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This study aims to explore consumers’ motivations in the adoption of either print or digital forms of media, given the fluctuation of trends and attitudes in magazine consumption in the USA. This paper utilizes cognitive lock-in and the power law of practice to further the understanding of digital adoption through an interdisciplinary lens.

In this study, initially, five focus group sessions, including 53 qualifying non-student participants randomly placed into groups of 10 or 11, were held. Next, a 2 × 2 between-subjects quasi-experiment, using 163 undergraduate students at a large public university, was conducted.

The findings show that although the digital medium is considered less expensive, more convenient and more environmentally friendly, the print medium is regarded as more familiar, personal and visual. Further, whether the media type is a book or a magazine, consumers report higher perceived value, hedonic value and attitude toward print versus digital media.

The potential to digitally attract and lock-in consumers in the media industry has immense implications. Individuals consume media because of fashion marketing, personal space and advertisements, among other reasons.

This paper contributes to existing research by uncovering qualitative and quantitative insights into media consumption through a multilayered analysis of focus group participants and a quantitative experiment. The findings indicate that both the power law of practice theory and cognitive lock-in are plausible explanations for the choice of print over digital media format.

The purpose of this chapter is to describe the climate and practice of undergraduate research in selected Science and Engineering departments at Southern University and A&M College in Baton Rouge (SUBR), Louisiana, from 1994 to 2014. We briefly recall the long tradition of undergraduate research participation and the accompanying mentoring at SUBR. The establishment of the Timbuktu Academy in 1990–1991, with funding from the National Science Foundation (NSF), followed two years of review of the literature in teaching, mentoring, and learning. The paradigm and Ten Strand Systemic Mentoring model of the Academy, with a major funding by the Department of the Navy, Office of Naval Research (ONR), have sustained a research-based and practice-verified creation of a highly supportive and challenging research eco-system for selected science, technology, engineering, and mathematics (STEM) undergraduate scholars, one that integrates seamlessly education and research.

This paper aims to present a detailed description of Tukuchiy, a framework to dynamically generate adapted user interfaces. Tukuchiy is based on Runa-Kamachiy, a conceptual integration model that combines human–computer interaction (HCI) standards to create user interfaces with user-centered concepts usually addressed by adaptation.

The first step was the definition of three profiles: user, context and interface. These profiles contain information, such as user disabilities, location characteristics (e.g. illumination) and preferences (e.g. interface color or type of system help). The next step is to define the rules that ensure usability for different users. All of this information is used to create the Tukuchiy framework, which generates dynamic user interfaces, based on the specified rules. The last step is the validation through a prototype called Idukay. This prototype uses Tukuchiy to provide e-learning services. The functionality and usability of the system was evaluated by five experts.

To validate the approach, a prototype of Tukuchiy, called Idukay, was created. Idukay was evaluated by experts in education, computing and HCI, who based their evaluation in the system usability scale (SUS), a standard usability test. According to them, the prototype complies with the usability criteria addressed by Tukuchiy.

This work was tested in an academic environment and was validated by different experts. Further tests in a production environment are required to fully validate the approach.

Tukuchiy generates adapted user interfaces based on user and context profiles. Tukuchiy uses HCI standards to ensure usability of interfaces that dynamically change during execution time. The interfaces generated by Tukuchiy adapt to context, functionality, disabilities (e.g. color blindness) and preferences (usage and presentation) of the user. Tukuchiy enforces specific HCI standards for color utilization, button size and grouping, etc., during execution.

As companies extend supply chains via direct delivery to consumers, supply chain efficiency depends upon the usability of the online ordering system. The purpose of this paper is to focus on customer order cycle efficiency gains through the “learnability” of web sites.

The paper analyzes empirical data using nonlinear regression from seven firms and over 4,000 customers to examine how order time – an important performance metric – changes within an online grocery ordering environment.

The evidence supports various forms of power‐law learning for web‐based ordering (i.e. the first few orders involve substantial learning). However, significant differences exist between web sites, and a portion of the ordering time may be irreducible.

The research lends insight into how web sites influence last‐mile supply chain efficiency via differing learning rates in the order cycle. Perceptual measures were used in order to assess customer beliefs.

Online order entry serves as the starting point for many supply chain actions. Managers can use this research to benchmark their web site performance and subsequently take action to improve the efficiency and service of their supply chain.

The empirically validated model allows researchers and web‐based businesses to utilize the provided learning rate measure as an ease of use performance metric.

The purpose of this paper is to first, synthesize employee characteristics that have been shown to help expatriate adjustment into best practices that can aid in expatriate selection. Second, the authors aim to identify training design variables that can be implemented to not only increase learning and expatriate adjustment, but also to maximize the benefits of employee characteristics. Finally, the authors point out environmental factors that are often overlooked, but yet important influencing forces of expatriate adjustment.

PsychINFO was searched using variations of the following terms: expatriate selection and expatriate training. For the selection criteria, the authors selected articles in which cross-cultural adjustment, expatriate performance, or learning was the dependent variable. Reference sections of these articles were then cross-referenced for additional support. Authors then double-coded every article independently to record variables, study methodology, and research results.

The authors have identified cultural intelligence, learning orientation, technical KSAO's, and language skills to be the most significant antecedents of expatriate adjustment. Furthermore, the authors have found environmental factors (i.e. organizational, family, and interpersonal support) to play a crucial role in the adjustment process. The authors have also identified training factors (i.e. content, process, and elements) to be crucial, and the authors propose how these design variables further facilitate learning and adjustment.

This manuscript contributes to the extant expatriate adjustment literature by providing a new, integrative framework. While the individual variables explored within the paper have been examined in past research, this manuscript is the first to offer a framework which integrates them to shape future research.

Weak organizational actors can overcome the consequences of their dependence by securing the control of valuable resources or by embedding dependence relationships into social networks. While these strategies may not eliminate the underlying dependence, they can curtail the ability or the willingness of the stronger party to use power. Embedding strategies, however, can also have unintended consequences. Because the network structures that confer power to the weak are inherently more stable, they can persist beyond the point of being beneficial, trapping weak actors into unsuitable network structures. The power of the weak can thus become the weakness of the strong.

The discussion about public sector performance is still present today, despite the profound research that has already tried to address this subject. Furthermore, theory links negative effects on organizational performance with increased levels of organizational complexity. However, literature thus far did not succeed to put forward a successful theory that explains why and how public organizations became increasingly complex. To answer this question, we argue that increased organizational complexity can be explained by viewing public organizations as the hybrid result of different institutional logics, which are shaped by various management views. However, former research mainly concentrated on the separate study of management views such as traditional public management (TPM), NPM, and post-NPM. Although appealing, research that approaches hybridity from this perspective is fairly limited.

We conducted a literature review in which we studied 80 articles about traditional public management, NPM, and post-NPM.

We found that these management views essentially differ on the base of three fault lines, depending on the level of the organizational culture. These fault lines, according to the management view, together result in nine dimensions. By combing dimensions of the different management views, we argue that a public organization becomes hybrid. Furthermore, in line with findings of contingency theory, we explain the level of hybridity might depend on the level of tight coupling for a given organization. Finally, we developed propositions that explain hybridity as the result of isomorphic forces, organizational change, and organizational resistance to change and that link hybridization with processes of selective coupling.

The value of this chapter lies in its real-life applicability.

Organizational cultures that facilitate collaboration are valuable, but little is known about how to create them. The authors investigate the microfoundations of this problem using computational models of dyadic coupled learning. The authors find that merely altering initial beliefs about the consequence of actions (without altering the consequences themselves) can under some conditions create cultures that promote collaboration. The results of this study show why the right initial “framing” of a situation – established for instance through persuasive rhetoric, an inspiring vision, or careful recruitment choices – may under the right conditions be self-reinforcing, instead of becoming empty symbolism.

Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or proficiency in each phase of training. For example, training courses impose entrance and graduation criteria, and awards are given for excellence in military performance. Frequently, training devices, training media, and training evaluators or observers also directly support the need to diagnose performance strengths and weaknesses. Training measures may be used as indices of performance, and to indicate the need for additional or remedial training.