Browsing by Author "Chi, Nai-Wen"

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Linking ICT Availability Demands to Burnout and Work-Family Conflict: The Roles of Workplace Telepressure and Dispositional Self-Regulation
(1970-01-01)
Kao, Kuo-Yang
;
Chi, Nai-Wen
;
Thomas, Candice L.
;
Lee, Hui-Ting
;
Wang, Yi-Feng
The advancement of technology has led to an increasingly permeable boundary between work and off-work time. As such, employees may face pressure to immediately respond to work-related information and communication technology (ICT) messages during off-work time. This study examines the mediating role of workplace telepressure on the relationships between ICT availability demands with burnout and work-family conflict, as well as the moderating effects of self-regulation on these relationships. Data were collected from 185 full-time employees at two time points. Results indicated full support for the moderated mediation model, demonstrating that workplace telepressure mediated the relationships between ICT availability demands and burnout and work-family conflict. Moreover, dispositional self-regulation strengthened the direct effect of ICT availability demands on workplace telepressure and the indirect effects of ICT availability demands on burnout and work-family conflict. Theoretical and practical implications are discussed.
The Effects of Applicant Resume Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions
(2011-04-01)
Tsai, Wei-Chi
;
Chi, Nai-Wen
;
Huang, Tun-Chun
;
Hsu, Ai-Ju
;
交大名義發表
The resume is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant resumes. However, the mechanisms underlying the links between resume contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi-faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person-job (P-J) fit. In addition, applicant work experience predicted recruiter perceived person-organisation (P-O) fit, which in turn enhanced recruiter hiring recommendations.