Search results

The purpose of this paper is to investigate the factors of m-learning approaches which can be used for enterprise resource planning (ERP) system training and to propose a theoretical framework for m-learning of ERP systems.

A literature review of several theories relating to success factors for mobile learning (m-learning) and electronic learning (e-learning) are analysed and a theoretical framework of success factors for m-learning of ERP systems is proposed. Two field studies are undertaken to identify the features of e-learning and m-learning systems which users enjoyed and which related to the factors identified in the theoretical framework. The technology acceptance model (TAM) was used to evaluate the acceptance, usefulness and perceived ease of use (PEOU) of the two systems evaluated in the field study, the openSAP e-learning application and the SAP Learn Now m-learning application.

The results confirmed several of the theoretical elements identified in the framework and the m-learning system was rated positively for PEOU and perceived usefulness (PU). The findings confirmed other studies showing the importance of the quality of course content in e-learning and m-learning projects.

The empirical study was limited to a small number of participants in higher education. However, a deeper understanding of the factors influencing m-learning for ERP systems was obtained.

The study provides a valuable practical contribution because the framework can be used in the improved design of an ERP m-learning approach, which in turn can lead to an improvement in ERP training and education programmes and ultimately ERP project success.

Several studies propose the use of m-learning systems. However, research related to the factors impacting on m-learning projects for ERP system training is limited. The paper presents original work and the results provide a valuable contribution to several theories of m-learning.

The purpose of this paper is to investigate small business owner/manager’s exposure to unethical behavior, and to examine the influence of unethical exposure on organizational intention to implement ethical policies and practices.

Using a sample of 209 Australian small accounting firms with a path analysis, this paper adopts a modified ethical decision-making model to test the relationship between exposure and personal attitudes toward unethical behavior, and the relationship between exposure and intentions to implement ethical policies and practices at firm level.

The results show that increased exposure to unethical behavior triggered stronger personal attitudes with small accounting firm owners/managers tending toward accepting unethical behavior. In contrast, at the firm level, more exposure to unethical behavior creates cautious overtones and motivates owners/managers to take action and implement more ethical policies, with the underlying aim of addressing serious ethical issues.

The study tests the ethical decision-making model but focuses only on three constructs (i.e. exposure, attitude and response). The aim is to examine whether extensive exposure to unethical behavior would change personal attitudes toward accepting such behavior, and whether unethical exposure would trigger firm owner/managers to take action and address the ethical dilemma by establishing some ethical guidelines. Other important variables (such as subjective norm, personal locus of control) embedded in the ethical decision-making model should be included in future research.

The study draws attention to ethical dilemmas encountered by many small accounting professionals and their organizations. It addresses the importance of upholding the ethical standard and avoiding the extensive exposure to unethical behavior. It also emphasizes the needs for small businesses to establish some ethical policies and practices.

The paper is purposely set out to reduce the gap in studying how small accounting firms make decisions in implementing their ethical policies and practices to address the rampant ethical dilemma faced by their employees as a result of many corporate scandals and financial crises of the past decade. The results are particularly valuable for small accounting firm owners/managers. The findings also have educational and policy implications.

Employees have gained increased flexibility in organizing their work in time and space, that is boundaryless work. Managing the boundaries between work and personal life would seem to be crucial if one is to psychologically detach from work during leisure in order to unwind and get sufficient sleep. Drawing from a sample of Swedish professional workers (N = 3,846), a theoretical model was proposed testing the inter-relationships between boundaryless work in time and space, weekly work hours, psychological detachment, sleeping problems and sleep duration using a structural equation modelling (SEM) analysis. Findings showed that working boundlessly in time, that is spread out during the working day and week, was directly associated with both long weekly work hours and lack of psychological detachment. In contrast, working boundlessly in space, that is at several different places, was inversely associated with weekly work hours and had no association with psychological detachment. Psychological detachment, in turn, was directly associated with sleeping problems and inversely associated with sleep duration. Sleeping problems were inversely associated with sleep duration. Employees with long weekly work hours had a low degree of sleeping problems. There was also no association between long weekly work hours and sleep duration. These findings contradict earlier research, however, we interpret these findings as that if one works a great deal but is able to mentally detach from work-related feelings and thoughts during free time, then sleep will not be hampered because perseverative cognitions associated with prolonged biological activation will have been interrupted. As such, psychological detachment can be regarded as the mechanism that mediates the relationships between working ‘anytime’ and long weekly work hours, and sleep. It was concluded working boundlessly in time increases the likelihood for long weekly work hours and lack of psychological detachment. Hence, employees working ‘anytime – all the time’ run the risk of ‘always being on’ resulting in disturbed sleep.

The purpose of this study was to examine the possibility that culture influences burnout. Characterized by emotional, cognitive and physical exhaustion, burnout stems from chronic, unresolvable stress experienced when resources to meet demands are insufficient or inaccessible. This study investigated whether people in the US experience burnout differently than people in Sweden.

The relationship between demands and burnout was hypothesized to be mediated by perceived stress, role conflict and role ambiguity. Country was hypothesized to moderate these relationships. Data collected through surveys from Swedish and American participants were analyzed using a process macro model.

The results showed demands as positively related to burnout. This relationship was mediated by perceived stress and the mediation was moderated by country with a stronger effect for Swedes. The relationship between demands and role conflict was significant and moderated by country; however, role conflict did not predict burnout. Role ambiguity was not a significant predictor or mediator. After accounting for covariates and predictors, demands generated unique variance in burnout and country played a moderating role in this direct relationship, which was stronger for Americans than Swedes.

The results suggest that culture may play a role in the burnout process. Although a global issue, between-country differences and cultural influences on burnout have received little attention, even though shared culture governs perceptions, identities, roles, norms and practices associated with known predictors of burnout. By examining burnout cross-culturally, this study adds to the limited literature on burnout processes across different professional contexts.

The purpose of this paper is twofold. First, it examines the impact of person-organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention. Second, it examines the mediating role of WE between P-O fit and turnover intention.

A cross-sectional online survey design was used to collect data through snowball sampling procedure. In total, 422 oil and gas (O&G) professionals participated in this study. In total, 13 incomplete samples were excluded during initial screening. As a result, 409 samples were used for final data analysis. The partial least squares-structural equation modelling, using SmartPLS3.0, was performed to test the hypothesised model.

The results of the study revealed strong ties between P-O fit, WE, and turnover intention. Specifically, P-O fit was found to be a strong predictor of WE and WE is negatively related to employees’ turnover intention. Further, WE mediated the relationship between P-O fit and turnover intention.

The findings of this study suggest that O&G organisations must pay greater attention to P-O fit to increase employees’ level of engagement and decrease voluntary turnover rate. Overall, the findings provide pragmatic insights for human resource management practitioners and the relevant stakeholders.

To date, little attention has been devoted to understanding the mediating role of WE between P-O fit and turnover intention. The present study addresses this gap in the literature.

The specific aim of this paper is to explore the multi‐disciplinary academic antecedents of KM in order to better understand KM. By doing so, it is suggested that KM can be more effectively applied in real‐world situations, such as professional occupations.

The approach is conceptual: five core antecedents of KM – philosophy, sociology, psychology, computing and information systems, and management – are explored and associated with the criminal investigation process.

KM antecedents can be applied to the professional discipline of criminal investigation to create a conceptual model of knowledge management for the criminal investigative process. The model offers guidance on ways in which KM can be understood in terms of the criminal investigative process.

KM has been considered a somewhat nebulous subject, so there is value in exploring its multidisciplinary roots to gain a better understanding of it and how it can be more effectively applied in specific organizational or practitioner contexts.

By mapping the KM antecedents to the criminal investigation process a conceptual model has been developed, which it is believed could prove useful in helping police organizations, as well as academics studying the criminal justice system, to better understand the discipline of KM in the context of law enforcement‐related work.

While KM antecedents have been identified, the paper is one of the first to explicitly show how they can be used to link KM to real world situations – in this case the criminal investigative process.

Quality improvement has developed and spread, and today, all Swedish Regions emphasize that their strategies are based on systematic improvement. This paper aims to describe and illuminate the development of Quality Improvement (QI) in Swedish healthcare and welfare organizations by using publications in a Swedish context.

The overview synthesis is inspired by a scoping literature review approach of relevant literature. All publications relevant to Swedish healthcare and welfare settings between 1992 until 2020 were included.

In all, 213 papers, 29 books and chapters and 34 dissertations related to QI and research in Swedish healthcare and welfare context were identified. From 2011 to 2020, the publication rate increased rapidly. Six different focus areas emerged: systematic and value-creating improvement work; collaboration between organizations and healthcare providers; use of improvement methods and (theoretical) models; leadership and learning; measurements, quality registers and follow-up; and involvement and patient safety. Further QI development in Swedish healthcare and welfare points to an increased importance of collaboration between organizations and coproduction with beneficiaries for the healthcare and welfare services.

This paper is one of the first to describe and illuminate the QI development in the healthcare and welfare sector in a country. The trajectory also points to a need for coproduction to handle future challenges.