examining the formation of perceived job productivity and its antecedents. In the model, leader–member exchange and job satisfaction both directly and indirectly influence perceived job productivity, with the latter effect occurring through the mediation of organizational commitment. Gender moderates each model path. The moderating effects are simultaneously tested using data from 344 engineering staff of a large Taiwanese high-tech manufacturer. Lastly, the empirical findings and their implications are discussed.