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This study developed new measures of the routine and non-routine task contents of managerial, professional, technical, and clerical occupations from a workload perspective. Here, we present a comparative analysis of the workload structures of state and industrial sector employees.

Our method involves detailed descriptions of work processes and an element-wise time study. We collected and analysed data to obtain a workload structure that falls within three conceptual task categories: (i) non-routine analytic tasks, (ii) non-routine interactive tasks and (iii) routine cognitive tasks. A total of 2,312 state and industrial sector employees in Kazakhstan participated in the study. The data were collected using a proprietary web application that resembles a timesheet.

The study results are consistent with the general trend reported by previous studies: the higher the job level, the lower the occupation’s routine task content. In addition, the routine cognitive task contents of managerial, professional, technical, and clerical occupations in the industrial sector are higher than those in local governments. The work of women is also more routinary than that of men. Finally, vthe routine cognitive task contents of occupations in administrative units are higher than those of occupations in substantive units.

Our study sought to address the challenges of using the task-based approach associated with measuring tasks by introducing a new measurement framework. The main advantage of our task measures is a direct approach to assessing workloads consisting of routine tasks, which allows for an accurate estimation of potential staff reductions due to the automation of work processes.

This study proposes a collaborative federated learning (CFL) framework to address personal data transmission and retention issues for artificial intelligence (AI)-enabled video surveillance in public spaces.

This study examines specific challenges for long-term people monitoring in public spaces and defines AI-enabled video surveillance requirements. Based on the requirements, this study proposes a CFL framework to gradually adapt AI models’ knowledge while reducing personal data transmission and retention. The framework uses three different federated learning strategies to rapidly learn from different new data sources while minimizing personal data transmission and retention to a central machine.

The findings confirm that the proposed CFL framework can help minimize the use of personal data without compromising the AI model's performance. The gradual learning strategies help develop AI-enabled video surveillance that continuously adapts for long-term deployment in public spaces.

This study makes two specific contributions to advance the development of AI-enabled video surveillance in public spaces. First, it examines specific challenges for long-term people monitoring in public spaces and defines AI-enabled video surveillance requirements. Second, it proposes a CFL framework to minimize data transmission and retention for AI-enabled video surveillance. The study provides comprehensive experimental results to evaluate the effectiveness of the proposed framework in the context of facial expression recognition (FER) which involves large-scale datasets.

The main objective of the study was to understand the impact of intrinsic and extrinsic motivation on productivity at two different times: before and after the pandemic era, among middle and top-level professionals across India.

The study has adopted a shortitudinal approach. The data were collected two times from the same respondents: before the pandemic (T1) and after the pandemic (T2) following the convenience sampling. At T1, we received responses from 321 respondents. At T2, we received only 203 responses while contacting the same respondents. Thus, the final sample size was only 203 respondents.

The results revealed that in the pre-pandemic times, both intrinsic and extrinsic motivation impacted the productivity of middle and top-level professionals. Further, the study also revealed that only intrinsic motivation impacted productivity after the pandemic. Moreover, generational cohorts (pre-liberalization, early-liberalization and rapid growth generations) moderated the relationship between intrinsic and extrinsic motivation and Productivity at T1 and T2.

Woven in the multiple theories, the study has some practical and theoretical nuances. The intrinsic and extrinsic motivations were rooted in the self-determination theory. The results also supported that extrinsic reward cannot increase intrinsic motivation in difficult times, and only intrinsic motivation is constant at all times, contributing to productivity. The HR department should understand the importance of intrinsic motivation and design employee benefits and policies.

The results also supported that extrinsic reward cannot increase intrinsic motivation in difficult times, and only intrinsic motivation is constant at all times, contributing to productivity. The HR department should understand the importance of intrinsic motivation and design employee benefits and policies.

Following the generational view, the study added that different generation reacts differently to the turbulent times.

Drawing on the paradox perspective and the Job Demands-Resources Model (JD-R), we investigate how paradoxical leadership behavior (PLB) affects employee adaptive performance.

Conducted a multi-wave field study with a sample of 64 leaders and 224 subordinates (study 1), and a quasi-experiment involving 156 participants (study 2). The collected data were analyzed using ANOVA and HLM techniques.

Both studies reveal that (1) PLB exhibits a positive association with employee adaptive performance, (2) employee paradox mindset and role stress partly mediated the relationship between PLB and employee adaptive performance, (3) the indirect effects of PLB on employee adaptive performance through employee paradox mindset and role stress are moderated by employee gender-role identity (GRI).

This research developed a moderated mediation model to examine the potential impact of PLB on employee adaptive performance, which contributes to the literature by integrating the paradox perspective and emphasizing the effectiveness of combining “top-down” and “bottom-up” leadership approaches. Moreover, we elucidate the underlying mechanisms through which PLB facilitates employees in effectively managing work role tensions to enhance adaptive performance Finally, this study also extends the investigation of the contextual efficacy of PLB by incorporating GRI as a moderator.

This study aims to develop a Workplace Islamic Da’wah (WID) scale, which measures the extent to which an organization incorporates the sharing of religious teachings at work through words and artifacts. WID is theoretically grounded in religious communication theory and is intended for use in organizational settings.

A sequential mixed methods approach was used to develop a scale of WID. Qualitative data were organized into constructs and items using transcendental phenomenology. These items were then refined into a multidimensional construct through expert validity, face validity, exploratory factor analysis and confirmatory factor analysis.

The research findings confirm the validity and reliability of WID as a multidimensional construct, comprising compulsive da’wah, objectics da’wah and impulsive da’wah.

This study provides implications for survey researchers interested in developing a scale using mixed methods and for practitioners who can use these findings to streamline their efforts in planning and implementing an Islamic da’wah-based model.

To the best of the authors’ knowledge, this study is the first of its kind, presenting the operationalization of WID that can be used for future empirical research endeavors in this and related fields.

Research indicates that inconsistent gender norm presentations are met with backlash, which is particularly damaging to women. With social media use in selection rising, it is important to understand if this remains consistent for job applicants on social media.

In two experiments, this study investigates hiring managers' reactions to job applicant (in)consistent gender norm-based communication on Facebook (n = 197) and YouTube (n = 203). Participants located in the United States were asked to review social media materials, reported perceptions of task and social attraction, and make hiring recommendations.

Inconsistent with work on backlash in face-to-face settings, results demonstrated that masculine communication styles on social media may be detrimental to job seekers, and this was more pronounced for male job seekers. Feminine presentation styles had more favorable results.

The findings challenge the long-held understanding that men have more leeway to behave in agentic ways in job seeking contexts. While this may remain true in face-to-face settings, these findings suggest that social media, lacking media richness, may be a context in which males experience backlash for agentic behavior.

The research offers a novel perspective investigating traditional gender expectations in the digital realm, paving the way for a more comprehensive understanding of gender in employment contexts. This study contributes to the growing body of research on online behavior and expands understanding of how hiring managers react to gender norms in the era of social media.

This study explores the viability of incorporating more expensive organic wheat flour into speciality bakery products, which are of superior quality, thus justifying the higher cost. As consumers may be reluctant to purchase organic speciality baked goods due to unfavorable taste associations with organic foods, particularly those consumed as a treat or for pleasure, this study investigates the impact of providing taste assurances and origin information on consumer acceptance and WTP for organic speciality bakery products.

Using data from an online survey of US consumers, random parameter logit models were estimated and willingness-to-pay (WTP) values were calculated.

Study results show that the use of more expensive organic flour is justified for speciality bakery products when favorable taste assurances are provided or for consumers who value organic foods. Freshness indictors were only important in the case of speciality breads, but not for other products. Finally, improving consumer awareness of organic labeling standards does not significantly impact their organic product preferences or taste perceptions.

This analysis aims to identify the product information likely to increase the consumption of organic speciality bakery/pastry products and thus support the incorporation of organic wheat flour into these higher-value products.

While previous choice experiment studies have extensively examined consumer preferences for organic products, few have evaluated the impact of providing taste and freshness indicators, particularly in the context of vice goods. This study examines the impact of providing taste and freshness indicators on consumer acceptance and WTP for various organic speciality bakery/pastry products in stated choice experiments, where consumers to not have the option to taste the product. Specifically, we examine if taste and freshness assurances reduce potential negative organic product taste biases.

This study aims to provide a nuanced understanding of the relationship between task-technology fit and employee innovative behavior, as well as the role of creative self-expectations.

Hierarchical regression analysis was used to test the proposed multilevel model on a sample of 407 employees working in Chinese companies.

Task-technology fit stimulates employee innovative behavior through the regulation of creative self-expectations and positive emotions. When creative self-expectations is low, the promoting effect of task-technology fit on innovative behavior is enhanced. However, when creative self-expectations is too high, this effect is reversed due to employees’ preference for challenging and complex work.

In the process of enterprise digital transformation, managers should not only focus on the alignment between employees' skills and individual task expectations, but also pay attention to employees' emotions and individual trait differences, to enhance the likelihood of innovative behavior occurrence and achieve successful enterprise digital transformation.

This study enriches the research on task-technology fit and provides recommendations for organizations to achieve digital transformation.

The relationship between variation in time perspectives and collaborative performance is scarcely explored, and even less is known about the respective mechanisms that lead to varying task performance. Thus, we aim to further the literature on time perspectives and collaborative performance, shedding light on the underlying behavioral patterns.

We report a quasi-experiment analyzing the impact of past, present and future orientation variation in dyads (N = 76) on their quantitative and qualitative performance when confronted with a simple incentivized creative task with constraints. Subsequently, we offer a qualitative analysis of comments given by the participants after the task on the collaboration.

Results indicate that a dyad's elevation of past orientation and diversity in future orientation negatively affect collaborative performance. At the same time, there is a positive effect of elevation of future orientation. The positive effect is driven by clear communication and agreement during the task, while the negative effect arises from work sharing and complementation.

This study provides insights for organizations on composing individuals regarding their temporal focus for collaborative tasks that should be executed rapidly and require creative solutions.

Our study distinguishes by considering the composition of past, present and future time perspectives in dyads and focuses on a creative task setting. Moreover, we explore the mechanisms in the dyads with a substantial elevation of/diversity in future orientation, leading to their stronger/weaker performance.

This study attempts to examine the factors that influence user intention to adopt e-procurement in the Nigerian public sector.

A well-structured questionnaire was used to collect primary data from 278 procurement and information technology (IT) departments’ officials of key federal government ministries and agencies. The technology acceptance model (TAM) model was adopted and extended with security-related factors, namely perceived trust and perceived security. A partial least squares-structural equation modelling (PLS-SEM) approach was used to test and validate the model.

The results indicated that perceived usefulness is the best predictor of users’ intention to adopt e-procurement, followed by perceived security and perceived trust. In contrast, however, perceived ease of use was found to have a significant negative effect on the intention to adopt e-procurement.

This study is among the first in the Nigerian public sector context to evaluate users’ perceptions on e-procurement adoption with the use of a distinctive research model (TAM). The study's findings contribute to a better understanding of the factors influencing the adoption of e-procurement in the Nigerian public sector.