Top PDF The Effect of Organizational Trust, Knowledge Sharing and Knowledge Creation on Innovation and Business Performance of Taiwan High Technology Companies

We live in the era of globalization, an era where a call can be made from Asia and received in Africa at virtually no cost thanks to the internet and advances in telecommunications. An era where markets have merged and have become more aggressive, and where companies, in order to stay competitive, try to hire the most qualified employees from all across the globe. Due to this new trend, companies must provide their employees with conditions that allow them to achieve their full capabilities in order to be more profitable. Nevertheless, this creates issues, since there are so many different options when picking a strategy to obtain innovation and optimal business performance, with so many factors that may influence the results. Thus, this study examined and analyzed the effects of organizational trust, knowledge sharing, and knowledge creation on innovation and business performance of Taiwanese high technology company employees. A quantitative study was implemented and statistical analysis tested the relationship of said variables. The study used Statistical Package for the Social Sciences (SPSS) and Partial Least Squares (PLS), as tools to analyze the collected data, this study includes the descriptive statistics, path coefficients, coefficient of determination (R 2 ), bootstrapping, t-value, Composite Reliability results, Cronbach’s Alpha, correlation, average variance extracted (AVE), Standardized Root Mean Square Residual, Fornell-Larcker Criterion and Heterotrait-Monotrait Ratio. The data for this study was collected from employees of high technology companies in Taiwan. The results of this study showed that there is a strong and positive significant relationship between organizational trust and knowledge sharing, organizational trust and knowledge creation, , knowledge creation and knowledge sharing, knowledge creation and innovation, innovation and business performance, a weak correlation between organizational trust and business performance and finally with regards to knowledge sharing and innovation, the results showed that there was not a significant correlation between the two variables, this was explained because in order to protect their confidentiality, departments don’t usually share their information with others unless strictly required and get their innovation process trough knowledge creation.

I ABSTRACT In today’s global business, competition is fierce and is gaining momentum across frontiers, and organisations are working hard to keep performance steady and sustainable. The phenomenon of organisation performance is not peculiar in the management science researches, as such numerous studies has been conducted on it. However, measuring it was considered a difficult task in the sense it entails critical and salient dimensions that sometimes makes it hard to measure. Therefore, it’s multidimensional. Notwithstanding the magnitude of study on organisational performance, focus on sub-Saharan countries, especially in The Gambia has limited literatures. This study aims to examine the effect of motivation, knowledge creation process, knowledge sharing, and innovation on The Gambia Telecom and Cellular Company’s performance. It is important to note that this study is non-comparative instead treating the two companies as one based on their commonalities both in terms of management practices and operation mode. Most importantly, for easy access to diverse employees for convenient data collection, thus help present justifiable and reasonable results. The research approach was typically quantitative and Partial Least Squares (PLS) was purely used to analyse the obtained data, with a total of 206 valid participants who completed online questionnaires. The participants of this study included employees of both (Gamtel/Gamcel), which excluded auxiliary staff, contract staff and trainees. The results reveal that both motiving factors has a positive and significant effect on knowledge sharing. Likewise, knowledge sharing and innovation has positive and significant effect on organizational performance. On the other hand, knowledge creation process has a weak effect on knowledge sharing thus the null hypothesis for this relationship was accepted.

Background of the Study It is a world of knowledge-based economy, and there is no doubt that resources and competencies are essential for organizations to survive and thrive in this competitive world (Subramaniam & Youndt, 2005; Teece, Pisano, & Shuen, 1997). Knowledge becomes increasingly important for organization. In the past, information, products and services spread from other continents is difficult and slow. But globalization and technological advances have changed the way how to run the business nowadays. Information, products and services can be quickly spread out by technology. Customers can use internet to get information easily to compare the value of products or services. For example, Google, Facebook or Twitter can be one of way to get information. Organizations can also get feedback immediately through technology. Globalization and technology makes market becomes more and more competitive.

b) Concerning intellectual capital: In order to improve its structure capital the organization may want to focus on the key factors that enable innovation within the organization which in descending order are; the management style which support and encourages innovation, the open-minded culture that supports the development of ideas and the sharing of these ideas within the organization. Another approach that would enhance the structure capital would be improving process capital. This could be done by concentrating resources on bettering the key factors that affect process capital which in descending order are: the knowledge management software (KMS) used in by the organization, the adequacy of the hardware that supports the KMS and finally taking full advantage of the information and communications technology available to facilitate the transfer of information through the company. The organization may also wish to focus on its customer capital by aiming on the key factors that affect it. In descending order these factors are; a high value-added customer service, the circulation of customer feedback and comments that enables employees to have a better understanding of customer needs and finally, customer satisfaction. The company may also wish to improve its structural capital. This can be achieved by working on the structure capital key factors, which in descending order are: regular updates of the knowledge management system that provides the employee with real-time information, a knowledge management system that meet the employee needs and lastly, a knowledge management system that will improve the employee’s job performance.

Problem Statement Nowadays, due to the high level of competition among people, classmates, coworkers, universities and organizations, it is becoming very difficult to observe trust between people from the same company or organization. In this regard, people will tend to hind information, data and any other tools that could put that in the best position for their own competitive advantage. By not having trust inside the organization and not sharing the knowledge between people will tend to decrease the performance and the competitive advantage of the organizational learning. Nevertheless, it is important for all those involved in the organization to learn and create new knowledge in order to maintain and improve the performance of all those in the organization, including the organization itself. From knowledge management theories, organizational satisfaction is one of the result of the service provided by the organization to those in which are enrolled. High level of satisfaction is the result of many factors such as organizational trust, knowledge sharing and organizational learning. In this regard, this study examined students from different financial support in their universities as they have different privileges and support.

For the last century, the world has swiftly moves from its industrial economic base, which mostly depends on tangible assets, toward a knowledge base which is tied to the capability of developing and managing knowledge resources. The knowledge economy is built on continuous dynamic value creation, and profits are increasingly coming from knowledge creation, integration, and system-solutions instead of from tangible assets. This change is uprising globally due to the increase of travellers, expenditures, immigration, and communication technologies, making the world more connected and interdependent. Globalisation has facilitated the exchange of goods, services, labour, information, and most importantly, the share of unique ideas and knowledge. Beside all the mutual gains brought by globalisation, competitiveness is accordingly increasing. Short product’s life cycles and a rapid change rate in customers’ needs and preferences are considered typical features as well as challenges of the current industrial paradigm.

44 which 180 of the responses are valid. The largest group of respondent is between the ages of 20-26 corresponding to a total of 68% of the respondents. Regarding the gender of the respondents, there is not a significant difference between the genders, being 44% female and the other 56% male. Regarding the level of education, the majority of the respondents are enrolled in a Bachelors program corresponding to 51% of the participants, followed by 38% of students who are enrolled in a Master’s degree program, 4% of students doing PhD studies, 4% from language programs, and the remaining 3% students from other programs, including Military education, and other technical courses. Regarding the origin of the participants, the largest group is from Central and South American corresponding to 52% of the respondents, followed by Asia with 22%, and Europe with 12%. Africa and North America are the smallest groups of respondents with 8% and 6% respectively. Regarding the student status, a classification provided by the MOE is used for the study. The biggest group of respondents is Degree seeking students with a total of 71% of the respondents, after this 16% correspond to International exchange students, 8% study Mandarin Chinese and a total of 2% are Overseas compatriot students and Mainland China Students studying for a degree,. The remaining are Overseas compatriot Youth technical training classes 1%

，87-120。 19.汪金城（民91）。研發機構知識分享機制之研究－以工研院光電所研發團隊為例。國立政治大學公共行政研究所之碩士 論文。 20.吳明隆（主編）（民89）。統計應用實務SPSS。台北市:松崗電腦圖書資料股份有限公司。 21.吳萬益與林清河（民89）。企 業研究方法。台北市:華泰書 局 22.林行宜與戚樹誠（民83）。企業高階主管親信關係之研究。管理科學學報，11(2)，281-312。 二、英 文部分 1. Adkins, C. L., Meglino, B. M. & Ravlin, E. C.（1989）. A work values approach to corporate culture: A field test of value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 37, 424-432. 2. Anderws, M. C. & Kacmar, K. M.（2001）.

KeyWords Plus: HUMAN-RESOURCE MANAGEMENT; PRODUCTIVITY; IMPACT; GROWTH; TECHNOLOGY; PREDICTORS; TURNOVER; BEHAVIOR; INDUSTRY; SYSTEMS Abstract: This longitudinal study examined whether HRM effectiveness and dynamic innovation performance increase the level and growth rate of organizational performance. In 2002 we sent questionnaires to the top 1,000 manufacturing companies in Taiwan, and 181 valid questionnaires were returned. Otherwise, innovation and organizational performance between 2002 and 2005 were measured by research intensity and labor productivity. Latent growth curve modeling methodology was used to analyze the panel data over the 4-year period. Our results indicated that there was significant individual variability in terms of the intercept and slope factors for research intensity and labor productivity. HRM effectiveness was found to be a significant predictor of the intercept and slope factors of labor productivity.

and reverse knowledge sharing in developing regions, mainly the Asian countries. As a result, this study will be conducted in Vietnam. There are two main reasons why this research aims at Vietnam. Firstly, Vietnam has played an increasingly important role as a proactive member in international business activities such as joining negotiations to build up free trade frameworks, and through participating deeply and comprehensively in multi-lateral forums. Secondly, Vietnam is becoming a favoured manufacturing location for high-tech multinational enterprises such as Intel, LG Electronics, Nokia and Samsung because of its cost effective advantages. Thirdly, the majority of foreign companies in Vietnam usually set up partnerships with domestic firms so low-tech enterprises have more opportunity to access advanced technologies. The sample population for this research was taken from manufacturing and services companies in Ho Chi Minh City. The population was restricted to one city rather than the whole nation due to differences in geography, level of economic development, and presence of major industry between states. Ho Chi Minh City, located in the southern part of Vietnam, with a population of over nine million is a center of commerce, economy and finance in Vietnam. There were 58394 SMEs (23.3%) of the 250689 registered SMEs in Vietnam operating business in Ho Chi Minh in the year of 2008 (Table 3.1). In the same year, the number of small and medium-sized businesses accounted for 23.5% and 21% respectively.

sector agencies throughout the country. Therefore, sample’s representativeness is a notable concern of this study. A study with more national coverage could reveal more disparities in various regions and the sector is encouraged for future research. Secondly, the population empirically studied were public-sector employees. Therefore, in the process of applying the results of the study to other kinds of occupational employees, care should be taken. Also, beware that the employees of those public agencies are full-time working professionals. Collecting data of employees from different contexts and categories can increase the generalizability of the research model of this study. Thirdly, this study measured attitudes to KS instead of the actual behavior to KS. Various studies have presented that behavior to KS and attitude to KS are different to some degree. Additionally, the affective commitment items in OC were used instead of all three components in OC. Finally, by means of survey method, this study is also limited for cross sectional design which implies that the population under study is obtained and analyzed from a representative subset. This technique undermines the changing patterns of the population across time which would could not represent the relationship between independent and dependent variables accurately.

ABSTRACT A contingency model describing the mediation effects of Knowledge Sharing Behavior on the Job Satisfaction, Trust and Organizational Citizenship Behavior was proposed and tested. This study aimed to examine the relationship among Job Satisfaction, Trust, Knowledge Sharing Behavior, Personal Traits and Organizational Citizenship Behavior. Finally, we discuss whether Personal Traits has a moderate effect between Knowledge Sharing Behavior and Organizational Citizenship Behavior. A survey research was conducted using a sample of elementary school’s teachers in Chang Hwa County. Structural Equation Modeling (SEM) analysis and Hierarchical Regression analysis were used to test the hypotheses. The major findings of this re-search are as follows：(1) Job Satisfaction had a direct positive prediction in Organiza-tional Citizenship Behavior; (2) Trust had a direct positive prediction in Organizational Citizenship Behavior; (3) Job Satisfaction had a direct positive prediction in Knowledge Sharing Behavior; (4) Trust had a direct positive prediction in Knowledge Sharing Be-havior; (5) Trust had an indirect positive prediction, through the

ABSTRACT With the advent of knowledge economy, knowledge has become one of the most important assets for modern enterprises. Consequently, implementation of the knowledge management system is a key success to businesses. It is believed that a company who keeps up knowledge creation can continuously maintain competitive advantages. Therefore, adoption of a knowledge creation mode would highly influence the ability of knowledge creation. To be a remarkable creative organization, it has been seen that the characteristics of organizational culture could have impact on a knowledge creation mode and knowledge creation performance. However, the question of how a company considers the characteristics of organization culture in order to appropriately adopt a knowledge creation mode becomes critical to knowledge creation performance. In consequence, this research conducted an empirical investigation for the relationships among organizational culture, knowledge creation modes, and knowledge creation performance.

ABSTRACT In the past few years, knowledge sharing has become the important study issue of knowledge management. According to the person who was the key element of whether knowledge sharing will be succeeded or not in organizations. The purposes of this study are two folds:(1)to explore the relationships between motivating factors and knowledge sharing on the High-Tech employees.(2)to explore the moderating effects of trust be-tween motivating factors and knowledge sharing.

In relation to the support from top management, the mean score for TM3 which indicated that top management provides rewards in efforts of building a knowledge sharing culture (M=3.21) was the lowest. Goodman and Darr (1998) study indentified rewards as an important element in fostering a knowledge sharing culture. With that said, management may need to consider providing adequate rewards in order to developing such a culture. This may indicate how much top management values knowledge sharing. When it comes to organization structure, two items OS1 and OS4 had the lowest mean scores. Therefore in order to increase the flexibility of the organization structure, management may consider addressing issues related to delegation of power and employee participation in decision making. Management may also encourage horizontal communication among members in organization units/ departments as a way to improve employees’ perceptions of organization structure’s flexibility.

Second, looking only at the UNGC variable, the dominant factor of the UNGC dimension is environment principle. In comparison between IT industry and the other industries the dominant factor remain same for both of them. It is followed by anti-corruption principle. This suggests that the best way to follow the UNGC principles is to increase the effort focused on environmental principles and issues within companies. This means, in concrete terms that managers should be counseled to promote company’s commitment and responsibility in terms of environment and anti-corruption principles order to build up CSR awareness. Environmental principle is also important these days, because society has now high demand for environmental behavior from firms and it is more apparent now than it was in Taiwan’s industrial period. Results also showed that multinational companies have high priority on anti-corruption principles so Taiwan policy makers should be aware to improve regulations in terms of anti-corruption. Two other principles (human rights and labour) have lower impact but it’s for discussion why are these two principles less important for companies. Therefore Taiwan companies should more work on human rights principles and labour principle awareness.

To meet this purpose, data was collected from Taiwan and Bosnia & Herzegovina. A TOKSIP structural research framework model was created, and Partial Least Square (PLS) was employed to conduct a comparative analysis of the results. After sending out 300 questionnaires, the researchers received 225 usable completed forms, and this brought the response rate to 75%. The empirical results indicated that transformational leadership has a positive and highly significant effect on organizational trust, in which organizational trust has significant effect on customer relationship management, as well as customer relationship management on innovational capabilities. Furthermore, the results showed that innovation capabilities have a significant positive effect on business performance. This comparative study contributes a lot to the investigation of transformational leadership similarities and differences between Taiwan and Bosnia & Herzegovina. The study ends by providing practical implications and suggestions for future research.

ABSTRACT In a knowledge-based economy, knowledge is regarded as the source of personal or organizational power, competitive advantage, and expert power. Thus, knowledge management is crucial to enhance the corporate competitiveness and performance. The research fields of knowledge management include organizational learning, organizational culture, organizational psychology, organizational management, information management, and knowledge sharing. This study focuses on the relationships among organizational learning, knowledge sharing, and organizational performance, investigates how organizational learning and knowledge in a company affect its organizational performance, and further constructs a knowledge management model on organizational performance.A total of 281 questionnaires were distributed to life insurance companies, and 240 valid samples were returned; the valid return rate was 85.41%. Results showed that organizational learning has positive effect on knowledge sharing and organizational performance, while knowledge sharing and organizational performance are not positively correlated. In addition, organizational learning measures may certainly transfer to promote business performance.

Although Taiwan isn’t located at the core of financial tsunami, but many company have bought Lehman Brother and other company’s structured note. Therefore, financial institution and its clients were influenced In Taiwan, financial industry may effect Taiwan’s economic. In Taiwan, financial industry is very important. They are many industry rely on financial institution to survive. Financial industry is the engine for economic growth hence if we have financial crisis it will have huge impact to other industries. There are three major genres for global financial crisis. First, it’s all about human frailty. But there’s a whole world of explanations that it’s the predatory instincts. The delusion of investors and the greed and all the rest of it. The second genre is that there are institutional failures. Regulators were asleep at the switch. We look at the institutional level and say that has failed and that has to be reconfigured. The third genre is to say, everybody was obsessed with a false theory. They read too much Hayek and believe in the efficiency of markets. And it’s time we actually got back to something like Keynes. Or we took seriously Hyman Minski’s theory about the inherent instability of financial activities. Out of this comes a theory which is very, very important that Capitalism never solves its crisis problems. It moves them around geographically and what we’re seeing right now is a geographical movement of that. In order to fully explore the global financial crisis. A KMS system influence model was build in this study.

2.1.3 Interpersonal Trust (IPT) Interpersonal trust comprises the foundation of interactions between individuals, and includes individual cognition and emotions related to specific incidents, processes or individuals. Interpersonal trust is formed over a long period, and results from the accumulated experiences of both parties that gradually form a trust system (Dwyer et al., 1987; Hardin, 1992). Rotter (1980) asserted that a close relationship exists between the level of interpersonal trust and socio-economic status. For instance, children from families with high socio-economic status generally have high levels of interpersonal trust, whereas those from low social status families feel that they have little reason to trust others due to personal dissatisfaction and their realization of the benefits enjoyed by those with power and denied to themselves. The levels of interpersonal trust and reliability are strongly related.