Chieh Hsieh and Brian H. Kleiner
The purpose of this article is to learn the new developments in executive compensation. The article is based on research undertaken by various organisations. The trend for top…
Abstract
The purpose of this article is to learn the new developments in executive compensation. The article is based on research undertaken by various organisations. The trend for top executive compensation in the United States increasingly is being tied to individual and corporate performance. Of the compensation packages, there is an increasing trend of paying equity (stock and stock options) over cash. One conflict would be that executives would control so much stock that their decisions will be aimed at keeping the stock price up, as opposed to promoting the long‐term health of the company. Corporate performance was analysed by considering three widely used measures: total return to shareholders; rate of return on equity; and improvements in pretax profit margins. Although CEO’s compensation is at very high levels, it represents a fractional part of a company’s expenses. The positive impact a great CEO can have is enormous and companies can not afford to lose it.
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Chih-Chieh Wang, Hui-Hsien Hsieh and Yau-De Wang
Previous studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about…
Abstract
Purpose
Previous studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is known about the mechanisms by which abusive supervision negatively relates to employees' work engagement and job satisfaction. Drawing on conservation of resources theory, this study examines employee silence as a mediating mechanism linking abusive supervision to employees' work engagement and job satisfaction.
Design/methodology/approach
Survey data were collected from a sample of 233 full-time employees of a large hotel service company in Taiwan. Structural equation modeling analyses were conducted to test the hypotheses.
Findings
The results showed that abusive supervision has a positive association with employee silence. Moreover, the results showed that employee silence mediates the negative associations of abusive supervision with employees' work engagement and job satisfaction.
Practical implications
The results suggest that organizational managers should provide supervisors with leadership interventions to prevent the occurrence of abusive supervision. Furthermore, organizational managers should provide employees with opportunities to voice their concerns through the use of organizational communication and participation, which can reduce employee silence and subsequently foster employee engagement and satisfaction at work.
Originality/value
This study advances our understanding of how abusive supervision results in poor work motivation and attitudes among employees. This contributes to the literature by identifying employee silence as a suitable mediating mechanism linking the negative associations of abusive supervision with employees' work engagement and job satisfaction.
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Hui-Hsien Hsieh, Hao-Hsin Hsu, Kuo-Yang Kao and Chih-Chieh Wang
The purpose of this study is to understand how ethical leadership and coworker ethical behavior will influence employee unethical pro-organizational behavior (UPB). In particular…
Abstract
Purpose
The purpose of this study is to understand how ethical leadership and coworker ethical behavior will influence employee unethical pro-organizational behavior (UPB). In particular, the authors examine the mediating effect of moral disengagement on the relationship between ethical leadership and UPB and also investigate the moderating effect of coworker ethical behavior on the aforementioned effect.
Design/methodology/approach
Data were collected from 251 employee–coworker dyads from five organizations in Taiwan at two time points. Moderated mediation analysis was conducted to test the hypotheses.
Findings
The results show that moral disengagement mediates the relationship between ethical leadership and employee UPB. Moreover, the results show that coworker ethical behavior moderates the relationship between moral disengagement and employee UPB, as well as the mediated relationship between ethical leadership and employee UPB via moral disengagement. Specifically, both the moral disengagement–UPB relationship and the ethical leadership–moral disengagement–UPB relationship become weaker when coworker ethical behavior is high.
Practical implications
The results highlight the importance of creating an ethical work environment to get everyone behaving ethically in the workplace, because nurturing an ethical atmosphere in organizations will be useful in reducing the occurrence of UPB even for those who have high levels of moral disengagement.
Originality/value
This study shows that coworkers matter morally as much as leaders, demonstrating the importance of social influence from coworkers in organizations.
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Chuan-Chung Hsieh, Jyun-Kai Liang and Hui-Chieh Li
Drawing from the conservation of resource theory and the job demands-resources model, this study examines the bi-directional conflicts of work and family during COVID-19, and…
Abstract
Purpose
Drawing from the conservation of resource theory and the job demands-resources model, this study examines the bi-directional conflicts of work and family during COVID-19, and investigates the online teaching work-related antecedents and the mechanism shaping emotional exhaustion of teachers in Taiwan. Moreover, this study explores mindfulness in teaching as a possible moderator.
Design/methodology/approach
Data for analysis were collected from elementary school teachers via an online survey using a questionnaire comprising well-developed scales. The hypotheses were validated using structural equation modeling.
Findings
Results show that only family interfering with work conflict mediates the positive relationship of online teaching job demand with emotional exhaustion and negative relationship of online teaching job resource with emotional exhaustion. Results also evidence that mindfulness practiced by teachers can help them perceive their own feelings and thoughts non-judgmentally in face of job demands.
Originality/value
With the growing work-from-home trend, the current study revisits the impact of work demands and resources on work-family conflict, and examines whether Taiwanese teachers' perception towards online teaching would lead to different observations. The path that JD→WIF conflict→EE is well established in the literature, while COVID-19 brings to light another path JD→FIW conflict→EE, revealing insight into teachers' cognition and plight during the pandemic.
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Chuan-Chung Hsieh, Yu-Ran Chen and Hui-Chieh Li
This study examined the impact of school leadership on teacher professional collaboration, with collective teacher innovativeness and teacher self-efficacy (TSE) playing the…
Abstract
Purpose
This study examined the impact of school leadership on teacher professional collaboration, with collective teacher innovativeness and teacher self-efficacy (TSE) playing the mediating role. Two most commonly used leadership styles, instructional leadership (IL) and distributed leadership (DL), were analyzed using a multilevel design, i.e. teachers are nested within schools.
Design/methodology/approach
The proposed model was validated using data of Taiwan TALIS 2018 collected from both teachers and principals and analyzed using hierarchical linear modeling.
Findings
Results showed that IL and DL influence teacher professional collaboration through different paths. IL had a significant direct impact on teacher professional collaboration alone, while DL had a significant direct impact on both teachers' collective innovativeness and their professional collaboration. While TSE had a direct effect on collective teacher innovativeness, TSE and collective teacher innovativeness had a direct effect on teacher professional collaboration.
Originality/value
This study highlights the significant impact of principal leadership as both principals and teachers work in the same environment and culture co-shaped through the interaction and collaboration. Research evidence regarding the effects of IL and DL on teacher professional collaboration is limited; this is even less evidential when the indirect effects of variables mediating between school leadership and teacher outcomes, including teacher collective innovativeness and TSE, are added to the total effects. The present findings provide useful references for principals and teachers when promoting professional collaboration to achieve desired outcomes in school and student improvement.
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Financial technology (Fintech) brings about innovative financial services, such as the possibility of introducing mobile wealth management applications (apps) into consumers'…
Abstract
Purpose
Financial technology (Fintech) brings about innovative financial services, such as the possibility of introducing mobile wealth management applications (apps) into consumers' lives. Despite the rapid development of such apps, few studies have focused on users' switching intentions from traditional wealth management services to mobile settings (apps).
Design/methodology/approach
Through a survey research method, a total of 378 responses were collected to examine the model. The partial least squares (PLS) technique was employed for data analysis.
Findings
To fill this research gap, this paper adopts a push-pull-mooring (PPM) theoretical framework to develop a model for exploring users' switching intentions. According to the empirical results, several push (i.e. perceived inconvenience), pull (i.e. transaction efficiency, perceived personalization and mobile wealth management scenarios) or mooring (i.e. product market expertise and affective commitment) factors are identified that significantly affect switching intention. This study provides theoretical contributions and practical implications for the existing wealth management literature and also offers future research directions.
Originality/value
This study innovatively extends the PPM framework to the traditional and mobile wealth management domains to understand users' switching intentions from offline wealth management services to mobile wealth management apps. The authors uncover several push, pull and mooring factors that are critical for determining users’ switching decisions.
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Airline self-service technology (SST) has attracted attention from both the academic and aviation sectors. As the use of SST can reduce airlines’ operating costs, investigating…
Abstract
Purpose
Airline self-service technology (SST) has attracted attention from both the academic and aviation sectors. As the use of SST can reduce airlines’ operating costs, investigating SST usage at airports is particularly important for the aviation sector. The extant literature has explored users’ SST usage intention, but users’ switching intentions from traditional manual counter services to SST is still limited. Therefore, to address this issue, we used the push–pull–mooring (PPM) theoretical framework to develop a research model to explore user switching intention.
Design/methodology/approach
We utilized a mixed-methods approach. A qualitative approach (i.e., semistructured interviews) was first employed to recognize and choose the candidate factors. Then, we collected 450 valid responses through an online survey to test the model. The partial least squares method was used for data analysis.
Findings
We found that several push (perceived dissatisfaction and perceived inconvenience), pull (perceived ease of use, perceived usefulness and service process fit), and mooring (personal innovativeness and inertia) factors significantly influence switching intention. Additionally, mooring factors exert contextual effects on the relationships between push and switching intentions and between pull factors and switching intentions.
Originality/value
This study contributes to the literature by further increasing our understanding of user switching intentions regarding SSTs from the PPM perspective and offering guidance for the aviation sector to attract and retain customers.
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Cheng‐Hsiung Hsieh, Ching‐Hua Liu, Kuan‐Chieh Hsiung and Qiangfu Zhao
The purpose of this paper is to solve the pack loss problem of video transmitted over error‐prone channels. Pack loss generally affects the visual quality of reconstructed frames…
Abstract
Purpose
The purpose of this paper is to solve the pack loss problem of video transmitted over error‐prone channels. Pack loss generally affects the visual quality of reconstructed frames significantly. Consequently, a grey approach to error concealment (EC) is proposed.
Design/methodology/approach
Note that missing information in error blocks can be found before and after the error frame. Thus, two adjacent error‐free frames are utilized to conceal error blocks caused by packet loss. This paper presents an EC approach based on grey polynomial interpolation (GPI) which is called the GTEC. In the GTEC, the following stages are involved. First, error blocks due to packed loss are detected. Then, optimal reference blocks in adjacent frames are found through boundary matching algorithm (BMA). Finally, estimated blocks are obtained by the GPI. By replacing error blocks with the estimated blocks, EC is completed in the GTEC.
Findings
In the simulation, the proposed GTEC is compared with the EC scheme in H.264 and the BMA. With packet loss rates of 1, 3, 5, and 10 per cent, the proposed GTEC approach has better performance than EC schemes in H.264 and BMA, both in peak signal‐to‐noise ratio and visual quality. Consequently, it provides an alternative where EC is required.
Originality/value
The value of GTEC proposed in this paper is not only in better performance but also in the originality to apply grey scheme, i.e. GPI, in the field of EC.
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Chih-Ching Teng, Allan Cheng Chieh Lu, Zhi-Yang Huang and Chien-Hua Fang
This paper aims to propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX…
Abstract
Purpose
This paper aims to propose and test a moderated mediation model examining the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and organizational citizenship behavior (OCB).
Design/methodology/approach
Numerous regression analyses were performed using PROCESS (version 2.13), a macro for SPSS developed by Hayes (2017) to test this moderated mediation model.
Findings
The analytical results showed that organizational identification mediates the positive relationship between an ethical work climate and OCB. The analytical results also showed that LMX moderates the direct effect of ethical work climate on organizational identification and that LMX also moderates the indirect effect of ethical work climate on OCB via organizational identification.
Practical implications
This study provides numerous valuable implications for hotels to develop effective strategies to promote employees’ OCB and improve their organizational identification.
Originality/value
This study was the first attempt to propose and test a moderated mediation model that explores the relationships among ethical work climate, organizational identification, leader-member-exchange (LMX) and OCB.
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Chao-Chin Huang, Shih-Chieh Fang, Shyh-Ming Huang, Shao-Chi Chang and Shyh-Rong Fang
While the literature attends to how customer retention strategies develop relationship quality (e.g. trust), it does not account for the potential mediator (s) in this…
Abstract
Purpose
While the literature attends to how customer retention strategies develop relationship quality (e.g. trust), it does not account for the potential mediator (s) in this relationship. The purpose of this paper is to examine the mediating role of brand relationship quality (BRQ) in the relationship between relational bonds and brand loyalty in retail service contexts.
Design/methodology/approach
A total of 524 valid questionnaires from respondents aged between 15 and 24 are analyzed using structural equation modeling.
Findings
First, BRQ significantly mediates the relationship between relational bonds and brand loyalty. Second, structural bonds are the only driver of attitudinal attachment; social and structural bonds lead to a sense of community. Third, attitudinal attachment is the main influence on both behavioral and attitudinal loyalty.
Research limitations/implications
First, a focus on a single market segment, i.e. 15-24 year olds. Second the dimensions used to measure relational bonds and BRQ might not be applicable to other contexts. Third, does not consider potentially important moderator(s). Fourth, does not distinguish between store and product brands.
Originality/value
This study makes the following contributions to the literature: First, demonstrates the importance of BRQ as a mediator in the relationship between relational bonds and brand loyalty. Second, elucidates the role of BRQ in establishing brand loyalty in three theoretical frameworks applied to retail service contexts. Third, suggests a more comprehensive view of brand loyalty involving both behavioral and attitudinal dimensions. Fourth, proposes the managerial implications of this work for the customer retention strategies of retail service firms.