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The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract breach as a moderator on the relationship between career plateau (hierarchical and job-content plateau) and internal employability.

Data were collected by distributing paper-based questionnaires to 521 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships.

The results supported the idea that career plateau (hierarchical and job-content plateaus) could be a significant antecedent of internal employability. Psychological contract breach significantly moderated the negative relationship between career plateau (hierarchical and job-content plateau) and internal employability. Specifically, the negative relationship between career plateau and internal employability will be stronger for employees who perceive a higher level of psychological contract breach.

These findings can help human resource practitioners gain a better understanding of the value of applicable approaches as an influence on a plateaued employee’s perception of internal employability, and to facilitate a positive employer–employee relationship, which could foster both a successful career for an individual and a prosperous performance for the organization that employs them.

Career plateau have been aroused variety issues in HR practice, but employability and psychological contract breach have barely been discussed with career plateau. This study empirically establishes the correlation between career plateau and internal employability as well as shown that psychological contract breach would decrease the plateaued individual’s willingness to stay in the current organization. Thus, the career plateau may provide organizations with a helpful perspective on one’s career development. Building substantial relationships between employees and employers lead to better human capital for organizations as it deals with rapidly changes in the real world.

Facilitating members' continual participation in a community is crucial for ensuring the community's long-term survival. However, knowledge regarding whether member similarity is related to member participation and the mechanism underlying this relationship is limited. Drawing on similarity–attraction, social exchange and social identity theories, this study explored the influences of different facets of similarity (i.e. value, personality and goal similarity) on group norm conformity, group identity and social participation.

Data were collected from 444 Taiwanese members of social networking sites (SNSs), and structural equation modeling was employed to examine the hypothesized relationships.

The results revealed that value similarity directly affected group norm conformity but did not directly affect group identity; personality similarity influenced group identity but not group norm conformity. Goal similarity had positive influences on group norm conformity and group identity. Moreover, group norm conformity had direct and positive influences on group identity and social participation; group identity also had a positive influence on social participation.

On the basis of the aforementioned findings, this study contributes to the understanding of factors facilitating SNS members' participation from the perspective of similarity. These findings can serve as a reference for SNS administrators to facilitate social participation by emphasizing member similarity.

The aim of this paper is to propose a novel evaluation framework to explore the “root causes” that hinder the acceptance of using internal cloud services in a university.

The proposed evaluation framework incorporates the duo‐theme DEMATEL (decision making trial and evaluation laboratory) with TAM (technology acceptance model). The operational procedures were proposed and tested on a university during the post‐implementation phase after introducing the internal cloud services.

According to the results, clear understanding and operational ease under the theme perceived ease of use (PEOU) are more imperative; whereas improved usefulness and productivity under the theme perceived usefulness (PU) are more urgent to foster the usage of internal clouds in the case university.

Based on the findings, some intervention activities were suggested to enhance the level of users' acceptance of internal cloud solutions in the case university. However, the results should not be generalized to apply to other educational establishments.

To reduce the resistance from using internal clouds, some necessary intervention activities such as developing attractive training programs, creating interesting workshops, and rewriting user friendly manual or handbook are recommended.

The novel two‐theme DEMATEL has greatly contributed to the conventional one‐theme DEMATEL theory. The proposed two‐theme DEMATEL procedures were the first attempt to evaluate the acceptance of using internal clouds in university. The results have provided manifest root‐causes under two distinct themes, which help derive effectual intervention activities to foster the acceptance of usage of internal clouds in a university.

The strength-based approach is promulgated as a management practice that improves individual productivity and performance. This study's purpose is to explore the prospective applicability of the strengths-based approach to managing and developing employees in small businesses. The study focuses on four domains of practice: selection, training, performance evaluation and task assignment.

The study employed semi-structured, face-to-face interviews to obtain data. The units of analysis were managers and employees of small businesses. Eleven managers and 19 employees were interviewed. Data analysis involved thematic analysis with the NVivo 12 software program.

First, the small businesses used a strengths-based approach for employee selection during employees' temporary status of employment and in employee task assignment. However, managers did not employ a strengths-based approach to employee selection during selection interviews, training or performance evaluations. Second, the managers perceived strengths identification as a difficult task. Based on personal observations, they perceived employees' positive character traits, job-related skills and work-related efficiency as employee strengths.

This study informs managers about a potential alternative to the traditional weakness-based management practice. The findings and conceptual arguments suggest that a strengths-based approach can provide a cost-effective alternative to the resource-intensive approaches commonly employed to enhance employee productivity and performance.

The study provides the first empirical evidence on the prospective applicability of the strengths-based approach to small businesses and explores conceptually the suitability of the said approach to this context.

The purpose of this paper is to explore the relationships among intrinsic motivation, extrinsic motivation, flow, cognitive attitudes, perceived satisfaction, and purchase intention of consumers’ online shopping from a cognitive attitudes perspective. This study collected data from consumers having bought goods on the e-shopping platform.

This study adopted online questionnaire through my3q (www.my3q.com) for data collection. This research collected and analyzed 866 samples by using the structural equation modeling for validation of the proposed model.

The results indicated that hedonic value, utilitarian value, security, and privacy significantly affected cognitive attitudes (i.e. cognitive trust and perceived risk). Cognitive attitudes significantly affected perceived satisfaction and purchase intention, respectively. Flow significantly and positively influenced cognitive trust and purchase intentions, respectively. Cognitive trust is the mediators between motivations/flow and perceived satisfaction/purchase intention.

Both of intrinsic motivation and extrinsic motivation can reflect the cognitive and conscious plan of an individual for a particular task. The cognitive trust and perceived risk are partial mediator and full mediator in the model, respectively. Hedonic value, utilitarian value, security, privacy, and flow all affect the individual’s perceived satisfaction and purchase intention through cognitive trust and perceived risk in the context of online shopping. Cognitive trust is a full mediator of the effects of privacy on purchase intention. It indicates that consumers must fully trust the website to ensure that the information provided by consumers in the transaction will not spread out for the protection of personal privacy.

This study aimed to assist the marketing personnel of the EC industry to examine the key influential factors of consumers’ purchase satisfactions and purchase intentions. The results of this study indicated that cognitive trust is the foundation for gaining and retaining customers. The classification of consumer motivations facilitates the understanding of consumers’ demands and accurate interpretation of consumers’ needs. The main influential factor of cognitive trust is utilitarian value. Therefore, this study states that the primary intrinsic motivation of online shopping for most consumers is utilitarian value (e.g. saving time, the cost of searching for the appropriate products, and increasing purchasing efficiency).

Websites should strengthen the quality and quantity of product information. In addition, websites should provide a dynamic presentation of the product by presenting in various forms (multimedia and text description) about product-related information in order to increase consumers’ hedonic value. For the aspects of security and privacy, websites should provide consumers with reliable safety features, such as secure socket layer or digital signature, smooth communication channel (specific phone services and e-mail address), and consumer’s privacy statements. Finally, web design should meet with the consumer experience model in order to make the website easy to use and order the purchase from the website directly. Websites should also increase the fluency and positive experience of consumers and improve the interaction of a website. Meanwhile, websites need to feedback the consumer problem instantly and provide customized information in order to increase the chance of interaction between the consumers and the website.

Relevant studies have explored online shopping from various perspectives, but few studies have examined consumers’ cognitive attitudes toward websites from the consumer motivation perspective. Thus, this study focussed on the influences of consumers’ intrinsic and extrinsic motivations (e.g. hedonic value, utilitarian value, security, and privacy) on their cognitive attitudes toward websites. In addition, with the rapid development of the internet in recent years, internet users’ online flow experiences have gained increased attention. The creation of attractive consumption conditions is vital for website managers to provide consumers with flow experiences. Therefore, this study included consumers’ flow in the proposed model.

Many fresh graduates have unrealistic career expectations. When reality sets in after graduation, they may be disappointed. Due to factors such as the limited availability of feasible alternative career options, employees who have to stay in jobs they dislike may feel trapped. To alleviate the resulting stresses, they may engage in avoidance coping strategies, such as non-work-related social media use, to discharge their mental strains. The purpose of this paper is to discuss how the perception of being trapped can result in the adoption of avoidance coping strategies, and how these strategies can influence individual performance and social media use.

Based on the literature on avoidance coping strategy, goal orientation theory, and performance theory, the authors proposed a theoretical model on how the avoidance coping strategy of an individual can influence their performance and workplace behavior.

The authors propose that when a fresh graduate feels “trapped” in a job, the stresses experienced may cause them to hide behind their defense mechanisms. An avoidance coping strategy may then be adopted, and this will influence the individual’s workplace behavior (in terms of non-work-related use of social media) and performance.

If an avoidance coping strategy is an antecedent to non-work-related use of social media, then controlling the use of social media in the workplace may only cause these employees to switch to other forms of self-distraction (for instance, spending more time chatting with colleagues). Under some circumstances, the use of such control mechanisms may even give cyberloafers stronger urges to use social media for non-work-related purposes. If this is the case, managers should reconsider their current approach in handling the related behavior.

If the cause of non-work-related use of social media in the workplace is an avoidance coping strategy, then the engagement of such workplace behaviors should not be considered “intentionally harmful actions”. One important criterion for workplace behavior to qualify as a type of counterproductive behavior is that such behavior must be conducted to be intentionally harmful. Given this, the resulting actions of an avoidance coping strategy should not be considered a form of counterproductive behavior, and the authors should reconsider the conceptualization of cyberloafing provided in the organizational literature.

The authors believe that this research represents one of the first attempts to bridge the gap between clinical and managerial literature. It attempts to explain non-work-related use of social media in the workplace from the perspective of trapped perception and avoidance coping strategy, and it argues that not all forms of non-work-related use of social media in the workplace are instances of cyberloafing.

Constructed upon the knowledge-based view, the purpose of this study is to investigate the interrelationship between internal marketing, knowledge management processes and knowledge worker satisfaction. The study also postulates that specific combinations of internal marketing dimensions and knowledge management processes can lead to improved knowledge worker satisfaction.

The study sample is gathered from 248 personnel of Pakistan higher education institutions (HEI’s). The interrelationships are checked through Smart PLS 3.2.8. The fuzzy set qualitative comparative analysis (fsQCA) is used to examine configurational paths for improving knowledge worker satisfaction.

The results of the study show that in HEI’s, internal marketing has a substantial influence on knowledge management processes, and knowledge management processes strongly enhance knowledge worker satisfaction. The result from fsQCA reveals multiple configurational paths to improve knowledge worker satisfaction.

There is a scarcity of research that has explored the association of internal marketing, knowledge management processes and knowledge worker satisfaction. This study attempts to examine their inter-relationships in HEI’s. Methodologically, the study contributes by combining direct and configurational methods to foster the knowledge of organizational (higher education) matters. The use of fsQCA reveals multiple pathways to improve knowledge worker satisfaction and exposes asymmetric relationships between internal marketing and knowledge management processes that lead to knowledge worker satisfaction. The study identifies the interactions among variables that might not be directly obvious via conventional symmetric methods.

Constructed upon knowledge-based view, the study examines the influence of internal marketing on knowledge management processes and the indirect association of knowledge management processes with organizational performance through mediating role of knowledge worker satisfaction.

This study used a sample frame of 536 academic and administrative employees from higher education institutions in China; structural equation modeling was performed using Smart PLS 3.2.8.

The outcome reveals that internal marketing has a significant impact on knowledge management processes. The results revealed a direct insignificant impact of knowledge management processes on organizational performance; the study found full mediation of knowledge worker satisfaction on the linkage between knowledge management processes and organizational performance.

Outcomes of this research strengthen the universities’ experience of knowledge management and recommend how academics and administrators of higher education institute can value knowledge worker satisfaction, which in turn improves organizational performance.

Although, there is an increased significance of knowledge management in higher education institutions, there is a lack of research that examines the enabling factors and outcomes of knowledge management practices. The present study is one of the first studies to ascertain the relationship of internal marketing, knowledge management processes, knowledge worker satisfaction and organizational performance. This is one of the initial research studies that not only empirically examines the interrelationships among these variables but also enlightens insights into the current literature by instantaneous investigation of the mediating role of knowledge worker satisfaction.