Employees In Taiwan Research Articles

The relationship between workplace justice and self-evaluated nonfatal occupational accidents among healthcare employees in Taiwan: An observational study.

The relationship between workplace justice and nonfatal occupational accidents in a single-payer healthcare system has rarely been explored. As countries strive to achieve and sustain universal health coverage, healthcare workers' occupational safety and health require greater concerns. We used the data from a national survey conducted on randomly sampled Taiwanese workers. One hundred forty eight males and 567 females, with a total of 715 healthcare workers aged 20 to 65, were analyzed. The workplace scale consisted of 4 subcomponents, including distributive justice, interpersonal justice, information justice, and procedural justice, and was dichotomized into low and high groups in each dimension. Logistic regression models examined the relationship between workplace justice and self-evaluated occupational accidents among healthcare employees. The prevalence of self-evaluated occupational accidents in healthcare employees was 15.54% and 11.64% for men and women, respectively. After adjusting variables such as sociodemographic variables, physical job demands, shift work status, work contract, and psychological job demands, regression analyses indicated that health employees with lower distributive justice, interpersonal justice, information justice, and procedural justice were significantly associated with self-evaluated occupational accidents both in males and females. Expanding the study to include healthcare systems in different countries could enhance the generalizability of the findings. Offering specific recommendations for policymakers and healthcare administrators to improve workplace justice and reduce occupational accidents.

A Multilevel Perspective on High-Performance Work System, Mindfulness, Employee Work Well-Being, and Employee Creative Engagement

As the basis of firm innovation, employee creativity engagement plays an important role in this process. According to strategic human resources management, high-performance work systems (HPWS) (organizational level) and mindfulness (individual level) trigger employee creativity in improving several work-related outcomes like work well-being and employee creativity. However, existing studies that have considered the relationships between HPWS and the underlying/boundary mechanism (organization-to-employee) are scarce. A cross-level influence of the hierarchical linear model based on 44 enterprises and 382 employees in Taiwan indicated: Based on the findings of the study, HPWS and mindfulness have significant positive effects on employee creativity. While HPWS enhanced employee creative engagement by increasing employee work well-being, at the same time, employee mindfulness could improve employee creative engagement by increasing employee work well-being. We also find strong evidence that the system is an important organizational factor that modifies work well-being and employee creative engagement relationship; furthermore, employees’ work well-being may affect mood disturbances and stress reduction in association with creative engagement and mindfulness. The findings of our study shed light on a blueprint for future research into HPWS, mindfulness, and employee creativity is presented. Taking these findings into account, we discussed them both theoretically and practically.

Corporate Social Responsibility and Employee Satisfaction: The Mediating Effects of Work-Life Balance Support and Work Stress

Businesses embrace the concept of corporate social responsibility (CSR). This study investigates the individual effect of perceived internal CSR and external CSR on employees’ job satisfaction. Moreover, this investigation explores the mediating roles of perceived work-life balance support (WLBS) and work stress (WS). The researchers use partial least square structural equation modeling to test the data from employees in Taiwan. The results prove that perceived internal CSR and external CSR positively and significantly affect job satisfaction. Perceived WLBS partially mediates the perceived internal CSR–job satisfaction and perceived external CSR–job relationships, whereas WS partially mediates only the perceived internal CSR and job satisfaction relationship. Moreover, perceived WLBS and WS sequentially mediate the CSR and job satisfaction relationship. The study’s findings suggest that it is vital for firms to strengthen internal and external CSR engagements to promote WLBS, thereby reducing WS and ultimately increasing employees’ job satisfaction.

The roles of employee–employee collaboration and employee–customer collaboration in fitness service innovation: a comparison of frontline and non-frontline employees

PurposeIn this study the authors examined the impact of employees' collaborative behaviours with colleagues and customers (i.e. employee–employee collaboration and employee–customer collaboration) on their creative self-efficacy and service innovation from the perspective of service-dominant logic. The authors also examined the differences between frontline and non-frontline fitness service employees in our research model. This study aims to discuss the aforementioned objectives.Design/methodology/approachParticipants were fitness-centre employees in Taiwan recruited via convenience sampling. A total of 410 participants completed our online survey, and the authors analysed the data using partial least squares structural equation modelling (PLS-SEM).FindingsThe authors found that collaboration with both colleagues and customers had a positive impact on employees' creative self-efficacy. Collaboration with colleagues directly affected service innovation, while collaboration with customers indirectly affected service innovation via creative self-efficacy. In addition, there was a significant difference between frontline and non-frontline employees in our research model. Specifically, the path from collaboration with customers to creative self-efficacy was stronger for frontline employees, and the path from creative self-efficacy to service innovation was stronger for non-frontline employees.Originality/valueThis study improves the understanding of the way in which different collaborative behaviours promote employees' creative self-efficacy and service innovation. Further, it is the first to identify the difference between frontline and non-frontline employees and it shows how the effects of collaborative behaviours differ between them in the context of fitness services.

Job crafting, leisure crafting, and well-being among hospitality employees: The roles of work–leisure facilitation and conflict

Work–leisure balance is a problem for hospitality employees. The purpose of this study was to investigate the relationships between job crafting, leisure crafting, work–leisure conflict (WLC), work–leisure facilitation (WLF), and well-being, specifically the mediating roles of WLC and WLF. A survey of 338 hotel and 337 restaurant employees in Taiwan revealed that job crafting is negatively associated with WLC, and that job and leisure crafting are positively associated with WLF. Furthermore, WLC is negatively associated with well-being, whereas WLF is positively associated with well-being. WLC mediates the relationship between job crafting and well-being; WLF mediates the relationships of job and leisure crafting with well-being. This study fills the knowledge gap related to job and leisure crafting by investigating their influence on employee work–leisure balance and well-being from the perspective of job design and leisure activity adjustment. Hospitality managers can apply these findings to human resource practices.

The Behavioral Intention of Hospitals to Promote Sustainable Development of Green Healthcare from the Perspective of Organizational Stakeholders during the COVID-19 Epidemic: A Case Study of Hospitals in Taiwan

When the World Health Organization (WHO) analyzed the culprits of global warming, it was found that in developed countries with relatively few high-polluting heavy industries, the medical sector is one of the sources of high-density carbon emissions. Therefore, the medical industry has a noticeable impact on the environment. Amid the current COVID-19 epidemic, this study adopts the theory of planned behavior (TPB), widely used in decision-making science. We selected a regional teaching hospital with 339 employees in Taiwan to obtain valid questionnaire data. We explore the comparative analysis of different intra-organizational stakeholders’ “attitudes,” “subjective norms,” and “perceived behavioral control” on the hospital’s behavioral intention to promote green healthcare. The results show that the TPB model has reliable explanatory power. All three factors have a positive and significant effect on promoting green hospital behavior. Among them, perceived behavioral control was the most notable. A comparative analysis of the differences among stakeholders in the research model shows that “medical administrators” and “nursing staff” have a higher proportion of significant influence effects in various hypotheses, highlighting the critical roles of these two groups in promoting green hospitals. This research policy suggests that the cross-departmental staff in the hospital put forward green innovation ideas, strengthen internal environmental education and management, establish a good incentive system for front-line nursing staff, and implement the sustainable development strategy of the hospital.

Perinatal Depressive Symptoms among Pregnant Employees in Taiwan.

This was a longitudinal study of perinatal depressive symptoms among females employed in a large electronics manufacturer in Taiwan, conducted from August 2015 through October 2016. We used questionnaires to collect data on perceived job strain, social support, and the Edinburgh Postnatal Depression Scale (EPDS) scores at three perinatal time-points (pregnancy, delivery, and return to the workplace). Of the 153 employees who agreed to participate, 82 completed the three stages. The prevalence of perinatal depressive symptoms for the three stages was 13.7%, 16.8%, and 15.9%, respectively. The incidence at 3 weeks after childbirth and 1 month after returning to the workplace was 11.0% and 6.8%, respectively. During the third trimester of pregnancy, sleep problems (odds ratio [OR] = 6.2, 95% confidence Interval [95% CI] = 2.1-19.3), perceived job strain (OR = 4.4, 95% CI = 1.5-14.3), and lack of support from family or friends (OR = 7.0, 95% CI = 1.3-40.8) were significant risk factors. Sleep problems (OR = 6.0, 95% CI = 1.7-23.5) and lack of support from family or friends (OR = 27.6, 95% CI = 4.1-322.3) were associated with an increased risk of perinatal depressive symptoms at 3 weeks after childbirth. After returning to the workplace, perceived job strain (OR = 18.2, 95% CI = 2.2-435.7) was a significant risk factor. These findings could provide insight about early symptom detection, and more studies to clarify the association would be worthwhile.

Cultural Value Orientation and Hospitality Employee Voice Behavior: The Moderating Role of Leader–Member Exchange (LMX)

This study examines the effects of three cultural values, namely long-term orientation, collectivism, and uncertainty avoidance, on two types of employee voice behavior: promotive and prohibitive. It also investigates whether leader–member exchange theory (LMX) moderates the relationships between the three cultural values and two types of employee voice behavior. Using 387 hotel employees in Taiwan, the statistical results show that all three cultural values have positive effects on both promotive and prohibitive voice behavior. The results also indicate that LMX strengthens the positive relationships between the three cultural values and two types of employee voice behavior. Research and practical implications derived from the findings of this study are discussed, for the extant hospitality literature and Taiwanese hoteliers.

The development, validation, and application of a retirement preparation readiness scale in Taiwan

ABSTRACT Retirement preparation is an issue of global concern. The public and private sectors have implemented solutions in the workplace such that participants turn their knowledge into actions through exploration. Yet, research is scarce regarding the associations between these three levels of knowledge, exploration, and implementation. This study aimed to develop a retirement preparation scale for middle-aged and older adult employees in Taiwan and examine the relations between the three levels. After each question indicator passed validity and reliability tests, the overall scale was subjected to initial validation of the measurement model using structural equation modeling. The key model indicators were analyzed using the best-fit model. The scale has an acceptable model fit with the collected data. There were 27 indicators covering 9 dimensions, and each indicator within the corresponding dimension had good reliability and validity. The results indicated that Taiwanese employees with relatively better knowledge of retirement planning are more aware of the importance of retirement preparation. However, the lack of significant employee engagement toward retirement preparation resulted in a lack of motivation to turn knowledge into implementation. Engagement in retirement preparation is a key determinant in individuals turning their knowledge into implementation. This study suggests that companies should help their employees explore retirement preparation options such that they can combine knowledge and involvement to improve retirement life quality.

The Mediator CSR Plays the Effective Leadership Belief Role for Resource Dilemma Handling Leadership in Organizational Commitment During Sustainability Development.

The authors aim to explore a better fitting leadership style that is designed for the sustainable era in believing and committing to work for cherishing resources and developing the organization toward a new sustainable direction. This study developed the questionnaire items of the Resource-Dilemma-Handling-Leadership (RDHL) scale, representing a new sustainable era's new leadership style, and then to compare it with the transformational leadership style in order to highlight the importance of RHDL for sustainable development. This study took companies, which have more than 100 employees in Taiwan as research samples. Those companies were selected because they were socially tagged as being operating continuously for more than 20 years and identifying themselves with the operational orientation of social responsibility as their business philosophy and core values for management. A total of 532 valid questionnaires were collected, with a 90.6% valid return rate, and tested with the SEM method. Consistent with the authors' inferences from the literature, the test results suggest that CSR plays the role of full mediator between RDHL and OC. CSR itself is like a sense of responsibility, giving employees a sense of mission, to complete meaningful sustainability-relevant tasks in the organization. RDHL, compared with TL, has a better prediction power on CSR and OC. Theoretically, this study implies that the impact of leadership of the organization on OC in the aspects of sustainable development should be going through the influence of the ELB system in the form of CSR to promote the organization's internal and external organizational CSR performance, with added internal strengthening power from OC. Practically, the new RDHL concepts brought up by this study include the training and enhancement of leadership skills based on the content of the scale items being explored. The new RDHL scale contains a comprehensive description of the spirit of the new sustainable era's leadership style. Also, the future applications of RDHL ideas in the form of human resource development should help the realization of the ideally sustainability behavioral patterns of leaders and employees in the organizations.

Impact of Organizational Culture on Individual Work Performance with National Culture of Cross-Strait Enterprises as a Moderator

In this study, we investigated the effect of organizational culture on individual work performance, tested the moderation of national culture on the relationship between organizational culture on individual work performance, and analyzed the differences among organizational culture, national culture, and individual work performance of enterprises without the same attributes. This study employed a questionnaire survey with 966 valid questionnaires using purposive sampling. The findings indicated that, in terms of organizational culture, hierarchy had a significant positive effect on task performance, whereas clan and adhocracy cultures both had the same result on contextual performance. Clan culture had a significant negative effect on counterproductive work behaviors, but adhocracy culture had the opposite effect. The power distance of national culture strengthened the positive effect of clan culture on task performance and enhanced the negative effect of clan culture on counterproductive work behaviors. Moreover, it weakened the positive effect of market culture on contextual performance. Masculinity enhanced the positive effect of clan culture on task performance; however, uncertainty avoidance strengthened the positive effect of adhocracy culture on contextual performance. Regarding enterprises with different attributes, employees in Taiwan exhibited higher individual work performance and organizational culture levels, whereas employees in mainland China scored higher on each dimension of national culture.

How and when authentic leadership promotes prosocial service behaviors: A moderated mediation model

Few hospitality scholars have explored the influence of authentic leadership on prosocial service behaviors (PSBs). The purpose of this research was to investigate the relationships among authentic leadership, person-job (P-J) fit, and PSBs in the hospitality industry, as well as the mediating influence of P-J fit and the moderated mediation effect of job resourcefulness. Questionnaires were distributed to 325 hotel employees in Taiwan. The findings indicated authentic leadership positively affected P-J fit, which in turn affected both role-prescribed service behaviors (RPSBs) and extra-role service behaviors (ERSBs). Specifically, P-J fit mediated the association between authentic leadership and employees’ PSBs (RPSBs and ERSBs). Moreover, job resourcefulness reinforced the positive relationship between authentic leadership and P-J fit, thereby promoting PSBs. This study contributes to the hospitality literature by elaborating associations among authentic leadership, P-J fit, and PSBs. These findings have practical application in human resource practices among hospitality managers.

Organizational Commitment Impact on Job Well-Being of SMEs Employees in Taiwan in Post-COVID-19 Era

Taiwan's industrial structure is mainly composed of small and medium-sized enterprises (SMEs), with over 98% of enterprises being SMEs and employing more than 80% of the workforce in Taiwan. Many industries are under severe stress due to the COVID-19 outbreak, and many companies are reducing staff hiring or staff working hours. The main purpose of this study was to examine the factors influencing the job well-being of Taiwanese SME employees in the context of the COVID-19 epidemic, including organizational justice, job insecurity, decent work, and organizational commitment. Through a questionnaire survey, 653 valid questionnaires were collected and analyzed using structural equation modeling to verify the effects between the study constructs. The study found that organizational justice, job insecurity, and decent work all had significant effects on organizational commitment, with job insecurity having the least effect. Organizational commitment has a positive and significant effect on employees' job well-being, with a standardized regression coefficient of 0.469. In the research model, the R2 of employees' organizational justice, job insecurity, decent work, and organizational commitment on job well-being was as high as 0.724. The results of the study show that Taiwan has a large number of SMEs that can respond quickly and flexibly to the environment. Even in the unsettled environment of an epidemic, employees' organizational commitment to the company remains a decisive factor in employee well-being. The smaller-than-expected impact of employee job insecurity is indirect evidence of the resilience of the Taiwanese industry.

Sickness Presenteeism as a Link between Long Working Hours and Employees' Outcomes: Intrinsic and Extrinsic Motivators as Resources.

The aim of this study was to test the flow from long working hours to sickness presenteeism behavior and its outcomes for employees, while integrating intrinsic and extrinsic work value orientations as moderators in the process. We employed a two-wave design with a five-month interval. Data were obtained from 275 employees in Taiwan. The results of latent moderated structural equations (LMS) revealed that long working hours were positively associated with presenteeism, which in turn was negatively related to employees’ well-being and job performance. Furthermore, the negative indirect effect of working long hours on job performance via presenteeism was weaker for those with a higher intrinsic work value orientation. The negative indirect effect of working long hours on well-being via presenteeism was weaker for those with a higher extrinsic work value orientation. We demonstrated that the long-term impact of presenteeism behavior could be understood by viewing work value orientations as resource gains to compensate resource depletion in a demanding work context. This resource dynamism is pivotal to realizing the functional or dysfunctional outcomes of presenteeism behavior. Theoretical and managerial implications of the findings for employees’ well-being and organizational effectiveness are discussed.

Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective

PurposeEmployee silence is pervasive in the workplace and can be severely detrimental to employees' job satisfaction. However, research on why and when employee silence undermines job satisfaction remains poorly understood. Drawing upon conservation of resources theory, the authors proposed and tested a moderated mediation model wherein employee silence predicted job satisfaction through vigor, with positive affectivity acting as a dispositional moderator.Design/methodology/approachTwo-wave time-lagged data were collected from a sample of 183 employees in Taiwan. A moderated mediation analysis with latent variables was conducted to test the hypotheses.FindingsResults indicated that employees' vigor mediated the negative relationship between employee silence and job satisfaction only for employees with low positive affectivity.Originality/valueBy identifying vigor as a psychological mechanism explaining the negative effect of silence on job satisfaction and positive affectivity as a buffer against the detrimental effect of silence on vigor and, indirectly, job satisfaction, the results provide a more nuanced understanding of why and when silent employees are less satisfied with their jobs.

Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

In this study, a job characteristics profile is developed to calculate indirect measures of needs–supply (N-S) fit. Two surveys were conducted with employees in Taiwan, to test N-S fit, employee job satisfaction, intention to leave, and job search behavior. The findings show that employee perceptions of indirect N-S fit are significantly related to job satisfaction and negatively related to intention to leave and job search behavior. We find that an individual’s desires, needs, and subjective “fit” perceptions can impact considerably on how the individual thinks and feels about their job and their inclinations to leave. In addition to contributing empirical evidence of how employee perceptions of N-S fit can affect employee intentions to leave, we conclude that it is of practical importance for practitioners to assess the congruence between an employee’s perceptions of what he or she needs in a job and their subjective perceptions of what is supplied.

Do Gender and Gender Role Orientation Make a Difference in the Link between Role Demands and Family Interference with Work for Taiwanese Workers?

Based on the gender role orientation perspective, this study extends the resource depletion mechanism that links role demands to family interference with work by testing the moderating effects of gender and gender role orientation (egalitarian vs. traditional) on the relationships. Analysis of the data from 251 employees in Taiwan revealed two significant three-way interactive effects. Specifically, for men, the positive relationship between work demands and family-to-work conflict (FWC) was stronger for egalitarian than traditional individuals. For women, the positive relationship between family demands and FWC was stronger for egalitarian than traditional individuals. We also found a significant two-way interactive effect; that is, within the egalitarian group, the positive relationship between work demands and FWC was stronger for women than men. Our findings, thus, suggest both within-gender and between-gender variations in the links between work-to-family demands and conflict, jointly affected by the individual’s gender and gender role orientation. Contextualized within the cultural traditions of a Chinese society, we highlight the precarious position that egalitarian men and women (especially women) find for themselves in fulfilling work duties and family roles. The theoretical and managerial implications are also discussed.

Enhancing Business Sustainability and Competitive Advantage by Using a Strategic Mathematical Computing Model

Nowadays, enterprises are trying hard to reach sustainability when the industry faces the challenge of high cost in the era of meager profit. Companies with corporate sustainable approaches based on cost leadership are trying to reduce operational expenses, increase business efficiency, and implement comprehensive cost reductions within their organisations. Cost is a strategic issue for businesses to survive and stand out. The deployment of profit costs is becoming strategically important to be sustainable and competitive in the market. The research design of this study integrates both qualitative and quantitative methods. 143 valid responses to snowball sampling in Taiwan (108 responses) and mainland China (35 responses) and 24 interviews with executive-level employees in Taiwan were conducted. In addition, a total of 51 companies’ financial statements were reviewed to triangulate the foundation of research findings. Reducing costs strategically should be considered as a principal concern of a firm that wants to make its efforts for business sustainability. The result shows that nonstrategic costs are between 10 and 30 percent of the sales turnover (revenue) in a firm, and strategic costs normally account for 70 to 90 percent of its all costs. Furthermore, only 20% really makes a difference to stand out from other market players. This provides a new orientation of cost management opinion that there is a need for paying more attention and extending the concept of strategic cost management to the management of nonstrategic costs. It is also supported that the dichotomy of nonstrategic and strategic is a viable and practical way for managing all costs across sectors, industries, and business scales from a strategic and sustainable perspective.

Factors beyond Workplace Matter: The Effect of Family Support and Religious Attendance on Sustaining Well-Being of High-Technology Employees.

Background: Apart from the workplace, drawing support from family and religion is critical to maintaining the well-being of high-technology employees. Relying on the job demands-resources model and the positive affective spillover effect, the aim of this study was to investigate the mediated relationship of family support, work engagement and subjective well-being, and the moderating effect of religious attendance on the mediated relationship. Methods: A cross-sectional research design was adopted. Mediation and moderated mediation were tested using the PROCESS macro v3.5 for the SPSS supplement. Purposive sampling was used for the distribution of questionnaires to high-technology employees in Taiwan. Results: Results from the data of 603 high-technology employees indicated that family support, work engagement, and subjective well-being exhibited a significant mediated relationship, and the mediated relationship was stronger among individuals with religious attendance experience. Conclusions: This study emphasizes the driving effect of family support on high-technology employee well-being and the moderating effect of religious attendance as a situational strength. We recommend closely attending to employee well-being because doing so is conducive to both the personal quality of life of employees and the sustainable development of organizations.

Telecommuting during the coronavirus pandemic: Future time orientation as a mediator between proactive coping and perceived work productivity in two cultural samples

This study examines the relationship between proactive coping, future time orientation, and perceived work productivity during the coronavirus (COVID-19) pandemic, based on the work-from-home experience of employees in Taiwan and the United States (U.S.). It draws on the conservation of resources (COR) theory, which posits that proactive coping and future time orientation are crucial personal resources that affect the capacity of an individual to adapt to stressful situations. The results show that in the relationship between proactive coping and perceived work productivity, future time orientation acts as a full mediator in Taiwan and a partial mediator in the U.S. The study extends the application of the COR theory to the context of the COVID-19 pandemic and offers important insights that will enable professionals to assess the role of proactive coping and future time orientation in their productivity evaluations of working tasks and to design appropriate training sessions.