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This paper investigates the dynamics between state affect and trusting cognitive beliefs on post-adoptive information technology (IT) use behaviors in the form of intention to explore and deep structure usage. That state affect can influence behaviors is recognized in practice. In fact, some studies examine the impact of affective constructs, but the way state affect impacts how individuals use IT remains largely unexplored. The authors theorize that state affect, in the form of positive and negative affect, will influence trusting cognitive beliefs regarding an IT artifact (in terms of perceived helpfulness, capability and reliability) and, more importantly, directly influence intention to explore and deep structure usage.

The authors test the model using a sample of 357 IT users. Survey items were derived from established measures, and the data were analyzed using structural equation modeling.

Results of this study suggest that positive affect and negative affect impact trusting cognitive beliefs. Trusting cognitive beliefs positively impact intention to explore with an IT and deep structure usage of an IT. Even in the presence of trusting beliefs, though, positive affect directly impacts intention to explore. Positive affect and negative affect both also have various indirect, mediated effects on intention to explore and deep structure usage.

In order to maximize value from workplace IT, the results suggest managers foster an authentic, positive work environment in order to harness or redirect employees' emotional energies.

This essay is an exercise in imaginative historiography. Its purpose is to modify the boundaries between sociology, social work, and literature that have become impediments to the pursuit of socially responsible scholarship; its goal is to create an analogue in the past for a field that many revisionists wish to create in the present – a field of cultural inquiry in which knowledge is considered both cognitive and emotional, methods are imaginative, and results are meant to improve human relations. In the past I posit as a “working hypothesis” (in Mead’s sense of the term) for this field, I bring together figures, specifically Jane Addams and the nineteenth-century playwright Joanna Baillie, whose contributions to sociology and literature are being separately but not jointly recovered. I examine three key similarities that make Addams and Baillie kindred spirits: they cultivated sympathy as a way of knowing and acting, and made it the basis for social change; they preferred situational problem-solving to theory-building; they used drama for value inquiry and morality construction. Throughout, I also allude to affinities with the thought of Mead, affinities that are important for avoiding gender essentialism in this argument. I illustrate the combined use of problem-solving, sympathy and drama by linking Baillie’s plays on criminality with Addams’s and Mead’s efforts at criminal justice reform and with present-day efforts to move from an ethics of justice to an ethics of care. By bringing Baillie to Hull-House and considering how she might have contributed to the work of Addams, Mead, and their associates, I construct a precedent for transdisciplinary cultural inquiry.

Tests and analyzes a total quality management (TQM) methodology known as the mystery guest approach. The method involved the development of a research‐based approach to employee training by involving employees in the problem‐solving and strategic planning process. In this case study university student subjects were asked to participate in a focus group format which utilized the critical incidents, importance/performance analysis and planning effectiveness evaluation technique. Participants were organized to take a trip from Bowling Green, Ohio to Quebec City, Quebec with the itinerary including four major points of interest along the way and five on the return. Each point of interest was evaluated as a tourism experience for families. Findings revealed that participants developed their problem‐solving skills and improved their decision‐making abilities. It became apparent to the researchers that a research approach in training has the potential to be used in organizations to build employee loyalty, understanding and confidence.

The personality of an individual plays a vital role in the way an individual perceives organizational politics and justice in the workplace. However, there is meager research on how an individual's personality affects the perceptions of organizational politics and justice. This study endeavors to fill this gap by analyzing the mediating role of organizational politics perceptions on the relationship between Big Five personality dimensions and organizational justice by controlling various demographic variables. The study also proposes a benchmarking model that the policymakers can use to create positive organizational justice perceptions.

In this cross-sectional research, the data were collected through a multi-stage random sampling technique from 493 faculty members working in four public universities of Punjab, India. Out of 493 employees, 76.9% of the employees were assistant professors, 12.0% were associate professors and 11.2% were assistant professors. 51.5% of the employees were female, and 48.5% of the employees were male. To test the proposed hypothesized relationships, a structural equation modeling technique was used.

Results of the structural equation modeling showed that openness to experience, conscientiousness and extraversion have a negative relationship with perceptions of organizational politics. However, their relationship with perceptions of organizational justice is positive. Neuroticism has a positive relationship with perceptions of organizational politics, whereas it has a negative relationship with perceptions of organizational justice. Results also showed that high perceptions of organizational politics have a negative effect on employee's perceptions regarding organizational justice. The mediation analysis results showed that perceptions of organizational politics mediate the relationship between an individual's personality and perceptions of organizational justice.

There is a scant amount of research available that considers Big Five personality dimensions and organizational politics as the antecedents of organizational justice. Hence, the current study tries to fill this research gap by proposing a research model on antecedents and consequences of perceptions of organizational politics based on the cognitive-affective processing system (CAPS).

The purpose of this paper is to critically explore the evidence that human resource management (HRM) could contribute to the improvement of organizational and individual performance. It aims to examine the historical development of HRM and its emergence as a distinct management discipline. The evidence indicates that HRM is the product of several different traditions that range from a concern with employee welfare to the development of workplace relationships. The paper critically re‐evaluates what human performance is and assesses its contribution to organizational effectiveness. What is particularly important is the lack of empirical literature on the contribution of HRM and business performance. This paper will call for the re‐evaluation of more contemporary criteria of how people contribute to organizational performance in private, public and the emerging non‐profit making sectors.

The methodology adopted in this research uses critical literature on the contribution of human resource management performance.

The main finding of this research is the understanding of the problems of research design in measuring the contribution of HRM to develop performance in organizations.

The research presented in this paper needs to review and standardize comparative research design to confirm the performance of HRM in organizations. It compares the alternative perspectives of measuring performance in financial criteria.

This paper reviews the research between key authors for exploring the correlation between HRM and organizational performance for future research and examines the influence of human resource professional bodies.

This paper proposed an adaptation of the theory of planned behavior (TPB) model to study the factors influencing organic food purchase behavior in an emerging market. This research introduced household norms as an important factor that reflected the influence of household activities and family pressure on individuals to perform organic food purchase behaviors. The role of trust in organic food as a direct and a moderating factor was examined in the proposed framework as well.

The study proposed a model with 10 hypotheses from the literature review. The hypotheses were tested using data collected from 407 organic food customers in Hanoi, Vietnam. The partial least squares structural equation modeling (PLS-SEM) approach was used for analysis.

The results indicated that household norms played an important role influencing purchase intention and behavior. This research also showed that trust in organic food directly affected purchase intention and played a moderating role on the attitude towards organic food and purchase intention relationship. However, trust in organic food did not show moderating effects on other relationships in the model.

More context-specific reasons may be incorporated into the research model to better explain consumer purchase behaviors.

The role of household norms and its impact under TPB has not been investigated for organic food purchase behaviors, particularly in emerging markets.