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This study examines the effects of founding scale on survival rates across independent and corporate-sponsored Taiwan securities firms. Empirical results confirm the positive effects of founding scale and corporate sponsorship on new venture survival. Results also indicate that when founding scale is large, corporate-sponsored new ventures have higher survival rates than independent ventures. However, when founding scale is smaller, the reverse is true: corporate-sponsored new ventures have lower survival rates than independent ventures. Therefore, corporate sponsorship comes off as a double-edged sword; new ventures may benefit from the parent's existent resources and social linkages, but also suffer from a loss of autonomy and control over major decisions.

This study explores the relationship between organizational agglomeration and new product introduction. It proposes that product-complementary agglomeration increases the likelihood of new product introduction, but that the effect on new product introduction is non-linear. In addition, the influence of agglomeration on new product introduction is contingent on organizational form (i.e. multi-unit form or independent form). Using longitudinal data for the hospital industry in Taiwan from 1997 to 2002, we found that the relationship between product-complementary agglomeration and new product introduction is an upward trending hooked curve. As the degree of complementary agglomeration increases, the likelihood of introducing new products also increases, but the rate of increase diminishes with the degree of complementary agglomeration. In addition, we also found that the positive effect of product-complementary agglomeration on new product introduction is stronger for independent firms than for multi-unit firms.

Achieving the desired outcomes of research and development (R&D) sourcing remains the most critical but yet elusive agenda for all firms. Relevant literature continues to debate on how different R&D sourcing strategies can have different impacts on firms. This study aims to examine: (1) how different R&D sourcing strategies (via a combination of different R&D sourcing arrangements and types of product innovation) are influenced by organizational determinants (i.e. technological complementarity, technological codification, and technological competency) and (2) the impact of such strategies on organizational consequences in terms of development costs and financial profits during the new product development (NPD) process. Results from 121 Taiwanese IT firms indicate that R&D outsourcing is effective in lowering development costs and in lifting financial profits when products are developed under adaptive innovation. The results also demonstrate that in-house R&D sourcing brings in more financial profits for firms when products are developed under incremental innovation. A key contribution of the paper is the development of a R&D sourcing strategy matrix model. The model can be used to assist firms in selecting the right combination of R&D sourcing arrangements and product innovation types at the outset of NPD projects in order to obtain the intended outcomes.

In this article the authors examine the effects of allocentrism and consumer ethnocentrism (CET) on intentions to purchase domestic versus imported products, focusing on the current phenomenon of the “Korean Wave” in Taiwan. Results based on data collected from 433 mall intercept interviews in Taiwan indicate that there is a strong positive relationship between allocentrism toward parents and CET. However, a significantly negative relationship between allocentrism toward friends and CET was also found. It was also found that friends' in-group attitude toward Korean television dramas has a mediating effect of allocentrism toward friends on CET and CET on intention to buy Korean products. In this study, it was found that CET played a mediating role between allocentrism toward parents and friends and purchase intention. This ethnocentric effect was attributed to parental and friends' in-groups which significantly enhanced and reduced, respectively, the impact of intergroup discrimination, making national identification a less obvious and important social category. These findings have significant implications for domestic and foreign marketers.

While previous studies mostly analyze the performance effect of geographic expansions, this paper explores a more fundamental research question: What are the factors that may influence the propensity of startup firms to launch first geographic expansion? This study adopts event history analysis to examine the individual and interactive effects of firm initial size and entry timing on firm decision to undertake first geographic expansion. Empirical results demonstrate that firm initial size and late entry have a positive relationship with firm propensity to launch first geographic expansion, and that firm initial size negatively moderates the relationship between firm late entry and the likelihood of undertaking geographic expansion. The study suggests various strategic choices for startup firms. In addition to deciding when to enter an industry and with what size to enter that industry, startup firms may need to contemplate whether to launch first geographic expansion sooner than competitors.

As a result of the changing medical environment in Taiwan, hospitals encounter increasing competitive pressure. In response to an increasingly competitive environment, hospitals are devoted to improving the quality of service received by the patients. This study explored how learning organisation influences staff members' service quality. A cross-sectional study was performed. The survey sample included three regional teaching hospitals in central Taiwan. A total of 280 questionnaires were distributed; 226 valid questionnaires were returned, resulting in a response rate of 80.71%. 1). The results show the impact of learning organisation on staff members' attitudes toward service quality. 2). When the organisations applied individual learning, it influenced the staff members' service quality with respect to tangibles, reliability, responsiveness, assurance and empathy. 3). When the organisations applied team learning, it influenced the staff members' service quality with respect to tangibles, responsiveness, assurance and empathy. 4). When organisations applied organisational-level learning, it influenced the staff members' service quality with respect to tangibles, reliability, responsiveness, assurance and empathy.

Organizational culture is the belief and value that exist in organization for a long time. The staffs' belief and value for their work will influence their attitude and behavior. The administrators usually adjust their style of leadership in order to reach the mission and goal that organizations gave to. The key factor that forms the organizational culture is entrepreneur. They have to understand how the culture influences administrators' leading behavior, and then they can make sure to mold the appropriate culture that will be helpful to reach the goal. We tried to explore the relationship between organizational culture and administrators' leading behavior. We collected our data by structural questionnaire; we issued 400 and retrieved 241 effectives. The results show us that organizational cultures do influence the style of leadership. There is positive correlation between ideological culture and transformational leadership. There is positive correlation between hierarchical culture and charismatic leadership. There is positive correlation between coordinate culture and team leadership. There is positive correlation between rational culture and transactional leadership.

Because of the competition of medical industry and the change of national health insurance system, it drives administrators of hospitals to pay more and more attention to service orientation as people said “patient centered” in Taiwan. The concept of patient centered of service orientation emphasize that we should change the physician-centered to patient-centered in the content of medical care, and make more effort in patient satisfaction. How hospitals can mold staffs' patient-centered attitude to satisfy patient's demands for medical care? Internal marketing is one of ways to choose and train excellent professions. The administrators can use internal marketing to deliver the strategic vision and goal of the hospitals to their staffs, and they can deliver the service value to their patients via the interaction between patients and staffs. They also can use the concept of training and educating that is emphasized in internal marketing to improve staffs' ability. We try to probe into the influence of the conduct of internal marketing to service-oriented attitude of nursing staffs. We take nurses who work at wards in three hospitals in middle and southern Taiwan to be our samples, and investigate their attitude to internal marketing conduct and service oriented. The results show us that there is significantly positive correlation between “professional capability” of internal marketing and “attitude of service” of service orientation. There is significantly positive correlation between “professional capability” of internal marketing and “enjoy on job” of service orientation. There is significantly positive correlation between “professional capability” of internal marketing and “service process” of service orientation. There is also significantly positive correlation between “supporting policy” of internal marketing and “response to customer” of service orientation. There is also significantly positive correlation between “customer centered” of internal marketing and “enjoy on job” of service orientation. There is also significantly positive correlation between “customer centered” of internal marketing and “continuity of service” of service orientation. There is also significantly positive correlation between “reward” of internal marketing and “response to customer” of service orientation.

This study demonstrates how top management team (TMT) conflict impacts new product development (NPD) under cultural differences between Taiwan and the United States. Based on cultural differences, we compare Taiwan and the United States to explore how the heterogeneity of TMT composition leads to team conflict and how TMT conflict affects NPD outcomes in different stages. Several research propositions are presented and indicate that the higher TMT heterogeneity results in a higher degree of team conflict. Furthermore, cognitive conflict positively affects NPD initiation stage, but negative in the implementation stage. From a perspective of cultural differences, managers in Taiwan, compared with those in the United States, tend to sustain organizational cohesion and harmony, emphasize personal relationships, and sidestep direct conflict as much as possible. This cultural characteristic negatively affects NPD initiation, and also wears away the competitive advantages for Taiwanese companies.

By integrating the business network perspective and strategic linkages literature, this study examines the relationship among parent-subsidiary linkages (i.e. parent linkages and local linkages), l...

This study applies recency effect on interfirm imitation behavior to investigate whether recent location choices of peer firms regarding foreign direct investment (FDI) exert imitation pressure on another firm’s FDI location choices. This study examines the FDI data of listed companies in Taiwan. The results confirm the existence of recency effect. This study further indicates that the remote experience peer firms and a firm’s own experience have negative moderating effects on recency effect.

By integrating the international experience and liability of foreignness literature, this study explores the contingencies relating firm's international experience and managerial capability to miti...

This study aims to explore whether the evolution of organisations is caused by the network system or by their own voluntary actions. This topic has deep implications for the issue of determinism/voluntarism. The determinism viewpoint suggests that organisational life is dominated by environmental conditions. The voluntarism viewpoint advocates that organisations should decide their own futures. This study explores the relative effects of network system environments (system factors) and voluntary actions (action factors) on organisational evolution. International joint ventures (IJVs) in Taiwan are selected as research targets. We adopt an event history analysis to test a sample of 51 IJVs. Empirical results show that IJV evolution is triggered mainly by system factors and that action factors have little explanatory power over IJV evolution. These results imply that the determinism viewpoint is more solid than the voluntarism viewpoint and that the relationship between determinism and voluntarism is more likely to be the opposite in Taiwan's industry context.