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Article
Publication date: 19 March 2018

You-De Dai, Yu-Hsiang Hou, Kuan-Yang Chen and Wen-Long Zhuang

Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support…

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Abstract

Purpose

Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior, as well as the mediating effect of perceived organizational support.

Design/methodology/approach

Hypotheses are tested using two-phase survey data collected from 398 dyads of employees and their immediate supervisors from 26 (three-to-five star) hotels in Taiwan.

Findings

The hierarchical linear modeling results suggest that perceived organizational support mediates the relationship between perceived supervisor support and organizational citizenship behavior. These findings indicate that supervisors’ organizational embodiment positively moderates the relationship between perceived supervisor support and perceived organizational support, which, in turn, mediates the interaction between perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior.

Research limitations/implications

This is the first study to examine the moderating role of supervisors’ organizational embodiment in hospitality domain. In high or low supervisors’ organizational embodiment context, hotels are supposed to assign representative managers that could strengthen the efficiency of perceived supervisor support. Finally, employees will perceive organizational support and then lead to employee organizational citizenship behavior.

Originality/value

Previous research indicates that perceived organizational support positively impacts various employee outcomes. However, the antecedents and psychological mechanisms of perceived organizational support are still not well understood. This research intends to fill these gaps in the literature.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 3
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 8 February 2016

Angela Shin-yih Chen, Yu-hsiang Hou and I-heng Wu

– This paper aims to explore the relationships between emotional intelligence (EI), conflict management styles and job performance in a Chinese cultural context.

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Abstract

Purpose

This paper aims to explore the relationships between emotional intelligence (EI), conflict management styles and job performance in a Chinese cultural context.

Design/methodology/approach

The present paper uses a cross-sectional research design. Paper-based questionnaires were distributed to employees working in the R & D department of a science and technology institute in Taiwan. In total, 300 questionnaires were distributed and 248 valid questionnaires were analyzed, with a return rate of 81.4 per cent.

Findings

The results show that EI has a positive impact on job performance. Furthermore, agreeable conflict style positively moderated between EI and job performance, whereas active conflict style has negative moderating effect.

Research limitations/implications

Due to the research design, sample and data collection method, the research results may lack representativeness. Therefore, researchers are encouraged to use a different approach in the future.

Practical implications

Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policy on recruitment, selection and training.

Originality/value

Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policies on recruitment, selection and training.

Details

International Journal of Conflict Management, vol. 27 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 1 June 2015

Angela Shin-yih Chen, Min-dau Bian and Yu-Hsiang Hou

– The purpose of this paper is to explore the relationship among emotional intelligence (EI), perceived transformational leadership (TFL) and work performance.

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Abstract

Purpose

The purpose of this paper is to explore the relationship among emotional intelligence (EI), perceived transformational leadership (TFL) and work performance.

Design/methodology/approach

Data were collected from a military-based research and development institution. In all, 202 copies of questionnaires were returned, resulting a 67.3 percent return rate. Confirmatory factor analysis was used to test this theoretical model.

Findings

The data indicated that EI had a positive relationship with work performance; meanwhile, perceived leader’s TFL positively moderated the relationship between subordinate’s EI and work performance.

Research limitations/implications

First, this study increased the understanding of the relationship of EI and work performance in a non-western culture context and therefore confirming the benefit of EI on a positive work psychology. Also, the findings helped the researchers to understand how situational factors, such as leadership, interact with individual factors, such as EI, to produce a positive impact on work output.

Originality/value

Unlike previous studies connecting leaders’ EI with their leadership behaviors and subsequent effect on work outcomes, the present study looked into the moderating role of leader’s TFL on the relationship between subordinate’s EI and work performance.

Details

Personnel Review, vol. 44 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 10 July 2019

Shunqi Hou, Xiaoyu Wang, Jingjing Xiao, Yurui Zhang and Feiyang Cheng

The new Silk Road provides cross-border-e-commerce firms with an opportunity to widen their markets. Under this circumstance, the preference recognition of countries and…

Abstract

The new Silk Road provides cross-border-e-commerce firms with an opportunity to widen their markets. Under this circumstance, the preference recognition of countries and inventory allocation among overseas warehouses both become critical issues to solve. Three Chinese smartphone brands, including HTC, Huawei, and MI, are selected in this chapter for their relatively enormous sales. DHgate and AliExpress websites are chosen as platforms to analyze the sales for data availability. This chapter first depicts key features of the sales and then, based on which, divide countries into several groups according to their preference for phones by cluster analysis. Then, based on the results of cluster analysis, this chapter further models the inventory assignment among the seven major overseas warehouses that were built by AliExpress in 2015. The results show that the HTC seems to be pursuing the “high value with high price” strategy, while the other two companies seem to be pursuing a hybrid strategy of “low-price” strategy and “high value with low price” strategy. This chapter also provides an assignment pattern of inventory among the overseas warehouses based on the real data of sales and costs.

Details

The New Silk Road Leads through the Arab Peninsula: Mastering Global Business and Innovation
Type: Book
ISBN: 978-1-78756-680-4

Keywords

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