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Objective: This study proposes a model explaining how social capital helps ease excessively required mental effort.Background: Although organizational researchers have studied both social capital and cognitive load, no prior research has critically examined the role of social capital in improving individuals' mental load and effort and consequently enhancing job learning effectiveness.Method: This study surveys participants made up of professionals in Taiwan's information technology industry. It measures the constructs with the use of 5-point Likert-type scale items modified from existing literature. The survey data were analyzed with the use of structural equation modeling.Results: Job learning effectiveness is negatively influenced by role ambiguity and role conflict. Time pressure has a positive influence on role ambiguity and role conflict. Although the relationship between task complexity and role ambiguity is insignificant, task complexity has a positive influence on role conflict. Because the relationship between network ties and role conflict is insignificant, trust has a negative influence on role conflict. Last, shared vision has a negative influence on role ambiguity.Conclusion: This study provides an example of how social capital can be applied as a useful remedy to ease the negative impact of perceived cognitive load on job learning effectiveness.Application: The negative relationship between shared vision and role ambiguity suggests that a shared vision helps in disseminating organizationally common goals and directions among employees to alleviate individuals' mental efforts in dealing with the ambiguity of their job roles. A firm's management team should take actions to decrease role conflict by strengthening trust among employees.

This study proposes a model by postulating antecedents and mediators related to interemployee linkages as the key drivers of task effectiveness, in which task effectiveness is affected indirectly by expressiveness, outcome, and task interdependence through the mediation of knowledge sharing and interemployee helping. This study conducts empirical testing of the proposed model by investigating online knowledge workers from business organizations in Taiwan and confirms the applicability of interemployee linkages in understanding task effectiveness. This study contributes to the literature related to job effectiveness by validating idiosyncratic drivers of interemployee helping and by performing an operationalization of social interdependence. Lastly, managerial implications and limitations of the research are provided.

This study was an investigation of the relationship between multicultural experiences and moral development. A sample of 227 purchasing managers was assessed in relation to their multicultural experiences and moral development as measured by the Defining Issues Test (Rest, 1979). Results
indicated that moral development is significantly positively related to multicultural experiences, particularly the depth of the experiences.

The issue of ethical behavior in procurement has become increasingly critical to many organizations. A sample of 213 procurement executives from large Taiwanese companies was assessed in terms of their moral judgment development measured by the Defining Issues Test (Rest, 1979). The
findings indicate that Taiwanese procurement executives focus more on the conventional level than on the postconventional level of moral judgment development. Taiwanese procurement personnel at a higher management level will have higher overall scores for moral judgment development than those
at a lower management level, and upper management focus less on mutually satisfying outcomes and group harmonization than do middle or lower levels.

PurposeThe purpose of this paper is to review two work groups' (local vs foreign) perceptions, attitudes and behavior and propose a moderated mediation model to examine perceived HR practices' impact on identification with the company and organizational citizenship behavior (OCB).Design/methodology/approachThis paper selects 320 local and foreign production operators at high-tech firms in Taiwan. The hypotheses are tested using SEM-AMOS, and the mediation effects are analyzed by Sobel test with bootstrapping.FindingsResults show that: first, the relationship influence between identification with the company and OCB is stronger for foreign workers than for local workers; and, second, the moderated mediation of work status exists in perceived practice of rewards for the whole worker model.Research limitations/implicationsTo concentrate on research objective, the authors only consider the same characteristics in local and foreign workers' job environment, neglecting differences in employment conditions, living environment and cultural background.Practical implicationsTwo major implications are that: first, different perceptions on HR practices are based on employees' work status; and, second, in addition to adopting appreciative HR practices for the target group, firms should help employees develop a stronger identification with the company in order to encourage OCB.Originality/valueThis paper studies employees' perception on HR practices, compares a three-variable model between local and foreign workers, and proposes a moderated mediation model to handle HR practices' effects on identification with the company and OCB.

For the purpose of sustainable development, green management has become an important social issue for many companies. Substantial scholarship has focused on corporate green behavior. However, little is known concerning how corporate green behavior is influenced by environmental uncertainty.
This paper was aimed at analyzing the influence of perceived environmental uncertainty on the adoption of green practices for small and medium-size enterprises (SMEs). We conducted a questionnaire survey on SMEs in Taiwan and concluded that environmental uncertainty has a significantly negative
influence on the decision to adopt green practices for SMEs.

The authors utilized the Defining Issues Test (Rest, 1979) to analyze the moral reasoning capacities of purchasing managers in Taiwan and mainland China. The findings revealed that the respondents all focused more on the conventional level than on the postconventional level of moral
development as both of these areas are influenced by Chinese culture. The moral reasoning capacities of Taiwanese purchasing managers were found to be different to some extent from those of their Chinese counterparts.

Taking accounting students in the US and Taiwan as research subjects, the relationship between cultural values and cognitive moral development was explored. The accountingspecific Defining Issues Test (Thorne, 2000) was used to assess participants' cognitive moral development,
and the Values Survey Module (VSM 94; Institute for Research on Intercultural Cooperation) was used to determine participants' cultural values. Research results indicate significant differences in cognitive moral development between the US and Taiwanese accounting students. To some extent,
cultural values had a significant influence on students' moral development of ethics within accounting.

The Multidimensional Ethics Scale (Reidenbach & Robin, 1988, 1990) was applied to accounting-specific scenarios to measure students' ethical decision-making attitudes towards accounting ethics. Accounting students in the US and Taiwan were taken as research subjects. A total
of 201 US students and 396 Taiwanese students were analyzed. US students made ethical decisions significantly based on justice and egoism dimensions, while Taiwanese students focused on justice and deontology dimensions.