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Drawing upon social exchange theory, this study justified the indirect effects of responsible leadership and knowledge sharing on job performance through the mediation of work engagement and helping initiatives. Job tenure was examined as a moderator.

The hypotheses of this study were empirically tested with structural equation modeling (SEM) and moderated regression analyses. This study conducted a field survey on 512 knowledge workers who employed a high portion of or highly specialized tacit knowledge to do their job.

This research presented that both work engagement and helping initiatives mediated the indirect effects of responsible leadership and knowledge sharing on job performance. The empirical results revealed that job tenure moderated the relationships between responsible leadership and work engagement, and between responsible leadership and helping initiatives. However, job tenure did not moderate the relationships between knowledge sharing and work engagement, and between knowledge sharing and helping initiatives.

This research is one of the few to verify the key role of responsible leadership from the theoretical aspect of social exchange, complementing the leadership literature based on stakeholder theory. This research is a pioneer by taking into account the simultaneous influences of responsible leadership and knowledge sharing on job performance in a single model setting.

The purpose of this paper is to propose a moderated mediation model to explain how corporate social responsibility (CSR) and ethical leadership influence knowledge sharing and job dedication through the mediating mechanism of positive affective tone and cognitive meaningfulness.

The research hypotheses were empirically tested using a survey of employees from the high-tech industry in Taiwan. The research constructs in this study were measured using five-point Likert scales modified from existing literature. The survey data were empirically analyzed with two-step structural equation modeling (SEM) and regression analysis.

The empirical results of this study reveal that CSR and ethical leadership positively relate to positive affective tone and cognitive meaningfulness. Knowledge sharing is positively affected by positive affective tone whereas job dedication is positively affected by positive affective tone and cognitive meaningfulness. While the relationship between positive affective tone and job dedication is positively moderated by job demand, the relationship between cognitive meaningfulness and job dedication is negatively moderated by job demand.

This study elucidates the ethical influences from organizations (i.e. CSR) and leaders (i.e. ethical leadership) respectively to explain affective and cognitive processes involved in work situations. At the same time, by clarifying the moderating role of job demand, this study provides valuable implications for managers to effectively leverage job demand for increasing employees’ job dedication.

Although the literature has somewhat discussed social capital and knowledge sharing, the mediating and moderating mechanisms that influence team workers to move from connecting with one another to building social capital and consequently engaging in knowledge sharing still remain largely understudied. For that reason, this study aims to develop a holistic research framework that links social capital to knowledge sharing with positive affective tone as a mediator and hypercompetition as a moderator.

Drawing upon the social capital theory and the affective events theory (AET), this study proposes a research framework to assess how social capital factors influence knowledge sharing with the mediation of positive affective tone and the moderation of hypercompetition in high-tech teams. This study obtains survey data based on 330 questionnaires of working professionals from 66 high-tech teams in Taiwan, in which each team comprises four members and their team leader.

The empirical results of this study show that social interaction, shared vision and trust are positively related to knowledge sharing via the mediation of positive affective tone. Moreover, hypercompetition has positive moderating effects on the relationships between social interaction and positive affective tone as well as between trust and positive affective tone.

This study expands the previous literature to study through what mediating mechanism the effects of different social capital factors on knowledge sharing can be effectively realized and whether there exists any critical moderator that influences these effects.

This research aims to elucidate the complex relationships among internship learning performance, problem-solving efficacy, and their determinants by simultaneously examining a key variable that may moderate these relationships.

This study carried out its empirical examination by surveying graduate students at a prestigious university in Taiwan. The investigation selected two programs from the College of Management and another two from the College of Engineering within the university through a random sampling approach. The selection of research participants from the domains of management and engineering is well-suited to this study’s objectives, given the pronounced prevalence of internships in these fields. Of the 280 questionnaires, 234 usable questionnaires were finally collected for a response rate of 83.57%.

The findings of this study show that learning goal orientation and communication skill learning both represent critical motivations that directly dominate the growth of problem-solving efficacy to ultimately boost learning performance. At the same time, the positive moderation of learning climate suggests the learning climate as an accelerator for learning autonomy that boosts interns’ problem-solving efficacy more strongly.

This study presents an expansion of the social learning theory’s conventional focus on general self-efficacy beliefs by delving into the realm of internships as a unique research context to explore problem-solving efficacy as a distinct facet of self-efficacy. Within this context, the study integrates the mediating role of problem-solving efficacy into the learning dynamics of internships, where interns engage in both learning goal orientation and communication skill learning. By concentrating on the internship setting within the workplace, this study effectively bridges the domains of management education and vocational psychology, extending insights beyond the classroom to comprehensively grasp the impact of learning goal orientation and communication skill learning.

This study draws upon the theory of eudaimonic motivation to develop a model that explains job performance in high-tech industry. This study aims to clarify through what mediating mechanism employees' social interaction and self-efficacy can substantially influence their job performance. At the same time, competence enhancement is examined as a moderator that influences the effects of social interaction and self-efficacy.

The hypotheses developed in this study were empirically tested by collecting three-source data from a leading international business company in Taiwan's high-tech industry. The survey data of this study were first analyzed using confirmatory factor analysis and hierarchical regression analysis for testing the hypotheses of the study. Post hoc tests were then performed using structural equation modeling and bootstrapping analysis for the purpose of double verifications.

This study finds that social interaction and self-efficacy relate to job performance via the full mediation of occupational commitment and achievement striving. Besides, the relationship between social interaction and occupational commitment is positively moderated by competence enhancement, while the relationship between self-efficacy and occupational commitment is negatively moderated by competence enhancement.

This work shows important findings that complement previous research on personnel performance and competence. First, this work confirms that social interaction and self-efficacy play critical roles for indirectly influencing job performance through the full mediation of occupational commitment and achievement striving among engineers in high-tech industry. Second, the moderating effects of competence enhancement on the relationships between social interaction and occupational commitment and between self-efficacy and occupational commitment are confirmed by this study.

To deepen our understanding about the development of turnover intention, the purpose of this paper is to develop a model that explains how ethical climate influences turnover intention based on the ethical climate theory and social identity theory.

The hypotheses of this study were statistically tested using a survey of working professionals from Taiwan’s high-tech industry. Of the 400 questionnaires distributed to the working professionals from five large high-tech firms in a well-known science park in Northern Taiwan, 352 usable questionnaires were returned for a questionnaire response rate of 88 percent.

The test results of this study first show that all three dimensions of ethical climate (i.e. instrumental, benevolent, and principled) are indirectly related to turnover intention via the mediation of firm attractiveness. Moreover, instrumental and benevolent climate directly relate to turnover intention, whereas benevolent climate negatively moderates the relationship between principled climate and firm attractiveness.

This study finds that benevolent climate plays a dual role as an antecedent and a moderator in the formation of turnover intention, complementing prior studies that merely concentrate on the single role of benevolent climate as either an antecedent or a moderator. The effect of principled climate on organizational identification complements the theoretical discussion by Victor and Cullen (1987) about deontology in which an ethical workplace climate (such as legitimacy) drives employees to invest in identity attachments to the organization and influences their future career decision (e.g. turnover).

The purpose of this paper is to develop and test a model of team performance by applying social exchange and social capital perspectives in a single model setting. It hypothesizes that team performance is indirectly affected by politics through leader–member capitalization (LMC) and by ethical leadership through leader–member exchange (LMX). Meanwhile, team identification is hypothesized to moderate the relationships between politics and LMC and between ethical leadership and LMX.

The hypotheses of this study were empirically tested using a survey of work teams from the banking and insurance industry in Taipei, Taiwan.

The relationship between team performance and ethical leadership is fully mediated by LMX, while the indirect relationship between team performance and politics is mediated via both LMC and LMX. Team identification positively moderates the relationship between ethical leadership and LMX.

This study is one of the few to examine the mediating roles of LMC and LMX simultaneously in team performance development. This study provides several key findings that complement the existing literature by evaluating fresh associations among LMC, LMX and their determinants and moderator.

This work proposes a research model that explains investment intention in online peer-to-peer (P2P) lending based on the persuasion theory of elaboration likelihood model (ELM). In the proposed model, investment intention indirectly relates to source credibility and argument quality through the mediation of trust. At the same time, the study hypothetically moderates the relationships between source credibility and trust and between argument quality and trust by financial self-efficacy and risk preference.

This research presents an experiment to empirically validate its theoretical rationales. The hypotheses herein were tested using data from working professionals at a large science park in Taiwan. A total of 500 participants took part in the experiment in which the scenario of a pseudo-online P2P lending intermediary was first presented for their perusal, and then questionnaires based on the scenario were provided for the participants to fill out.

Trust cannot be improved over night without making great efforts on source credibility and argument quality in the long run. Online marketers should study market segmentations to decide what appropriate elements and promises should be provided in advertisements in order to improve their source credibility. Moreover, how online intermediaries formulate convincing messages and Polish their delivery communication skills should be improved so as to increase argument quality.

First, the theoretical conceptualization of source credibility and argument quality built upon the ELM not only broadens the boundary of virtual communities beyond the literature that considers source credibility and argument quality as important determinants, but also shows the practical status quo of trust as a critical mediator. Second, this research incorporates financial self-efficacy (based on social cognitive theory) and risk preference (based on economic theory) as important moderators in the development of trust. For that reason, customer education initiatives that influence financial self-efficacy and risk preference are discussed in greater detail.

The purpose of this paper is to apply the self-concept theory and conservation of resources theory to develop a model that explains how both corporate social responsibility (CSR) and ethical leadership influence turnover intention through work engagement and burnout.

A survey of employees from banking industry in Taiwan and the research hypotheses were empirically tested by two-step structural equation modeling (SEM) and regression analysis.

The empirical findings indicate that CSR and ethical leadership are both related to work engagement positively and burnout negatively. Turnover intention is affected by work engagement negatively and burnout positively. While the relationship between CSR and work engagement is positively moderated by ethical leadership, the relationship between burnout and turnover intention is negatively moderated by self-efficacy.

This study confirms that both CSR and ethical leadership play critical roles for influencing turnover intention through the mediation of work engagement and burnout. The moderating effects of ethical leadership and self-efficacy are also presented in this study.

The authors’ findings bring some suggestions for managers who want to prevent high turnover intention from spreading all over their organization. Specifically, CSR and ethical leadership should be taken into account when managers develop their strategies to reduce turnover intention.

This study analyzes how turnover intention takes shape from ethical perspectives and through which work-related state of mind (such as burnout, work engagement) can turnover intention be eventually affected.

To deepen our understanding about the development of team performance, the purpose of this paper is to develop a model that explains how ambidexterity and ethical leadership affect knowledge sharing and team performance through within-team competition.

This study demonstrates the applicability of ambidexterity and within-team competition by surveying 78 teams from the high-tech and banking industries. This study further presents a three-way interaction among ambidexterity, politics and job complexity.

This study finds that both ambidexterity and ethical leadership are positively related to knowledge sharing and team performance through the mediation of team development competition.

This study confirms that ambidexterity and ethical leadership play critical factors for improving knowledge sharing and team performance through the mediation of team development competition. Furthermore, the moderating effects of politics and job complexity are also confirmed in the research.