ICO: Dissertations

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The effect of knowledge hiding on employee innovation performance of multinational corporations : based on team-member exchange and cultural intelligence
(National Institute of Development Administration, 2022) Jin, Yanfang; Chen, Chih Hung
Economic globalization has become an irresistible trend in world economic development. Innovation is the primary driving force for national development and the decisive factor for the survival and development of enterprises, especially for multinational corporations. In the post-epidemic era, the turbulence and uncertainty of the world economy have further intensified. Economic globalization has suffered unprecedented damage. The trade friction between major countries escalates, and Chinese multinational companies face is great challenges. Therefore, improving the innovation of multinational companies effectively is an important way to enhance the core competitiveness of multinational companies. For the realization of the innovation performance of teams and organizations coming from individual innovation, multinational companies rely on employees with different cultures to improve their innovation performance. It is of great significance to study the ways to improve the innovation performance of employees to enhance the core competitiveness of multinational companies. Therefore, from the perspective of knowledge sharing, the current research mainly studies the improvement of employee innovation performance, ignoring the important premise of knowledge sharing -- employees decide to share their knowledge. Employees who are not motivated to share knowledge with their colleagues will hide their knowledge, leading to knowledge-hiding behaviors. Then the behaviors will reduce the social interaction between employees and their creativity, which has an impact on employees’ innovation behaviors and weakens the innovation performance of employees and the company. Accordingly, this study applies the social exchange theory to study the knowledge-hiding behaviors of employees who are working in multinational companies and studies the function mechanism of knowledge hiding on employee innovation performance. This study adopts the social exchange theory and the social classification theory to blend knowledge management and innovation. Meanwhile, this study, synthesizing literature research, questionnaire, and statistical analysis, using SPSS and MPLUS to analyze data and selecting 300 Chinese employees from the multinational companies as the research sample, study the function mechanism of knowledge hiding on employee innovation performance. Based on the exchange relationship of employees and the working characteristics of cross-culture, this study explores the mediating and moderating role of team-member exchange and cultural intelligence in the influence of knowledge hiding on the innovation performance of employees in multinational companies. The research hypothesis and the theoretical model are verified, have made up for defects of existing studies. This study discusses the improvement of innovation performance of employees from multinational companies, which is an innovative exploration in the field of knowledge management and innovation management. The research results provide theoretical support and guarantee for Chinese multinational companies to improve the innovation performance of their employees, bringing certain practical significance. This study effectively reveals the function mechanism of knowledge hiding on multinational employee innovation performance, constructs a research framework of knowledge hiding, team-member exchange, cultural intelligence and employee innovation performance of multinational companies, and provides theoretical support for the research of the relationship among variables. Empirical conclusions suggest that managers of multinational companies should specify effective human resource management and knowledge management strategies for employee knowledge hiding, to improve team-member exchange, reduce knowledge hiding, and ultimately improve employees’ innovation performance. The research conclusions have important theoretical and practical significance.
Does an organizational doing good cause its employees to do good? The impact of employee-perceived CSR on organizational citizenship behavior
(National Institute of Development Administration, 2022) Li, Yingxia; Chen, Chih Hung
Since formally proposed, CSR has been the subject of debate and research, and has aroused the interest of scholars in management, sociology, strategy, law and other fields. More and more scholars believe companies should approach their business from a sustainable development perspective and support CSR activities. However, in China, companies do not actively participate in CSR, or have “hypocritical” motives to do so. The reason is not only because of lax external legal constraints and information asymmetry, but also because they do not have a comprehensive understanding of “what CSR brings to the organization” and “How to implement CSR effectively”. In terms of the CSR literature, scholars argue as as more companies engage in CSR activities, there is an urgent need to establish a research stream to explore the impact of CSR on employee behavior, performance, and productivity. Unfortunately, there are not so many CSR researches taking employees as the analysis unit. The knowledge about employees’ responses to CSR is still largely fragmented and lacks theoretical consolidation. Therefore, this study attempted to fill this gap. Based on stakeholder theory, social identity theory and social exchange theory, this study innovatively proposes a new comprehensive model to explore the mechanism of the influence of employee-perceived CSR on employee organizational citizenship behavior at the micro individual level through rigorous research design and standardized research methods. This study believes that if the underlying mechanism between CSR and organizational citizenship behavior is revealed, managers can adjust the organization’s CSR strategy accordingly to effectively implement CSR and embed CSR practices into organizational design and processes to advance the cause of CSR. This study argues that employee-perceived CSR includes three dimensions: perceived CSR altruism, perceived CSR execution and perceived CSR participation. It wants to verify three questions. (1) Whether perceived CSR altruism, perceived CSR execution and perceived CSR participation positively affect employee organizational citizenship behavior? (2) Whether perceived CSR altruism, perceived CSR execution and perceived CSR participation positively affects employee organizational citizenship behavior via the mediating role of organizational identification? (3) Whether organizational identification positively affects employe organizational citizenship behavior via the moderating role of perceived organizational support? Using 409 survey data from two regions with different levels of economic development in China, the conceptual model is tested by hierarchical regression analysis and SEM. Empirical results indicate that perceived CSR altruism, perceived CSR execution and perceived CSR participation all have positive impact on organizational citizenship behavior through the partial mediation of organizational identification, and perceived organizational support moderates the positive impact between organizational identification and organizational citizenship behavior. This study offers managerial implications. (1) Employee-perceived CSR includes perceived CSR execution, perceived CSR altruism and perceived CSR participation. Therefore, enterprises should design CSR programs in a manner that effectively promotes employees’ perception of the three dimensions. (2) CSR has a positive impact on organizational identification and organizational citizenship behavior. Therefore, CSR is worth investing in. Enterprises should integrate social responsibility into their development strategies. (3) Organizational identification is a bridge connecting perceived CSR and organizational citizenship behavior, so enterprises should pay attention to the cultivation of employee identification. (4) Enterprises should create a sense of organizational support and increasing the degree to which organizational identity positively affects organizational citizenship behavior. (5) To develop CSR, in addition to formulate CSR-related regulations, the government should publicize the positive role of CSR in the organization and stimulate the internal driving force of enterprises to fulfill CSR. This study contributes to the extant literature in multiple ways. First, it provides a more comprehensive perspective of individual perception and assessment of CSR by expanding the dimensions of employee-perceived CSR. Second, it offers a new conceptual model and explores why and how perceived CSR contributes to employee outcomes in the workplace, which not only responds to the call to explain why CSR impacts employee output , but also integrates and expands CSR research at the individual level, helping to bridge the micro-level research gap that has been criticized in the field of CSR research. Third, it discovers that perceived organizational support moderates the positive impact of organizational identification on organizational citizenship behavior, which better answers “how” and “under what conditions” CSR contributes to employee outcomes and advances the understanding of the psychological processes linking CSR to organizational citizenship behavior. Practically, based on an empirical survey of Chinese firms, this study proves that CSR can trigger employees’ organizational citizenship behavior, thereby inspire the CEO’s enthusiasm to implement CSR and promote the development of CSR in China. It also provides a theoretical and guiding model for companies to formulate, implement and disseminate CSR strategies, thereby optimizing the return on CSR investment. This study contributes to the extant literature in multiple ways. First, it provides a more comprehensive perspective of individual perception and assessment of CSR by expanding the dimensions of employee-perceived CSR. Second, it offers a new conceptual model and explores why and how perceived CSR contributes to employee outcomes in the workplace, which not only responds to the call to explain why CSR impacts employee output , but also integrates and expands CSR research at the individual level, helping to bridge the micro-level research gap that has been criticized in the field of CSR research. Third, it discovers that perceived organizational support moderates the positive impact of organizational identification on organizational citizenship behavior, which better answers “how” and “under what conditions” CSR contributes to employee outcomes and advances the understanding of the psychological processes linking CSR to organizational citizenship behavior. Practically, based on an empirical survey of Chinese firms, this study proves that CSR can trigger employees’ organizational citizenship behavior, thereby inspire the CEO’s enthusiasm to implement CSR and promote the development of CSR in China. It also provides a theoretical and guiding model for companies to formulate, implement and disseminate CSR strategies, thereby optimizing the return on CSR investment.
Influencing factors of memorable tourism experience and behavioral intention: a study of Chinese tourists in Thailand
(National Institute of Development Administration, 2022) Li, Renliang; Zhao, Xiushu
As the competition of destination is more and more severe, more attention is paid to providing memorable tourism experiences (MTEs) to tourist. Though existing literature has made certain achievements in exploring MTEs and influencing factors, there are still some research gaps and are listed as follows: 1) A consensus about the influencing factors of MTEs has not yet been reached. 2) Whether MTEs remains the best tool of behavior prediction in the future is yet to be verified. This research has three purposes: 1) To explore the influencing factors of MTEs; 2) To discuss how the influencing factors of MTEs affect behavioral intentions; 3) To examine the mediating effect of MTEs on influencing factors and behavioral intention. This study used a mixed research methods approach by collecting and analyzing both qualitative and quantitative data. First, this study generated and purified a scale through in-depth interviews (15 self-guided Chinese tourists) and summarization of relevant literature. Second, it refined and validated the scale through quantitative study. Taking 400 self-guided Chinese tourists to Thailand as samples, the quantitative study determines the influencing factor scale by using the software of SPSS and AMORS 24.0 to analyzing the reliability and validity, projects information, EFA and CFA. A hypothetical model of the relationship among MTEs influencing factors, MTEs and behavioral intentions was built based on CAB theory and planned behavior theory. Another 400 samples taking from self-guided Chinese tourists to Thailand were collected to conduct fitting evaluation and hypothesis verification in the following study. Then, based on CAB theory and planned behavior theory, a hypothetical model of the relationship was constructed among MTEs influencing factors, MTEs and behavioral intentions. The main conclusions obtained in the paper are as follows. 1) There are 7 influencing factors of MTEs: Infrastructure, Hospitality & Service, Physiography, Culture & Architecture, Activities & Events, Knowledge & Emotion, Social interaction, the first five factors among which describe the destination attributes, while the last two factors describe the tourists’ personal factors. 2) The influencing factors MTEs have positively effects on MTEs. 3) MTEs have significant positive effects on behavioral intention. 4) MTEs have a mediating effect between Inf, PH, CA, AE, KE, HS, SI and BI. The theoretical contribution of this research is mainly reflected in the following aspects : 1) Broadening the theoretical knowledge related to the influencing factors of MTEs. 2) Determining the relationship between the antecedents and consequences of MTEs, which is also the first attempt to integrate the influencing factors of MTEs, MTEs and behavioral intention into one model and test it empirically. 3) Expand the scope of sampling in tourism study. This paper conducted research on antecedents and consequences of MTEs by collecting data from self-guided Chinese tourists to Thailand. The focus of this group was new in tourism study. And the study also expands and subdivides the sample scope and enriches the connotation of tourism experience research. The practical significance of this study is mainly reflected as follows: 1) It is helpful for destination managers to pay attention to MTEs and adjust their tourism operation and management strategies; 2) Helping managers to better understand the influencing factors of MTEs; 3) Helping tourism practitioners to improve their management of tourism resources; 4) It is helpful for tourism practitioners to think innovatively. In addition, this study puts forward countermeasures and suggestions to improving the MTEs of tourist and promoting tourism experience management on four aspects: 1) Increase the investment in infrastructure to perfecting the tourism experience; 2) Optimize the industrial structure, highlighting cultural tourism projects and increasing marketing; 3) To remind the government pay more attention to the sustainable development and the protection of natural resources.
Acceptance of recruiting chatbots: an empirical study on the recruiters' perspective
(National Institute of Development Administration, 2022) Drebert, Judith; Sid Suntrayuth
In economic history, there have always been changes and disruptions within market structures and established infrastructure. One eruptive technological development is the automation of business processes. Chatbots offer a way to automate processes in an interactive-laden way via dialogues with the human inquirer. The study at hand investigates factors influencing recruiter-sided chatbot acceptance within the recruiting process. The recruiting process step of candidate interviewing serves as a high-involvement use case for the target group of the quantitative survey: Participants are recruiters in human resource departments in companies from Germany (main focus), Austria and Switzerland with candidate interviews in their recruiting processes. The first chapter contains an introduction to the topic, states the objective of the study and shows the structure of the dissertation. In the second chapter, the recruiting process is being outlined and brought together with the aspect of digitization and automation before regarding the role of chatbots in recruiting. Acceptance research and the topic of chatbot acceptance are presented in the third chapter. The fourth chapter is about the formation of the research model: Based on research on acceptance and specifically the technology acceptance model (TAM), the Human-Robot Collaboration Model (HRCAM) is transformed into the novel Human-Chatbot Collaboration Model (HCCAM) for the non-physical case of chatbots and expanded via the chatbot-relevant constructs of perceived system transparency and inertia regarding chatbot technology. Main focus of the quantitative recruiter survey is the investigation of the antecedents of recruiting chatbot acceptance according to the HCCAM model, specifically regarding job-related automation concerns. It incorporates (1) the validated TAM2 (Venkatesh & Davis, 2000) items subjective norm, job relevance, result demonstrability, and output quality, (2) the validated TAM3 (Venkatesh & Bala, 2008) items self-efficacy, perceptions of external control, and chatbot anxiety, (3) the ethical, legal and social implications (ELSI) and technology affinity items as introduced by Bröhl et al. (2019), (4) perceived system transparency (e.g., Peters et al., 2020) as well as (5) inertia (e.g., Polites & Karahanna, 2012) items adapted from related literature. The fifth chapter is about the quantitative survey for assessing the factors related to recruiters’ chatbot acceptance presenting the methodological approach. Subsequently, the empirical study results are presented in the sixth chapter. Subjective norms and perceived usefulness are found as most relevant significant acceptance criteria for chatbots in recruiting. Overall, 13 significantly influencing factors are yielded, amongst them perceived system transparency and inertia. The dissertation concludes with a discussion of the findings, a display of the theoretical and practical contributions, a conclusion section, an examination of the limitations of the study, and an outlook on future research.
Payment behavior of chinese internet literature reader: the use of planned behavior and social capital theories
(National Institute of Development Administration, 2022) Zhuoma, Lamu; Aweewan Panyagometh
How should we understand the internet literature payment behavior in China? This research argued that Chinese internet literature is an internet+ literature from the management's perspective. The theory of planned behavior is also applicable to Chinese internet literature payment behavior. And readers’ virtual social capital indirectly influences readers’ payment behavior by directly influencing readers’ planned behavior. The conceptual framework of this research is to prove the relationship between social capital and planned behavior to support the argument. In this research, social capital is divided into structural social capital, cognitive social capital, and relational social capital. And the most obvious path of the research result is that relational social capital directly, positively, and significantly influences attitude; the attitude directly, positively, and significantly influences the intention; the intention directly, positively, and significantly influences the behavior. Therefore, according to the results, internet literature companies should provide more opportunities to gain readers’ virtual social capital, especially relational social capital, to achieve the payment behavior of Chinese internet literature readers.
The impact of career management on work attitude in public sector employees: the mediating effect of career growth
(National Institute of Development Administration, 2022) Lu, Dan; Chen, Chih Hung
The development of a service-oriented government is one of the main objectives of the Chinese government’s reform. The public sector employees’ efforts in the course of pursuing organizational goals, which are considerably affected by the employees’ work attitudes, are the keys for the development of the service-oriented government. The public sector employees’ work attitudes, one of classic concept of public organization behaviors, is the civil servants’ attitudes towards the work and their evaluation of work and their working environment (either positive or negative). The legislation and implementation of a series of polices have somewhat resulted in changes on the social status and welfare of civil servants, as well as the work attitudes of young civil servants in the grassroots level. The changes require the civil servants to have increasingly high level of personal ability, professionalization and other capacities, and the civil servants concern more about their career management and career growth along with the emergence of protean careers and boundaryless career. Thus, in this circumstance, studying the role of career management in the civil servants’ career growth and work attitudes is of both theoretical and practical significances. The main objectives of this empirical study are to understand the impact of career management on employee career growth and work attitude, the effects of career management on employee career growth and work attitudes, the intermediary role of career growth in the relationship between career management and work attitudes, as well as the mechanism of the impact of career management on work attitudes. Taking career management, career growth, and work attitudes as the independent variable, mediating variable, and dependent variable, respectively, this study develops a theoretical model to test a series of hypotheses. With 571 civil servants from Yunnan Provinces as the subjects, this study employs the structural equation model to verify the proposed hypotheses, and draws the research conclusions as follows: Firstly, for employees in the public sector, career growth plays a mediating role between the relationship between career management and work attitudes. The finding bridges the relevant research gap in the area of HR management, and suggests that organizations in the public sector could conduct career management to prompt the workers’ career growth Secondly, in the public sector, career growth significantly and positively affects the two dimension of work attitudes (job satisfaction and organizational commitment). The result implies that the public sector’s supports on its workers’ career growth would further enhance the workers’ job satisfaction and organizational commitment, and consequently benefit the organizational development. Thirdly, for employees in the public sector, there is a moderate and positive correlation between the two dimensions of career management (individual career management and organizational career management). This further attests the applicability of career management as well as the necessity of carrying our career management in the public sectors. Lastly, career management imposes significant and positive impacts on both career growth and work attitudes. The result adds more empirical evidence to the current related theories. It also indicates that individual career management could prompt workers to improve self-awareness and understanding, explore the organizational environment, and further learn the differences between themselves and others outside of their organization.

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