Browsing by Author "Hsu, Ya-Chu"

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Predicting job offer acceptance of professionals in Taiwan: The case of the technology industry
(2016-07)
Tsai, Yuan-Hui
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Lin, Chieh-Peng
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Hsu, Ya-Chu
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Liu, Chu-Mei
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Yen, Pi-Hsia
Corporate social responsibility (CSR) is defined as a firm\'s behavior that goes beyond its economic interest to benefit stakeholders and is a critical factor for business organizations to implement in order to successfully increase the job offer acceptance of job applicants. This research examines such job offer acceptance by developing a model based on the social signaling theory and expectancy theory. The hypotheses of this research were empirically tested using the data from professional job applicants at three well-known career fairs for the high-tech industry in Taiwan. The test results show that business practice CSR engagement and recruitment procedural justice positively affect both career success expectation and a firm\'s attractiveness, which consequently influence job offer acceptance. At the same time, due to its insignificant effect on career success expectation, philanthropic CSR engagement only has a significant impact on a firm\'s attractiveness. The findings of this research complement prior studies by presenting how business practice CSR engagement, philanthropic CSR engagement, and recruitment procedural justice should be simultaneously taken into account to boost job offer acceptance. Lastly, managerial implications and limitations are provided. (C) 2016 Elsevier Inc. All rights reserved.
To quit or not to quit Understanding turnover intention from the perspective of ethical climate
(2018-01-01)
Joe, Sheng-Wuu
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Hung, Wei-Ting
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Chiu, Chou-Kang
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Lin, Chieh-Peng
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Hsu, Ya-Chu
Purpose - To deepen our understanding about the development of turnover intention, the purpose of this paper is to develop a model that explains how ethical climate influences turnover intention based on the ethical climate theory and social identity theory. Design/methodology/approach - The hypotheses of this study were statistically tested using a survey of working professionals from Taiwan's high-tech industry. Of the 400 questionnaires distributed to the working professionals from five large high-tech firms in a well-known science park in Northern Taiwan, 352 usable questionnaires were returned for a questionnaire response rate of 88 percent. Findings - The test results of this study first show that all three dimensions of ethical climate (i.e. instrumental, benevolent, and principled) are indirectly related to turnover intention via the mediation of firm attractiveness. Moreover, instrumental and benevolent climate directly relate to turnover intention, whereas benevolent climate negatively moderates the relationship between principled climate and firm attractiveness. Originality/value - This study finds that benevolent climate plays a dual role as an antecedent and a moderator in the formation of turnover intention, complementing prior studies that merely concentrate on the single role of benevolent climate as either an antecedent or a moderator. The effect of principled climate on organizational identification complements the theoretical discussion by Victor and Cullen (1987) about deontology in which an ethical workplace climate (such as legitimacy) drives employees to invest in identity attachments to the organization and influences their future career decision (e.g. turnover).