Objectives: To determine the effect of self-talk on softball throwing performance. Additionally, two moderators, nature of self-talk and type of motor task, as well as a potential mediator of selfefficacy were examined. Design: An experimental, within-subjects, and counterbalanced design. Methods: Forty-two senior high students (mean age = 17.48 ± 0.55) were instructed to use instructional, motivational, and unrelated self-talk with counterbalanced order prior to softball throwing for accuracy and distance tasks. Results: Both instructional and motivational self-talk conditions had better performance than unrelated self-talk on softball throwing accuracy, whereas motivational self-talk had better performance than both instructional and unrelated self-talk in softball throwing for distance. Results for self-efficacy were similar, with self-efficacy for accuracy performance higher in both instructional and motivational self-talk conditions than with unrelated self-talk, while selfefficacy was highest in the motivational self-talk condition and lowest with unrelated self-talk. Significant correlations between self-efficacy and motor performance were also found with both tasks. Conclusion: These findings partially support the task-matching hypothesis, confirm the moderator role of type of self-talk and task type, suggest that self-efficacy has a mediator role, and provide direction for self-talk effectiveness.

PurposeThe purpose of this paper is to elicit the determinants of information technology (IT) professional work change and investigates the impact of such changes on IT professionals. Specifically, this paper investigates the effect of work redesign on two personal outcomes: self‐perceived psychological empowerment and organizational commitment.Design/methodology/approachAn empirical study is conducted in the field of high‐tech industrial organizations in Taiwan. Data collected from 40 technological companies, located in the Taipei and Hsinchu Science Parks (n=428), are analyzed using structural equation modeling.FindingsThe results confirm that both work redesign and empowerment generate positive and direct influence on employees' commitment. Specially, the effect of work redesign is amplified on employee commitment through the implementation of employee empowerment.Practical implicationsThe conceptual structural equation model provides useful information for managers to improve employees' commitment towards their work and the organizations through the proper employee empowerment policies.Originality/valueAs technology continues to change at a rapid pace, IT professionals are required to adapt to new tasks and enhanced roles. The paper demonstrates how work redesign indirectly but positively influences employees' work commitment and illustrates the mediate effect of employee empowerment on employee commitment.

This study proposes a conceptual structural equation model to investigate the relationships among knowledge management system quality, employee computer attitude, trust at workplace and online knowledge sharing. We demonstrate the direct and indirect effect of trust on online knowledge sharing from the perspectives of system quality and computer attitude. An empirical study is conducted in three technological companies (n = 451) in Taiwan and the collected survey data are used to test the relationships among the four dimensions expressed in the proposed structural equation model. The results show that trust at workplace has a mediating effect on online knowledge sharing within organizations. It is also discovered that there is significant correlation between IT quality, employees' computer attitude and online trust at workplace. The conceptual model provides useful information for managers to enhance knowledge sharing through the promotion of trust at workplaces.

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