Leandro Antonelli, Mariángeles Hozikian, Guy Camilleri, Alejandro Fernandez, Julian Grigera, Diego Torres and Pascale Zarate
The design of tests is a very important step in the software development process because it allows us to match the users’ expectations with the finished product. Considered as a…
Abstract
Purpose
The design of tests is a very important step in the software development process because it allows us to match the users’ expectations with the finished product. Considered as a cumbersome activity, efforts have been made to automatize and alleviate the burden of test generation, but it is still a largely neglected step. The study aims to propose taking advantage of existing requirement artifacts, like scenarios that describe the dynamic of the domain in a very early stage of software development, to obtain tests from them.
Design/methodology/approach
In particular, the approach proposed complement the scenarios that are textually described with a glossary, the language extended lexicon. Thus, a set of rules to derive tests from scenarios is also proposed. The tests are then described using the task/method model.
Findings
The main findings of this study consist of an extension of a previously presented set of rules. And, a tool based on a media wiki platform that makes possible to record scenarios and the language extended lexicon and implement the rules to obtain the tests.
Originality/value
The main originality of this study is the glossary which complements scenarios, the semantic support to obtain tests and the tool to automatize the approach.
Leandro Antonelli, Guy Camilleri, Diego Torres and Pascale Zarate
This article proposes a strategy to make the testing step easier, generating user acceptance tests (UATs) in an automatic way from requirements artifacts.
Abstract
Purpose
This article proposes a strategy to make the testing step easier, generating user acceptance tests (UATs) in an automatic way from requirements artifacts.
Design/methodology/approach
This strategy is based on two modeling frameworks: scenarios and task/method paradigm. Scenarios are a requirement artifact used to describe business processes and requirements, and task/method paradigm is a modeling paradigm coming from the artificial intelligence field. The proposed strategy is composed of four steps. In the first step, scenarios are described through a semantic wiki website. Then scenarios are automatically translated into a task/method model (step two). In the third step, the task/method model obtained in step two is executed in order to produce and store all possible achievements of tasks and thus scenarios. The stored achievements are saved in a data structure called execution tree (ET). Finally, from this ET (step four), the UATs are generated.
Findings
The feasibility of this strategy is shown through a case study coming from the agriculture production systems field.
Originality/value
Generally, test design approaches deal with a small number of variables describing one specific situation where a decision table or workflow is used to design tests. The proposed approach can deal with many variables because the authors rely on scenarios that can be composed in order to obtain a tree with all the testing paths that can arise from their description.
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Monika Prakash, Abhisek Porya, Pinaz Tiwari and Nimit Chowdhary
This chapter relies on descriptive case studies from various regions around the world to better explain critical elements for the effective marketing of destinations. The authors…
Abstract
This chapter relies on descriptive case studies from various regions around the world to better explain critical elements for the effective marketing of destinations. The authors put forward a theoretical framework, entitled the destination marketing triangle (DMT), that sheds light on the complex relationships and on the interconnectedness of three dimensions of destination marketing. Their model suggests that destination leaders ought to work closely with tourism service providers and to continuously engage with tourists through traditional and digital media. This way, they can improve the experiences of their visitors and prospects. At the same time, they could build a solid brand identity for their destination.
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The purpose of this paper is to investigate the underlying reciprocity mechanism which governs the relationship between employer and employee at their workplaces in a perspective…
Abstract
Purpose
The purpose of this paper is to investigate the underlying reciprocity mechanism which governs the relationship between employer and employee at their workplaces in a perspective whereby intrinsic and extrinsic factors of job satisfaction are considered as proxy to organizational offerings, while multi overall job satisfaction and dimensional organizational commitment as employee’ attitudinal reaction to the organizational offerings. Under the aforementioned notion, the present study intends to examine the influence of job characteristics on employees’ attitudes, such as, job satisfaction, organizational commitment and employee’ turnover intentions as psychological response to job characteristics. In a way, the study attempts to insight into how employee’ reciprocate to the perceived obligation toward its organization. The study also aims to supplement the empirical evidence about the competing power of intrinsic and extrinsic factors of job in determining the job satisfaction. Although various studies exhibit positive relationship between job satisfaction and organizational commitment has been consistently reported. However, for the managerial implication, the identification of employee physiological and psychological needs to gauge the understanding of mechanism by which of employee’ reacts to its environment and develop attitude toward their job and organization is imperative. In this context, this study makes a humble attempt to clear the relationships in the perspective of reciprocation between organization and its employees. Thus, this study attempts to illustrate how feeling a need to reciprocate, those who experienced strong satisfaction with job characteristics appear to have had a sense of moral duty to the organization can be helpful in understanding the processes by which organizational inducements exert their influence on other employee attitudes and behaviors. Evidently, while the link between employees’ satisfaction with their job and high organizational commitment, on the one hand, and low intentions to leave on the other is fairly straightforward, yet there in need to study these variables as exogenous and endogenous to inquire about their causation. Also, the available present literature on the understudy concern genuinely lacks adequate empirical material about the competing power of intrinsic and extrinsic factors of job in determining the job satisfaction as such some author hold that intrinsic characteristic of job better predict job satisfaction while as another set of behavioral scientists found extrinsic job characteristics as prime determinant of job satisfaction compare to the intrinsic worth of their jobs. The present study was conducted in the state of depressed economy where unemployment rate is as high as 194 percent it was found interesting to investigate the about the competing power of intrinsic and extrinsic factors of job in determining the job satisfaction. The present study also attempts to supplement the empirical evidence in this direction.
Design/methodology/approach
Since the study use the tenets of situational theories of employee’ attitude which assume that employee’ attitude results from the psychological evaluation of one’s job characteristics or other aspects of the environment in the organization; therefore, the study integrates the job characteristics as the organizational offerings to its employee and employees attitude like job satisfaction, organizational commitment and employee’ turnover intentions as reciprocity reaction to the organizational offerings. The structural equation model was used to frames the intricacy job characteristics, job satisfaction and organizational commitment and employee turnover intentions. Ten job characteristics were identified with which employees experience at the workplace as organizational offerings. These include salary, recognition, co-workers, supervision, organizational policies, promotion, working condition, task requirement, job security and nature of work. Subsequently, these identified facets were divided into intrinsic and extrinsic factors of job satisfaction, and were considering as proxy to the organizational offerings to its employees. These job characteristics were identified during in-depth interviews and discussions with the respondents, while overall job satisfaction, organizational commitment and employees’ turnover intentions were considered as employee’s psychological reactions to the organizational offerings. The sample consists of 654 hospital employees, working at the different hospital across state. In order to ensure the representation of the entire human capital, employees working under different levels of occupational status and different sectors of economy were included in the for the purpose of data collection. The number of employees from each hospital has been selected through proportionate method. Employees from each hospital were selected on the basis of the chit method. Measurement tools Questionnaire method was used to collect the data for the present study. A five-point likert type scale was used for the sake of maintaining uniformity in measuring the variables. All the variables were measured with multiple-item scales, questionnaire item used to measure different constructs in this study are derived from the previously established studies. As such, multidimensional organizational commitment construct was measured using items drawn from Meyer and Allen (1991) scale. Job characteristics and employee’ turnover intentions scale was adapted from the study conducted by Ali Muhammad et al. (2008). The instrument used for the present study has universal application. Therefore the results thus produce are of universal significance. The reliability and validity of measurement tools for the study was established by the confirmatory factor analysis (CFA).
Findings
The findings from the study reveal employees’ subjective evaluation to the intrinsic and extrinsic factors of job contribute to the formation of their reciprocal perspective of psychological attitude toward its job and organization characterized as their job satisfaction and organizational commitment. As such, better evaluation of job content and job context by the employees leads to the sense of obligation and commitment toward the organization, hence reduces their intentions to discord organizational membership. The findings also reveal that employees tend to incline their job satisfaction more toward the extrinsic worth of job than the intrinsic worth. While as both, job satisfaction and organizational commitment, explains relatively equal variation in the employees’ turnover intentions. The relatively strong correlation of extrinsic characteristics of job could be attributed to the fact that professionals generally have limited control over extrinsic factors and have high degree of control over intrinsic elements. Therefore, their perceptions of the job are particularly dependent on the degree of satisfaction with the extrinsic factors (Pearson and Seiler, 1983).
Originality/value
Although there are various studies manifested the relationship between job satisfaction, organizational commitment and employee turnover intentions, for all that, the present work is an attempt to deem these relationships in a different panorama to bring more insight in the subject of organizational behavior. In this study, the relationship among the job characteristics, job satisfaction, organizational commitment and employee’ turnover intentions were considered in a perspective of reciprocity norms. The study opens new horizons to the researchers across the globe, whereby organizational and job characteristics are considered as catalyst for the employee’ attitude and can be study and analyze in a functional relationship model. A new regime of paradigm may investigate the functional relationship between employer offerings as an input and employee attitudes as an output, with more emphasis on the organizational equilibrium. Hence, study encompass the managerial implication by gauging the understanding of mechanism by which of employee’ reacts to the workplace environment and develop attitude toward their job and organization. In this way, the propositions expatiated in the present work improves the understanding for the implications of various motivational theories, different organizational theories and human resource management models. Moreover, this work substantiates and provides insight about the competing power of intrinsic and extrinsic job factors on job satisfaction and opens debate for the generalization of Herzberg’s motivation theory.
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In this chapter, I will outline the labels of giftedness and underachievement and present the theoretical debates surrounding these labels. A historicist examination of these…
Abstract
In this chapter, I will outline the labels of giftedness and underachievement and present the theoretical debates surrounding these labels. A historicist examination of these labels follows, highlighting how the gifted underachievement (GUA) label emerges through the negation of “giftedness.” Subsequently, I explore the concept of GUA and its negative connotations, stemming from the positive valuation inherent in the term “giftedness” and its implications for what is considered “normal.” This chapter also reviews perspectives on shifting the focus away from the individual within the current paradigm of labeling giftedness and explores insights from systemic thinking and symbolic interactionism (SI). The conclusion underscores the necessity of a symbolic interactionist perspective to address the gaps in research on the labeling of giftedness and underachievement. Finally, I propose a generic definition that can be used in GUA research in the light of SI.
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Clinton Cassar and Mario Thomas Vassallo
Undeniably, plastic usage is predominant in our daily lives, featuring in an endless list of items such as bottles, disposables, packaging and fabric. At prima facie, plastic…
Abstract
Undeniably, plastic usage is predominant in our daily lives, featuring in an endless list of items such as bottles, disposables, packaging and fabric. At prima facie, plastic disposal causes irreversible damage to the natural environment, especially oceans. However, it also impacts human health and wellbeing, especially since its toxins or microplastics find themselves in the food chain. Since plastic causes a myriad of negative effects on the natural environment and human health, the urgency to ban it has been addressed by international organizations and the European Union (EU). Being the smallest member state within the EU, Malta presents an insightful case study of how different levels of governance and a plethora of state and non-state actors engage in a game-like interaction. To this effect, this chapter sheds light on the implications of plastic pollution vis-á-vis sustainability and wellbeing, addressed through multi-level governance. The research core revolves around an investigation on the institutional intricacies in addressing the wicked problem of single-use plastic by mapping out the different layers of policy-making mechanisms that are involved, ranging from local to European and international governance, and from governmental to civil society centric strategies. A positivist ontology is activated to underpin the exploratory nature of this study. Through the application of content analysis of selected documentation, the extent of coordination and synergies among the different policy actors across a multi-layered governance platform is put under scrutiny. Quantitative findings are utilized to validate or contradict the original set of hypotheses and to propose a number of policy and governance recommendations that are useful to researchers and practitioners in the fields of public policy, politics, environmental science, public health and wellbeing, as well as insurance and risk management.
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– The purpose of this paper is to suggest that holiday libraries have as much design as they have chance.
Abstract
Purpose
The purpose of this paper is to suggest that holiday libraries have as much design as they have chance.
Design/methodology/approach
Generalizability from experiential anecdote.
Findings
Though ephemeral, such libraries may have items of value and interest, and can have focus and purpose too.
Research limitations/implications
This paper recommends more research based on survey evidence.
Practical implications
Chance collections may nevertheless have items of value, can degrade but also be refreshed and may have a pragmatic role for users.
Social implications
Most users take such collections for granted: a librarian or bibliographer will find them of interest.
Originality/value
This paper is a commentary on an invisible resource.
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Eldrede T. Kahiya and Petra Butler
This paper aims to dissect cross-border contracting practices among exporting businesses. The under-representation of exporter-importer dynamics and the superficial understanding…
Abstract
Purpose
This paper aims to dissect cross-border contracting practices among exporting businesses. The under-representation of exporter-importer dynamics and the superficial understanding of contracts are the motivation for this exploratory study.
Design/methodology/approach
The qualitative multiple case study design focuses on 18 small to medium size enterprise (SMEs) exporting from New Zealand. The analysis encompasses coding, pattern matching and explanation building. This paper uses coding to uncover themes and pattern matching/cross-case comparison to facilitate explanation building.
Findings
The paper underlines the scant use of formal international sales/distribution contracts, the lack of knowledge concerning contracting, barriers to contract formation, misgivings about the court system and litigation and the adoption of proxy contracts. This paper depicts varieties of contracting practices, namely, no formal contract, improvisational, normative, and formal contractual arrangements and underlines the context in which each approach applies.
Research limitations/implications
Similar to most studies in this area, the dissection of contracting practices derives from the exporter side of the dyad. This robs the research of a holistic view of the exchange. Nonetheless, this paper contributes to a better understanding of contract formation and formalization and to the role of context in shaping the activities of exporting SMEs.
Practical implications
Although formal contracts are vital, they are not obligatory in all exchanges. Contracts matter more for high intensity exporters with comparatively short relationship histories, selling knowledge-intensive products in predominantly non-relational cultures. Policymakers should highlight the importance of contracts in such contexts and direct SMEs to several freely available resources on cross-border contracting.
Social implications
The research casts fairness/equity and access to justice as pertinent structural disadvantages impacting the contracting practices of exporting SMEs.
Originality/value
According to the authors’ knowledge, this paper is among the first studies to provide an in-depth portrayal of the contracting practices of exporting SMEs, to detail the pervasiveness of non-contractual contracting practices and to depict contracting as nuanced and context-dependent.
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Lucinda Bella-May Sutton and Tanya Le Roux
This study aims to explore the impact of current trends like the development of digital communication channels and a greater focus on sustainability, together with external…
Abstract
Purpose
This study aims to explore the impact of current trends like the development of digital communication channels and a greater focus on sustainability, together with external pressures such as a growing electricity crisis on how internal communication is practiced, by using South African internal communication as context.
Design/methodology/approach
Two rounds of qualitative semi-structured interviews were conducted with senior internal communication practitioners and consultants to provide a robust view of the research problem.
Findings
It was found that external pressures and trends were viewed as more important than incorporating the broader definition of sustainability into the practice of internal communication. It became clear that internal communication must negotiate seemingly opposing demands like moving to digital communication, while facing electricity shortages and balancing economic pressures with stakeholder inclusion in messages. The findings suggest that internal communication cement organisational survival but should embody the environmental and social elements of sustainability.
Originality/value
The study contributes new insights to the importance of internal communication during crisis times, like the energy crisis in this study. Internal communication should embody the wider sustainability discussion during periods when challenging external forces are at work.