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Purpose: The educational environment in Taiwan's primary and secondary schools is becoming increasingly diverse and complex. This study examined the relationship between primary and secondary school principals' working values, organisational climate and organisational adaptation. Design/methodology/approach: Data were collected from the third Teaching and Learning International Survey (TALIS), which targeted 401 principals in Taiwan's primary and secondary schools, conducted in 2018 by the Organisation for Economic Co-operation and Development (OCED). In this study, a structural equation model was constructed. Findings: The results indicated that primary and secondary school principals generally had positive work values, and their schools' organisational climate and adaptation were positive. In addition, the work values, organisational climate and organisational adaptation models showed good fit for a variety of potential variables. Furthermore, the organisational climate had a mediating effect that strengthened the principals' work values and was a major factor in enhancing organisational adaptation. The results suggest that in addition to principals' positive work values, fostering a cooperative organisational climate—such as the perceived level of support from supervisors and the environment—is essential to enhance schools' organisational adaptation. Originality/value: The principal's work value has a profound impact on the creation of a school's organisational atmosphere, the cohesion of members' consensus and the organisation's contingency decision-making in response to the external environment. This study adduces more diverse recommendations for the development of school affairs. [ABSTRACT FROM AUTHOR]

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Aim: This study explores the impact of total quality management on patient‐safety‐culture attitudes among clinical nurses, focusing on the correlations between total quality management, work values, employee satisfaction, and patient‐safety‐culture attitudes. Background: Implementing total quality management can improve nurses' attitudes towards patient‐safety culture. Method: This hospital‐based, cross‐sectional survey used a convenience sample of 30 inpatient units and 12 intensive care units at five Taiwanese regional teaching hospitals with over 500 beds. Seven hundred questionnaires were distributed (140 to each hospital) during 25 June–5 July 2015. Data were collected using an anonymous, self‐administered, and structured questionnaire. The model was tested using structural equation modelling and serial mediation analysis. Results: Of 515 completed questionnaires (73.6% response rate), 23 were invalid and 492 were used (70.3% retrieved rate). The total effect of total quality management on patient‐safety‐culture attitudes was significant via work values, which had a direct influence on patient‐safety‐culture attitude. Total quality management affected employee satisfaction, which directly influenced patient‐safety‐culture attitudes. Conclusion: Total quality management creates a beneficial working environment and improves patient‐safety culture. Total quality management, work values, and employee satisfaction orientation are important predictors of nurses' attitudes toward patient‐safety‐culture attitudes. Implications for nursing management: Health care managers should cultivate nursing performance to achieve continuous quality improvement in nursing care. [ABSTRACT FROM AUTHOR]

Background: Male nurses account for 1.08% of Taiwan's total professional nursing workforce. While work values are known to impact the practice of female nurses, the work values of male nurses have never been fully evaluated. Purpose: The aim of this study was to explore the work values of male nurses in Taiwan and related factors. Methods: We applied a cross-sectional design that targeted all male nurses nationwide and used a structured questionnaire distributed by mail to collect data. Results: Data were collected from 1,087 Taiwan-based male nurses with 745 valid responses. Mean score for overall work value was 2.78 (on a maximum scale of 4). Socio-demographic differences contributed to work value variance among respondents. Major factors of influence on work value included education, work unit, work position, work rank, salary, hospital classification, and reason for choosing a nursing career. Conclusion: This study found personal characteristics, occupational roles, job performance, and reason for choosing a career in nursing to all correlate strongly with work value. [ABSTRACT FROM AUTHOR]

The purpose of this study is to explore the relationship between work values and career orientation for employees in high-tech production. The importance of the high technology industry, acknowledged to be at the most advanced stage of highly developed technology presently available, and is often referred to as micro-electronics, rather than other technologies, has been widely recognized in recent years as it has become a key area in the economic development of Taiwan. As the high-tech industry is capital intensive, has high value-added products and requires a greater number of outstanding professionals, the ultimate criterion for human resources management is critical for companies involved in high technology research and development and manufacturing. The conclusion was used by the study to offer practical and academic recommendations. [ABSTRACT FROM AUTHOR]

In this study we clarified the multiple-level effects of Confucian-related work values, including self-discipline and interpersonal ethics, on the performance of individuals and the team. Empirical data of 70 work teams with 472 team members from Taiwanese enterprises were collected to test our hypotheses. Results showed that, at the group level, shared team values of interpersonal ethics were positively related to team performance through the partial mediation of team cooperation. For cross-level effect, shared team values of interpersonal ethics and individual member's self-discipline values were both positively related to individual performance. The implications of Confucian dynamism work values on contemporary organizational management and indigenous Chinese team theories were provided. [ABSTRACT FROM AUTHOR]

Social media, especially social networking, are rapidly becoming very popular online activities among people all over the world. The use of online media is causing several workplace-related problems. Therefore, in this study we investigated the associations between social media usage behavior, personal background, and work values. Using office workers for the research sample and Facebook as the social medium for investigation, an exploratory factor analysis was conducted to dimensionalize the constructs of social media usage behavior and work values. The results of bivariate correlation suggest that personal background and social media usage behavior are correlated and social media usage behavior and work values are partially correlated. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this research is to identify that both work values and burnout are important predictors for promoting organizational citizenship behaviors (OCBs). Moreover, this research also seeks to investigate the moderating impact of burnout on the relationships between work values and OCBs. Design/methodology/approach – A total of 310 employee-supervisor dyads of hotel front-line service employees in Taiwan were selected as the research participants. The employees were asked to provide information on the items about work values and burnout, and their supervisors were asked to complete items concerning the OCBs of their subordinates. A confirmatory factor analysis was conducted to investigate measurement reliability and validity. All hypothesized relationships and moderating effects were tested using hierarchical regression equations. Findings – It was found that both work values and burnout are important factors to consider for promoting OCBs. In addition, the study also proves that burnout as a moderator can decrease the predictions of the relationship between work values and OCBs. Research limitations/implications – The study is limited to the context culture and data collection process. Practical implications – This research argues that an employee having higher work values may extend his/her upward striving from in-role behavior to extra-role behavior. However, a diminished sense of personal accomplishment signifies that this job may no longer offer a personal interest to the point that an employee is unwilling to display OCBs. Originality/value – Findings of the present study suggest that not only both work values and burnout are important factors in influencing OCBs, but also their interaction effect is a key factor in influencing OCBs. [ABSTRACT FROM AUTHOR]

The aim of this paper is to construct a notion of well-being in the workplace applicable to Taiwan society as an example of the Chinese cultural communities. The construction involves the following steps. Different domains of the well-being in the workplace are identified based on the results of workplace research. A set of integrative values combining universal values and Chinese values is constructed to serve as the ground for constructing the components of workplace well-being. Both the universal portion and the Chinese portion have a generic and a workplace-specific portion as their integrative parts. The values in effect help to define specific contents of the components, thus making them relevant and applicable to the Chinese culture. The construct serves as the basis to develop specific indicators to measure, monitor and assess well-being in the workplace. The construct of workplace well-being forms a part of the general well-being in business which contains various well-beings associated with the multiple stakeholders in the business communities—customers, shareholders, citizens, competitors, communities, and the environment. In today’s globalized business environment, this construct is especially significant when more multinationals are operating with an increasingly multicultural workplace where people with different cultures communicate, cooperate and interact. [ABSTRACT FROM AUTHOR]

The article presents an abstract of the dissertation "Values and Intraorganizational Influence: A Comparative Study of Taiwanese, Japanese and American Firms in Taiwan," by Ryh-Song Yeh of the Temple University, Philadelphia, Pennsylvania. The research examines managers' values and their relationships to managerial practices defined as intra-organizational influence strategies among American, Japanese and Taiwanese firms in Taiwan. Managers' influence strategies are assumed to be a function of their values and environmental constraints. Managers may choose either macro-influence strategies and micro-influence strategies to achieve organizational goals. Macro-influence strategies are also treated as the constraints and conditions under which micro-influence strategies are exercised. Four value dimensions are used: power distance, uncertainty avoidance, individualism and masculinity. Macro-influence strategies include organizational structuring, delegation and participation, planning and control, rewarding, and training and socialization. Friendliness, reason, exchange, assertiveness, higher authority and sanction are micro-influence strategies. The research found that values for managers in Taiwanese, Japanese and American firms differ by investment origins.

Background: Male nurses account for 1.08% of Taiwan's total professional nursing workforce. While work values are known to impact the practice of female nurses, the work values of male nurses have never been fully evaluated., Purpose: The aim of this study was to explore the work values of male nurses in Taiwan and related factors., Methods: We applied a cross-sectional design that targeted all male nurses nationwide and used a structured questionnaire distributed by mail to collect data., Results: Data were collected from 1,087 Taiwan-based male nurses with 745 valid responses. Mean score for overall work value was 2.78 (on a maximum scale of 4). Socio-demographic differences contributed to work value variance among respondents. Major factors of influence on work value included education, work unit, work position, work rank, salary, hospital classification, and reason for choosing a nursing career., Conclusion: This study found personal characteristics, occupational roles, job performance, and reason for choosing a career in nursing to all correlate strongly with work value.