Browsing by Author "Wang, Yau-De"

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Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence
(1970-01-01)
Wang, Chih-Chieh
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Hsieh, Hui-Hsien
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Wang, Yau-De
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管理科學系
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Department of Management Science
Purpose Previous studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about the mechanisms by which abusive supervision negatively relates to employees' work engagement and job satisfaction. Drawing on conservation of resources theory, this study examines employee silence as a mediating mechanism linking abusive supervision to employees' work engagement and job satisfaction. Design/methodology/approach Survey data were collected from a sample of 233 full-time employees of a large hotel service company in Taiwan. Structural equation modeling analyses were conducted to test the hypotheses. Findings The results showed that abusive supervision has a positive association with employee silence. Moreover, the results showed that employee silence mediates the negative associations of abusive supervision with employees' work engagement and job satisfaction. Originality/value This study advances our understanding of how abusive supervision results in poor work motivation and attitudes among employees. This contributes to the literature by identifying employee silence as a suitable mediating mechanism linking the negative associations of abusive supervision with employees' work engagement and job satisfaction.
Comparing Public and Private Employees' Job Satisfaction and Turnover
(2012-09-01)
Wang, Yau-De
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Yang, Chyan
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Wang, Kuei-Ying
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管理科學系
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經營管理研究所
This study compares the job satisfaction and turnover intentions of private- and public-sector employees in Taiwan. Questionnaires were used to collect data from employees of various private enterprises and public organizations. The results show that the job satisfaction and turnover intentions of public employees are different from those of private employees'. First, public employees in Taiwan have lower extrinsic job satisfaction and lower turnover intentions compared to their counterparts in the private sector. Second, the negative relationship between extrinsic job satisfaction and turnover intention is weaker in public than in private employees. To enhance employee motivation, public-sector managers in Taiwan should improve their employees' extrinsic job satisfaction and help unsatisfied employees transfer to jobs they find more satisfying. In addition, they may wish to examine if turnover rate at their organizations is too low to support healthy workforce mobility.
Determinants of Manufacturing Location in China: An Examination of Taiwan-invested Electronics Assembly Plants
(2010)
Lo, Woei
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Niu, Han-Jen
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Yang, Chyan
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Wang, Yau-De
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管理科學系
An upswing in labour costs and currency appreciation during the 1980s caused companies from more advanced Asian economies, such as Hong Kong, Japan and Taiwan, to search for new manufacturing sites in order to obtain lower costs. China was one of the main options for these outward investments, with its huge and rapidly growing market, plentiful, low-cost labour and vast territory. The literature on foreign direct investment has analysed the location strategies of multinational enterprises across national borders, but there have been fewer studies of location decisions by foreign investors within the borders of a single country. We examine how companies determine which location offers the best opportunity to establish an assembly-type manufacturing site in China. We surveyed 17 Taiwanese enterprises that have established this kind of manufacturing base in China, and found that the major factors influencing location selection are economics, politics, the cluster effect and bureaucratic efficiency. It was found that the eastern region, which includes Jiangsu, Zhejiang and Shanghai, was considered better for establishing manufacturing bases than other regions.
Does Job Standardization Increase Organizational Citizenship Behavior?
(2009-09-01)
Chen, Li-Chan
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Niu, Han-Jen
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Wang, Yau-De
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Yang, Chyan
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Tsaur, Sheng-Hshiung
Organizational citizenship behavior (OCB) is of key importance in the workplace. Researchers have discussed numerous motivation factors affecting OCB, but they have not examined the relative contributions of job standardization to OCB. This article describes an empirical study that examined the relationship between job standardization and OCB in the hospitality sector. Regression analysis of survey data from 214 hotel employees supported the relationship between job standardization and OCB. ANOVA analysis revealed that high degrees of job standardization indicate a higher level of OCB.
Employees' reactions to psychological contract breach: A moderated mediation analysis
(2014-08-01)
Wang, Yau-De
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Hsieh, Hui-Hsien
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交大名義發表
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管理科學系
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National Chiao Tung University
This study examined the mediating role of acquiescent silence in the relationship between psychological contract breach and employee job satisfaction, as well as the moderating roles of perceived ethical climate on that relationship and on the mediation effect of acquiescent silence. Survey data were collected from a sample of 273 full-time employees from nine high-tech firms in Taiwan. The results showed that acquiescent silence partially mediated the relationship between psychological contract breach and job satisfaction. Moreover, the results from the moderation analysis showed that perceived ethical climate moderated the influence of psychological contract breach on acquiescent silence and the results from the moderated mediation analysis revealed that this mediation of acquiescent silence was moderated by perceived ethical climate such that at the lower level of perceived ethical climate, the mediation effect of acquiescent silence became stronger. Implications for managerial practices and suggestions for future research were discussed. (C) 2014 Elsevier Inc. All rights reserved.
Employees\' reactions to psychological contract breach: A moderated mediation analysis
(2014-08-01)
Wang, Yau-De
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Hsieh, Hui-Hsien
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交大名義發表
;
管理科學系
;
National Chiao Tung University
This study examined the mediating role of acquiescent silence in the relationship between psychological contract breach and employee job satisfaction, as well as the moderating roles of perceived ethical climate on that relationship and on the mediation effect of acquiescent silence. Survey data were collected from a sample of 273 full-time employees from nine high-tech firms in Taiwan. The results showed that acquiescent silence partially mediated the relationship between psychological contract breach and job satisfaction. Moreover, the results from the moderation analysis showed that perceived ethical climate moderated the influence of psychological contract breach on acquiescent silence and the results from the moderated mediation analysis revealed that this mediation of acquiescent silence was moderated by perceived ethical climate such that at the lower level of perceived ethical climate, the mediation effect of acquiescent silence became stronger. Implications for managerial practices and suggestions for future research were discussed. (C) 2014 Elsevier Inc. All rights reserved.
Entry mode choice in China's regional distribution markets: Institution vs. transaction costs perspectives
(2009-10-01)
Chen, Yung-Ray
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Yang, Chyan
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Hsu, Sue-Ming
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Wang, Yau-De
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管理科學系
In this paper, we investigate the entry mode choice of a leading Taiwanese food company in setting up regional distributors in China's 3 12 sales districts. Our study shows that, in entry mode decisions, the institutional factors are more important than transaction cost considerations. Both formal and informal institutions are considered. Formal institutions refer to government prescribed institutions (laws and regulations), while informal institutions refer to rules prescribed by the industry and the society. Both institutions are shown to affect the entry mode choices but one important type of institution, professional norms, is conspicuously missing in China. Professional norms exert peer pressures on the practitioners in the same profession, forcing their behaviors to conform to a common pattern. In the absence of professional norms, the roles of network ties and mimetic behaviors are heightened and they become a proxy for professional norms. As a foreign enterprise operating in China's local markets, the Taiwanese food company attained legitimacy by forming alliances with local wholesalers and by following its predecessors in selecting organization forms. (C) 2008 Elsevier Inc. All rights reserved.
Exploring human resource (HR) account managers competency in semiconductor industry
(2011-09-30)
Wang, Yau-De
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交大名義發表
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National Chiao Tung University
Current competency research in Asia mostly aims at building competency models for a certain job, or studies the relationship between competency and personal / organizational performance. However, ambiguities exist for the definitions and measurements of competency, while the lack of "context" in the definition so as to distinguish competency from traditional job qualifications is a serious flaw. This study takes into account the context-dependent (or situational) nature of competency, as the work role played or as conceived by an HR account manager (which serves as the "context") influences his/her work competency. Through in-depth interviews with a semiconductor foundry's human resource (HR) account managers based in Taiwan, as well as our extensive literature review on job competency, we propose a framework and confirm that managers with higher competency tend to take a more open, comprehensive and customer-oriented approach that emphasizes interacting with people, while managers with lower competency see work as a number of separate steps focused on the input of parameters and result output, and tend to take a closed, partial and mechanical view of their job roles.
How Appealing are Monetary Rewards in the Workplace? A Study of Ethical Leadership, Love of Money, Happiness, and Turnover Intention
(2016-12)
Wang, Yau-De
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Yang, Conna
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管理科學系
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經營管理研究所
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Department of Management Science
The importance of business ethics has proven itself to be crucial in the success of organizations over the past decade. Ethical leadership not only profoundly influences the function of the organization, but also is a deciding factor on the actions and behaviors of employees. This study aims to address this issue by examining love of money, employee well-being, and turnover intention. Data was collected via questionnaires and the results revealed ethical leadership\'s contribution to a happy workplace and negative turnover intention. The results of this study offer significant findings for the meaning of ethical leadership in Asian cultures, and we also discuss how these two are linked in the article. Practical implications and further research directions are provided at the end of this study.
Learning and innovation in small and medium enterprises
(2010)
Wang, Yu-Lin
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Wang, Yau-De
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Horng, Ruey-Yun
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管理科學系
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工業工程與管理學系
Purpose - The purpose of this paper is to examine the relationship between knowledge acquisition, knowledge absorptive capacity, and innovation performance in small and medium enterprises (SMEs). Design/methodology/approach - Questionnaire data were collected from research and development (R&D) managers or owners of 49 SMEs of the bicycle industry in Taiwan. The questionnaire was designed to measure variables including knowledge absorptive capacity, knowledge acquisition of company, technical and industrial experiences of owner's and the R&D staff, innovation performance measures, and control variables. Findings - The results show that the depth and the breadth of its owner's technical and industrial experiences best explained absorptive capacity of an SME. In turn, the absorptive capacity and the knowledge acquisition activities of an SME affect its innovation performance. Research limitations/implications - The findings show that, first, SME owners' technical and industrial experiences are contributing factors to their companies' knowledge absorptive capacity; second, instead of R&D investment, SME personnel's scientific knowledge collection and diversity of knowledge sources contribute to innovation performance of companies. Because the data were limited to bicycle industry, future studies need to validate these findings in the SMEs of other industries. Originality/value - The value of the paper lies in the fact that SME owner's and its personnel's contributions to company's knowledge absorptive capacity and the concomitant effects of knowledge acquisition and knowledge absorption capacity on a firm's innovation performance are two issues seldom addressed in previous studies.
Linking perceived ethical climate to organizational deviance: The cognitive, affective, and attitudinal mechanisms
(2016-09)
Hsieh, Hui-Hsien
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Wang, Yau-De
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管理科學系
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Department of Management Science
In this study, we extend previous research by proposing and testing three psychological mechanisms explaining the relationship between perceived ethical climate and organizational deviance. We collected data from a sample of 212 pairs of employees and their coworkers from seven electronics companies in Taiwan and used structural equation modeling to test our hypotheses on the matched employee-coworker data. The results of this study confirmed our hypothesis concerning the mediation of employees\' job.satisfaction on the relationship between their perceived ethical climate and organizational deviance. According to the results, we also found that employees\' perceived organizational support and positive affect mediated the above relationship through job satisfaction. After the above mediation effects were accounted for, we found that there remained an almost-nil association between perceived ethical climate and organizational deviance, Implications for management and future research are discussed. (C) 2016 Elsevier Inc. All rights reserved.
Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation
(2013-06-01)
Wang, Yau-De
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Hsieh, Hui-Hsien
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交大名義發表
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管理科學系
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National Chiao Tung University
This article reports on a study investigating the cross-level relationships of organizational ethical climate on employee silence. Using a sample of 408 full-time employees from 24 high-technology firms in Taiwan, the study conducted multilevel analyses to examine its hypotheses. The results showed that instrumental climate - one type of organizational ethical climate - had a positive association with acquiescent silence, but not with defensive silence. Another two types of organizational ethical climate - caring climate and independence climate - had a negative association with both acquiescent silence and defensive silence. Rules climate and the law and code climate, the remaining types of organizational ethical climate, were not associated with either the acquiescent silence or the defensive silence. The results also showed that the associations of the instrumental climate, caring climate, and independence climate with acquiescent silence and defensive silence are mediated by the perceived organizational support - an individual-level variable. Implications for management and future research are discussed.
Person-project fit and R&D performance: A case study of industrial technology research institute of Taiwan
(2007-06-01)
Cheng, Sen-Hao
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Wang, Yau-De
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Horng, Ruey-Yun
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Huang, Yung-Chang
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管理科學系
This study examined the relation between the research and development (R&D) performance and the fit between a researcher's cognitive type and the task demand of the project that was implied in Wang, Wu & Horng's (1999) study. Three hundred and eighteen research projects completed by 205 project leaders in the 3 years were classified into Unsworth's four creativity types along two dimensions: (1) whether the research addressed an open- or closed-ended problem and (2) whether the project was assigned or actively sought by the researcher. Each researcher's personal traits were assessed using Myers-Briggs Type Indicator (MBTI) and Kirton's Adaptor-Innovator Scale (KAI). Results show that researchers with a conforming, feeling, or judging-type cognition performed better with assigned projects for solving closed problems. Those with an originality and intuitive-type cognition performed better on self-initiated projects for solving open-ended problems. Researchers with sensing-type cognition performed better with assigned projects for solving open-ended questions. Thus, a careful match between a researcher's cognitive type and the task demand of project is important for R&D management.
Predictors of Organizational Citizenship Behavior: Ethical Leadership and Workplace Jealousy
(2016-04)
Wang, Yau-De
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Sung, Wen-Chuan
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管理科學系
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Department of Management Science
This study examined the relationships of perceived ethical leadership, workplace jealousy, and organizational citizenship behaviors (OCB) directed at individuals (OCBI) and organizations (OCBO). Survey responses were collected from 491 employee-coworker pairs from 33 hospitals in Taiwan. The employees provided assessments of their perceived ethical leadership and the workplace jealousy they experienced, while the coworkers provided information about the employees\' OCBI and OCBO. In the hypotheses testing, perceived ethical leadership was found to be negatively related to employees\' workplace jealousy and jealousy was negatively related to their OCBI and OCBO. Workplace jealousy partially mediated the effect of ethical leadership on OCBI and OCBO. In addition, perceived ethical leadership was found to have a moderation effect on the jealousy-OCBI/OCBO relationship. This study contributes to the literature of ethical leadership as well as to the literature of OCB by relating workplace jealousy to OCB and by making sense of the effects of ethical leadership on OCB through the mediation of jealousy and through the moderation of ethical leadership on the jealousy-OCB relationship.
THE EFFECT OF AMOUNT AND TANGIBILITY OF ENDOWMENT AND CERTAINTY OF RECIPIENTS ON SELFISHNESS IN A MODIFIED DICTATOR GAME
(2014-06-01)
Chang, Shao-Chuan
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Lin, Li-Yun
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Horng, Ruey-Yun
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Wang, Yau-De
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交大名義發表
Taiwanese college students (N = 101) participated in the study to examine the effects of the amount of an endowment, the tangibility of an endowment, and the certainty of the recipient on selfishness in a modified dictator game. Results showed that dictators were more selfish when allocating tangible (money) than less tangible (honor credits) endowments. Selfishness was higher when large amounts of money were involved. The certainty of the recipient was manipulated by whether the recipient was chosen and announced before or after the decision. Unexpectedly, participants were more self-interested in the certain-recipient condition than in the uncertain-recipient condition. In the honor condition, the amount of an endowment and the certainty of the recipient did not affect participants\' allocations.
Toward a Better Understanding of the Link Between Ethical Climate and Job Satisfaction: A Multilevel Analysis
(2012-02-01)
Wang, Yau-De
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Hsieh, Hui-Hsien
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管理科學系
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Department of Management Science
Research concerning the relationship between psychological ethical climate and job satisfaction is popular in the literature. However, to date, no study in the literature has simultaneously investigated both the effects of individual-level and organization-level ethical climates on employees' job satisfaction. On the basis of a multilevel analysis, the present study used a sample of 472 full-time employees from 31 organizations in Taiwan to examine the above two effects. Results from the analyses showed that within the organizations, individual employees' instrumental climate perceptions were negatively related to job satisfaction, whereas their caring climate perceptions and rules climate perceptions were positively related to job satisfaction. Also, the results indicated that between organizations, organizational instrumental climate was negatively related to job satisfaction, whereas organizational caring, independence, and rules climates were positively related to job satisfaction. Implications for research and managerial practices were derived from these findings.
What is professional? An experiential learning theory perspective of sales engineer competencies in the semiconductor industry
(2011-03-04)
Niu, Han-Jen
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Wang, Yau-De
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管理科學系
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Department of Management Science
The position of sales engineer is an important and specialized job in the high-tech industry. Sales engineers are responsible for getting orders from clients, which is critical for a firm's survival. In order to complete his or her job targets, a sales engineer needs two abilities - technical knowledge and interpersonal skills. This study focuses on the semiconductor industry and examines by job analysis, the competency of sales engineers using the experiential learning theory. The study found fourteen abilities, including judgment, networking, relationship building and maintaining etc., are necessary for this kind of work. Three personality traits, namely goal orientation, initiation, and service orientation are also required. Comparatively, the required abilities and personality traits vary across streams in the industry, with "relationship building" being the most important ability. This exploratory study can provide new ideas for research and a useful practical direction for the selection and training of sales engineers.
WORK EXPERIENCE EFFECT ON IDOLATRY AND THE IMPULSIVE BUYING TENDENCIES OF ADOLESCENTS
(2009-03-01)
Niu, Han-Jen
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Wang, Yau-De
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交大名義發表
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National Chiao Tung University
The interrelationships of three issues relevant to adolescents are the focus of this study, namely, work experience, idolatry, and impulsive buying. Many young people work at some time during their years at high school, which is part of the process of socialization in terms of both thinking and behavior. Idolatry is a common phenomenon among adolescents, and is the way adolescents develop their own values and ideals. Marketers have long recognized the significance of impulse buying, but most studies focus on adult consumers. The purpose of this study was to examine the part-time job effect on idolatry and impulsive buying tendencies of 13- to 20-year-old Taiwanese adolescents. A survey of 337 high school and college students was conducted and results indicate that it has a moderating effect.