Developing virtual team performance: an integrated perspective of social exchange and social cognitive theories

Review of Managerial Science - The emerging trend toward physically distributed work teams has necessitated a critical inquiry into the nature and roles of psychological contract and leadership in...     

Understanding learning behavior using location and prior performance as moderators

This study proposes and validates a research model that examines individuals’ learning behavior. Drawing on social cognitive theory (SCT), this study postulates self-efficacy, outcome expectations, social influence, and facilitating conditions as the key drivers of individuals’ learning behavior. Learners’ residential location and prior performance are also considered as moderators in the proposed model. This study contributes to the education literature by extending traditional SCT models to examine the previously unexplored area of environmental factors containing social influence and facilitating conditions, by validating idiosyncratic drivers of learning behavior and by presenting an operationalization of location and prior performance as two moderators in the learning behavioral formation. Finally, implications and limitations of the research are also provided.     

Assessing the effects of responsible leadership and ethical conflict on behavioral intention

This study develops a research model that elaborates how responsible leadership and ethical conflict influence employees from the perspectives of role theory and attachment theory. Its empirical results reveal that turnover intention indirectly relates to ethical conflict and responsible leadership via the mediating mechanisms of organizational identification and organizational uncertainty. At the same time, helping intention indirectly relates to ethical conflict and responsible leadership only through organizational identification. Finally, the managerial implications for international business and research limitations based on the empirical results are discussed.     

Assessing ethical efficacy,workplace incivility,and turnover intention: a moderated-mediation model

Drawing upon the social cognitive theory and social identity theory, this study hypothesizes that ethical efficacy and perceived workplace incivility affect turnover intention via the full mediation of emotional exhaustion. At the same time, organizational identification is a moderator in the development of turnover intention. A field survey on 512 employees from high-tech and banking industries was conducted for empirical testing. Test results using structural equation modeling and hierarchical regression analyses reveal that emotional exhaustion fully mediates the relationship between workplace incivility and turnover intention, as well as between ethical efficacy and turnover intention. Organizational identification positively moderates the effect of workplace incivility on emotional exhaustion. Theoretical and practical implications are discussed based on the empirical findings.

     

Modeling corporate citizenship and turnover intention: social identity and expectancy theories

Drawing upon the expectancy theory and social identity theory, this study proposes a model that explains how perceived corporate citizenship influences turnover intention. In the proposed model, perceived economic and legal citizenships affect turnover intention indirectly via the full mediation of career development expectation, while perceived economic, legal, ethical, and philanthropic citizenships impact turnover intention indirectly via the full mediation of organizational identification. The hypotheses of this study were empirically tested by conducting a survey on employees in the tourism industry. The empirical findings show that a firm’s corporate citizenship can provide a competitive advantage in retaining its employees by simultaneously boosting their career development expectation and organizational identification. Lastly, managerial implications and limitations of this study based on empirical results are presented for in-depth discussion.

     

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

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.     

Modeling continuance intention towards Mobile Travel Service System (MTSS): a theoretical perspective of motivation and dependency

Review of Managerial Science - This work sets up a research model that elaborates upon the development of continuance intention towards Mobile Travel Service System (MTSS) based on the motivational...     

Modeling knowledge sharing and team performance in technology industry: the main and moderating effects of happiness

Review of Managerial Science - This study complements previous literature by bridging activity theory and the broaden-and-build theory to examine how happiness (as an intrinsic driver) and...     

Assessing perceived value: moderating effects of susceptibility to brand prestige and susceptibility to normative influence

Concerns about individuals’ susceptibility to brand prestige and their social implications of consumption often affect consumer behavior. To clarify such concerns in depth, this study assesses the relationship between brand credibility and perceived value by simultaneously examining the main effects and moderating effects of both susceptibility to brand prestige and susceptibility to normative influence. Empirical testing using a survey of 336 smartphone users from the high-tech and banking industries confirms most of the hypothesized effects in this study. Finally, based on its findings, this study discusses managerial implications as well as research limitations.     

Understanding online social support and its antecedents: A socio-cognitive model

Little attention has been paid in previous literature to understanding the factors that drive online social support from a perspective of social psychology. This study validates a research model that examines the above issue. In the setting of information technology, this study postulates self-efficacy and online support expectancy as the key drivers of information technology usage, whereas information technology usage and referent network size jointly influence online social support. This study contributes to the social science literature by extending information technology usage models to the area of rarely explored online social support and by presenting an operationalization of referent network size in the area.