Browsing by Author "Hsu, Hao-Hsin"

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Career Mentoring and Job Content Plateaus: The Roles of Perceived Organizational Support and Emotional Exhaustion
(1970-01-01)
Kao, Kuo-Yang
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Hsu, Hao-Hsin
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Lee, Hui-Ting
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Cheng, Yen-Chuan
;
Dax, Ines
The study aims to shed light on whether mentoring may help proteges decrease their perception of job content plateaus. Based on the conservation of resources theory, career mentoring could be an effective resource in decreasing job content plateaus and alleviating the resulting emotional exhaustion. The study also proposes that perceived organizational support (POS) can be an organizational resource for proteges, strengthening the effects of career mentoring in addressing the problem of job content plateaus and ensuing emotional exhaustion (via job content plateaus). Two-wave data were collected from a sample of 353 proteges in Germany. Results showed that career mentoring was negatively related to emotional exhaustion through job content plateaus. Moreover, high POS strengthened the effects of career mentoring, directly in dealing with the issue of job content plateaus and indirectly for emotional exhaustion. Important theoretical and practical implications for mentoring and career plateau research are discussed.
Ethical leadership and employee unethical pro-organizational behavior: a moderated mediation model of moral disengagement and coworker ethical behavior
(1970-01-01)
Hsieh, Hui-Hsien
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Hsu, Hao-Hsin
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Kao, Kuo-Yang
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Wang, Chih-Chieh
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管理科學系
Purpose The purpose of this study is to understand how ethical leadership and coworker ethical behavior will influence employee unethical pro-organizational behavior (UPB). In particular, the authors examine the mediating effect of moral disengagement on the relationship between ethical leadership and UPB and also investigate the moderating effect of coworker ethical behavior on the aforementioned effect. Design/methodology/approach Data were collected from 251 employee-coworker dyads from five organizations in Taiwan at two time points. Moderated mediation analysis was conducted to test the hypotheses. Findings The results show that moral disengagement mediates the relationship between ethical leadership and employee UPB. Moreover, the results show that coworker ethical behavior moderates the relationship between moral disengagement and employee UPB, as well as the mediated relationship between ethical leadership and employee UPB via moral disengagement. Specifically, both the moral disengagement-UPB relationship and the ethical leadership-moral disengagement-UPB relationship become weaker when coworker ethical behavior is high. Practical implications The results highlight the importance of creating an ethical work environment to get everyone behaving ethically in the workplace, because nurturing an ethical atmosphere in organizations will be useful in reducing the occurrence of UPB even for those who have high levels of moral disengagement. Originality/value This study shows that coworkers matter morally as much as leaders, demonstrating the importance of social influence from coworkers in organizations.
I See My Future!: Linking Mentoring, Future Work Selves, Achievement Orientation to Job Search Behaviors
(1970-01-01)
Kao, Kuo-Yang
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Hsu, Hao-Hsin
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Rogers, Altovise
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Lin, Mi-Ting
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Lee, Hui-Ting
Mentoring is related to young adults' career planning. The present study attempts to examine whether the perception of future work selves could be a critical mediating mechanism underlying the relationship between the reception of mentoring functions and job search behaviors. Moreover, we also investigated the moderating role of achievement orientation on this relationship. We tested our hypotheses with a time-lagged research design. Results indicated that psychosocial mentoring was related to future work selves, and future work selves were associated with job search behaviors. Future work selves mediated the relationship between psychosocial mentoring and job search behaviors. Moreover, achievement orientation moderated the direct and indirect effects of psychosocial function on job search behaviors. Specifically, the aforementioned relationships were stronger when achievement orientation was high compared to when achievement orientation was low. Important theoretical and practical implications for mentoring and career research are discussed in the current study.
Motivated or empowering antecedents to drive service innovation?
(2017)
Hsiao, Chan
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Lee, Yi-Hsuan
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Hsu, Hao-Hsin
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管理科學系
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Department of Management Science
Which type of antecedents, motivated or empowering, can stimulate service innovation? We choose the empowering (team and worker empowerment) and motivated variables (creative self-efficacy and intrinsic motivation) as the four antecedents to investigate how they influence service innovation. Positive psychological capital (PPC) was chosen as a key mediator to examine whether the four antecedents have impacts on service innovation through PPC. Hierarchical linear modeling was adopted for analyses. This study provided the following findings: (a) the empowering factors have no positive effects on service innovation. (b) The motivated factors have significantly positive effects on service innovation. (c) PPC completely mediated the relationship between the empowering factors and service innovation and partially mediated the relationship between the motivated factors and service innovation. Our findings suggest that motivated factors have significantly positive influences on service innovation compared with empowering factors. We also confirm PPC as the mediating mechanism to stimulate service innovation.
Motivated or empowering antecedents to drive service innovation?
(2017)
Hsiao, Chan
;
Lee, Yi-Hsuan
;
Hsu, Hao-Hsin
;
管理科學系
;
Department of Management Science
Which type of antecedents, motivated or empowering, can stimulate service innovation? We choose the empowering (team and worker empowerment) and motivated variables (creative self-efficacy and intrinsic motivation) as the four antecedents to investigate how they influence service innovation. Positive psychological capital (PPC) was chosen as a key mediator to examine whether the four antecedents have impacts on service innovation through PPC. Hierarchical linear modeling was adopted for analyses. This study provided the following findings: (a) the empowering factors have no positive effects on service innovation. (b) The motivated factors have significantly positive effects on service innovation. (c) PPC completely mediated the relationship between the empowering factors and service innovation and partially mediated the relationship between the motivated factors and service innovation. Our findings suggest that motivated factors have significantly positive influences on service innovation compared with empowering factors. We also confirm PPC as the mediating mechanism to stimulate service innovation.