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Citizens are substantial stakeholders in every e-government system, thus their willingness to use and ability to access the system are critical. Unequal access and information and communication technology usage, which is known as digital divide, however has been identified as one of the major obstacles to the implementation of e-government system. As digital divide inhibits citizen’s acceptance to e-government, it should be overcome despite the lack of deep theoretical understanding on this issue. This research aimed to investigate the digital divide and its direct impact on e-government system success of local governments in Indonesia as well as indirect impact through the mediation role of trust. In order to get a comprehensive understanding of digital divide, this study introduced a new type of digital divide, the innovativeness divide.

The research problems were approached by applying two-stage sequential mixed method research approach comprising of both qualitative and quantitative studies. In the first phase, an initial research model was proposed based on a literature review. Semi-structured interview with 12 users of e-government systems was then conducted to explore and enhance this initial research model. Data collected in this phase were analyzed with a two-stage content analysis approach and the initial model was then amended based on the findings. As a result, a comprehensive research model with 16 hypotheses was proposed for examination in the second phase.

In the second phase, quantitative method was applied. A questionnaire was developed based on findings in the first phase. A pilot study was conducted to refine the questionnaire, which was then distributed in a national survey resulting in 237 useable responses. Data collected in this phase were analyzed using Partial Least Square based Structural Equation Modeling.

The results of quantitative analysis confirmed 13 hypotheses. All direct influences of the variables of digital divide on e-government system success were supported. The mediating effects of trust in e-government in the relationship between capability divide and e-government system success as well as in the relationship between innovativeness divide and e-government system success were supported, but was rejected in the relationship between access divide and e-government system success. Furthermore, the results supported the moderating effects of demographic variables of age, residential place, and education.

This research has both theoretical and practical contributions. The study contributes to the developments of literature on digital divide and e-government by providing a more comprehensive framework, and also to the implementation of e-government by local governments and the improvement of e-government Readiness Index of Indonesia.

Persistent change has placed considerable pressure on organizations to keep up or fade into obscurity. Firms that remain viable, or even thrive, are staffed with decision-makers who capably steer organizations toward opportunities and away from threats. Accordingly, leadership development has never been more critical. In this chapter, the authors propose that leader development is an inherently dyadic process initiated to communicate formal and informal expectations. The authors focus on the informal component, in the form of organizational politics, as an element of leadership that is critical to employee and company success. The authors advocate that superiors represent the most salient information source for leader development, especially as it relates to political dynamics embedded in work systems. The authors discuss research associated with our conceptualization of dyadic political leader development (DPLD). Specifically, the authors develop DPLD by exploring its conceptual underpinnings as they relate to sensemaking, identity, and social learning theories. Once established, the authors provide a refined discussion of the construct, illustrating its scholarly mechanisms that better explain leader development processes and outcomes. The authors then expand research in the areas of political skill, political will, political knowledge, and political phronesis by embedding our conceptualization of DPLD into a political leadership model. The authors conclude by discussing methodological issues and avenues of future research stemming from the development of DPLD.

Little is known about what emotionally un(intelligent) CEOs really say to their close collaborators within the boardroom. Would the rhetoric content differ between an emotionally intelligent and an emotionally unintelligent CEO, especially during a crisis? This chapter aims to answer this question.

40 CEOs of large corporations were asked to deliver a verbal address to their board members in reaction to a vignette describing a critical situation for the company. Participants were provided with the Schutte self-report emotional intelligence (EI) test. The verbal content of CEOs' closed-door discourses was analyzed using Cognitive-Discursive Analysis (CDA) and, subsequently, Geometric Data Analysis (GDA).

The results revealed that CEOs with low EI tend to evoke unpleasant emotions, talk about competition, and often blame some – or all – of the board members for their (poor) actions in comparison to CEOs with high or medium EI. In contrast, CEOs with high EI tend to use terms in relation to decision or realization and appear to be more cooperative than those with lower EI and were also ready to make decisions on behalf of team.

Previous research has mainly focused on CEOs' public speeches. But the content of CEOs' speeches within the boardroom might noticeably differ from what they would say in a public address. The results of our exploratory study can serve CEOs as a basis toward improving their closed-door rhetoric during a crisis.

It would be interesting to enlarge the size of our population in order to strengthen our statistical analyses as well as explore other cultural and linguistic environments and other channels through which emotions can be expressed (e.g., human face, gesture, vocal tone).

Teams in extreme and disruptive contexts face unique challenges that can undermine coordination and decision-making. In this study, we evaluated how affective differences between team members and team process norms affected the team's decision-making effectiveness.

Teams were placed in a survival simulation where they evaluated how best to maximize the team's survival prospects given scarce resources. We incorporated multisource and multirater (i.e., team, observer, and archival) data to ascertain the impacts of affect asymmetry and team process norms on decision-making effectiveness.

Results suggest that teams with low positive affect asymmetry and low process norms generate the most effective decisions. The least effective team decision performance occurred in teams characterized by high variance in team positive affectivity (high positive affect asymmetry) and low process norms. We found no similar effect for teams with high process norms and no effect for negative affect asymmetry, however, irrespective of team process norms.

These findings support the affect infusion model and extend cognitive resource theory, by highlighting how affect infusion processes and situational constraints influence team decision-making in extreme and disruptive contexts.

Purpose: Although there has been increasing scholarly attention regarding the unethical concerns of prosocial behavior at work, scarce research has been done to conceptualize this type of compassionate behavior. To address this research gap, we identify the unethical concerns of a supervisor's compassion and address how this compassion, when combined with unethical implications, impacts subordinates' unethical behavior. Study Design/Methodology/Approach: We drew on sensemaking theory to develop a theoretical model and a four-quadrant taxonomy explaining how subordinate's interpretation of the context and supervisors' actions affected their unethical behavior through emotional responses and shared moral identity with supervisors. Findings: Our propositions suggest that subordinates' different roles in supervisors' compassionate process – the sufferer (receiver) or bystander (witness), and supervisors' unethical behavior at the domain of private or public activities impact their interpretations of meaning and shape their corresponding emotional responses, moral identity, and unethical behavior. Originality/Value: Our theoretical model contributes to a wholistic understanding of compassion at work by identifying the unethical implications of compassion appraisal. It depicts the complex process of how leaders' contradictory information shapes employees' unethical behavior. Research Limitations: The theoretical model and propositions lack the support of empirical data.

With the objective of encouraging the use of standard processes for exploring offenders' narratives two complementary procedures are discussed. One is a development of McAdams explorations with highly effective individuals, describing their life as if it were a book. This is a structured interview protocol that has been specifically produced for use with offenders, in which they describe their life as a film (LAAF). A number of studies with male and female incarcerated individuals as well as those without convictions have revealed important differences between people in how they give a free account of their past and future lives. This allows the differentiation of LAAF narratives and reveals the existence of dominant narrative forms in offenders' responses. These relate to those initially elaborated by Frye (1957) for fiction, namely tragedy, comedy, adventure and romance. The second method is the Narrative Role Questionnaire (NRQ) which elicits the inherent role that offenders saw themselves as playing during specific crimes. Completion of the NRQ by various samples reveals important differences between offences in the narratives that provide the agency for their criminal actions. The roles central to these narratives have also been found to embody distinct emotional components that maintain offending. Taken together the NRQ and the LAAF provide a framework for examining offence narratives which enables the main narratives of relevance to criminality to be identified and their implications for theory and practice to be elaborated.

Violence against women and girls (VAWG) is a global policy issue with significant social, economic and personal consequences. The burden of VAWGs is distributed unequally, with rates of gender violence significantly higher in low- to middle-income countries of the Global South. Yet the bulk of global research on gender violence is based on the experiences of urban communities in high-income English-speaking countries mainly from the Global North. This body of research typically takes the experience of women from Anglophone countries as the norm from which to theorise and frame theories and research of gender-based violence. This chapter problematises theories that the privilege women in the Global North as the empirical referents of ‘everyday violence’ (Carrington et al., 2016). At the same time, however, it is important to resist homogenising the violence experienced by women across diverse societies in the Global South as oppressed subaltern Southern. This binary discourse exaggerates the differences and obfuscates the similarities of VAWG across Northern and Southern borders and reproduces images of women in the Global South as unfortunate victims of ‘other’ cultures (Durham, 2015; Narayan, 1997). This chapter contrasts three examples, the policing of family violence in Indigenous communities in Australia; Image-based Abuse in Singapore; and the policing of gender violence in the Pacific as a way of concretising the argument.

In this chapter, we examine employee prosocial rule breaking as a response to organizations’ unfair treatment of customers. Drawing on the deontic perspective and research on third-party reactions to unfairness, we suggest employees engage in customer-directed prosocial rule breaking when they believe their organizations’ policies treat customers unfairly. Additionally, we consider employee, customer, and situational characteristics that enhance or inhibit the relationship between employees’ perceptions of organizational policy unfairness and customer-directed prosocial rule breaking.