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With the rapid development and implementation of cutting-edge information technologies in tourism and hospitality, it is necessary to update the progress of technology use in the past 18 years and set up research agenda for future research. By adopting information systems (IS) as a reference discipline, this paper aims to create a literature review of technology and tourism papers around the theme of use.

Following the systematic literature review process of Aguinis et al. (2018), 314 papers were downloaded to determine how they applied the concept of technology use.

Three themes about technology use emerged: types of processing, organisational use and users. Among various types of technology processing, interactive and online are largely addressed in the tourism and hospitality literature. The organisational use theme explores how the competitive and strategic use of technology provides management support for organisations. There was a large amount of research focussed on direct users, such as individual characteristics, user attitudes and user behaviour. The theories of technology acceptance model and unified theory of acceptance and use of technology have been widely applied in these studies.

This paper provides a review of key issues which has been discussed in tourism research in relation to technology use. By applying the scheme developed in the IS discipline, this study provides new insights into the development of technology in tourism. In addition, it also gives us the opportunity to suggest a research agenda by identifying research gaps and future research collaboration opportunities between these two fields.

随着尖端科技在旅游和酒店业中的快速发展和应用, 我们有必要审视过去18年中科技使用的进程, 并且为未来研究确立方向。采用信息系统（IS）作为参考标杆, 本论文旨在建立围绕科技使用和旅游业的文献综述体系。

本论文采用系统文献综述法（Aguinis et al., 2018）, 共314篇文章被审阅, 以确立科技使用概念如何被研究应用。

三种有关科技使用的主题被确立：处理类型、组织使用、用户。在各种科技处理类型中, 互动性和线上的方式在大多数旅游酒店文献中被研究。组织使用主题开拓了科技的有利和策略的使用如何为组织提供管理支持。文献有很大一部分集中研究在直接用户身上, 比如用户个人特点、用户态度、用户行为。TAM和UTAUT理论在这些研究文献上被广泛使用。

本论文评论了旅游酒店业中科技使用的几个关键方面。通过借用IS领域开发的模型, 本论文对旅游业中技术开发提供新视角。此外, 本论文还指出文献缺口和未来合作机遇, 开启研究领域新篇章。

处理、用户、组织、信息系统、旅游业、技术使用

纸张类型 - 文献综述

This research aims to explore generation (Gen) Z's personal branding on social media when job seeking.

Gen Z students, in their final year of university, were interviewed about personal branding, as well as recruiters and career advisors to gain insights into the recruitment process and expectations of online personal brands. Before interviewing, Gen Z students' LinkedIn profiles were examined, and then fed into the interview process.

Using impression management theory, the findings show that Gen Z perceive online personal brands as a crucial tool to gain more advantage in job markets. A gap was found between desired and perceived selves in Gen Z's online personal brands. Strategies such as effective self-reflection, authentic communication, self-promotion processes, awareness of risks and constantly controlling digital footprints were suggested to build stronger and more coherent personal brands. Gen Z are in favour of a more dynamic, interactive, work-in-process of authentic personal brands.

This research demonstrates the importance of authentically building online personal branding strategies and tactics to bridge the divide between Gen Z's desired and perceived images in personal branding on social media when job seeking.

The purpose of this paper is to describe how dominant social practices embedded in situated report‐writing activities in an automotive discourse community in South Africa causally shape component engineers' perceptions of literacy. The study explores how the dominant practices of supervisor feedback and report acceptance causally impact on effective report‐writing perceptions during report text production.

Critical ethnography is the preferred methodology as it explores cultural orientations of local practice contexts and incorporates multiple understandings to provide a holistic understanding of the complexity of writing practices. This study focuses on data collected during two interviews and a focus group discussion with four L2 component engineers as well as the questionnaires their two L1 supervisors completed.

The engineers tended to measure or associate literacy and effective writing standards with supervisor feedback practices. These feedback practices interacted causally with the meanings or associations, the participants gave to or associated with literacy and their report‐writing competency. As a consequence, literacy was often described in terms of correct wording or terminology, grammatical correctness, spelling, sentence structures or styles in reports as determined by their supervisors during feedback practices, rather than report content, structure or technical details.

The participants constructed literacy in terms of correct language, word and spelling use and focused on linguistic errors in their report writing. They tended to perceive rhetoric and engineering discourse as separate entities rather than rhetorically constructed contextual knowledge. Language problems were usually attributed to human being inefficiencies and L1 standards rather than the individual creation of knowledge.

This paper not only impacts causally on engineering workplace writing practices but on higher education and future report‐writing practices. Digital technologies and systems will increasingly impact on report‐writing practices, what constitutes contextual knowledge and acceptable literacies as varied and different audiences define acceptable writing practices.

The paper shows that on‐the‐job writing research is limited and research that has been done often focuses on criteria for good writing as defined by experts in the field. If all workplace writing‐practice research adopts this expert view, it offers no insight and understanding into what implicitly and explicitly guides writers. Writing‐practice research also needs to focus on the voices of writers so that the influence of human social behaviour on these practices can be understood.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

This paper aims to examine how the globally mobile elite (GME) uses its capital and networks to create a perception that market-driven solutions to social problems are superior to the efforts of government and civil society.

Drawing on a number of emerging literatures, the authors introduce and develop the concept of the “perceived mobility of impact” and use the case of the “Bono effect” to illustrate how this phenomenon is enacted. The authors then employ a critical lens to challenge the consequences of this perceived mobility of impact.

Global elites use their mobility to generate network capital, which in conjunction with celebrity affinity for global humanitarian causes builds a self-reinforcing consensus and legitimizes market-driven solutions to social problems. While this approach may make the GME feel generous about their contribution, it raises questions about accountability and representation in shaping global social policy.

This paper contributes to the burgeoning literature on the GME, offering a unique critical perspective on their motives and actions, and introduces the concept of ‘perceived mobility of impact’.

Deregulation, advances in enabling technology, and aggressive competition from new suppliers, including banks, are causing more and more traditional insurance companies to revise the way in which product development is undertaken. A study of ten companies offering life insurance and ten companies offering general insurance in Britain shows that a few of them are now putting into place amended managerial systems. The marketing function is undergoing changes in responsibilities in all these companies. While most companies have key managers who have visions of how markets can be reshaped to give distinct competitive advantages, effecting such changes within existing operating constraints poses major challenges.

It is noted that new British and European legislation will make it a criminal offence for companies not to dispose of their waste products properly. Organisations, following the American example, will have to monitor the costs of waste disposal just as closely as they audit those of their products. Insurance companies are likely to be more specific in their underwriting of pollution disasters in the light of the swingeing payments doled out in the past. They will now demand the highest level of physical risk management, prevention rather than cure, involving total management commitment, the existence of which could have obviated the demise of companies in the past. Penalties for corporate pollution of the environment will be most severe and negligent directors will be singled out for punishment.

The purpose of this paper was to identify examples of management lore currently in the organizational sciences.

The authors deliberated and developed a series of examples of management lore in the organizational sciences and surveyed management practitioners concerning their beliefs in the lore hypothesized.

Pervasive beliefs that conflict with academic research exist in management practices. Although many of these ideas are commonly accepted as immutable facts, they may be based upon faulty logic, insufficient understanding of academic research, anecdotal evidence and an overdependence upon common sense. Buckley and Eder (1988) called these as examples of management lore. In this conceptual paper, we identify and discuss 12 examples of management lore that persist in day-to-day management practices. Topics we explore include personality, emotional intelligence, teams, compensation, goals, performance, work ethic, creativity and organizational citizenship behaviors.

A number of areas in which academic research gainsays what we believe to be an immutable fact.