Commitment and turnover intention in the UAE oil industry

This paper aims to explore the links between two components of commitment – affective and continuance – and employees' intention to stay/quit in the oil industry. A self-administered questionnaire was used in order to collect study data from 600 employees representing three levels of management. Eight hypotheses were developed such as there is no significant relationship between affective commitment and intention to quit the organization, there is no significant relationship between affective commitment and intention to stay with the organization, there is no significant relationship between personal variables and organizational commitment and its dimensions, and there is no significant relationship between job-related variables and organizational commitment and its dimensions. These hypotheses were examined using various tests drawn from the SPSS program, for example, correlations, factor analysis and multiple regressions. Findings confirmed the multidimensionality nature of commitment. A significant negative relationship between organizational commitment and intention to quit was also reported. The results related to demographic factors and commitment show some evidences that support these links. The implications of the findings for both practitioners and researchers are discussed in the paper with some guidelines for future research in this field.     

High involvement work system,work–family conflict,and expatriate performance – examining Taiwanese expatriates in China

This study explores the effects of multinational companies (MNC) implementation of a high involvement work system (HIWS) for their expatriates on both expatriate work–family conflict (WFC) and their performance. We surveyed 174 Taiwanese expatriates stationed in China. Data were collected on: (1) perceived human resource management (HRM) practices concerning ‘high involvement work system’; (2) perceived work–family conflict; (3) job satisfaction; and (4) supervisor ratings of expatriate job performance. Structural modeling techniques helped us examine in one model the interdependent relationships among high involvement work system, work–family conflict, and expatriate performance in their host country. Our results show that a high involvement work system is positively related to expatriate satisfaction and performance. However, a high involvement work system is also positively related to expatriate work-family conflict, which in turn is negatively related to expatriate satisfaction and performance. Our findings remind managers that a high involvement work system may produce multiple effects on various dimensions of employee work life, and not all of these effects may be positive.     

The moderating effect of relationship conflict on the creative climate–innovation association: the case of traditional sectors in Spain

A good creative climate is considered one of the main capacities inherent in groups that establish innovation processes. Creative climate emerges from different forces interacting in a way that can be stimulated or inhibited. We identify six dimensions of creative climate. By analysing them jointly, we find that some are more relevant than others for the purposes of innovation. To test the model, we designed an empirical study based on a group of medium-sized firms in traditional sectors in Spain involved in non-high technology innovation. The results show that trust and support are the dimensions that favour innovation and that the dimension of relationship conflict has neither a positive nor a negative effect on innovation. Nevertheless, relationship conflict has a significant positive effect on the autonomy–innovation association and a significant negative effect on the commitment–innovation association. We find synergistic effects between apparently contradictory forces with implications for change and thus for organizational flexibility.     

From Every Direction—How Personality Traits and Dimensions of Project Managers Can Conceptually Affect Project Success

Based on extensive literature review, this theoretical paper adds to the “soft skill” research stream by enlarging the scope of personality dimensions and their subsequent effects on project success and, second, considers dimensions heretofore not explored within the project management body of knowledge. We posit that a project manager's extent of communication apprehension, degree of innovativeness, level of self‐monitoring, conflict management style, degree of change orientation and Myers‐Briggs (MBTI) personality type can affect project outcomes. Additionally, we conjecture that organizational dynamics such as structure, incentive systems, and organizational project management maturity can moderate the relationship between these personality dimensions and project success.     

STRATEGY, STRUCTURE AND ENVIRONMENT: CONTEXT INFLUENCES UPON SOME BIVARIATE ASSOCIATIONS

In studying organizational adaptation most researchers tend to draw sample- wide conclusions about the relationships among strategic, structural, and environmental variables. More often than not, the findings of different investigators are in conflict. Particular variables are said by some to covary positively, while different studies demonstrate a negative relationship. This paper attempts to show that the direction and significance of bivariate product-moment correlations may vary significantly, logically, and systematically according to the adaptive approach used by firms. A sample of firms is segmented into four parts, which are internally homogeneous in the evolutionary patterns among environmental, organizational, and strategy-making variables. The findings from a correlational analysis of each sub-sample indicate how some common discrepancies in the literature show the promise of being resolved when the differences in the contexts of the bivariate relationships are examined.     

Relationships of work–family conflict with business and marriage outcomes in Taiwanese copreneurial women

This study used bidirectional interrole conflict measures to examine the permeability of work and family domains, and to further investigate the relationships of work–family conflict with business and marriage outcomes in copreneurial women. Analytical results from 202 Taiwanese copreneurial women were summarized as follows: (1) family boundaries were more permeable than work domains; (2) work–family conflict is negatively related to perceived business success and marriage satisfaction; and (3) work-to-family conflict predicts marriage satisfaction, whereas family-to-work conflict predicts perceived business success. The results were interpreted and implications were discussed in terms of consulting strategies of work–family management strategies and participative management techniques in family business.     

The impact of open innovation on firm performance: The moderating effects of internal R&D and environmental turbulence

Researchers have identified open innovation as two dimensions, external technology acquisition and external technology exploitation. This study explores the direct and interactive effects of these two dimensions on firm performance and further examines the moderation effects of two factors (i.e., internal R&D and environmental turbulence) on the relationship between both types of open innovation and firm performance. Based on Chesbrough's open innovation model, multi-item scales were developed to measure two dimensions of firm-level open innovation. Survey results of 176 Taiwanese high tech manufacturing firms provide support for most hypotheses. The result shows that external technology acquisition positively affects firm performance, whereas external technology exploitation does not. This study also finds that external technology acquisition strengthens the relationship between external technology exploitation and firm performance. Both external technology acquisition and external technology exploitation are positively related to firm performance under high internal R&D investment and a turbulent market environment. However, technological turbulence only positively affects the relationship between external technological acquisition, but not external technology exploitation, and firm performance. The findings contribute to enhanced understanding of how the degree of leveraging open innovation dimensions depends on their complementarity, internal R&D, and environmental turbulence.     

关系型社会资本如何影响企业创新绩效——基于知识转移的路径解析

企业的创新绩效受到企业在网络中的关系型社会资本的制约,这一研究正逐渐受到学者的关注,但相关研究中关系型社会资本对企业创新绩效影响的路径探索往往并不深入。基于此,从信任、沟通、冲突管理三个维度测度企业的关系型社会资本,考察了其对企业创新绩效的影响模式,以及知识转移在此作用中的中介效应。结果显示:关系型社会资本的三个维度均对创新绩效有显著的促进作用,其中有效沟通的作用效果更明显,同时知识转移在该关系中发挥了部分中介效应。研究建议指出,企业应注重构建经济型与政企型社会关系网络,加强关系型社会资本的构建与维护,尤其要注重通过促进企业间的沟通有效性来提升企业间的知识转移效果及创新绩效。     

工作压力、学习负担对注册会计师\n职业倦怠影响的实证研究

注册会计师职业倦怠是审计研究的一个新领域.我国审计学术界至今尚没有开展对注册会计师职业倦怠的系统研究.在借鉴国外研究文献的基础上,探讨我国注册会计师职业倦怠的诱因后发现,工作家庭冲突、角色冲突和学习负担对注册会计师职业倦怠有显著影响,但工作过载对注册会计师职业倦怠的影响则不显著.另外,注册会计师年龄与会计师事务所规模对弱化注册会计师职业倦怠有较强的积极效果.     

消费者线上交互与感知风险的关系研究

论文研究消费者对消费者的线上交互行为对消费者对产品的感知风险的影响。参考前人文献,引入了认知信任这一中介变量。此外,根据文献,本文将消费者线上交互划分成了五个维度,分别是信源质量、关系强度、信息质量、交互氛围和交互频率。实证研究发现,这五个维度分别会通过认知信任,对消费者感知风险产生负向影响。     

The Reciprocal Relations of Pressure,Work/Family Interference,and Role Satisfaction: Evidence from a Longitudinal Study in Taiwan

The aim of this longitudinal study was to explore reciprocal relationships between work/family pressure, work/family interference, and work/family satisfaction among Taiwanese employees (N = 310). All study variables were assessed three times. We found that within the work domain, earlier work pressure caused later work‐to‐family conflict (WFC), while earlier WFC reduced later job satisfaction. We also found that earlier WFC caused later work pressure, while earlier job satisfaction reduced later WFC. Similarly, we found that within the family domain, earlier family pressure caused later family‐to‐work conflict (FWC), while earlier FWC reduced later family satisfaction. We also found that earlier FWC caused later family pressure. In addition, family pressure and family satisfaction had reciprocal relationships over time. Together these longitudinal and reciprocal relations strongly support our hypothesized feedback loops linking pressure, work and family conflict, and role satisfaction, within each of the work and family domains. We made specific suggestions on breaking these vicious cycles to effectively manage both the work and family roles.     

Measuring correlations of integrated but not cointegrated variables: A semiparametric approach

Many macroeconomic and financial variables are integrated of order one (or I(1)) processes and are correlated with each other but not necessarily cointegrated. In this paper, we propose to use a semiparametric varying coefficient approach to model/capture such correlations. We propose two consistent estimators to study the dependence relationship among some integrated but not cointegrated time series variables. Simulations are used to examine the finite sample performances of the proposed estimators.     

Towards an integrative framework of strategic international human resource control: the case of Taiwanese subsidiaries in the People's Republic of China

This study integrates the resource-based view of the firm, the resource dependence model, institutionalism theory and the cybernetic system model into a framework to investigate the determinants of international human resource (IHR) control at the subsidiary level. The effects of competitive strategies and the mediating effects of inter-organizational interdependencies on three different dimensions of IHR control (input, behaviour and output) were studied by using a sample of 101 Taiwanese subsidiaries operating in the People's Republic of China (PRC). Four notable associations were found: (1) a robust direct relationship between the adoption of a low-cost strategy and two dimensions of IHR control (behaviour and output) was testified; (2) an indirect effect of a low-cost strategy on IHR input control through dependence on the parent's resources was found; (3) the direct relationship between local differentiation strategy and IHR input control could not be testified because a positive mediating effect of dependence on local resources counteracted the negative mediating effect of dependence on parents resources; (4) the direct effects of dependence on local resources on the IHR input control and dependence on parent's resources on IHR input control and behavioural control were testified.     

Environmental policies,national culture,and stock price crash risk: Evidence from renewable energy firms

This study investigates the impact of country‐level environmental performance and national culture on the stock price crash risk of renewable energy firms. Employing a large sample of 626 renewable energy firms across 31 countries, we find a significant nonlinear relationship between country‐level environmental performance and crash risk. National culture dimensions are found to strongly predict the crash risk of renewable energy firms, particularly after the global financial crisis. On the contrary, national culture dimensions and environmental policies are observed to not exert any significance in explaining the crash risk of fossil fuel firms. Our results are robust with respect to alternative measures of stock price crash risk and the endogeneity of national culture dimensions. Overall, the findings of this paper contribute to the environmental economics literature by providing new evidence regarding the role of societal and environmental factors in explaining the stock price crash risk of energy firms.     

Impact of economic growth volatility on income inequality: ASEAN experience

The study attempts to examine the symmetric and the asymmetric impact of volatility of economic growth on the inequality of income in the major ASEAN economies over the period 1980–2015. Financial development, trade openness as a proxy of globalization, inflation, human capital formation, and fiscal policy are utilized as major control variables. The paper tries to explore the causal association between inequality of income distribution and economic growth volatility, exploring simultaneously the long-run association and the short-run dynamics in the time series structure. The study applied Clemente–Montanes–Reyes unit root test to identify the structural break in the time series. Further, the cointegrating relationship of the time series observations was explored by applying the ARDL (linear) bounds test approach along with the nonlinear ARDL for making fruitful comparisons in the long-run relationship among the variables. The countries chosen are Malaysia, Indonesia, Thailand, Singapore and The Philippines. The empirical findings strongly suggest a long-run cointegrating relationship between income inequality and growth volatility with a positive and statistically significant impact. Also, the causality analysis was explored using the Toda and Yamamoto (1995) method of Granger causality. The causality test shows that there exists bidirectional causality from inequality transmission to economic growth volatility. The implications that are developed from this study helps us to understand the various policy reforms in the ASEAN region, that are more transparent and can make these economies less susceptible to risks.     

Analyzing the effects of diversity perceptions and shared leadership on emotional conflict: a dynamic approach

Recent attempts to incorporate time to the study of groups reveal temporal factors can impact group functioning. However, studies of group diversity to date are largely cross-sectional and capture the relationship between diversity and its outcomes at one point in time. The present research attempts to overcome this shortcoming by analyzing the interplay between diversity and emotional conflict across time. At the same time, the current study aims to establish an empirical basis for the commonly stated assertion in intergroup relations research that the basis of categorization shifts from surface-level attributes to deep-level attributes as groups mature. Finally, by incorporating shared leadership, this study aims to suggest a contextual lever that can help groups avoid potential disadvantages of diversity. In a longitudinal study of 301 individuals from 81 groups, the present study found that surface-level diversity was negatively linked to emotional conflict in the beginning and the end of groups' interaction whereas deep-level diversity was positively linked to emotional conflict in the middle of groups' interaction. Shared leadership was found to moderate the relationship between diversity and emotional conflict. Implications for human resource management are discussed.     

IT与业务匹配中的信息化冲突探索

信息化冲突是企业信息技术(IT)与业务匹配中普遍存在的重要障碍之一。本文在对现有文献整理基础上,对IT与业务匹配中信息化冲突产生的原因进行了系统的分析,将信息化冲突划分为任务冲突和关系冲突两种类型,并对二者之间的关系进行了分析。从行为整合角度给出了解决信息化冲突的途径。     

Hybrid MADM-based study of key risk factors in house-for-pension reverse mortgage lending in Taiwan's banking industry

The issue of financial problems among the elderly has garnered the attention of multiple generations. In 2018, Taiwan formally attained an ageing society status. In order to address the financial difficulties elderly people face, an annuity system reform was launched by the Taiwanese government. Reverse mortgage lending, which is performed on the basis of house-for-pension, is an alternate method for enhancing their standard of living and sustaining their financial stability. The elderly applicants often mortgage their properties to financial institutions in order to maintain a steady cash flow for the fulfilment of their daily needs and live their remaining years in the mortgaged properties without vacating. Prior studies on house-for-pension in the Taiwanese context primarily concentrated on institutional implementation analysis but limitedly explored the uncertainty risks banks face when implementing the house-for-pension scheme. First, a literature review on the risks associated with house-for-pension reverse mortgage financing and comprehensive interviews with banking industry professionals were conducted. Subsequently, in the Taiwanese banking sector, assessment criteria for important risk factors in house-for-pension reverse mortgage financing were devised. The decision-making trial and evaluation laboratory (DEMATEL) was utilised to assess the interdependence of the assessment criteria. Next, the DEMATEL-based analytic network process (ANP) or DANP were used to calculate the weights of evaluation criteria. By employing modified VlseKriterijumska Optimizacija I Kompromisno Resenje (VIKOR), a gap analysis was undertaken on the assessment criteria and sub-criteria. The study's findings serve as a guideline for the Taiwanese banking industry in formulating, improving, or amending the risk exposure mitigation measures for reverse mortgage lending.     

Utilize structural equation modeling (SEM) to explore the influence of corporate environmental ethics: the mediation effect of green human capital

This study utilizes structural equation modeling (SEM) to explore the positive effects of corporate environmental ethics on green relationship learning and green innovation performance in the Taiwanese manufacturing industry. In addition, this study explores the concept of green human capital and discusses its mediation effect on the positive relationships between corporate environmental ethics and the two consequents: green relationship learning and green innovation performance. The empirical results show that corporate environmental ethics positively affects green relationship learning and green innovation performance. Furthermore, this study verifies green human capital mediates the positive relationships between corporate environmental ethics and the two consequents: green relationship learning and green innovation performance. Finally, this study divides the Taiwanese manufacturing companies into several different groups, and provides some suggestions to them.     

基于自我决定论的员工个人企业家行为影响因素实证研究

员工个人企业家行为是一个新兴的组织行为学变量,环境干预和个体特征对其的影响有待进一步研究。调查样本来自西安高新技术和文化服务产业企业中的基层员工。研究结果表明：情感性支持（AS）、物质支持（MS）、关系支持（RS）、工作发展支持（JDS）等四个维度均对员工个人企业家行为中的个人创新行为维度有显著的正向促进作用;除AS外,MS、RS、JDS等维度均对营造创新氛围这一维度有显著的正向促进作用;内部动机对员工企业家行为有显著的正向促进作用;内部工作动机在POS中的AS、RS、JDS这三个维度与员工企业家行为中的两个维度之间起到部分中介作用。该结论证实了自我决定机制在环境因素影响个体内部动机从而影响个体行为中的作用,揭示了组织支持感影响员工个人企业家行为的心理一行为路径。