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The purpose of this study is to propose a conceptual structural equation model to, first, investigate the relationships among knowledge management (KM) system quality, employees' self‐perceived social identification, trust at workplace as well as online knowledge sharing behaviors, and, second, demonstrate the direct and indirect effect of social identification and trust at workplace on online knowledge sharing from the perspective of KM system quality.

A questionnaire was distributed to 437 full‐time employees (n=437) from three technology companies in Taiwan. These companies have had years of experience in implementing KM systems. Data were analyzed by employing structural equation modeling.

The results show that: social identification and trust at workplace have a mediating effect on online knowledge sharing within organizations; trust at workplace is the stronger mediator than social identification; social identification has a positive and significant impact on trust at workplace; and there is significant correlation between KM system quality and social identification as well as trust.

Based on these findings, organizations in Taiwan that aim to maximize the effectiveness and efficiency of KM systems should find ways to enhance employees' self‐awareness on social identification and trust in the workplace.

The conceptual model provides useful information for managers to enhance knowledge sharing through the formation of social identification and promotion of trust at workplaces.

The purpose of this paper is to propose a model that captures the fuzzy events is proposed to find the optimal periods of warranty policies. The model considers repair and replacement actions in the warranty period.

The study transforms the reliability of a traditional set to a fuzzy reliability set that models a problem. The optimality of the model is explored with classical optimal theory. Also, a numerical example is presented to describe how to find an optimal warranty policy.

The study proves that the optimality of a warranty model can be used to find the optimal warranty policy in a fuzzy environment.

The model is useful for firms in deciding what the maintenance strategy and warranty period should be in a fuzzy environment.

The purpose of this paper is to investigate the relationships among job satisfaction, workplace friendship, knowledge sharing and service innovation.

This is an empirical study that targets electronic information engineers at the science parts located in Taipei, Hsinchu and Tainan (n=851), utilizing a survey questionnaire as the data collection instrument to test the relationship among the four dimensions.

The results indicated that: first, both job satisfaction and workplace friendship have demonstrated a significant effect on service innovation; second, knowledge sharing significantly moderates the effect of job satisfaction and workplace friendship on service innovation.

The present study adds value by examining the moderating effect of knowledge sharing. The results can contribute to the strategic planning of human resource development in order to enhance the capability of service innovation in the technological industry.

This study aims to propose a conceptual structural equation model to investigate the relationships among e‐learning system quality, e‐learning readiness, e‐learners' competency as well as learning outcomes, and to demonstrate the direct and indirect effect of e‐learning system quality and e‐learning readiness on learning outcomes from the perspectives of e‐learners' competency.

A questionnaire was distributed to 379 full‐time employees from ten technological companies in Taiwan who have had e‐learning experience (n=379). Data were analyzed by employing structural equation modeling.

Results reveal that both e‐learning system quality and e‐learning readiness have a direct and significant impact on e‐learners' competency. However, e‐learning system quality and e‐learning readiness influence learning outcomes indirectly through e‐learners' competency. In addition, e‐learners' competency has direct and positive significant influence on learning outcomes.

Based on these findings, organizations in Taiwan that would like to implement e‐learning with their employees should focus on improving individuals' online learning skills such as self‐direction, meta‐cognitive, and collaborative skills.

The findings created an understanding of what attributes of external and internal factors influence the outcome of e‐learning in high tech companies. In terms of research contributions, the study extends previous researches by identifying the mediating effect of e‐learning competency on the relationship between e‐learning system quality, e‐learning readiness and learning outcome. Organizations that would like to adopt e‐learning to improve employees' knowledge and skills will be able to apply strategies based on the findings from the research.

This study attempts to investigate: the effect of meditation experience on employees' self‐directed learning (SDL) readiness and organizational innovative (OI) ability as well as organizational performance (OP); and the relationships among SDL, OI, and OP.

An empirical study of 15 technological companies (n=412) in Taiwan is conducted, utilizing the collected survey data to test the relationships among the three dimensions.

The results show that: the employees' meditation experience significantly and positively influenced employees' SDL readiness, companies' OI capability and OP; and the study found that SDL has a direct and significant impact on OI, and that OI has direct and significant influences on OP.

The generalization of the present study is constrained by: the existence of possible biases of the participants; the variations of length, type, and form of meditation demonstrated by the employees in these high tech companies; and the fact that local data collection in Taiwan may present different cultural characteristics which may be quite different from those in other areas or countries. Managerial implications are presented at the end of the work.

The findings indicate that SDL can only impact organizational innovation through employees openness to a challenge, inquisitive nature, self‐understanding, and acceptance of responsibility for learning. Such finding implies better OI capability under such conditions, thus organizations may encourage employees to take risks or accept new opportunities through various incentives, such as monetary rewards or public recognitions. More specifically, the present study discovers that while administration innovation is the most important element influencing an organization's financial performance, market innovation is the key component in an organization's market performance.

The present study discovers that meditation experience positively affects SDL readiness, and OI ability and performance. The finding implies spiritual practice improves individual capability (i.e. in learning), as well as organizational capability (i.e. in innovativeness), which consequently enhances the outcomes of organizations.

Existing studies prove the benefits of meditation on both spiritual enlightenment and clinical psychology. Existing research documents that meditation practice helps relieve pain, improves physical health, reduces stress, and supports relaxation. No direct evidence shows the effect of meditation on SDL and OI, and only some evidence supporting the influence of meditation on OP. Nevertheless, the finding on the effect of the meditation experience in a work setting adds values to the current literature.

Virtual communities of practice (VCoP) are seen as effective means to facilitate knowledge building among professionals. The purpose of this paper is to investigate the relationships between system quality, attitude toward incentives and knowledge sharing in a VCoP. Additionally, individual and collective effect of system quality and attitude toward incentives on knowledge sharing are also examined.

This is an empirical study that targets a major community of practice in human resource management (n=366), utilizing a survey questionnaire distributed on the internet as the data collection instrument to test the relationship among the three dimensions.

The results indicated that: system quality and attitude toward incentives individually have demonstrated a significant effect on knowledge sharing behavior in a VCoP. Collectively, only factors within the attitude toward incentive dimension have demonstrated significant influences on the community participants' knowledge sharing behavior.

This study provides managers of VCoP with valuable information which aids in improving community members' knowledge sharing. That is, a successful VCoP is an online environment which provides a variety of social exchange opportunities for the members to interact, as well as challenging topics or tasks enabling the members to practice or gain professional knowledge and skills.

Regardless of the fact that knowledge sharing processes are becoming increasingly complex and diverse, providing various kinds of incentive is still crucial in eliciting people's engagement in knowledge sharing. Only reinforcing social exchanges and providing opportunities of self‐growth will enhance knowledge sharing behavior.

Knowledge sharing is a complex process. Literature indicated that some factors, such as motivation, attitudes, and individual preferences, are considered double‐edged factors to knowledge sharing among individuals. The present study adds value by examining the individual and collective effects of these factors (i.e. the members' perceived VCoP system quality and attitude toward incentives) on knowledge sharing.

The purpose of this paper is to elicit the determinants of information technology (IT) professional work change and investigates the impact of such changes on IT professionals. Specifically, this paper investigates the effect of work redesign on two personal outcomes: self‐perceived psychological empowerment and organizational commitment.

An empirical study is conducted in the field of high‐tech industrial organizations in Taiwan. Data collected from 40 technological companies, located in the Taipei and Hsinchu Science Parks (n=428), are analyzed using structural equation modeling.

The results confirm that both work redesign and empowerment generate positive and direct influence on employees' commitment. Specially, the effect of work redesign is amplified on employee commitment through the implementation of employee empowerment.

The conceptual structural equation model provides useful information for managers to improve employees' commitment towards their work and the organizations through the proper employee empowerment policies.

As technology continues to change at a rapid pace, IT professionals are required to adapt to new tasks and enhanced roles. The paper demonstrates how work redesign indirectly but positively influences employees' work commitment and illustrates the mediate effect of employee empowerment on employee commitment.

The purpose of this paper is to propose a conceptual structural equation model to investigate the relationships among self‐directed learning (SDL), organizational learning (OL), knowledge management capability (KMC) and organizational performance (OP) and to demonstrate the direct and indirect effect of SDL on OP from the perspectives of KMC and OL.

An empirical study is conducted in 21 technological companies (N=236) in Taiwan and the collected survey data are used to test the relationships among the four dimensions expressed in the proposed structural equation model.

The results show that SDL has a direct and significant impact on OL and KMC. SDL influences OP indirectly through OL and KMC. In addition, OL and KMC have direct and significant influences on OP.

The source of data collected is Taiwan, hence, the results may not be easily generalized to other areas or countries. However, the findings are valuable for managers' reference, especially for those whose circumstances are similar to those in Taiwan.

The conceptual structural equation model provides useful information for managers to enhance OP through the adoption of appropriate SDL, OL and KMC strategies.

The study demonstrates how SDL indirectly impacts OP and illustrates the paths of influence through either OL or KMC.

The purpose of this paper is to look at factors which result in improved attitudinal outcome (AO) through the proposal and empirical validation of a theoretical model. The model incorporates four major self‐perceived dimensions: personality traits (PTs), job characteristics (JCs), transformational leadership behaviors (LBs), and AOs.

This is a quantitative research using a survey questionnaire as data collecting instrument. Data collected from ten technological companies located in the Neihu Science Park in Taiwan (n=221) were analyzed using structural equation modeling.

Results reveal that both personal traits and JCs have positive yet insignificant effects on AOs. However, both factors significantly and indirectly influence AOs via transformational LBs.

This proposed model provides an overall framework which indicates how both intrinsic and extrinsic factors can affect the perception of LBs, which consequently plays a critical role in influencing employees emotionally. This structure has rarely been explored and the findings are particularly useful for management in helping to set leadership in a bigger context.

The purpose of this paper is to introduce a comprehensive, delineated and integrated conceptual model which includes organizational learning capability, innovation and organizational performance (OP). Then, an empirical investigation is undertaken to test the relationships among the proposed study model variables.

In total, 274 questionnaires were completed and returned. Statistical techniques employed included confirmatory factor analysis to examine the validity of the measurement model, and structural equation modeling to test the hypotheses.

The findings of this study suggest that OLC influences innovation and innovation affects OP. Finally, the results show that OLC affects OP indirectly through innovation (mediator).

Future research should pay more attention to the influence of different mixture (variables) of influences on innovation and also examine other consequences of introducing innovation in organizations. In addition, more empirical papers supporting (or rejecting) the results in different contexts would be welcomed, especially longitudinal studies.

The results of this study help managers to ascertain the managerial practices that can be employed as well as determine the level of effort and resources necessary to enhance OLC. Additionally, managers should shed additional light on the innovation’s positive implications for OP.

This study focuses on the conceptualization of OLC and effects of these capabilities on innovation. It conceptualizes innovation as a multidimensional construct and tests its relationship with OP. Finally, the relationship between learning capability and OP, although implied, needs to be addressed empirically in the research literature, an objective that this study tries to achieve.