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Article

Yu-Wei Chang

Switching to public cloud enterprise resource planning (ERP) systems not only provides financial and functional benefits to organizations, but also results in sunk costs…

Abstract

Purpose

Switching to public cloud enterprise resource planning (ERP) systems not only provides financial and functional benefits to organizations, but also results in sunk costs of incumbent systems and uncertainty costs of cloud systems. The purpose of this study is to investigate the enablers and inhibitors concerning switching to cloud ERP systems at the organizational level.

Design/methodology/approach

Data were collected from 212 top managers and owners of the enterprises in Taiwan, and 10 hypotheses were examined using structural equation modeling.

Findings

Technological (system quality), organizational (financial advantage), and environmental contexts (industry pressure) are found to be the antecedents of switching benefits. Perceived risk of cloud ERP systems and satisfaction with and breadth of use of incumbent ERP systems are found to be the predictors of switching costs. Switching benefits positively affect switching intention, but switching costs negatively affect switching intention.

Research limitations/implications

This study develops a theoretical model grounded in a set of theoretical foundations, including two-factor theory, technology-organization-environment (TOE) framework, information systems (IS) success model, and expectation confirmation theory (ECT). Two-factor theory is used to characterize switching benefits and costs that affect switching intention. Technological factors come from IS success model, and the factors affecting benefits are organized based on TOE framework. Sunk costs of incumbent ERP systems are developed based on ECT.

Originality/value

Different from previous studies on cloud computing adoption, this study provides insights into switching intention to cloud computing. The study also proposes an integrated model grounded in multiple perspectives to explain organizations' decisions to switch to cloud ERP systems. These findings help cloud service providers better understand how to promote cloud ERP adoption from technical, organizational, and environmental perspectives.

Details

Journal of Enterprise Information Management, vol. 33 no. 3
Type: Research Article
ISSN: 1741-0398

Keywords

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Article

Rathavoot Ruthankoon and Stephen Olu Ogunlana

Herzberg’s two‐factor theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings…

Abstract

Herzberg’s two‐factor theory of motivation is widely known in management circles. However, it has been criticized regarding its validity in different work settings. Construction is an industry with unique characteristics which may have special effects on employee motivation. This study tests the two‐factor theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compares the results to Herzberg’s. Responsibility, advancement, possibility of growth, and supervision contribute to job satisfaction, while working conditions, job security, safety on site, and relationships with other organizations contribute to job dissatisfaction. Recognition, work itself, company’s policy and administration, interpersonal relations, personal life, and status contribute to both satisfaction and dissatisfaction. Achievement contributes to satisfaction for engineers but contributes to both satisfaction and dissatisfaction for foremen. It is concluded that Herzberg’s theory is not entirely applicable in the Thai construction setting. Some factors should receive attention if construction employees are to be motivated effectively.

Details

Engineering, Construction and Architectural Management, vol. 10 no. 5
Type: Research Article
ISSN: 0969-9988

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Article

Yu-Wei Chang, Ping-Yu Hsu, Shih-Hsiang Huang and Jiahe Chen

The purpose of this paper is to investigate switching intention from traditional enterprise information systems (EISs) to private cloud EIS in large enterprises. The…

Abstract

Purpose

The purpose of this paper is to investigate switching intention from traditional enterprise information systems (EISs) to private cloud EIS in large enterprises. The authors propose that the factors motivate and inhibit enterprises’ switching intention to private EIS by integrating technology–organization–environment (TOE) framework and two-factor theory.

Design/methodology/approach

A research model draws from TOE framework and two-factor theory. Data were collected from 227 top managers and owners of the enterprises in China and used to analyze 11 hypotheses.

Findings

The results show that the technological context (compatibility), organizational context (financial support) and environmental context (vendor support and industry pressure) significantly influence switching benefits while data security and costs significantly influence switching costs. Switching benefits and switching costs significantly influence switching intention.

Originality/value

Past studies have focused mainly on the adoption of cloud computing. However, few studies have addressed the switching issues, especially in large enterprises. The findings are useful to understand switching issues from traditional EIS to private cloud EIS for both researchers and practitioners.

Content available
Article

Haiju Hu, Ramdane Djebarni, Xiande Zhao, Liwei Xiao and Barbara Flynn

Using the combined theoretical umbrella of organizational legitimacy theory, service-dominant logic, fairness heuristic theory and two-factor theory, the purpose of this…

Abstract

Purpose

Using the combined theoretical umbrella of organizational legitimacy theory, service-dominant logic, fairness heuristic theory and two-factor theory, the purpose of this paper is to investigate the effectiveness of different food recall strategies (recall proactiveness and compensation) in terms of both how consumers react (perceived organizational legitimacy and purchase intention) and how recall norms would influence the effectiveness in three countries. In addition to the reporting of important results, this paper provides implications for food companies to handle effectively the recalls, especially when the recalls are cross-country.

Design/methodology/approach

A 2 compensation (high vs low) ×2 recall strategy (proactive vs passive) scenario experiment was conducted in Hong Kong, the USA and Mainland China. After checking the effectiveness of manipulation, the paper tested the main effect and interaction effect of recall proactiveness and compensation on perceived organizational legitimacy and purchase intention. In addition, the mediating effect of perceived organizational legitimacy between recall strategies and purchase intention was also tested.

Findings

Significant main effect, interaction and mediation effect were found across the three countries with a different pattern. For the USA and Mainland China which have strong recall norms, the interaction found followed the predictions of the two-factory theory. However, the pattern found in Hong Kong, which has weak recall norms, followed the predictions of the fairness heuristic theory. Full mediation effect of perceived organizational legitimacy between compensation and purchase intention was found in the USA and Mainland China, while it was only partial in Hong Kong. For the mediation between proactiveness and purchase intention, full mediation was found in Hong Kong and the USA, while it was only partial in Mainland China.

Originality/value

First, this study differentiated food recall strategy into two dimensions – recall proactiveness and compensation. Second, this study tested the applicability of two-factor theory and fairness heuristic theory in recalls by testing the competing hypotheses proposed according to the two theories. Finally, this study can further help our understanding of the recall effectiveness across different recall norms.

Details

Industrial Management & Data Systems, vol. 117 no. 9
Type: Research Article
ISSN: 0263-5577

Keywords

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Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Article

Chris Harris and Brian H. Kleiner

Text book theories of motivation are abundant. Content theories such as Maslow's hierarchy of needs and Herzberg's two factor theory or process theories such as expectancy…

Abstract

Text book theories of motivation are abundant. Content theories such as Maslow's hierarchy of needs and Herzberg's two factor theory or process theories such as expectancy theory and reinforcement theory are practiced in most American companies. The key difference between the best managed companies and other companies is their methods of implementation in their particular environment. Black and Decker, Lincoln Electric, Honeywell, Walmart, Dupont and Phillip Van Heusen are seven of America's best managed companies who use creativity and innovation to motivate employees.

Details

Management Research News, vol. 16 no. 9/10
Type: Research Article
ISSN: 0140-9174

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Article

Michael K. Mickson, Alex Anlesinya and Ebenezer Malcalm

This study examines the mediation role of diversity climate in the relationship between transformational leadership, transactional leadership and job satisfaction from the…

Abstract

Purpose

This study examines the mediation role of diversity climate in the relationship between transformational leadership, transactional leadership and job satisfaction from the two-factor perspectives of intrinsic and extrinsic job satisfactions among local government servants in Ghana.

Design/methodology/approach

The study uses cross-sectional data from 322 employees in local government service of Ghana in the Greater Accra Region using purposive and stratified sampling methods. Bootstrapping method of mediation estimated using structural equation modelling is employed to test the hypothesized relationships.

Findings

The results find a differential effect of leadership behaviours on intrinsic and extrinsic job satisfaction, where transformation and transactional leadership relate positively to intrinsic and extrinsic job satisfaction respectively. Furthermore, the empirical findings reveal that diversity climate has mediated the relationship between transformational leadership and intrinsic job satisfaction, implying that diversity climate is an important process through which transformational leadership behaviours can elicit intrinsic job satisfaction among local government servants. Surprisingly, however, diversity climate does not serve as an important transmission mechanism in the relationship between transactional leadership and extrinsic job satisfaction.

Practical implications

This means that public sector leaders or managers can improve intrinsic job satisfaction among local government servants and by extension public sector employees by creating an ideal climate for diversity by transforming the work environment through leadership, specifically, transformational leadership behaviours.

Originality/value

Although studies abound on the link between leadership behaviours (transformational and transactional) and job satisfaction, the mediating effect of diversity climate as a mechanism in this relationship is very scarce and rare to find. Hence, our study has made original contributions to theory and practice by highlighting the role of diversity climate in converting leadership behaviours, specifically; transformational leadership into creating intrinsically satisfied workers in the public sector.

Details

World Journal of Entrepreneurship, Management and Sustainable Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2042-5961

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Article

Minhyung Kang

The purpose of this paper is to focus on active users who are key contributors to online social question-and-answer (Q&A) sites, and examine antecedents of their…

Abstract

Purpose

The purpose of this paper is to focus on active users who are key contributors to online social question-and-answer (Q&A) sites, and examine antecedents of their knowledge-sharing continuance intention, based on expectation-confirmation theory and organizational justice theory.

Design/methodology/approach

Sample data were gathered via an online survey from active users of Naver Knowledge-iN, a popular online social Q&A site in South Korea. Partial least squares structural equation modeling was adopted for data analysis. Moreover, a multi-group analysis was conducted to identify the motivators and hygiene factors of the responders’ knowledge-sharing continuance.

Findings

Except for perceived self-worth, all the antecedents – perceived playfulness, confirmation, perceived justice with sites, and perceived justice with askers – seemed to have a considerable influence on active users’ satisfaction, and therefore their continuance intention. Among them, perceived playfulness was proven to be a motivator, and perceived justice with sites a hygiene factor.

Research limitations/implications

Despite the limitations of a cross-sectional study, this research successfully illustrated that active users’ continuance intention is influenced by perceived playfulness, and not by perceived self-worth. In addition, perceived justice with social Q&A sites was proven to decrease dissatisfaction (i.e. hygiene factor), while perceived playfulness was proven to increase satisfaction (i.e. motivator).

Originality/value

This study differentiates itself from prior research by focusing specifically on active users of social Q&A sites, since their motivating mechanisms are different from normal users. Additionally, the antecedents of knowledge-sharing continuance were categorized into motivators and hygiene factors. This approach affords detailed guidelines to facilitate active users’ knowledge-sharing continuance and to prevent their defection.

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Article

Nitza Schwabsky

The purpose of this paper is to explore the motives, opportunities, and threats associated with the adoption of market-driven externally developed reforms (EDRs) as well…

Abstract

Purpose

The purpose of this paper is to explore the motives, opportunities, and threats associated with the adoption of market-driven externally developed reforms (EDRs) as well as how these motivator factors, combined with background variables, account for school principals’ satisfaction with EDR adoption.

Design/methodology/approach

Principals from 208 Israeli schools (grades 1-9) completed anonymous self-report questionnaires about the factors motivating their decision to implement EDRs and their satisfaction with these reform programmes in their schools. Validity and reliability tests, bivariate correlations and Pearson tests, paired t-tests, and a step-by-step multiple regression analysis were performed to examine the associations between the independent variables (individual and institutional variables, and motives, opportunities, and threats), and principals’ satisfaction with aspects of the EDRs.

Findings

Participants reported opportunities in the areas of pedagogy, learning excellence, teacher growth, and school climate. Threats were moderate-low and related to school faculty resistance, principals’ dependence on stakeholders, and difficulties in implementing EDRs. Of the political and the pedagogic motives, the latter was the sole motive associated with principals’ satisfaction with the EDRs. Findings fit within Herzberg’s two-factor theory and Festinger’s cognitive dissonance theory.

Originality/value

Studies on the factors motivating adoption of EDRs are scarce; this is the first to explore motivators’ effects on principals’ satisfaction. It is likely to help principals and decision makers in educational institutions construe the varied factors that affect the adoption of EDRs from senior officials’ viewpoints. Understanding these factors is highly important to the field worldwide because of the growing need to adopt EDRs.

Details

International Journal of Educational Management, vol. 32 no. 3
Type: Research Article
ISSN: 0951-354X

Keywords

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Article

Larry E. Pate

Tradition, opinions, rumours, advertising, all contribute to biases and perpetuate misunderstandings. Can a more complete understanding of human behaviour help managers…

Abstract

Tradition, opinions, rumours, advertising, all contribute to biases and perpetuate misunderstandings. Can a more complete understanding of human behaviour help managers anticipate problems before they arise?

Details

Management Decision, vol. 25 no. 6
Type: Research Article
ISSN: 0025-1747

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