Exploring career commitment and turnover intention of high-tech personnel: a socio-cognitive perspective

Abstract

Drawing upon social cognitive theory, this study presents psychosocial functioning in which personal factors and social influences jointly influence career commitment as a mediator and then turnover intention as an outcome among high-tech personnel. Based on a two-wave survey of working professionals in high-tech industry, this study’s empirical results find that passion, social support, and perceived self-centered leadership indirectly relate to turnover intention through the full mediation of career commitment. At the same time, the effects of job self-efficacy and social support on career commitment are moderated respectively by passion. Finally, managerial implications and research limitations are discussed.     

Modeling e-loyalty: a moderated-mediation model

ABSTRACT

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.     

All for one,one for all: Coopetition and virtual team performance

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.     

Modeling Corporate Citizenship,Organizational Trust,and Work Engagement Based on Attachment Theory

This study proposes a research model based on attachment theory, which examines the role of corporate citizenship in the formation of organizational trust and work engagement. In the model, work engagement is directly influenced by four dimensions of perceived corporate citizenship, including economic, legal, ethical, and discretionary citizenship, while work engagement is also indirectly affected by perceived corporate citizenship through the mediation of organizational trust. Empirical testing using a survey of personnel from 12 large firms confirms most of our hypothesized effects. Finally, theoretical and managerial implications of our findings are discussed.     

To Help or Not to Help: Understanding the Helping Intentions from a Mediating Perspective of Social Network Ties

This study assesses the relationships among helping intentions and their exogenous antecedents by considering social network ties as mediators. In the model the need for power–prestige, outcome interdependence, and person–organization fit all indirectly influence the helping intentions through the mediation of social network ties comprised of instrumental ties and expressive ties. The model is tested by applying data from employees of different companies, who attend an evening college for advance study. The test results reveal that helping intentions are influenced significantly by expressive ties and instrumental ties, while the influences of outcome interdependence and person–organization fit on expressive ties and instrumental ties are both respectively significant. Finally, the influences of the need for power–prestige on expressive ties and on instrumental ties are insignificant. Implications of the empirical findings are also discussed herein.     

Being Good Citizens: Understanding a Mediating Mechanism of Organizational Commitment and Social Network Ties in OCBs

Given that citizenship challenges the basis and workings of the basic institutions market, state, and civil society, organizational citizenship behaviors (OCBs) become an important moral tenet found in some codes of ethical principles. This study explores service-oriented OCBs and their determinants. Three dimensions of service-oriented OCBs (loyalty, service delivery, and participation) are hypothetically influenced by distributive justice, procedural justice, personal cooperativeness, and the need for social approval through the mediation of organizational commitment. The three dimensions of OCBs are hypothetically influenced by personal cooperativeness, need for social approval, task interdependence, and outcome interdependence through the mediation of social network ties. The model is tested using data from contact employees at several financial holding companies in Taiwan. Test results reveal that the relationships between need for social approval and organizational commitment and those between task interdependence and social network ties are insignificant, whereas all other paths are significant. This study also provides managerial implications and limitations.     

A qualitative integration of self-determination theory and expectation-confirmation theory using physical education as an example

This study proposes a conceptual model based on both self-determination theory (SDT) and expectation-confirmation theory (ECT) using physical education as an example. It is important to try integrating SDT and ECT together given that satisfaction is a common core in both theories. In the proposed model, need support confirmation is influenced by support expectation and perceived support, while need satisfaction is influenced by support expectation and need support confirmation. Accordingly, being influenced by need satisfaction, self-determined motivation has a positive influence on students’ participation intention in optional PE courses. Finally, the discussion and limitation about the proposed model are also provided.     

Modeling Corporate Citizenship and Its Relationship with Organizational Citizenship Behaviors

Citizenship, such as corporate citizenship and organizational citizenship, has been an important issue in business management for decades. This study proposes a research model from the perspectives of social identity and resource allocation, by examining the influence of corporate citizenship on organizational citizenship behaviors (OCBs). In the model, OCBs are positively influenced by perceived legal citizenship and perceived ethical citizenship, while negatively influenced by perceived discretionary citizenship. Empirical testing using a survey of personnel from 18 large firms confirms most of our hypothesized effects. Theoretical and managerial implications of our findings are discussed.     

To Share or Not to Share: Modeling Tacit Knowledge Sharing,Its Mediators and Antecedents

Tacit knowledge sharing discussed in this study is important in the area of business ethics, because an unwillingness to share knowledge that may hurt an organization’s survival is seen as being seriously unethical. In the proposed model of this study, distributive justice, procedural justice, and cooperativeness influence tacit knowledge sharing indirectly via two mediators: organizational commitment and trust in co-workers. Accordingly, instrumental ties and expressive ties influence tacit knowledge sharing indirectly only via the mediation of trust in co-workers. The model is assessed by using data from different companies’ employees, who attend an evening college in Taiwan for advance study. The test results of this study indicate that tacit knowledge sharing is affected by distributive justice, procedural justice, and cooperativeness indirectly via organizational commitment. Additionally, tacit knowledge sharing is also affected by distributive justice, instrumental ties, and expressive ties via trust in co-workers. The paths from procedural justice and cooperativeness to trust in co-workers are shown to be insignificant. Managerial implications of the empirical findings are also provided. Chieh-Peng Lin is an Assistant Professor in the Graduate School of Business and Management, Vanung University, Taiwan. He had performed international business practices for several years and now focuses on the research related to consumer and organizational behaviors. His work has been published in a variety of journals including Journal of Business Ethics, International Journal of Service Industry Management, Human Resource Development Quarterly, Journal of Organizational and End User Computing, and so on.     

Modeling Job Pursuit Intention: Moderating Mechanisms of Socio-Environmental Consciousness

Many scholars have suggested the relationship between corporate social performance and its ability to attract a large number of high-quality job applicants, because previous literature indicates that employees with strong social awareness help create a high-performance organization. For that reason, an important issue for successful business recruitment is how to boost the pursuit intention of job seekers. This study discusses such issue by proposing a model based on signaling theory and cognitive dissonance theory. In the proposed model of this study, the positive relationships between four dimensions of corporate social performance and job pursuit intention are hypothetically moderated by socio-environmental consciousness. The proposed hypotheses of this research were empirically tested using the data from graduating students seeking a job. The empirical findings of this study complement previous literature by discussing how corporate social performance benefits business firms from a perspective of strengthened human resources and recruitment. Finally, managerial implications for business managers based on the findings herein are provided.