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The study examined the applicability of TAM2 theoretical constructs of social influence and cognitive instrumental factors vis-à-vis the facilitation of perceived usefulness of electronic resources among library personnel in private universities in South-west Nigeria.

Descriptive research design of correlational type alongside the single-stage random sampling technique were used to select 212 respondents from a population size of 259 library personnel across the 21 private universities in South-west Nigeria. The instrument used to elicit data was the questionnaire. Of the 212 copies of the questionnaire administered, 181 (85.4 per cent) were found valid for analysis.

Social influence and cognitive instrumental factors significantly had relationship with and facilitated perceived usefulness of electronic resources. Similarly, the study revealed that cognitive instrumental factors are stronger facilitators of perceived usefulness of electronic resources than social influence factors among library personnel in private universities in South-west, Nigeria.

Implementation of electronic resources without ascertaining library personnel usefulness perception leads to resource underutilisation and wastage. Management of private university libraries should, therefore, take into cognisance the usefulness perception of library personnel before the implementation of electronic resources for optimum utilisation.

There is no known research endeavour within the Nigerian context that examined perceived usefulness of electronic resources among library personnel in the private university domain, using the additional theoretical constructs of TAM2 as our research model suggests. This study is, therefore, a pioneering effort towards ascertaining library personnel’s perceived usefulness of electronic resources prior acceptance and use in private university libraries.

The purpose of this study is to use an extended Unified Theory of Acceptance and Use of Technology (UTAUT) model to investigate the intention to use blockchain from the accountant's point of view. The proposed model is expected to provide the necessary incentives for accountants to adopt blockchain. The authors build external constructs based on discussions of blockchain properties for accounting such as accounting information quality, job relevance and trust. In addition, the study also considers computer self-efficacy and compatibility as factors related to practitioners’ blockchain acceptance.

By using the developed online-questionnaire, the data is collected from the responses of 317 accountants working in listed enterprises in Vietnam. The main analyzes are performed by Smart partial least squares structural equation modeling technique to present both direct and indirect effects on the intention to use blockchain.

Experimental results provide many interesting and valuable things. First, performance and effort expectancy have a positive influence on intention to use blockchain, while social influence has a lower influence. Second, trust has a direct and positive effect on effort and performance expectancy, as well as intention to use blockchain. Quite surprisingly, accounting information quality has a positive effect on performance expectancy, while job relevance has a negative effect. Fourth, computer self-efficacy and compatibility have a positive effect on effort expectancy. It is more interesting that the intention to use blockchain has nothing to do with compatibility. The results of this study also show that performance and effort expectancy play a mediating role in the indirect effects of trust, computer self-efficacy and compatibility on intention to use blockchain.

The study shows that accountants in Vietnam have a high intention to use blockchain. This implies that the Vietnamese Government and the professional association should design training programs or open training sessions on blockchain. Accountants can clearly understand the importance of blockchain in their work as well as the positive effect of blockchain on performance. They are consulted on how to use blockchain. They also perceive that using blockchain is not too difficult, and the acceptance of this technology will be higher. Additionally, universities should put triple-entry accounting into their teaching, so accounting students can improve their skills and knowledge relevant to blockchain to meet their career needs in the future.

The study proposes an extended UTAUT model with external constructs built on blockchain's effects on accounting. The model makes more sense in promoting the use of blockchain in accounting.

This study aims to identify the predictors of successful implementations of pay equity plans. Drawing on the perspective of organizational justice, this study highlights the factors that lead to the establishment of perceived fair pay for female-dominated jobs.

Qualitative data were collected from 107 respondents in a Canadian company that implemented a pay equity plan as required by the Quebec Pay Equity Act.

Justice perceptions of employees are based on: uniformity of implementation, bias suppression with respect to the right to fair pay, reliability of information on job content, relevance of job evaluation criteria, qualifications and impartiality of the pay equity committee members and the quality of employees’ representation and process transparency.

This study was conducted at a single workplace and among relatively highly educated respondents. Replicating the study may allow to verify the transferability of the results by considering workers’ demographic characteristics and organizational culture.

The study highlights the cornerstones that may guide the development of an assessment tool of the effectiveness of pay equity processes. These results will additionally help employers to circumvent difficulties which may otherwise thwart the implementation of pay equity plans.

This study highlights how employees construct their perceptions of justice in a specific context. It sheds light on the salient features of the pay equity implementation, the sources of information involved and the justice rules used. This study also highlights the specific forms of the justice rules in this context.

This study aims to develop a systematic approach for assessing local training needs in order to reskill liaison librarians for new roles in scholarly communication and research data management.

This study followed a training needs assessment approach to develop a survey instrument that was administered electronically to liaison librarians. Survey data were analysed to create an overall prioritization score used to rank local training topics in terms of need. Additional data will inform the design, including formats, of a training agenda to meet these needs.

Survey results indicated that training for research data topics should be prioritized and addressed using hands‐on methods that would allow liaison librarians to develop tangible skills directly applicable to individual outreach activities.

Training priorities often involve factors beyond the scope of this training needs assessment methodology. This methodology also presupposes a list of potential training topics. All training efforts resulting from this study will be assessed in order to determine the effectiveness of the initial interventions and inform the next steps in this iterative training agenda.

Involving potential trainees in the prioritization and development of a training agenda provides valuable information and may lead to increased receptivity to training.

This study provides a model for academic libraries to use to assess training needs in order to reskill current staff to adapt to a rapidly changing research and scholarly communication landscape.

This paper explores insights from the psychology of C.G. Jung as it relates to leadership and the management of change in organizations. It draws especially upon Jung’s archetypal interpretation of the biblical story of Job, and the relevance of this story to the modern day study of organizational life. It suggests that the transformations of consciousness represented within the story of Job are highly relevant to the ways that organizations and their leaders face chaotic, turbulent, and/or unpredictable circumstances. In particular, it describes the role of the feminine and the shadow within such situations, as forces that allow a new order to unfold during periods of intense change.

Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cultures. The purpose of this paper is to analyse if and how national power distance levels moderate different situational job characteristics’ influence on job satisfaction.

The authors refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. The empirical findings are derived using regression analyses on a sample covering 16 nations.

The results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance’s impact as well as its moderating role are strongly dependent on the culture concepts utilised. The authors provide an analysis of differences along the measurements behind the different concepts.

The authors can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance’s lack of impact or due to other factors, such as the difficulties of measuring culture. The authors discuss the differences which are due to different measurements. For ultimately confirming power distance’s moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.

The purpose of this paper is to adopt the revised and integrated technology acceptance model (TAM) and the successful model of the information system as a framework suitable for discussing factors the affecting the usage intention of e-learning for police education and training.

To attain the aforementioned objective, this study employed the questionnaire survey approach for the collection of information from Taiwan’s border police officers. A total of 277 questionnaires were completed and validated.

The results showed that the subjective norms, perceived ease of use, and perceived usefulness positively influenced the usage intention of e-learning for police education and training. Second, subjective norms, job relevance, system quality, service quality, and ease of use were found to act positively on the police’s perceived usefulness of e-learning. Lastly, system quality and service quality acted positively on the police’s perceived usefulness of e-learning.

The present study integrated TAM2 and information systems successful model into the research framework for building e-learning efficacy indicators. The good validation results obtained suggest the theoretical importance of this integrated model. The model and research findings closed the research gap especially in the application of police e-learning.

This paper aims to show how the adopted technology acceptance model (TAM) is used to measure the acceptance of internet use by naval officers in the Naval Department for the e‐government initiative in Thailand.

The study used two research methodologies for gathering data: the TAM questionnaire and interview. The TAM questionnaire was used to measure naval finance officers' perceptions on the internet and to find the relationship between the 12 external factors (independent factors) and dependent factors within the research framework of the study. The interview was used to explore internet use acceptance in a public organization, and to discover how government officers at one public organization felt about the e‐government initiative and internet usage within their organization.

The study analysis shows that the external factors influencing naval officers' perception on internet use acceptance were: prior experience, job relevance, commitment, trust, and autonomy. However, training and infrastructure problems are other important factors that can also lead to the acceptance of internet use.

The study outcome can provide useful information to help the organization improve its capacity for successfully implementing the e‐government initiative. Simultaneously, the study can also be used as a guideline for e‐government initiative implementation in other public organizations. As a result, this will lead to a successful e‐government initiative in Thailand.

Industry skills council (ISC) in Korea is at an earlier stage in terms of its formation and incubation. As a governance model similar to sector councils in Canada and UK, it still requires training and development of talents who work for ISCs. The purpose of this study is to analyze the effectiveness of training programs that are currently provided to personnel of the ISC to foster their learning systematically and to develop measures for effectiveness of the training programs.

This study evaluated the training program for the staff of the ISC secretariat as a tool to activate the councils’ main functions. In terms of methodology, we developed an effective training model to measure the training transfer and used it as an analytical framework for evaluation. Success case method was applied to identify the best case of training transfer that reinforces the role and function of ISC.

Learning transfer can help not only the transfer of the learning contents but also the role of the organization that the members belong to and strengthen the function of the ISC. By transferring the content matter of the learning, it can help strengthen the capacity of members to carry out the roles and functions of the ISC, and further strengthen the functions of the council and the role of key players in labor markets.

An effective training model for the personnel of national sectoral bodies or non-profit organization can be further investigated.

The learning transfer evaluation model for ISC staff has unique characteristics that are different from previous studies. ISC has the characteristics of public goods that are established with government support and are active in developing human resources in each industry sector.

Incubating ISC in South Korea is at an earlier stage in terms of research and policy practice. The research findings in this study lay the foundations for further empirical explorations.

When union representatives are included in government procurement procedures for contracting-out of social welfare services, organizational diversity is enhanced if the job quality parameter, as reflected in the contract, is improved. Asking how unions are treated in government procurement procedures, this paper discusses an approach to diversity management based on the inclusion of unions.

As part of a broader research project, interviews were conducted with six budget administrators and 16 occupational standards administrators employed by the Israeli ministries of Welfare, Education and Health; and with eight trade union activists. Grounded theory was applied for data analysis, revealing meanings of “trade unions” and “job quality.”

Budgeting administrators manifested diversity resistance by means of only partially supporting trade union demands to enhance job quality. Their power position enabled them to prioritize the profit imperative of service providers; the diverse labor force operating the contracted-out service were consequently denied the ostensible benefits of workplace diversity.

Unionization, and trade union participation in social welfare procurement processes, is a potentially effective path to improving job quality and enhancing workplace diversity. However, more must be done to develop the institutional-level processes that will ensure that this potential is utilized to the full.

Including trade unions in social welfare procurement processes is a potentially effective path to improving job quality and enhancing workplace diversity. However, specific actions are required to develop the willingness of budgeting administrators to recognize the association between union participation, job quality and the acknowledged benefit of promoting organizational diversity.

An institutional work perspective was used to detail how budgeting administrators involved in public procurement processes resisted diversity by undermining trade union action for job quality. By identifying three social processes deployed to side-track trade union campaigns for improved job quality, this research shows how the power struggle between budgeting administrators and union representatives ultimately undermines workplace diversity.