論文使用權限 Thesis access permission：自定論文開放時間 user define
校內 Campus：開放下載的時間 available 2013-08-08
校外 Off-campus：開放下載的時間 available 2013-08-08
The Effect of Social Tie Strength and Value Fit on Cross-cultural Knowledge Acquisition for Overseas Workers through the Mediating Role of Affect-based Trust
Number of pages
Date of Exam
Date of Submission
social network tie, cross-cultural adjustment, overseas worker, cultural knowledge acquisition, affect-based trust, value fit
本論文已被瀏覽 5771 次，被下載 1189 次
The thesis/dissertation has been browsed 5771 times, has been downloaded 1189 times.
This study examines the effects of social tie strength, value fit and affect-based trust of overseas workers on their cultural knowledge acquisition in foreign countries. Based on the assumption that cultural knowledge is acquired through social interactions, the research model encompassed 3 social-related independent variables and tested empirically from 536 interpersonal relationships reported by 136 respondents. The results revealed that social tie strength and value fit have positive impacts on cultural knowledge acquisition not only directly but also indirectly, through the mediation role of affect-based trust. However, the mediation effect differs between relationships with local nationals and relationships with non-local nationals. Specifically, affect-based t rust is essential for the effect of social tie strength to local nationals instead of that to non-local nationals; moreover, the mediation effect is sufficient on value fitted non-local nationals but is incomplete on value fitted local nationals. The implications of the findings and the need for future research were also discussed.
目次 Table of Contents
Chapter 1 Introduction 1
1.1 Background 1
1.2 Purpose of the Study 4
Chapter 2 Literature Review and Conceptual Development 6
2.1 Social Tie Strength 6
2.2 Value Fit 7
2.3 Affect-based Trust 8
2.4 Cultural Knowledge Acquisition 10
2.5 Relationship among Social Tie Strength, Value Fit, Affect-based Trust and Cultural Knowledge Acquisition 13
Chapter 3 Methodology 17
3.1 Study Framework and Hypotheses 17
3.2 Measurement Development 18
3.3 Data Collection 22
3.4 Data Analysis 26
Chapter 4 28
4.1 Correlation Coefficient Analysis. 28
4.2 Multiple Regression Analysis. 30
4.3 Mediation Effect 33
4.4 Results of T-test and ANOVA 36
Chapter 5 38
5.1 Discussion and Conclusions 38
5.2 Managerial Implications and Suggestions 43
5.3 Limitations and Future Research Directions. 44
Adler, P. S., & Kwon, S.-W. (2002). Social capital: prospects for a new concept. Academy of Management Review, 27(1), 17-40.
Arthur, W. J., & Bennett, W. J. (1995). The international assignee:The relative importance of factors perceived to contribute to success. Personnel Psychology, 48, 99-114.
Baker, W. E. (2000). Achieving success through social capital : tapping the hidden resources in your personal and business networks (1st ed.). San Francisco: Jossey-Bass.
Berman, S. L., Down, J., & Hill, C. W. L. (2002). Tacit knowledge as a source of competitive advantage in the national basketball association. Academy of Management Journal, 45, 13-31.
Bhagat, R. S., Kedia, B. L., Harveston, P. D., & Triandis, H. C. (2002). Cultural variations in the cross-border transfer of organizational knowledge: an integrative framework. Academy of Management Review, 27(2), 204-221.
Black, J. S., & Mendenhall, M. (1990). Cross-cultural training effectiveness: a review and a theoretical framework for future research. Academy of Management Review, 15(1), 113-136.
Black, J. S., Mendenhall, M., & Oddou, G. (1991). Toward a comprehensive model of international adjustment: an integration of multiple theoretical perspectives. Academy of Management Review, 16(2), 291-317.
Burt, R. S. (1997). A note on social capital and network content. Social Networks, 19(4), 355-373.
Caligiuri, P. M. (2000). The big five personality characteristics as predictors of expatriate's desire to terminate the assignment and supervisor-rated performance. Personnel Psychology, 53(1), 67-88.
Caplan, R. D., Cobb, S., French, J. R. P., Harrison, R. V., & Pinneau, S. R. J. (1975). Job demands and worker health. Washington D.C: H.E.W. Publication.
Chen, C.-h. (2000). Guanxi and Quality of Interpersonal Relationship: the mediation Effect of Perceived Fit and the Moderation Effect of relationship type. Master's, National Taiwan University, Taipei.
Chua, R. Y. J., Morris, M. W., & Mor, S. (2011). Collaborating across Cultures: Cultural Metacognition & Affect-Based Trust in Creative Collaboration. working paper.
Cohen, S., Underwood, L., & Gottlieb, B. (Eds.). (2000). Socialsupport measurement and intervention. New York: Oxford University Press.
Colquitt, J. A., Piccolo, R. F., LePine, J. A., Zapata, C. P., & Rich, B. L. (2012). Explaining the justice-performance relationship: trust as exchange deepener or trust as uncertainty reducer? Journal of Applied Psychology, 97(1), 1-15.
Costigan, R. D., & Iter, S. S. (1998). A multi-dimensional study of trust in organizations. Journal of Managerial Issues, 10(3), 303.
De Long, D. W., & Fahey, L. (2000). Diagnosing cultural barriers to knowledge management. Academy of Management Executive, 14(4), 113-127.
Dunn, J. (1988). Tust and political agency. In D. Gambetta (Ed.), Trust: Making and breaking cooperative relations (pp. 73-93). New York: Basil Blackwell.
Emerson, M. O., Kimbro, R. T., & Yancey, G. (2002). Contact theory extended: The effects of prior racial contact on current social ties. Social Science Quarterly, 83(3), 745-761.
Farh, C. I. C., Bartol, K. M., Shapiro, D. L., & Shin, J. (2010). Networking abroad: a process model of how expatriates form support ties to facilitate adjustment. Academy of Management Review, 35(3), 434-454.
Farh, J. L., Lee, C., & Farh, C. I. C. (2010). Task conflict and team creativity: a question of how much and when. Journal of Applied Psychology, 95(6), 1173-1180.
Gargiulo, M., & Benassi, M. (2000). Trapped in your own net? Network cohesion, structural holes, and the adaptations of social capital. Organization Science, 11(2), 183-196.
Garud, R., & Nayyar, P. R. (1994). Transformative capacity: continual structuring by intertemporal technology transfer. Strategic Management Journal, 15(5), 365-385.
Gong, Y., & Fan, J. (2006). Longitudinal examination of the roleof goal orientation in cross-cultural adjustment. Journal of Applied Psychology, 91, 176-184.
Harris, H., & Kumra, S. (2000). International manager development. Journal of Management Development, 19, 607-620.
Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (2002). Time, teams, and task performance: changing effects of surface- and deep-level diversity on group functioning. Academy of Management Journal, 45(5), 1029-1045.
Harrison, D. A., Shaffer, M. A., & Bhaskar-Shrinivas, P. (2004). Going places: Roads more and less travelled in research on expatriate experiences. In J. J. Martocchio (Ed.), Research in Personnel and Human Resources Management (pp. 203-252). Greenwich, CT: JAI Press.
Harzing, A. W. (2001). Of bears, bumble-bees, and spiders: The role of expatriates incontrolling foreign subsidiaries. Journal of World Business, 36, 366-379.
Hendriks, P. (1999). Why share knowledge? The influence of ict on the motivation for knowledge sharing. Knowledge & Process Management, 6(2), 91-100.
Hlasny, R. G., & McCarrey, M. W. (1980). Similarity of values and warmth effects on clients' trust and perceived therapist's effectiveness. Psychological Reports, 46(3c), 1111-1118.
Hofstede, G. H. (2001). Culture's consequences : comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, Calif. ; London: SAGE.
Homans, G. (1950). The Human Group. New York: Harcourt, Brace & Wourld.
Hosmer, L. T. (1995). Trust: the connecting link between organizational theory and philosophical ethics. Academy of Management Review, 20(2), 379-403.
Huber, G. P. (1991). Organizational learning: the contributing processes and the literatures. Organization Science, 2(1), 88-115.
Hutchings, K., French, E., & Hatcher, T. (2008). Lament of the ignored expatriate: Anexamination of organisational and social network support for female expatriates in China. Equal Opportunities International, 27, 372-391.
Johnson, E. C., Kristof-brown, A. L., Van vianen, A. E. M., De pater, I. E., & Klein, M. R. (2003). Expatriate Social Ties: Personality Antecedents and Consequences for Adjustment. International Journal of Selection and Assessment, 11(4), 277-288.
Johnson, J. P., Lenartowicz, T., & Apud, S. (2006). Cross-cultural competence in international business: toward a definition and a model. Journal of International Business Studies, 37(4), 525-543.
Kaser, P. A. W., & Miles, R. E. (2002). Understanding knowledge activists' successes and failures. Long Range Planning, 35, 9-28.
Kee, H. W., & Knox, R. E. (1970). Conceptual and methodological considerations in the study of trust and suspicion. Journal of Conflict Resolution, 14, 357-366.
Kerlinger, F. N. (1973). Foundations of behavioral research (2d ed.). New York,: Holt.
Kluckhohn, C. K. M. (1951). Value and value organization in the theory of action: An exploration in definition and classification. In T. Parsons & E. A. Shils (Eds.), Toward a general theory of action. Cambridge, MA: Harvard University Press.
Kogut, B., & Zander, U. (1992). Knowledge of the firm, combinative capabilities, and the replication of technology. Organization Science, 3(3), 383-397.
Koskinen, K. U., Pihlanto, P., & Vanharanta, H. (2003). Tacit knowledge acquisition and sharing in a project
work context. International Journal of Project Management & Organization Review, 21, 281-290.
Kraimer, M. L., Wayne, S. J., & Jaworski, R. A. (2001). Sources of support and expatriate performance: the mediating role of expatriate adjustment. Personnel Psychology, 54(1), 71-99.
Lee, C., & Farh, J.-L. (1999). The effects of gender in organizational justice perception. Journal of Organizational Behavior, 20(1), 133-143.
Lewicki, R. J., & Bunker, B. B. (1995a). Developing and maintaining trust in work relationships. In R. M. Kramer & T. R. Tyler (Eds.), Trust in orgainzations: Frontiers of theory and research (pp. 114-139). Thousand Oaks, CA: Sage.
Lewicki, R. J., & Bunker, B. B. (1995b). Trust in relationships: A model of development and decline. In B. B. Bunker & J. Z. Rubin (Eds.), Conflict, cooperation, and justice (pp. 133-173). San Francisco: Jossey-Bass.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social Forces, 63, 967-985.
Lincoln, J. R., & Miller, J. (1979). Work and friendship ties in organizations: a comparative analysis of relational networks. Administrative Science Quarterly, 24(2), 181-199.
Liu, X., & Shaffer, M. A. (2005). An investigation of expatriate adjustment and performance. International Journal of Cross Cultural Management, 5(3), 235-254.
Maertz, C. P., Hassan, A., & Magnusson, P. (2009). When learning is not enough: A process model of expatriate adjustment as cultural cognitive dissonance reduction. Organizational Behavior and Human Decision Processes, 108(1), 66-78.
Manev, I. M., & Stevenson, W. B. (2001). Nationality, cultural distance, and expatriate status: effects on the managerial network in a multinational enterprise. Journal of International Business Studies, 32(2), 285.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709-734.
McAllister, D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
McKnight, D. H., Cummings, L. L., & Chervany, N. L. (1998). Initial trust formation in new organizational relationships. Academy of Management Review, 23(3), 473-490.
Mendenhall, M., & Oddou, G. (1985). The dimensions of expatriate acculturation: a review. Academy of Management Review, 10(1), 39-47.
Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21(2), 402-433.
Mishra, A. K. (1996). Organiztional responses to crisis: the centrality of trust. In R. M. Kramer & T. R. Tyler (Eds.), Trust in organizations: Frontiers of theory and research (pp. 261-287). Thousand Oaks, CA: Sage.
Molinsky, A. (2007). Cross-cultural code-switching: the psychological challenges of adapting behavior in foreign cultural interactions. Academy of Management Review, 32(2), 622-640.
Mooradian, T., Renzl, B., & Matzler, K. (2006). Who trust? Personality, trust, and knowledge sharing. Management Learning, 37(4), 523-540.
Morrison, E. W. (2002). Information seeking within organizations. Human Communication Research, 28, 229-242.
Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 23(2), 242-266.
Nguyen, N. T. B., & Umemoto, K. (2010). Foundations of Cross-Cultural Knowledge Management. In J. P. Girard & J. L. Girard (Eds.), Social Knowledge: Using Social Media to Know What You Know (pp. 139-162). Hershey, PA: IGI Global.
Nonaka, I. (1994). A dynamic theory of organizational knowledge creation. Organization Science, 5(1), 14-37.
Nonaka, I., & Takeuchi, H. (1995). The Knowledge-Creating Company: How Japanese Companies Create the Dynamics of Innovation. New York: Oxford University Press.
O'Sullivan, S. L. (1999). The distinction between stable and dynamic cross-cultural conpetencies: implications for expatriate trainability. Journal of International Business Studies, 30(4), 709-725.
Olsen, J. E., & Martins, L. L. (2009). The effects of expatriatedemographic characteristics on adjustment: A social identity approach. Human Resource Management, 48, 311-328.
Ones, D. S., & Viswesvaran, C. (1999). Relative importance of personality dimensions for expatriate selection: A policy capturing study. Human Performance, 12, 275-294.
Osman-Gani, A. M., & Rockstuhl, T. (2008). Antecedents and consequences of socialnetwork characteristics for expatriate adjustment and performance in overseas assignments: Implications for HRD. Human Resource Development Review, 7, 32-57.
Osterloh, M., & Frey, B. S. (2000). Motivation, knowledge transfer, and organizational forms. Organization Science, 11(5), 538-550.
Park, H., Hwangt, S. D., & Harrison, J. K. (1996). Sources and consequences of communicationproblems in foreign subsidiaries: The case of United States firms in South Korea. International Business Review, 5, 79-98.
Parsons, T. (1951). The social system. Glencoe, Ill., Free Press.
Peltokorpi, V. (2007). Intercultural communication patterns and tactics: Nordic expatriatesin Japan. International Business Review, 16, 68-82.
Polanyi, M. (1962). Personal knowledge : towards a post-critical philosophy. Chicago Univ. of Chicago Press,.
Reagans, R., & McEvily, B. (2003). Network structure and knowledge transfer: The effects of cohesion and range. Administrative Science Quarterly, 48, 240-267.
Riordan, C. (2000). Relational demography within groups: Past developments, contracdictions, and new directions. Research in Personnel and Human Resources Management, 19, 131-173.
Rokeach, M. (1973). The nature of human values. New York, Free Press.
Soderberg, A.-M., & Holden, N. (2002). Rethinking cross-cultural management in a globalising business world. International Journal of Cross Cultural Management, 12, 103-121.
Sabel, C. F. (1993). Studied trust: Building new forms of cooperation in a volatile economy. Human Relations, 46, 1133-1170.
Sackmann, S. (1991). Cultural knowledge in organizations : exploring the collective mind. Newbury Park, CA: Sage Publications.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437-453.
Shaffer, M. A., & Harrison, D. A. (2001). Forgotten Partners of International Assignments: Development and Test of a Model of Spouse Adjustment. Journal of Applied Psychology, 86(2), 238-254.
Shaffer, M. A., Harrison, D. A., & Gilley, K. M. (1999). Dimensions, determinants, and differences in the expatriate adjustment process. Journal of International Business Studies, 30(3), 557-581.
Shaffer, M. A., Harrison, D. A., Gregersen, H., Black, J. S., & Ferzandi, L. A. (2006). You can take it with you: Individualdifferences and expatriate effectiveness. Journal of Applied Psychology, 91, 109-125.
Shen, C.-T. (2003). The Power of the Shared Mental Model on Knowledge Sharing - Investigating the moderating effects of personal characteristics and characteristics’similarities between team members. Master's, Yuan Ze University, Chung-Li, Taiwan
Sri Ramalu, S., Che Rose, R., Uli, J., & Kumar, N. (2010). Personality and cross-cultural adjustment among expatriate assignees in malaysia. International Business Research, 3(4), 96-104.
Thomas, K. M. (1996). Psychological privilege and ethnocentrism as barriers to crossculturaladjustment and effective intercultural interactions. Leadership Quarterly, 7, 215-228.
Toh, S. M., & DeNisi, A. S. (2005). Host country nationals: Themissing key to expatriate success and failure? Academy of Management Executive, 19(1), 132-146.
Toh, S. M., & Denisi, A. S. (2007). Host country nationals assocializing agents: A social identity approach. Journal of Organizational Behavior, 28, 281-301.
Tsui, A. S., & O'Reilly Iii, C. A. (1989). Beyond simple demographic effects: the importance of relational demography in superior-subordinate dyads. Academy of Management Journal, 32(2), 402-423.
Varma, A., Toh, S. M., & Budhwar, P. S. (2006). A new perspectiveon the female expatriate experience: The role of host country national categorization. Journal of World Business, 41, 112-120.
Vaux, A., & Harrison, D. (1985). Support network characteristics associated with support satisfaction and perceived support. American Journal of Community Psychology, 13(3), 245-265.
Wan, K.-m. (2009). The Impact of Social Network on Expatriates Career Advancement. PhD, National Sun Yat-sen University, Kaohsiung.
Wang, M., & Takeuchi, R. (2007). The role of goal orientationduring expatriation: A cross-sectional and longitudinal investigation. Journal of Applied Psychology, 92, 1437-1445.
Wang, X. (2002). Expatriate Adjustment from a Social Network Perspective. International Journal of Cross Cultural Management, 2(3), 321-337.
Wang, X., & Kanungo, R. N. (2004). Nationality, social network and psychological well-being: expatriates in China. The International Journal of Human Resource Management, 15(4-5), 775-793.
Wang, X., & Nayi, D. Z. (2006). How and when is social networking important? Comparing European expatriate adjstment in China and Turkey. Journal of International Management, 12(4), 449-472.
Weisinger, J., & Salipante, P. (2000). Cultural knowing as practicing. Journal of Management Inquiry, 9(4), 376-390.
Welch, D., Welch, L., & Piekkari, R. (2005). Speaking in tongues: The importance oflanguage in international management processes. International Studies of Management & Organization, 35, 10-27.
Winter, S. G. (1987). Knowledge and competence as strategic assets. In D. J. Teee (Ed.), The competitive challenge: Strategies for Industrial Innovation and Renewal. (pp. 159-184). Cambridge, MA: Ballinger Publishing Company.
Yang, S.-c. (2006). A Study on Tacit Knowledge Acquisition and Sharing among Group Members from a Social Exchange Theory Perspective. PhD, National Central University, Taoyuan, Taiwan.
Yang, S.-c., & Farn, C.-k. (2006). An investigation of knowledge sharing from a social capital perspective: how social capital and growth needs affect tacit knowledge acquisition and individual satisfaction. Journal of Management, 23 (4), 425-436.
Zand, D. E. (1972). Trust and managerial problem solving. Administrative Science Quarterly, 17, 229-239.
Zenger, T. R., & Lawrence, B. S. (1989). Organizational demography: the differential effects of age and tenure distributions on technical communication. Academy of Management Journal, 32(2), 353-376.
Zhang, Y., Fang, Y., Wei, K.-K., & Chen, H. (2010). Exploring the role of psychological safety in promoting the intention to continue sharing knowledge in virtual communities. International Journal of Information Management, 30(5), 425-436.
論文使用權限 Thesis access permission：自定論文開放時間 user define
校內 Campus：開放下載的時間 available 2013-08-08
校外 Off-campus：開放下載的時間 available 2013-08-08