Browsing by Author "Lin, Chieh-Peng"

Now showing 1 - 20 of 93

A unified model of IT continuance: three complementary perspectives and crossover effects
(2015-07-01)
Bhattacherjee, Anol
;
Lin, Chieh-Peng
;
經營管理研究所
;
Institute of Business and Management
This study presents a unified model of information technology (IT) continuance, by drawing upon three alternative influences that are presumed to shape continuance behavior: reasoned action, experiential response, and habitual response. Using a longitudinal survey of workplace IT continuance among insurance agents at a large insurance company in Taiwan, we demonstrate that the above influences are interdependent, complementary, and have crossover effects. This study advances IT continuance research by theorizing and validating a unifying model that extends prior perspectives and by explaining interrelationships between these perspectives.
All for one, one for all: Coopetition and virtual team performance
(2012-07-01)
Baruch, Yehuda
;
Lin, Chieh-Peng
;
交大名義發表
;
National Chiao Tung University
This study establishes a model based on coopetition theory to explain the formation of team performance in virtual teams. We tested the model in information technology (IT) organizations, and found applicability of coopetition in influencing team performance and knowledge sharing. Knowledge sharing is indirectly influenced by team politics and social capital (i.e., trust, social interaction and shared vision) via the mediation of cooperation and competition, while team performance is indirectly affected by team politics and social capital via the mediation of cooperation, team emotional intelligence and team competence. (C) 2012 Elsevier Inc. All rights reserved.
"All for one, one for all: Coopetition and virtual team performance"
(2012-07-01)
Baruch, Yehuda
;
Lin, Chieh-Peng
;
交大名義發表
;
National Chiao Tung University
"This study establishes a model based on coopetition theory to explain the formation of team performance in virtual teams. We tested the model in information technology (IT) organizations, and found applicability of coopetition in influencing team performance and knowledge sharing. Knowledge sharing is indirectly influenced by team politics and social capital (i.e., trust, social interaction and shared vision) via the mediation of cooperation and competition, while team performance is indirectly affected by team politics and social capital via the mediation of cooperation, team emotional intelligence and team competence. (C) 2012 Elsevier Inc. All rights reserved."
Assessing decision quality and team performance: perspectives of knowledge internalization and resource adequacy
(2019-04-01)
Lin, Chieh-Peng
;
Chen, Kuang-Jung
;
Liu, Chu-Mei
;
Liao, Chiu-Hui
;
交大名義發表
Drawing upon resource-based view and social cognitive theory, this work develops a model that validates the formation of team decision quality and team performance. The model is empirically tested with data obtained from IT professionals across MIS work teams from Taiwan's banking and insurance industry. The statistical results reveal that team performance is indirectly related to collective efficacy and participatory sense making via the full mediation of team decision quality, while collective efficacy and participatory sense making are directly related to knowledge internalization and resource adequacy. At the same time, the effect of participatory sense making on collective decision quality is negatively moderated by team hypercompetition. Finally, managerial implications and limitations based on the empirical findings are provided.
Assessing ethical efficacy, workplace incivility, and turnover intention: a moderated-mediation model
(2019-02-01)
Huang, Her-Ting
;
Lin, Chieh-Peng
;
經營管理研究所
;
Institute of Business and Management
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.
Assessing Online Learning Ability From a Social Exchange Perspective: A Survey of Virtual Teams Within Business Organizations
(2010)
Lin, Chieh-Peng
;
Chiu, Chou-Kang
;
Joe, Sheng-Wuu
;
Tsai, Yuan-Hui
;
交大名義發表
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.
Assessing perceived value: moderating effects of susceptibility to brand prestige and susceptibility to normative influence
(2017-07-01)
Joe, Sheng-Wuu
;
Tsai, Yuan-Hui
;
Lin, Chieh-Peng
;
Ma, Hwa-Chun
;
Chiu, Chou-Kang
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.
Assessing team performance: Moderating roles of transactive memory, hypercompetition, and emotional regulation
(2016)
Tsai, Yuan-Hui
;
Joe, Sheng-Wuu
;
Chen, Mei-Liang
;
Lin, Chieh-Peng
;
Ma, Hwa-Chun
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.
ASSESSING THE EFFECTS OF CULTURAL INTELLIGENCE ON TEAM KNOWLEDGE SHARING FROM A SOCIO-COGNITIVE PERSPECTIVE
(2013-09-01)
Chen, Mei-Liang
;
Lin, Chieh-Peng
;
經營管理研究所
;
Institute of Business and Management
Drawing upon social cognitive theory, this research postulates cultural intelligence as a key driver of knowledge sharing among culturally diverse teams. An empirical testing of the proposed model, by investigating team leaders from high-tech industries, reveals the applicability of social cognitive theory in understanding cultural intelligence, perceived team efficacy, and knowledge sharing. Specifically, the test results herein show that knowledge sharing is directly influenced by metacognitive, cognitive, and motivational cultural intelligence. At the same time, knowledge sharing is indirectly impacted by metacognitive and behavioral cultural intelligence through the mediation of perceived team efficacy. Lastly, this research provides managerial implications and limitations. (c) 2013 Wiley Periodicals, Inc.
Assessing the effects of responsible leadership and ethical conflict on behavioral intention
(2018-10-01)
Liu, Chu-Mei
;
Lin, Chieh-Peng
;
經營管理研究所
;
Institute of Business and Management
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 the mediating role of online social capital between social support and instant messaging usage
(2011-01-01)
Lin, Chieh-Peng
;
經營管理研究所
;
Institute of Business and Management
This study validates a research model that examines usage of instant messaging (IM) from the aspect of online social support. Drawing on the social capital theory, this study postulates that IM usage is indirectly affected by social support via the mediation of the following six dimensions of social capital: commitment, reciprocity, shared codes and language, shared narratives, centrality, and network ties. The model tests data obtained from business organizations in Taiwan, and the results suggest that the indirect influence of social support on IM usage through shared codes and language is significant, and the indirect influence of social support on IM usage through centrality is also significant. Managerial implications and limitations of the empirical findings are provided. (C) 2010 Elsevier B.V. All rights reserved.
Being an excellent team: understanding how politics influence team performance
(2018-01-01)
Chiu, Chou-Kang
;
Joe, Sheng-Wuu
;
Lin, Chieh-Peng
;
Wu, Tien-Yu
;
Yen, Pi-Hsia
This research develops a model based on the transaction cost theory and resource allocation theory to predict how politics (i.e. autocracy and opportunism) affect team performance in technology industries. Directly related to resource adequacy, team performance is associated with top management autocracy and peer teams' opportunism indirectly via the mediation of collective affective commitment. The relationships between collective affective commitment and team performance and between resource adequacy and team performance are moderated by top management autocracy and peer teams' opportunism, respectively. Empirical testing of this model, by investigating personnel of work teams in high-tech firms, explores changes in politics in technology industries. Lastly, this study provides managerial implications and research limitations based on its empirical findings.
Being excellent teams: managing innovative climate, politics, and team performance
(2020-02-17)
Lin, Chieh-Peng
;
Liu, Chu-Mei
;
Liu, Na-Ting
;
Huang, Hsu-Ting
;
經營管理研究所
This research develops a team-level model based on transactive memory theory to analyze how teams achieve excellent performance by managing innovative climate and politics. In the model, team performance relates to innovative climate positively and politics negatively through the full mediation of transactive memory systems (TMS). Meanwhile, the effects of innovative climate and politics on TMS are moderated by perceived meaningfulness. Its empirical results reveal that team performance indirectly relates to innovative climate and politics via the full mediation of TMS. Besides, the positive relationship between innovative climate and TMS is moderated by perceived meaningfulness, such that the relationship is stronger when perceived meaningfulness is higher. Empirical testing of our model using the data collected from team personnel in Taiwan confirmed the applicability of the transactive memory theory among work teams. Last, managerial implications and research limitations are provided.
Being excellent: predicting team performance based on social cognitive theory and social identification theory
(2020-08-17)
Lin, Chieh-Peng
;
Liu, Chu-Mei
;
Liao, Wei-Shan
;
經營管理研究所
;
Institute of Business and Management
This study proposes a model based on social cognitive theory and social identification theory to explain team performance in the technology industry. In the proposed model, dysfunctional conflict and hypercompetition indirectly correlate to team performance via the mediation of collective efficacy and teamwork engagement. At the same time, collective identification is hypothesised to moderate the effects of dysfunctional conflict and hypercompetition on collective efficacy and teamwork engagement, respectively. Empirical testing of this model using team personnel in high-tech firms confirms a seamlessly integrated applicability of social cognitive theory and social identification theory in high-tech work teams. Finally, managerial implications and research limitations are discussed.
Being excellent: predicting team performance, proactivity, and proficiency in technology industries
(2017-01-01)
Tsai, Yuan-Hui
;
Joe, Sheng-Wuu
;
Lin, Chieh-Peng
;
Huang, Ching-Chang
;
Ma, Hwa-Chun
This research proposes a model based on team climate theory to explain the development of team performance, proficiency, and proactivity in technology industries. In the model, team performance, proficiency, and proactivity are indirectly related to team climate that consists of politics, emotional regulation, and charisma via the mediation of cooperation and team efficacy. Empirical testing of this model, by investigating personnel from high-tech organisations, confirms the theoretical applicability of team climate across high-tech working groups. Based on the empirical findings, this research provides managerial implications and research limitations.
Better to be flexible than to have flunked The mediating role of service flexibility and its determinants for team performance
(2015)
Lin, Chieh-Peng
;
Joe, Sheng-Wuu
;
Chen, Shih-Chih
;
Wang, Huei-Jyuan
;
交大名義發表
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 the relationship between service recovery and service flexibility. Furthermore, collectivism positively moderates the relationship between service flexibility and team performance. Originality/value - This study provides important findings that complement previous literature by examining three fresh antecedents for explaining how team performance is motivated by the mediating role of service flexibility and how some of the study\'s model paths are moderated by collectivism. The mediating role of service flexibility indicates that managers can apply service flexibility as a firewall that calibrates a team\'s input and output. Managers should encourage the application of agile solutions and advanced technology for facilitating team flexibility, consequently improving team performance.
Comparing the main effects and moderating effects of education among three models in IT service: a quantitative approach
(2009-07-01)
Lin, Chieh-Peng
;
Ding, Cherng G.
;
經營管理研究所
;
Institute of Business and Management
This study examines the formation of relationship quality and loyalty for an ISP (Internet service provider). Three conceptual models are tested for comparison. In the models, relational selling behavior, network quality, and service recovery indirectly influence loyalty with an ISP through the mediation of relationship quality. That is, in model 1, relationship quality is examined as a single construct, rather than the second-order construct comprising satisfaction and trust in model 2. In model 3, satisfaction and trust are examined as two different constructs. Customer education moderates several paths of the three models. The moderating effects are simultaneously examined using data from customers of a Taiwan's leading ISP. The test results indicate that the influence of satisfaction on loyalty and that of network quality on satisfaction are stronger for low education customers than high education customers, while the influence of trust on loyalty and that of network quality on trust are stronger for high education customers than low education customers. Furthermore, the influences of relational selling behavior and service recovery on satisfaction and trust are similar for both high education customers and low education customers. Implications of the empirical findings are also discussed.
Corporate Ethical Values and Turnover Intention
(2016-11)
Liu, Chu-Mei
;
Lin, Chieh-Peng
;
經營管理研究所
;
Institute of Business and Management
Corporate ethical values have been studied in a number of ways to understand how they influence the behavioral intention or actions of employees to achieve organizational survival and success. Nevertheless, they have not been considered as much within international business organizations, specifically around the issue of turnover which is important for those concerned with retaining knowledgeable staff in the organization. This study develops a model that explains how corporate ethical values influence turnover intention based on social identity theory and ethical principled theory. The empirical results find that career satisfaction directly relates to turnover intention whereas corporate ethical values indirectly relate to turnover intention through the full mediation of organizational identification. Meanwhile, the effects of career satisfaction on turnover intention and on organizational identification are positively moderated by corporate ethical values. Last, managerial implications and research limitations are discussed.
Corporate Social Responsibility and Team Performance: The Mediating Role of Team Efficacy and Team Self-Esteem
(2012-06-01)
Lin, Chieh-Peng
;
Baruch, Yehuda
;
Shih, Wei-Chi
;
經營管理研究所
;
Institute of Business and Management
This study examines the influence of three components of corporate social responsibility on team performance. In the proposed model of this study, team performance is indirectly affected by three dimensions of perceived corporate citizenship (i.e., economic, legal, and ethical citizenship) via the mediation of team efficacy and team self-esteem. Surveying members of 172 teams confirms most of our hypothesized effects. Our results show that economic citizenship influences team performance via the mediation of both team efficacy and team self-esteem. However, legal citizenship influences team performance via team efficacy alone, whereas ethical citizenship influences team performance only via team self-esteem. We discuss the theoretical and managerial implications of our findings.
Developing team performance: the double-edged nature of justice
(1970-01-01)
Chen, Jui-Yu
;
Lin, Chieh-Peng
;
經營管理研究所
;
Institute of Business and Management
This study bridges social cognitive theory and Turner's theory of social interaction to develop a model that explains how work teams in technology industry can be motivated to enhance team performance. The prevalence of the use of work teams in technology industry environments has enhanced the importance of studying the processes involved in their performance development. For that reason, this study uses data from team workers in high-tech firms in Taiwan, and shows that collective efficacy positively relates to team performance via the mediation of social interaction. Furthermore, justice positively moderates the relationship between collective humility and social interaction but negatively moderates the relationship between collective efficacy and social interaction. Lastly, managerial implications and research limitations based on the empirical results are provided.