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1 – 10 of over 4000Desirée H. van Dun and Maneesh Kumar
Many manufacturers are exploring adopting smart technologies in their operations, also referred to as the shift towards “Industry 4.0”. Employees' contribution to high-tech…
Abstract
Purpose
Many manufacturers are exploring adopting smart technologies in their operations, also referred to as the shift towards “Industry 4.0”. Employees' contribution to high-tech initiatives is key to successful Industry 4.0 technology adoption, but few studies have examined the determinants of employee acceptance. This study, therefore, aims to explore how managers affect employees' acceptance of Industry 4.0 technology, and, in turn, Industry 4.0 technology adoption.
Design/methodology/approach
Rooted in the unified theory of acceptance and use of technology model and social exchange theory, this inductive research follows an in-depth comparative case study approach. The two studied Dutch manufacturing firms engaged in the adoption of Industry 4.0 technologies in their primary processes, including cyber-physical systems and augmented reality. A mix of qualitative methods was used, consisting of field visits and 14 semi-structured interviews with managers and frontline employees engaged in Industry 4.0 technology adoption.
Findings
The cross-case comparison introduces the manager's need to adopt a transformational leadership style for employees to accept Industry 4.0 technology adoption as an organisational-level factor that extends existing Industry 4.0 technology user acceptance theorising. Secondly, manager's and employee's recognition and serving of their own and others' emotions through emotional intelligence are proposed as an additional individual-level factor impacting employees' acceptance and use of Industry 4.0 technologies.
Originality/value
Synthesising these insights with those from the domain of Organisational Behaviour, propositions were derived from theorising the social aspects of effective Industry 4.0 technology adoption.
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Amani Fathi Jamal, Sam El Nemar and Georgia Sakka
This research explores the link between job redesign and skilling in three Lebanese service provider industries, aiming to understand how these factors affect organizational…
Abstract
Purpose
This research explores the link between job redesign and skilling in three Lebanese service provider industries, aiming to understand how these factors affect organizational agility, a crucial factor for efficiency and effectiveness and promote long-term interventions through job redesign, upskilling and reskilling.
Design/methodology/approach
This study employed two surveys, one for personnel (employees) and one for human aid managers (HR managers). These surveys collected data from 384 employees and 67 HR managers. The study utilized a work design questionnaire (WDQ), skilling application evaluation and the change acceptance model and testing to evaluate job redesign, skilling application effectiveness, technology acceptance and change readiness.
Findings
It was revealed that there is a significant and positive relationship between job redesign and the application of skilling programs. This relationship was shown to enhance organizational agility, with a particular focus on employees' technology acceptance and readiness for change. The integrated framework that combines job redesign, upskilling and reskilling was empirically tested and found to enable organizations to build their agility. The study also identified challenges and offered solutions for implementation, emphasizing the importance of employee responsiveness.
Practical implications
This research emphasizes the need for organizations to adapt job designs and enhance employee skills to enhance organizational agility, recommending a structured approach that combines job redesign and skill development efforts.
Originality/value
This research integrates job redesign, upskilling and reskilling in Lebanese service provider industries, contributing to organizational change and workforce development. It emphasizes technology acceptance and readiness for change.
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André Ullrich, Malte Reißig, Silke Niehoff and Grischa Beier
This paper provides a systematization of the existing body of literature on both employee participation goals and the intervention formats in the context of organizational change…
Abstract
Purpose
This paper provides a systematization of the existing body of literature on both employee participation goals and the intervention formats in the context of organizational change. Furthermore, degrees of employee involvement that the intervention formats address are identified and related to the goals of employee participation. On this basis, determinants of employee involvement and participation in the context of digital transformation are unveiled.
Design/methodology/approach
Based on a systematic literature review the authors structure and relate employee participation goals and formats. Through a workshop with expert practitioners, the authors transfer and enhance these theoretical findings in the context of digital transformation. Experts rated the three most important goals and identified accompanying success factors, barriers and effects.
Findings
The results show that it is not necessarily the degree of involvement but a context-specific selection of measures, the quality of their implementation as well as the actual uptake of suggestions and activities developed by employees that contribute to employees accepting and participating in goal-directed transformations. Moreover, employees must have sufficient information and time for their participation in transformation processes.
Originality/value
This paper is based on a transformative approach, combining literature analysis to identify formats and goals of employee participation with experiential knowledge of digital transformation practitioners. In addition to relating intervention formats to goals pursued in organizational change processes, empirical and experiential perspectives are used to identify three very relevant goals and respective determinants in digital transformation processes.
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Jonathan Brodeur, Isabelle Deschamps and Robert Pellerin
This paper aims to investigate the characteristics and dynamics of the organizational changes needed to facilitate the management of an Industry 4.0 transformation in…
Abstract
Purpose
This paper aims to investigate the characteristics and dynamics of the organizational changes needed to facilitate the management of an Industry 4.0 transformation in manufacturing SMEs and propose an approach to manage them.
Design/methodology/approach
This research focuses on a single manufacturing SME in North America, and data were collected using a research intervention method. Data were collected through observation and intervention within the SME over 27 months.
Findings
The research has shown that organizational changes are required in manufacturing SMEs to better manage their Industry 4.0 transformation projects.
Research limitations/implications
Using the case study method limits the generalization of the results. The organizational changes observed, and their characteristics might be specific to the studied manufacturing. Although results could vary in different contexts, many manufacturing SMEs have similar characteristics to those observed in this study.
Practical implications
This research provides preliminary evidence of an iterative organizational change management approach that manufacturing SMEs must adopt to facilitate the management of their digital transformation.
Originality/value
This research provides a better understanding of how a manufacturing SME can improve its capabilities to manage its digital transformation by introducing iterative organizational changes. From these results, a link to the organizational learning literature can be drawn and developed upon.
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Jiyang Yu, Hua Zhong and Marzia Bolpagni
The purpose of this paper is to analyse the current state of research on the integration of blockchain and building information modelling (BIM) in the Architecture, Engineering…
Abstract
Purpose
The purpose of this paper is to analyse the current state of research on the integration of blockchain and building information modelling (BIM) in the Architecture, Engineering, Construction and Operations (AECO) industry as a means of identifying gaps between the existing paradigm and practical applications for determining future research directions and improving the industry. The study aims to provide clear guidance on areas that need attention for further research and funding and to draw academic attention to factors beyond the technical dimension.
Design/methodology/approach
A mixed-method systematic review is used, considering multiple literature types and using a sociotechnical perspective-based framework that covers three dimensions (technic, process and context) and three research elements (why, what and how). Data are retrieved and analysed from the Web of Science and Scopus databases for the 2017–2023 period.
Findings
While blockchain has the potential to address security, traceability and transparency and complement the system by integrating supporting applications, significant gaps still exist between these potentials and widespread industry adoption. Current limitations and further research needs are identified, including designing fully integrated prototypes, empirical research to identify operational processes, testing and analysing operational-level models or applications and developing and applying a technology acceptance model for the integration paradigm. Previous research lacks contextual settings, real-world tests or empirical investigations and is primarily conceptual.
Originality/value
This paper provides a comprehensive, critical systematic review of the integration of blockchain with BIM in the construction industry, using a sociotechnical perspective-based framework which can be applied in future reviews. The study provides insight into the current state and future opportunities for policymakers and practitioners in the AECO industry to prepare for the transition in this disruptive paradigm. It also provides a phased plan along with a clear direction for the transition to more advanced applications.
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The developmental relation of informal mentoring within the organization could aid in tiding over the challenges that arise with change. The purpose is to explore the…
Abstract
Purpose
The developmental relation of informal mentoring within the organization could aid in tiding over the challenges that arise with change. The purpose is to explore the relationship between informal mentoring within the organization and change supportive behaviour to put forth a framework describing the catalytic and a priori role of informal mentoring within the organization in augmenting change readiness and facilitating change supportive behaviour for a successful organizational change.
Design/methodology/approach
Drawing on the appraisal theory of stress coping, the paper put forward a conceptual framework describing the mechanisms through which informal mentoring within the organization leads to change supportive behaviour among the individuals.
Findings
The conceptual model explains how informal mentoring within the organization develops optimism, resilience, self-efficacy and trust and facilitates change readiness among the individuals, which leads to change supportive behaviours in them. The paper also describes the influence of poor change management history and organizational identity threat on the relations.
Research limitations/implications
The paper explains the underexplored relationship between mentoring and change readiness. It also sheds light on the importance of exploring the micro-foundations of a macro-level phenomenon. Further research should focus on the differential effect of different forms of mentoring on change readiness.
Originality/value
The paper is developed based on the review of extant literature and applying the theoretical lens of appraisal theory of stress coping to the phenomenon. The paper explains the micro-foundation of the phenomenon and describes how informal mentoring would lead to a change supportive behaviour among the individuals.
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Monica Cerdan Chiscano and Simon Darcy
The present paper answers two significant questions: (1) What are the relative consumer and firm-level effects of marketing through metaverse compared to conventional marketing…
Abstract
Purpose
The present paper answers two significant questions: (1) What are the relative consumer and firm-level effects of marketing through metaverse compared to conventional marketing endeavors? (2) What are the current trends in utilizing the metaverse as reported in the recent literature?
Design/methodology/approach
This study employs a systematic literature review methodology, utilizing a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart to synthesize existing research. Thirty-five articles written in English were selected and analyzed from two databases, Web of Science and EBSCO Host.
Findings
The findings indicate that consumer-level effects of the metaverse include consumer loyalty and brand attachment. The firm-level benefits are decentralization and cost reductions. The paper proposes a framework indicating variables that could attenuate or enhance the association between immersive components of the metaverse and their resultant effects.
Originality/value
This study contributes to understanding the role of metaverse in marketing practices related to the marketing mix components. The study conceptualizes a novel framework for the metaverse and its resultant effects.
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Sun-Ae Cho and Yu Jung Jennifer Jeon
As branded apps emerge as a marketing tool in the foodservice industry, the effort to manage them increases in the long term. This study aims to explore the determinants to…
Abstract
Purpose
As branded apps emerge as a marketing tool in the foodservice industry, the effort to manage them increases in the long term. This study aims to explore the determinants to continue the use of foodservice apps by adopting the post-acceptance model (PAM) of information systems continuance and the theory of planned behavior (TPB).
Design/methodology/approach
Based on a sample from a survey of 329 participants who use foodservice apps, a structural equation model analysis tested the relationships between the core constructs of both models.
Findings
The findings revealed the user confirmation of expectation leads to continued use of the app through satisfaction. Perceived usefulness, a key technology acceptance measure, however, has no direct effect on usage but on attitude. Among the salient behavioral beliefs of the TPB, only attitude and perceived behavioral control promoted continued use of the foodservice apps.
Practical implications
The study provided a framework to establish a practical strategy for foodservice firms by specifying important aspects, which induce the use of branded apps. Given that it is vital to meet users’ expectations to build branded-app loyalty, continuous interaction with users is required along with customized marketing.
Originality/value
On the basis of the PAM and the TPB, the findings contributed to developing and testing a model that motivates users to continue the use of foodservice branded apps. The study is significant, in that it enriched the PAM by integrating cognitive aspects to explore the psychological mechanisms in the post-adoption phase of foodservice app users.
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Asmahan Masry-Herzallah and Peleg Dor-haim
The study investigated the correlation between school communication and teachers' perceptions of the school's innovative climate in the Israeli education system during the…
Abstract
Purpose
The study investigated the correlation between school communication and teachers' perceptions of the school's innovative climate in the Israeli education system during the coronavirus disease 2019 (COVID-19) crisis. Furthermore, this study examined the role of affective commitment and the role of sector (Arab or Jewish) in these correlations.
Design/methodology/approach
First, Arab and Jewish teachers studying toward their MA degree were randomly selected from 2 higher education institutes in Israel, and then other teachers were selected using the snowball method through teacher groups on the Facebook social network and WhatsApp groups (N = 383).
Findings
The findings revealed major differences between Arab and Jewish teachers. Among Arab teachers, the correlation between school communications and an innovative climate was found to be mediated through affective commitment, whereas among Jewish teachers, a direct correlation was found between the first two variables. The correlation between school communications and affective commitment was found to be stronger among Arab teachers than among Jewish teachers.
Originality/value
The study results confirmed that school communication and affective commitment hold a significant predictive value in school innovation and highlight the importance of affective commitment in supporting innovation. The study adds to the body of research directed at identifying antecedents to innovative climate as well as studies examining the effects of school communications on affective commitment and innovative climate in a multicultural society, both in regular and emergency situations. The findings can also provide valuable insights for culturally sensitive and relevant education policy design and management in the post-COVID-19 period.
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Yanghao Zhu, Lirong Long, Wenxing Liu, Peipei Shu and Siyuan Chen
In the period of organizational change and transformation, the attitude of employees towards change has become a key factor in the success of organizational change. Based on the…
Abstract
Purpose
In the period of organizational change and transformation, the attitude of employees towards change has become a key factor in the success of organizational change. Based on the uncertainty management theory (UMT), the paper considers authentic leadership as an important antecedent of employee resistance to change and explores the mediating role of perceived uncertainty and the moderating role of uncertainty avoidance between authentic leadership and employee resistance to change.
Design/methodology/approach
The paper conducted a questionnaire survey study and a scenario experimental study. In study 1, the authors collected two stages of data from 256 employees in Central China, one month apart. In study 2, the authors designed a scenario experiment and invited 130 Chinese adults to participate.
Findings
The authors find that authentic leadership can effectively reduce employee resistance to change by reducing employee perceived uncertainty. In addition, for individuals with a higher (vs lower) degree of uncertainty avoidance, the direct impact of authentic leadership on perceived uncertainty and the indirect impact of authentic leadership on resistance to change through perceived uncertainty are both stronger (vs lower).
Originality/value
The presented results reveal the mechanism between authentic leadership and employee resistance to change from cognitive perspective and depict an important step toward understanding how authentic leadership and employee uncertainty avoidance interact and how they interact with employee resistance to change.
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