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The increasing economic importance of knowledge is redefining firm‐market boundaries, work arrangements and the links between education work and learning. This article proposes a new framework: the knowledge supply model, which helps individuals, firms and learning institutions understand the dynamics of change and emerging patterns of knowledge demand and supply in different sectors of the economy. It also assists learning institutions to tailor their products and services to the needs of knowledge consumers. As working and learning become synonymous, firms, workers, educators and intermediaries will have to adopt new roles and develop new strategies. Understanding the dynamics of knowledge demand and supply should assist all actors in navigating knowledge markets of the new economy.

Examines different approaches to the challenge of Australian corporate law enforcement and governance, and discusses success in this area and how it might be determined. Describes barriers to measuring success of regulatory action, and debates what level of law enforcement is appropriate and cost‐effective. Concludes that a more broadly based approach to regulatory action and assessment is of prime importance.

The purpose of this paper is to understand how business process configurations influence motivation among process participants.

An experiment was conducted in which business process rules complexity, work backlog, and case distribution method were manipulated. Participant motivation and its antecedents were measured using a survey.

The study finds that business process configurations influence the motivation of process participants through their effect on perceived competence. Increasing business process rules complexity reduces competence. The effect of case distribution method on competence depends on backlog. Sequential distribution undermines competence in the presence of backlog, and enhances competence when backlog is absent. However, batch distribution results in higher competence in the presence of backlog than in its absence.

The study confirms the applicability of self-determination theory for analyzing the effect of work settings, including business process configurations, on employee motivation. The study further demonstrates the applicability of the task technology fit model in the context of business process automation.

The study suggests that reducing process complexity through the use of information technology can benefit process participant motivation. Additionally, the study highlights the importance of case distribution method on performance expectations.

While much of the extant research has considered the enhancement of business processes at the organizational level, this study examines how business process design can be used to preserve and potentially enhance the motivation of human process participants.

The proliferation of information technology (IT) and IT-enabled devices has brought various challenges for modern organizations. These challenges are aggravated by the fact that the employees of different generations have a varying degree of expertise and ethical orientation regarding technology. This study has two primary objectives to have an in-depth understanding of technology-related ethical behavior of a diverse workforce. First, it aims to develop a valid and reliable scale to measure technology-oriented ethical behavior. Second, it investigates variations in technology-oriented ethical behavior among Generation X (pre-millennial), Generation Y (millennial) and Generation Z (post-millennial) using the scale.

The study is conducted in two steps. The first step, a techno-ethical scale, is developed with the help of the six steps of scale development proposed by Churchill (1979). These steps include exploratory factor analysis (EFA), confirmatory factor analysis (CFA), reliability analysis (composite reliability) and validity analysis (convergent and divergent validity). In the second step, intergenerational variation in different factors of technology-oriented ethical behavior among generation X, Y and Z employees is explored with the help of ANOVA and mean plots.

The study suggests a four-dimensional techno-ethical scale comprising fourteen statements. These four dimensions of the scale are the invasion of the right of privacy, defamation, self-enrichment and loafing during office hours. The scale is reported to have adequate reliability and validity estimates. Results also recommend statistically significant variations in all four dimensions of technology-oriented ethical behavior among pre-millennial, millennial and post-millennial. Also, except for self-enrichment, the mean values progressively increase from pre-millennial to post-millennial. Even for self-enrichment, the mean value is highest for post-millennial.

This study is one of the pioneer studies that explore ethical orientation towards technology usage of three generations of employees.