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The authors’ understanding of the Internet of things (IoT) skills and needs satisfaction for IoT devices and generational cohorts' variations remains limited as commentaries are often oversimplified and generalized. This research fills a gap in the literature by highlighting the dynamics between the IoT skills and needs satisfaction for IoT devices and seeks to expound on the variations among generational cohorts using the self-determination theory.

Survey data were obtained from 1,245 residents and IoT device users in Aksaray, Turkey. The obtained data were analyzed with variance-based structural equation modeling and the analysis of variance technique.

The results demonstrate that IoT skills determine the needs satisfaction for IoT devices. Generation Xers, Generation Yers and Generation Zers are distinct cohorts with respect to the IoT skills and needs satisfaction for IoT devices.

Collectively, this study provides empirical evidence that informs the debate about the contributions of IoT skills and generational cohorts on needs satisfaction for IoT devices. The implications and several avenues for future theory-building research are discussed.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-04-2020-0144

The paper explores the relationship between organizational strategies and human resource management strategies. Data was collected from owners or top managers and managers in charge of human resource issues of 100 small and medium sized companies operating in Turkey. Human resource strategies were analyzed on a unipolar dimension ranging from internal orientation to external orientation. An instrument was developed to measure Human resource practices based on human resource functions. Organizational strategy was measured using an instrument developed by Zajac and Shortell (1989) based on Miles and Snow’s (1978; 1987) typology. The study revealed that prospector organizations were more likely to have an externally oriented human resource approach. A general external orientation in human resources is reflected in the recruitment, retention, and performance management functions of the organizations.