Shu-yuan Chen - Academia.edu (original) (raw)

Papers by Shu-yuan Chen

Research paper thumbnail of The effect of employer’s moral obligation violation on survivor’s commitment

Personnel Review, 2016

Purpose – The purpose of this paper is to investigate the cross-level relationship between moral ... more Purpose – The purpose of this paper is to investigate the cross-level relationship between moral obligation violation, overall justice climate, and survivors’ commitment. Design/methodology/approach – Data were obtained from 25 companies with 261 individual employees’ cases from three main industries in Taiwan (n=25/261). Findings – Organizations which have moral obligation violation during layoff would directly influence survivors’ perceptions of justice and further affect survivors’ level of affective commitment. Originality/value – This is one of the first studies to provide evidence of the relationship between moral obligation violation, overall justice climate and survivors’ affective commitment. Additionally, most studies of survivors’ attitude and behavior are based on the third-party perspective; this study is the first to argue that survivors are also affected by employers’ layoff as well as victims. The influence of layoff will lead to survivors’ subsequent attitude and be...

Research paper thumbnail of Implementing high performance HR practices in Asia: HR practice consistency, employee roles, and performance

Asia Pacific Journal of Management, 2016

High performance HR (human resources) practices are well understood to positively impact employee... more High performance HR (human resources) practices are well understood to positively impact employee behavior and performance. However, much is still not known about the implementation of effective HR practices and their specific impact on employee behaviors. In this regard, this study identifies the significance of HR practice consistency, develops direct measures of that consistency, and examines the impact on employee role performance. This study also explores how consistency affects shared perceptions of procedural justice and employees' role performance by employing a cross-level research design. The data in the study were collected from 355 employees of 42 companies within the manufacturing and service industries in Taiwan. This study makes theoretical and methodological contributions by identifying the significance of HR practice consistency, and provides empirical evidences for its potential influences. It also offers practical suggestions that can be used as important reference points by organizations, particularly those in Asia seeking to implement high performance HR practices. Keywords HR practice consistency. Employee role performance. Procedural justice climate. Psychological contract breach. Taiwan. Ethnic Chinese communities. Asia It has often been thought that Asian firms place little emphasis on managing human resources (HR) as opposed to the more technical sides of business such as production

Research paper thumbnail of Employer brand management, organizational prestige and employees' word-of-mouth referrals in Taiwan

Asia Pacific Journal of Human Resources, 2013

Word-of-mouth is thought to be an effective external recruitment information source that organiza... more Word-of-mouth is thought to be an effective external recruitment information source that organizations are not generally able to do much about. While a number of previous studies have suggested the effectiveness of word-of-mouth recruitment, few have explored the specific factors enabling organizations to manage it effectively. This study addresses the cross-level influence of employer brand management (EBM) and organizational prestige on employees' word-of-mouth referrals. A total of 308 survey responses from senior managers and their employees were received from 33 firms in Taiwan. All hypotheses were supported, which suggests significant relationships between EBM, organizational prestige, and employees' word-of-mouth referrals. The study results also suggest that organizations are able to manage employee word-of-mouth referrals by enhancing EBM and reinforcing employees' perceived organizational prestige accordingly.

Research paper thumbnail of Human Resource Management in Hong Kong, Macau, and Taiwan

Routledge Handbook of Human Resource Management in Asia, 2017

This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Specia... more This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Special Administrative Regions (SARs) of Hong Kong and Macau. It is one of the first publications to include these three key economies of Greater China in a study, particularly the rapidly growing Macau SAR. HRM has been changing due to increasing competition and globalization (Varma & Budhwar, 2013). As such, this chapter reviews human resources research in these three economies over the last quarter century and their ongoing impact. This chapter contains four main sections in addition to the introduction and conclusion. First, this chapter provides the background to the development of HRM in Hong Kong, Macau, and Taiwan to give a general idea of how HRM developed in those three economies. Second, it provides the cultural, economic, and industrial structure of those three economies. Third, this chapter discusses the HRM practices in Hong Kong, Macau, and Taiwan to provide a general idea of the HRM practices that are widely adapted and implemented as well comparing HR practices in the three economies. Finally, based on the research and evidence regarding HRM practices and fairly recent changes in Hong Kong, Macau, and Taiwan, this chapter suggests future trends in HRM to discuss changes in HR and their effects in the three economies.

Research paper thumbnail of Strategic talent management systems and employee behaviors: the mediating effect of calling

Asia Pacific Journal of Human Resources, 2019

Developing and retaining talent is crucial in helping organizations compete effectively. However,... more Developing and retaining talent is crucial in helping organizations compete effectively. However, how employers understand talent and thus invest appropriate resources to motivate and develop talented employees still requires considerable attention. This study argues that, differing from a generic HR system, the implementation of a more narrowly focused strategic talent management system (STMS) for investment in a talented group can craft the employees' job interpretation in terms of employee calling. This can, in turn, further develop positive employee behaviors, including those of entrepreneurship and voice. In addition, a mediation effect of employee calling is examined in this study. Data were collected from 234 individuals in 45 firms across Taiwan. This study provides theoretical and empirical support for the effects of STMS. It also provides empirical evidence that employee calling is a key mediator for developing employees' work behaviors. The practical implications identified are also an important reference for organizations.

Research paper thumbnail of High performance work systems, employee well-being, and job involvement: an empirical study

Personnel Review, 2016

Purpose– Given the importance of high performance work systems (HPWS) with respect to firm compet... more Purpose– Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement.Design/methodology/approach– The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan.Findings– This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being a...

Research paper thumbnail of Increasing HR's strategic participation: The effect of HR service quality and contribution expectations

Human Resource Management, 2012

... of respects from many of the more developed economies of North America and Europe (House, Han... more ... of respects from many of the more developed economies of North America and Europe (House, Hanges, Javidan, Dorfman, & Gupta, 2004; Redding ... Since output service is assumed to be the most important (Ameritech, 1993), it is discussed first, fol-lowed by process and input ...

Research paper thumbnail of Human resource management in Hong Kong, Macau, and Taiwan

This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Specia... more This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Special Administrative Regions (SARs) of Hong Kong and Macau. It is one of the first publications to include these three key economies of Greater China in a study, particularly the rapidly growing Macau SAR. HRM has been changing due to increasing competition and globalization (Varma & Budhwar, 2013). As such, this chapter reviews human resources research in these three economies over the last quarter century and their ongoing impact. This chapter contains four main sections in addition to the introduction and conclusion. First, this chapter provides the background to the development of HRM in Hong Kong, Macau, and Taiwan to give a general idea of how HRM developed in those three economies. Second, it provides the cultural, economic, and industrial structure of those three economies. Third, this chapter discusses the HRM practices in Hong Kong, Macau, and Taiwan to provide a general idea of th...

Research paper thumbnail of Increasing HR's strategic participation: The effect of HR service quality and contribution expectations

Human Resource Management, 2012

Strategic participation is important for HR professionals who wish to have increased infl uence i... more Strategic participation is important for HR professionals who wish to have increased infl uence in their organizations. While a number of previous studies have suggested a link between strategic human resource management and fi rm performance, few have explored the specifi c factors enabling HR strategic participation. This study examines the impact of HR service quality and expectations of HR contributions on HR strategic participation. A total of 244 survey responses were received from 42 companies in Taiwan. All hypotheses were supported, thus signifying signifi cant relationships between HR service quality, expectations of HR contributions, and HR strategic participation. The study results also indicate that HR professionals are able to proactively increase the value of HR in organizations by enhancing HR service quality and addressing potential internal customers' needs accordingly.

Research paper thumbnail of The effect of employer’s moral obligation violation on survivor’s commitment

Personnel Review, 2016

Purpose – The purpose of this paper is to investigate the cross-level relationship between moral ... more Purpose – The purpose of this paper is to investigate the cross-level relationship between moral obligation violation, overall justice climate, and survivors’ commitment. Design/methodology/approach – Data were obtained from 25 companies with 261 individual employees’ cases from three main industries in Taiwan (n=25/261). Findings – Organizations which have moral obligation violation during layoff would directly influence survivors’ perceptions of justice and further affect survivors’ level of affective commitment. Originality/value – This is one of the first studies to provide evidence of the relationship between moral obligation violation, overall justice climate and survivors’ affective commitment. Additionally, most studies of survivors’ attitude and behavior are based on the third-party perspective; this study is the first to argue that survivors are also affected by employers’ layoff as well as victims. The influence of layoff will lead to survivors’ subsequent attitude and be...

Research paper thumbnail of Implementing high performance HR practices in Asia: HR practice consistency, employee roles, and performance

Asia Pacific Journal of Management, 2016

High performance HR (human resources) practices are well understood to positively impact employee... more High performance HR (human resources) practices are well understood to positively impact employee behavior and performance. However, much is still not known about the implementation of effective HR practices and their specific impact on employee behaviors. In this regard, this study identifies the significance of HR practice consistency, develops direct measures of that consistency, and examines the impact on employee role performance. This study also explores how consistency affects shared perceptions of procedural justice and employees' role performance by employing a cross-level research design. The data in the study were collected from 355 employees of 42 companies within the manufacturing and service industries in Taiwan. This study makes theoretical and methodological contributions by identifying the significance of HR practice consistency, and provides empirical evidences for its potential influences. It also offers practical suggestions that can be used as important reference points by organizations, particularly those in Asia seeking to implement high performance HR practices. Keywords HR practice consistency. Employee role performance. Procedural justice climate. Psychological contract breach. Taiwan. Ethnic Chinese communities. Asia It has often been thought that Asian firms place little emphasis on managing human resources (HR) as opposed to the more technical sides of business such as production

Research paper thumbnail of Employer brand management, organizational prestige and employees' word-of-mouth referrals in Taiwan

Asia Pacific Journal of Human Resources, 2013

Word-of-mouth is thought to be an effective external recruitment information source that organiza... more Word-of-mouth is thought to be an effective external recruitment information source that organizations are not generally able to do much about. While a number of previous studies have suggested the effectiveness of word-of-mouth recruitment, few have explored the specific factors enabling organizations to manage it effectively. This study addresses the cross-level influence of employer brand management (EBM) and organizational prestige on employees' word-of-mouth referrals. A total of 308 survey responses from senior managers and their employees were received from 33 firms in Taiwan. All hypotheses were supported, which suggests significant relationships between EBM, organizational prestige, and employees' word-of-mouth referrals. The study results also suggest that organizations are able to manage employee word-of-mouth referrals by enhancing EBM and reinforcing employees' perceived organizational prestige accordingly.

Research paper thumbnail of Human Resource Management in Hong Kong, Macau, and Taiwan

Routledge Handbook of Human Resource Management in Asia, 2017

This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Specia... more This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Special Administrative Regions (SARs) of Hong Kong and Macau. It is one of the first publications to include these three key economies of Greater China in a study, particularly the rapidly growing Macau SAR. HRM has been changing due to increasing competition and globalization (Varma & Budhwar, 2013). As such, this chapter reviews human resources research in these three economies over the last quarter century and their ongoing impact. This chapter contains four main sections in addition to the introduction and conclusion. First, this chapter provides the background to the development of HRM in Hong Kong, Macau, and Taiwan to give a general idea of how HRM developed in those three economies. Second, it provides the cultural, economic, and industrial structure of those three economies. Third, this chapter discusses the HRM practices in Hong Kong, Macau, and Taiwan to provide a general idea of the HRM practices that are widely adapted and implemented as well comparing HR practices in the three economies. Finally, based on the research and evidence regarding HRM practices and fairly recent changes in Hong Kong, Macau, and Taiwan, this chapter suggests future trends in HRM to discuss changes in HR and their effects in the three economies.

Research paper thumbnail of Strategic talent management systems and employee behaviors: the mediating effect of calling

Asia Pacific Journal of Human Resources, 2019

Developing and retaining talent is crucial in helping organizations compete effectively. However,... more Developing and retaining talent is crucial in helping organizations compete effectively. However, how employers understand talent and thus invest appropriate resources to motivate and develop talented employees still requires considerable attention. This study argues that, differing from a generic HR system, the implementation of a more narrowly focused strategic talent management system (STMS) for investment in a talented group can craft the employees' job interpretation in terms of employee calling. This can, in turn, further develop positive employee behaviors, including those of entrepreneurship and voice. In addition, a mediation effect of employee calling is examined in this study. Data were collected from 234 individuals in 45 firms across Taiwan. This study provides theoretical and empirical support for the effects of STMS. It also provides empirical evidence that employee calling is a key mediator for developing employees' work behaviors. The practical implications identified are also an important reference for organizations.

Research paper thumbnail of High performance work systems, employee well-being, and job involvement: an empirical study

Personnel Review, 2016

Purpose– Given the importance of high performance work systems (HPWS) with respect to firm compet... more Purpose– Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement.Design/methodology/approach– The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan.Findings– This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being a...

Research paper thumbnail of Increasing HR's strategic participation: The effect of HR service quality and contribution expectations

Human Resource Management, 2012

... of respects from many of the more developed economies of North America and Europe (House, Han... more ... of respects from many of the more developed economies of North America and Europe (House, Hanges, Javidan, Dorfman, & Gupta, 2004; Redding ... Since output service is assumed to be the most important (Ameritech, 1993), it is discussed first, fol-lowed by process and input ...

Research paper thumbnail of Human resource management in Hong Kong, Macau, and Taiwan

This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Specia... more This chapters examines human resource management (HRM) in Taiwan as well as in China’s two Special Administrative Regions (SARs) of Hong Kong and Macau. It is one of the first publications to include these three key economies of Greater China in a study, particularly the rapidly growing Macau SAR. HRM has been changing due to increasing competition and globalization (Varma & Budhwar, 2013). As such, this chapter reviews human resources research in these three economies over the last quarter century and their ongoing impact. This chapter contains four main sections in addition to the introduction and conclusion. First, this chapter provides the background to the development of HRM in Hong Kong, Macau, and Taiwan to give a general idea of how HRM developed in those three economies. Second, it provides the cultural, economic, and industrial structure of those three economies. Third, this chapter discusses the HRM practices in Hong Kong, Macau, and Taiwan to provide a general idea of th...

Research paper thumbnail of Increasing HR's strategic participation: The effect of HR service quality and contribution expectations

Human Resource Management, 2012

Strategic participation is important for HR professionals who wish to have increased infl uence i... more Strategic participation is important for HR professionals who wish to have increased infl uence in their organizations. While a number of previous studies have suggested a link between strategic human resource management and fi rm performance, few have explored the specifi c factors enabling HR strategic participation. This study examines the impact of HR service quality and expectations of HR contributions on HR strategic participation. A total of 244 survey responses were received from 42 companies in Taiwan. All hypotheses were supported, thus signifying signifi cant relationships between HR service quality, expectations of HR contributions, and HR strategic participation. The study results also indicate that HR professionals are able to proactively increase the value of HR in organizations by enhancing HR service quality and addressing potential internal customers' needs accordingly.