Smart card-based E-payment systems are receiving increasing attention as the number of implementations is witnessed on the rise globally. Understanding of user adoption behavior…
Abstract
Smart card-based E-payment systems are receiving increasing attention as the number of implementations is witnessed on the rise globally. Understanding of user adoption behavior of E-payment systems that employ smart card technology becomes a research area that is of particular value and interest to both IS researchers and professionals. However, research interest focuses mostly on why a smart card-based E-payment system results in a failure or how the system could have grown into a success. This signals the fact that researchers have not had much opportunity to critically review a smart card-based E-payment system that has gained wide support and overcome the hurdle of critical mass adoption. The Octopus in Hong Kong has provided a rare opportunity for investigating smart card-based E-payment system because of its unprecedented success. This research seeks to thoroughly analyze the Octopus from technology adoption behavior perspectives.
Cultural impacts on adoption behavior are one of the key areas that this research posits to investigate. Since the present research is conducted in Hong Kong where a majority of population is Chinese ethnicity and yet is westernized in a number of aspects, assuming that users in Hong Kong are characterized by eastern or western culture is less useful. Explicit cultural characteristics at individual level are tapped into here instead of applying generalization of cultural beliefs to users to more accurately reflect cultural bias. In this vein, the technology acceptance model (TAM) is adapted, extended, and tested for its applicability cross-culturally in Hong Kong on the Octopus. Four cultural dimensions developed by Hofstede are included in this study, namely uncertainty avoidance, masculinity, individualism, and Confucian Dynamism (long-term orientation), to explore their influence on usage behavior through the mediation of perceived usefulness.
TAM is also integrated with the innovation diffusion theory (IDT) to borrow two constructs in relation to innovative characteristics, namely relative advantage and compatibility, in order to enhance the explanatory power of the proposed research model. Besides, the normative accountability of the research model is strengthened by embracing two social influences, namely subjective norm and image. As the last antecedent to perceived usefulness, prior experience serves to bring in the time variation factor to allow level of prior experience to exert both direct and moderating effects on perceived usefulness.
The resulting research model is analyzed by partial least squares (PLS)-based Structural Equation Modeling (SEM) approach. The research findings reveal that all cultural dimensions demonstrate direct effect on perceived usefulness though the influence of uncertainty avoidance is found marginally significant. Other constructs on innovative characteristics and social influences are validated to be significant as hypothesized. Prior experience does indeed significantly moderate the two influences that perceived usefulness receives from relative advantage and compatibility, respectively. The research model has demonstrated convincing explanatory power and so may be employed for further studies in other contexts. In particular, cultural effects play a key role in contributing to the uniqueness of the model, enabling it to be an effective tool to help critically understand increasingly internationalized IS system development and implementation efforts. This research also suggests several practical implications in view of the findings that could better inform managerial decisions for designing, implementing, or promoting smart card-based E-payment system.
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Neil Anderson and Viv Shackleton
Developments in personnel recruitment and selection “technology” have been both varied and extensive in the 1980s, and a number of overlapping and simultaneous developments are…
Abstract
Developments in personnel recruitment and selection “technology” have been both varied and extensive in the 1980s, and a number of overlapping and simultaneous developments are immediately apparent. Here, “technology” refers to methods, strategies, techniques, theories and practices of staff resourcing.
Many people make the assumption that a repetitive job is automatically a boring one. This is not so. For many years, psychologists and other students of work behaviour have been…
Abstract
Many people make the assumption that a repetitive job is automatically a boring one. This is not so. For many years, psychologists and other students of work behaviour have been pointing out that boredom is a subjective experience and refers to the individual's reaction to the environmental situation, whereas repetition or monotony is a characteristic of a task as perceived by an individual. Simply put, some repetitive or monotonous tasks are experienced as boring by some people. The aim of this article is to explore the sorts of repetitive tasks which lead to feelings of boredom, the effects of repetitive tasks on boredom and performance, and the methods that both workers and employers can use to reduce these effects.
Stewart Black and Newton Margulies
Participation is not a new idea but recently it has receivedrenewed attention. This article examines how participation is viewedfrom two perspectives: industrial democracy and…
Abstract
Participation is not a new idea but recently it has received renewed attention. This article examines how participation is viewed from two perspectives: industrial democracy and organisational development. Despite the use of some common participative techniques such as quality circles, the underlying differences in ideology of industrial democracy and organisational development have significant impacts on the implementation of participation. This article examines the differences and explores the practical and research implications.
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Jiejie Lyu, Deborah Shepherd and Kerry Lee
Student entrepreneurs account for a considerable number of start-up ventures derived from university settings. Nevertheless, there is little research that demonstrates how…
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Student entrepreneurs account for a considerable number of start-up ventures derived from university settings. Nevertheless, there is little research that demonstrates how university entrepreneurship education (EE) directly influences students’ start-up activities. The primary purpose of this study is to examine the effectiveness of various types of university entrepreneurship activities (incorporate entrepreneurial courses, extra-curricular initiatives, and start-up support) on student start-up behavior. This quantitative research utilized questionnaire data collected from university students (n = 1,820) in southeast China and was analyzed with hierarchical Poisson regression in STATA procedures. Research results indicate that engaging in any type of university entrepreneurship activities positively predicts students’ start-up activities, yet this positive effect is contingent on students’ prior start-up experience and the overall university entrepreneurial climate. These findings advance our understanding of crucial elements within university entrepreneurial ecosystems and how various entrepreneurship activities within these ecosystems potentially impact students’ venture creation.
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In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…
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In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.
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The Kirton Adaption‐Innovation Inventory and the Learning Styles Questionnaire were used as part of a wider investigation, reported in an earlier paper, to explore the influence…
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The Kirton Adaption‐Innovation Inventory and the Learning Styles Questionnaire were used as part of a wider investigation, reported in an earlier paper, to explore the influence of personality, discipline and organisational structure on the information behaviour of biochemists, entomologists and statisticians working at an agricultural research station (n = 67). Results from the psychometric tests were assessed in terms of the groups obtained from a cluster analysis. Groups identified by the KAI as Innovators and by the LSQ as Activists sought information more widely, more enthusiastically and from more diverse sources than other groups. Groups identified as Adaptors by the KAI and Reflectors by the LSQ, were more controlled, methodical and systematic in their information behaviour.
Neil Anderson and Vivian Shackleton
Most managers would agree that the calibre ofan organisation′s employees is vital to its businesssuccess. However, to many managers, selectionis a headache: job descriptions have…
Abstract
Most managers would agree that the calibre of an organisation′s employees is vital to its business success. However, to many managers, selection is a headache: job descriptions have to be written, advertisements placed, a shortlist of candidates agreed, assessments of candidates carried out, and a final decision reached. The process is time‐consuming, costly and an unwanted interruption of critical business activities. Throughout the 1980s, many advances have been made in personnel selection by occupational psychologists in the US, Canada and Europe. Unfortunately, the substantial developments have not been taken up by many practising managers in Britain. This article attempts to review and summarise the critical trends and themes in the advances in systematic staff selection over recent years.
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Bogdan Oprea, Dragos Iliescu, Vlad Burtăverde and Miruna Dumitrache
Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what…
Abstract
Purpose
Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues.
Design/methodology/approach
A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2).
Findings
The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors.
Research limitations/implications
The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences.
Practical implications
Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions.
Originality/value
Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.
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The Repertory Grid Technique, a psychologicalmethod capable of elucidating both the person‐jobmatch and the job‐person match in employeeselection, is presented. Potential…
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The Repertory Grid Technique, a psychological method capable of elucidating both the person‐job match and the job‐person match in employee selection, is presented. Potential applications for RGT Methodology in job analysis and decision making are proposed and practical recommendations for incorporating the technique in organisational recruitment procedures, stressing the potential benefits, are suggested.