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The purpose of this paper is to investigate enterprise social media systems and quantified gender and status influences on emotional content presented in these systems.

Internal social media messages were collected from a global software company running an enterprise social media system. An indirect observatory test using Berlo’s “source–message–channel–receiver” model served as a framework to evaluate sender, message, channel and receiver for each text. These texts were categorized by gender and status using text analytics with SAP SA to produce sentiment indications.

Results reveal women use positive language 2.1 times more than men. Senior managers express positive language 1.7 times more than non-managers, and feeling rules affect all genders and statuses, but not necessarily as predicted by theory. Other findings show that public messages contained less emotional content, and women expressed more positivity to lower status colleagues. Men expressed more positivity to those in higher positions. Many gender and status stereotypes found in face-to-face studies are also present in digital enterprise social networks.

Limitations include generalizability: all data were collected from a single enterprise social media system.

Managers establishing codes of conduct for social media use will find this research useful, particularly when promoting awareness of emotional expressiveness in online venues with subordinate colleagues.

This study offers a behavioral measurement approach free from validity issues found in self-reported surveys, direct observations and interviews. The collected data offered new perspectives on existing social theories within a new environment of computerized, enterprise social media.

This paper seeks to present an innovative scale that sheds light on the ways in which intentions to share explicit and tacit knowledge impact actual knowledge‐sharing behavior.

Survey data were collected from a total of 278 hi‐tech workers. Structural equation modeling (SEM) was used to assess the research model.

SEM shows that the intention to share explicit knowledge influences explicit knowledge‐sharing behavior to an equal extent both directly and indirectly. By contrast tacit knowledge‐sharing behavior is influenced directly to a greater extent by the intention to share tacit knowledge and less indirectly by the intention to share explicit knowledge.

The study provides a potential tool that may be applied by managers for the purpose of measuring explicit and tacit knowledge‐sharing intention and behavior. Its limitations are due to the limited socio‐economic and geographic variability of the companies and people that were studied, which may need further studies to substantiate.

Whereas there is a consensus as to the need for and the benefits of sharing knowledge, there are no tools for measuring the roots of sharing behavior. The scale presented here captures the underlying intention, measures it, and assesses the resulting behavior.

The aim of this study is to present and examine an innovative model of knowledge sharing and knowledge acquisition that enables learning in trade shows.

A social exchange perspective was adopted to examine the inter‐firm relationships between customers and suppliers. These participants are looking for ways to increase respective adaptations. Data were collected from 654 respondents, half of whom were customers and half suppliers from five technology trade shows.

A major finding is that knowledge sharing plays a significant role in trade shows, despite the hasty, flowing and highly dynamic nature of these events. It is the core process which fosters learning of both customers and suppliers

The study is a first analysis into the knowledge‐sharing aspects of trade shows, and it is limited in the sense that learning, which is a prolonged process, should be investigated in more depth over time. Immediate implications could be the formation of an enhanced attitude of sharing specific and adaptation‐oriented information within the participants.

Although trade shows are routinely utilized, the mechanisms of knowledge sharing and the resulting learning that occur within the trade shows were not methodologically explored. The paper is trying to look at trade shows in a fresh way and to view them as an important source for creating learning and continuous processes with external sources, both suppliers and customers.

This study seeks to examine antecedents of perception of trust as a foundation for extra‐role behaviour in the public sector non‐profit organisations.

A total of 1,600 questionnaires were distributed and 329 questionnaires were returned from five different non‐profit local government authorities in Australia.

It was found that perceptions of trust in management, psychological support, management values and rewards were strong antecedents of employee perceptions, which in turn were positively correlated with employee extra‐role behaviour. Employee participation in decision making and contributions from autonomous employees were strong indicators of extra‐role behaviour, whereas intrinsic job motivation and the sharing of knowledge were found to be weaker indicators of discretionary extra‐role behaviour.

The study was based on the voluntary response of employees of five independent local government authorities in Australia. Thus findings in other geographical or cultural locations may be significantly different. Beyond the questionnaire findings, the relevance to private non‐profit organisations needs to be studied empirically.

The research makes a significant contribution to management of governmental public sector non‐profit organisations which face continuous pressure to develop strategies and embrace management practices that ensure organisational effectiveness.

The findings highlight the important factors that lead to employee perceptions about trust which can lead to discretionary employee efforts in public sector organisations that have great similarity to non‐profit organisations.

The purpose of this study is to introduce new tools to develop a more precise and focused bibliometric analysis on the field of digitalization in healthcare management. Furthermore, this study aims to provide an overview of the existing resources in healthcare management and education and other developing interdisciplinary fields.

This work uses bibliometric analysis to conduct a comprehensive review to map the use of the unified theory of acceptance and use of technology (UTAUT) and the unified theory of acceptance and use of technology 2 (UTAUT2) research models in healthcare academic studies. Bibliometric studies are considered an important tool to evaluate research studies and to gain a comprehensive view of the state of the art.

Although UTAUT dates to 2003, our bibliometric analysis reveals that only since 2016 has the model, together with UTAUT2 (2012), had relevant application in the literature. Nonetheless, studies have shown that UTAUT and UTAUT2 are particularly suitable for understanding the reasons that underlie the adoption and non-adoption choices of eHealth services. Further, this study highlights the lack of a multidisciplinary approach in the implementation of eHealth services. Equally significant is the fact that many studies have focused on the acceptance and the adoption of eHealth services by end users, whereas very few have focused on the level of acceptance of healthcare professionals.

To the best of the authors’ knowledge, this is the first study to conduct a bibliometric analysis of technology acceptance and adoption by using advanced tools that were conceived specifically for this purpose. In addition, the examination was not limited to a certain era and aimed to give a worldwide overview of eHealth service acceptance and adoption.

Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employee, sustaining a suggestion scheme is still a challenge. Employee suggestion schemes have been studied from many perspectives to illustrate its objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to the success and failures of the suggestion schemes. The purpose of this paper is to explore the factors to assess the sustainability of a suggestion system.

This paper thus explores the critical success factors of suggestion scheme through a literature review and filters the critical determinants for sustainability of suggestion using factor analysis. The data collection was done using a survey technique.

The results identity the five major factors as determinants to sustainability of a suggestion system as reported in the paper.

This paper has made an attempt to explore the determinants to assess the sustainability of a suggestion system and has contributed toward the new knowledge in terms of sustainability of a suggestion system.

Employee suggestion scheme (ESS) have existed for many years and many articles have been published over the past decades. They have been studied from many perspectives to illustrate their objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to success and failures of the suggestion schemes. Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employees, sustaining a suggestion scheme is still a challenge. The purpose of this paper is to extract the critical success factors and critical success criteria to the suggestion scheme and to discuss the importance of these factors on sustainability of suggestion system. This is a literature review paper.

This is a literature review paper. The research used the university library to search for the relevant material. The university has an access for 25,000 journals. As the university had the subscription to main databases such as EBASCO, SCIENCE DIRECT, EMERALD, Google Scholar and WILEY, a search was performed on these databases using the key terms. The keywords used in the searches included: Suggestion System, Suggestion Scheme, Employee Participation, Employee Involvement, Innovation, Employee Creativity and Ideas Management. The Google Scholar citation tab was also searched further to identify any related articles. The citations of resulting articles were scrutinized further for further clues.

This paper identifies 23 critical success factors and 9 critical success criteria for suggestion schemes. It also discusses the interconnection between the critical success factors and the critical success criteria. Further, the frequency of each of the factors is also presented. It recognizes the lack of work on the assessment framework for sustainability of a suggestion scheme.

This paper should be of value to practitioners of suggestion schemes and to academics who are interested in knowing how this program has evolved and where it is today and what future it holds. It offers practical help to an individual starting out on research on the sustainability of suggestion schemes.

The paper attempts to put together many factors discussed in the literature and proposed a definition to define the sustainability of the suggestion system and categorized them as critical success factors and critical success criteria.