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Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employee, sustaining a suggestion scheme is still a challenge. Employee suggestion schemes have been studied from many perspectives to illustrate its objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to the success and failures of the suggestion schemes. The purpose of this paper is to explore the factors to assess the sustainability of a suggestion system.

This paper thus explores the critical success factors of suggestion scheme through a literature review and filters the critical determinants for sustainability of suggestion using factor analysis. The data collection was done using a survey technique.

The results identity the five major factors as determinants to sustainability of a suggestion system as reported in the paper.

This paper has made an attempt to explore the determinants to assess the sustainability of a suggestion system and has contributed toward the new knowledge in terms of sustainability of a suggestion system.

Customer suggestions offer valuable insights to companies, and suggestion sharing is a form of engagement that strengthens customers’ relationships with firms. Yet research to date has neglected to explicitly study the antecedents of direct-to-firm consumer suggestion sharing or to adequately characterize the behavior. This paper aims to address this deficiency.

The research draws on two surveys using three different elicitation techniques – critical incident, direct reporting and scenario response. Inductive content analysis of consumer responses is used to derive exploratory insights regarding the range of factors that motivate and inhibit consumer suggestion sharing, with an emphasis on consumer service-related contexts.

Potential self, other and firm benefits motivate suggestion sharing, whereas a host of factors, including the effort involved, a lack of perceived firm efficacy and unpleasant sharing contexts inhibit it. The findings reveal a rich portrait of antecedents that illustrates how direct-to-firm suggestion-sharing behavior combines elements of customer citizenship behavior, customer complaint behavior and online community idea sharing.

The research relies upon reporting by US students and consumers.

Service firms hoping to avail themselves of customers’ desire to contribute to their and their customers’ betterment must understand and manage the tripartite nature of consumer suggestion sharing evinced by the antecedents revealed.

To the best of the author’s knowledge, this research offers the first description of the range of factors that motivate and inhibit direct-to-firm consumer suggestion sharing. As such, it provides a theoretical foundation upon which future consumer suggestion-sharing research can build.

Quality figures large in the lexicon of today′s management. And so it should. For many, however, the use of buzzwords such as “commitment to quality” can suggest a case of all form and no content. Suggestion schemes, properly constituted and managed, offer real opportunities to achieve employee involvement and empowerment, key elements of quality management. Rewards need not be large, but the benefits in terms of motivation and increased employee morale can be considerable. Offers a model scheme for consideration, adapted from the commercial sector in both the United Kingdom and South Africa; it is suggested for use in the library and information sector.

Consumers who share their suggestions with firms contribute valuable knowledge and both exhibit and reinforce positive customer engagement. Yet, the motivational antecedents of direct-to-firm customer suggestion sharing remain understudied. This study aims to investigate how potential self, other customer and firm benefits motivate consumer suggestion sharing.

A critical incident pretest explores the domain and establishes ecological validity. Two scenario-based experimental studies test the proposed relationships in distinct service contexts.

Results support a prosocial (helpful) view of suggestion sharing – potential benefits to other customers motivate suggestion sharing. Potential benefits for the firm play two roles, namely, they indirectly motivate suggestion sharing by increasing consumers’ perceived outcome expectancy, illustrating a pragmatic mechanism, and they directly motivate suggestion sharing when service quality is high, illustrating a conditional, reciprocity-driven mechanism. When service quality is low, consumers are less likely to share firm-benefitting suggestions and more likely to share non-beneficial suggestions, highlighting a potential low service quality “trap” in which firms can become stuck.

Future research is needed to study the antecedents of attitude toward suggestion sharing and the effect of relationship strength on suggestion sharing.

Managerially, multiple paths are identified by which firms can motivate suggestion sharing. The low-service quality “trap” indicates that low-service quality firms should not rely on, and should perhaps even ignore, customer suggestions as a tool for improving their offerings.

By experimentally investigating the motivational antecedents of direct-to-firm consumer suggestion sharing, this paper fills a gap in extant research and provides a foundation upon which future suggestion sharing research can build.

The employees in an organisation are its eyes and ears, and their willingness to contribute with observations is essential to the internal information sharing. Literature suggests that an information system (IS) that is not used must be redesigned to suit the users. This article argues that malfunctioning IS might be understood from a management control perspective, i.e. that the employees rather choose to engage in other duties than documenting and retrieving information from an existing IS. They perceive such ditties as more valuable to them and to the organisation, which results in low utilisation of the systems. Managerial interventions can, however, stimulate data entry and asynchronous communication between individuals by manifesting that information sharing is an important organisational issue through agreement on objectives, performance monitoring and evaluation, feedback mechanisms and analysis and action plans.

The purpose of this paper is to assess the employee suggestion scheme of three organizations based in the United Arab Emirates. A framework that consists of five sustainability factors identified based on an empirical study has been applied. The sustainability factors identified through this study include leadership and organizational environment, system capability, system effectiveness, organizational encouragement and system barrier. The paper draws conclusions about the key practices necessary to foster sustainability of the employee suggestion system. The paper then presents a final framework that the organizations can apply to assess their suggestion schemes and to develop potential change strategies. The study findings reveal the importance of five factors, and with more cases, future research can be conducted to identify further practices relevant to specific industry. More levels of maturity for sustainability suggestion system could also be defined with future research.

The assessment framework was developed drawing on a thorough review of the literature and data collected and analyzed using various statistical tools. The developed assessment framework was validated using case study method. Semi-structured interviews were used to elicit relevant information during the case study.

An assessment framework comprising five major factors for sustainability of suggestion scheme of has been presented. The five factors include: leadership and work environment, system capability, system effectiveness, organizational encouragement and system barriers. Sustainability of a suggestion system can be understood as a three-stage model comprising three stages: the initial stage, the developmental stage and the advanced stage. The key practices associated for each of these stages are discussed in detail.

The framework has taken into consideration the critical success factors, and critical success factors emerged from the literature review conducted for this study. The framework therefore could be further refined by conducting more case studies and can propose maturity levels.

The paper has developed a framework that can be used to assess the sustainability of the suggestion scheme in an organization. This model has been applied to assess the individual schemes and draw upon potential change strategies.

Employee suggestion scheme (ESS) have existed for many years and many articles have been published over the past decades. They have been studied from many perspectives to illustrate their objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to success and failures of the suggestion schemes. Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employees, sustaining a suggestion scheme is still a challenge. The purpose of this paper is to extract the critical success factors and critical success criteria to the suggestion scheme and to discuss the importance of these factors on sustainability of suggestion system. This is a literature review paper.

This is a literature review paper. The research used the university library to search for the relevant material. The university has an access for 25,000 journals. As the university had the subscription to main databases such as EBASCO, SCIENCE DIRECT, EMERALD, Google Scholar and WILEY, a search was performed on these databases using the key terms. The keywords used in the searches included: Suggestion System, Suggestion Scheme, Employee Participation, Employee Involvement, Innovation, Employee Creativity and Ideas Management. The Google Scholar citation tab was also searched further to identify any related articles. The citations of resulting articles were scrutinized further for further clues.

This paper identifies 23 critical success factors and 9 critical success criteria for suggestion schemes. It also discusses the interconnection between the critical success factors and the critical success criteria. Further, the frequency of each of the factors is also presented. It recognizes the lack of work on the assessment framework for sustainability of a suggestion scheme.

This paper should be of value to practitioners of suggestion schemes and to academics who are interested in knowing how this program has evolved and where it is today and what future it holds. It offers practical help to an individual starting out on research on the sustainability of suggestion schemes.

The paper attempts to put together many factors discussed in the literature and proposed a definition to define the sustainability of the suggestion system and categorized them as critical success factors and critical success criteria.

The purpose of this paper is to explore the potential of applying the Dewey Decimal Classification (DDC) as an established knowledge organization system (KOS) for enhancing social tagging, with the ultimate purpose of improving subject indexing and information retrieval.

Over 11,000 Intute metadata records in politics were used. Totally, 28 politics students were each given four tasks, in which a total of 60 resources were tagged in two different configurations, one with uncontrolled social tags only and another with uncontrolled social tags as well as suggestions from a controlled vocabulary. The controlled vocabulary was DDC comprising also mappings from the Library of Congress Subject Headings.

The results demonstrate the importance of controlled vocabulary suggestions for indexing and retrieval: to help produce ideas of which tags to use, to make it easier to find focus for the tagging, to ensure consistency and to increase the number of access points in retrieval. The value and usefulness of the suggestions proved to be dependent on the quality of the suggestions, both as to conceptual relevance to the user and as to appropriateness of the terminology.

No research has investigated the enhancement of social tagging with suggestions from the DDC, an established KOS, in a user trial, comparing social tagging only and social tagging enhanced with the suggestions. This paper is a final reflection on all aspects of the study.

Suggestion systems have always been used as the means of continuous development and co-creating values among the employees of organizations. On the other hand, the co-creation has been introduced as a solution to co-create values between companies and customers. Since a simultaneous study on setting up suggestion systems and co-creation among employees and customers have been ignored so far, the purpose of this paper, focussing on the combination of two strategies of suggestion systems (generally more effective among the employees of organizations) and co-creation (studied so far merely the scope of customers), is to evaluate variables leading to intention to use, improvement in understanding the concept of justice, and positive word-of-mouth.

Two between-subjects experiments were carried out to explore the interactional role of co-creation, reward, and time in efficiency of suggestion systems. The first study which was carried out among customers analyzed the effect of setting up suggestion systems along with co-creation on the amount of their intention to use this system in the future and positive word-of-mouth. The second study discussed the effect of setting up suggestion systems along with co-creation on the level of understanding organizational justice and commitment.

The results indicate that the effectiveness of co-creation and tangible factors, such as offered reward, on improving the evaluation of suggestion system. In the other word, when firm’s encourage customers to participate in value co-creation program in suggestion system, they perceive more justice and intend to participate more in such program in future.

Most of the previous studies carried out on co-creation considered its effectiveness on occasions when a service failure occurs to consumers and the service provider urgently needs service recovery, but this paper aimed to provide a collaborative perspective toward co-creation through suggestion system that puts emphasis on service experience, innovation, and intention to future participation in such programs.

There are two main objectives of this exploratory research paper; first is to identify and understand from a management point of view the key success factors in implementing an effective staff suggestion scheme in an organization based in UAE. The second objective is to develop and recommend a model which can bridge the gap between staff suggestion scheme theories and evidence‐based practices.

A literature‐based study that examine the theories related to staff motivation, rewards and recognition, top management involvement, and communication. A qualitative, exploratory research was then conducted using in‐depth and semi‐structured interviews with two leading organizations and five key informants in the field of staff involvement.

The study indicates that many factors have been considered in establishing the staff suggestion schemes by both organizations, issues pertaining to the increasing participation and suggestions implementation were detected. The research has recommended action plans to enhance the performance.

This paper presents a focused literature study and does not contain the first‐hand empirical analysis for individual organizations. It does, however, provide the basis for future research.

This paper will be useful information for managers and researchers seeking to gain further understanding of the different issues related to the staff suggestion scheme.