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This study is based on the regulatory focus theory and conservation of resources theory to examine how information confusion leads to users’ discontinuous usage intention of social networking sites (SNSs), with the mediating mechanisms of users’ motivation and affectivity.

Data were obtained from 270 users in different SNSs in Vietnam. Structural equation modeling was used to analyze the sample data and test the hypotheses.

Results show that information confusion has a positive influence on discontinuous usage intention, and prevention focus positively mediates this relationship. Furthermore, the negative affectivity positively mediates the link between information confusion and discontinuous usage intention and that between prevention focus and discontinuous usage intention. In addition, prevention focus and negative affectivity together play a serial mediating effect in the link between information confusion and discontinuous usage intention.

This study extends the regulatory focus theory and conservation of resources theory to validate a model that explains the transitional process of users’ motivation and affectivity in the link between information confusion and discontinuous usage intention of SNSs. The findings of this study provide implications for academic researchers and business managers of SNSs to understand and make better decisions to retain their users.

The purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the moderating role of supervisor trust for the case of foreign workers in a new cultural setting.

This study uses structural equation modeling to analyze a sample data of 367 Vietnamese and Philippine workers in Taiwan.

Results show that workplace learning enhances foreign workers' organizational commitment. Cross-cultural adjustment is found to have a mediating effect in the link between workplace learning and organizational commitment. Furthermore, supervisor trust moderates the link between cross-cultural adjustment and organizational commitment. In addition, supervisor trust moderates the indirect effect of workplace learning on organizational commitment through cross-cultural adjustment.

Prior literature often focuses on expatriates who are high-skilled employees. This study investigates low-skilled workers who come from less-developed country working in a more developed economy. This study is one of the first researches examining the issue of foreign workers' commitment in new cultural environment. Our findings shed a new light to the effect of workplace learning on organizational commitment. Our findings also help to clarify the roles of cross-cultural adjustment and supervisor trust into the workplace learning–organizational commitment relationship. This study provides implications for researchers and managers regarding to management and development of foreign workers for local organizations.

As the dynamic competition in the global marketplace becomes increasingly severe, multinational firms have no choice but to improve their competitive advantages and enhance productivity through innovation, learning and leadership. One essential issue is the capability of expatriates to support knowledge sharing and transfer from organizations headquarter to their subsidiaries through expatriates; however, there are few studies on this issue. This study attempts to identify the antecedents, consequences and moderators of knowledge sharing.

Using a questionnaire survey approach, data were obtained from 234 expatriates working for Taiwanese multinational enterprises. The hypotheses were tested by SmartPLS 3.0.

The empirical results indicate that opportunity and ability have a significant impact on expatriates' knowledge sharing. Trust, commitment and social capital also have significant influences on expatriates' collecting and donating of knowledge. The level of tacitness, specificity and complexity of knowledge have a negatively impact on knowledge sharing. Knowledge collecting can positively promote the outcome of knowledge sharing, including learning and growth, internal process, customer satisfaction, and financial performance. Furthermore, organizational support and the richness of transmission channels served as two of the moderators that can amplify the influences of the antecedents on knowledge sharing and the influences of knowledge sharing on outcomes.

The results of this study can provide valuable references for academicians and professionals when deciding how to facilitate knowledge transfer from the company headquarters to subsidiaries through expatriates.