Browsing by Author "Yen, Pi-Hsia"

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Being an excellent team: understanding how politics influence team performance
(2018-01-01)
Chiu, Chou-Kang
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Joe, Sheng-Wuu
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Lin, Chieh-Peng
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Wu, Tien-Yu
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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.
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.