Browsing by Author "Liu, Chu-Mei"

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A HYBRID MCDM METHOD TO EVALUATE SUPPLY-CHAIN DEVELOPMENT STRATEGIES
(2013-11-01)
Lin, G. T. R.
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Lin, Chih-Chieh
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Liu, Chu-Mei
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Chou, Mei-Ju
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科技管理研究所
Global logistics and outsourcing have become an irreversible industrial development trend in today's technology industry. Previous studies differ on supplier selection, supplier development, and supply-chain performance assessment evaluation methods. Research suggests that outsourcing is not only a program of options, but also results in different operating performances based on varying company supply-chain strategies. To build a competitive supply chain, companies must conduct a comprehensive assessment and develop a clear and explicit supply-chain development strategy. This research derives a composite method for assessing supply-chain strategy. A decision-making trial and evaluation laboratory method first clarify six major areas of supply-chain strategy assessment, and then draw a network impact-relationship map based on the direction of influence and extent of the impact in each area. An analytic network process then captures the interdependence between the evaluating factors, and identifies the relative weight of these criteria for each major factor in the supply-chain development strategy. Finally, the study develops an effective supply-chain strategy decision-making assessment model to help companies select an optimal strategy. Examining the world's top 4 TFT-LCD factories validates the results of this study.
Assessing decision quality and team performance: perspectives of knowledge internalization and resource adequacy
(2019-04-01)
Lin, Chieh-Peng
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Chen, Kuang-Jung
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Liu, Chu-Mei
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Liao, Chiu-Hui
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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 the effects of responsible leadership and ethical conflict on behavioral intention
(2018-10-01)
Liu, Chu-Mei
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Lin, Chieh-Peng
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經營管理研究所
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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.
Being excellent teams: managing innovative climate, politics, and team performance
(2020-02-17)
Lin, Chieh-Peng
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Liu, Chu-Mei
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Liu, Na-Ting
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Huang, Hsu-Ting
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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
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Liu, Chu-Mei
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Liao, Wei-Shan
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經營管理研究所
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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.
Corporate Ethical Values and Turnover Intention
(2016-11)
Liu, Chu-Mei
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Lin, Chieh-Peng
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經營管理研究所
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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.
Modeling continuance intention towards Mobile Travel Service System (MTSS): a theoretical perspective of motivation and dependency
(2019-08-01)
Chiu, Chou-Kang
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Lin, Chieh-Peng
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Chen, Kuang-Jung
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Liu, Chu-Mei
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Ma, Hwa-Chun
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 theory and the dependency theory. In the model, continuance intention is indirectly affected by personal innovativeness and e-interaction quality through the full mediation of e-engagement and perceived enjoyment. At the same time, the relationships between e-engagement and continuance intention and between perceived enjoyment and continuance intention are hypothetically moderated by e-interaction quality. The hypotheses of this work were empirically tested using data from working professionals in a technology industry regarding their use of MTSS for travel information sharing as well as booking for accommodation, airline, cars, etc. This study conducted a two-wave survey to empirically test its theoretical rationales. The findings of this work complement the previous literature by verifying the full mediating mechanism of e-engagement and perceived enjoyment and the moderating mechanism of e-interaction quality. Lastly, managerial implications for e-marketers based on this study's findings are provided.
Modeling e-loyalty: a moderated-mediation model
(2018-12-10)
Lin, Chieh-Peng
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Chiu, Chou-Kang
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Liu, Chu-Mei
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Chen, Kuang-Jung
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Hsiao, Chieh-Yu
This work proposes a research model that elaborates upon the development of e-loyalty based on the signaling theory and attachment theory. In the model, e-loyalty is indirectly related to both visual appeal and an e-tailer's service reputation through the full mediation of trust and affection. At the same time, the relationships between trust and e-loyalty and between affection and e-loyalty are hypothetically moderated by an e-tailer's service reputation. The proposed hypotheses of this research were empirically tested using data from working professionals in high-tech firms in terms of online retailing. This study surveyed the same research participants at two different time points, one month apart, to verify the theoretical inferences. The empirical findings herein complement the previous literature by presenting how visual appeal and an e-tailer's service reputation simultaneously influence e-loyalty through various mediating and moderating mechanisms.
Modelling leadership and team performance: the moderation of politics and leadership self-efficacy
(1970-01-01)
Lin, Chieh-Peng
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Liu, Chu-Mei
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Joe, Sheng-Wuu
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Chen, Kuang-Jung
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Tsai, Chia-Chen
This study develops a research model that explains the development of team performance based on team reflexivity theory and social cognitive theory. In the model, team performance relates to considerate leadership and autocratic leadership indirectly via the mediation of team reflexivity. At the same time, politics and leadership self-efficacy are hypothesised as moderators in the model. Primary and secondary data were used via a two-wave investigation from three different sources for verifying our hypotheses. The team-level analyses show that team reflexivity mediates the positive relationship between considerate leadership and team performance. Politics positively moderates the relationship between autocratic leadership and team reflexivity. Leadership self-efficacy positively moderates the relationships between autocratic leadership and team reflexivity and between considerate leadership and team reflexivity. Finally, research implications based on our empirical results are discussed.
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.