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21 – 30 of over 8000Opal Donaldson and Evan W. Duggan
The purpose of this research is to develop a Social Information System research model that uses the core constructs intrinsic motivation, extrinsic motivation, and amotivation to…
Abstract
Purpose
The purpose of this research is to develop a Social Information System research model that uses the core constructs intrinsic motivation, extrinsic motivation, and amotivation to explain social networking adoption among tweens, teens and young adults.
Methodology
In developing the research model, we triangulated theories to examine the different orientations of motivation. The data collection process included a stratified sample size of 270 respondents. Following data collection we analyzed the results using structural equation modeling in the Partial Least Square software package.
Findings
The constructs amotivation, intrinsic and extrinsic motivations were all statistically significant in explaining continuance intention to use social networking services (SNS).
Practical implications
Researchers and practitioners have intimated that although there has been a rise in the number of persons accessing and becoming members of SNS, several subscribers who join subsequently leave after a minimal period. The practical implication of this study lies in providing a preliminary understanding of what determines or inhibits continuance intention of SNS membership.
Originality/value
Despite efforts, research in IS and technology acceptance literature regarding SNS diffusion is limited in scope. The theoretical implication of this study lies in the model that has been developed and validated to provide a more effective tool for the scholarly evaluation of SNS adoption. Existing adoption models are insufficient to explain voluntary technology usage of this nature.
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Elise Marescaux, Sophie De Winne and Luc Sels
Based on soft HRM and self‐determination theory, the aim of this paper is to test whether basic need satisfaction mediates the relationship between five HR practices and HRM…
Abstract
Purpose
Based on soft HRM and self‐determination theory, the aim of this paper is to test whether basic need satisfaction mediates the relationship between five HR practices and HRM outcomes. An important distinction (in line with soft HRM and self‐determination theory) is made between the presence of, and the quality of, a practice's implementation (in terms of the degree to which employees' talents, interests and expectations are taken into account).
Design/methodology/approach
A theoretically grounded model is developed and tested using survey data from 5,748 Belgian employees.
Findings
The results indicate that autonomy and relatedness satisfaction partially mediate the relationship between HR practices and HRM outcomes. Taking into account talents, interests and expectations within HR practices is associated with higher basic need satisfaction and subsequently HRM outcomes in addition to the presence of practices.
Research limitations/implications
Future research could focus on HR practices and job design as both might affect basic need satisfaction and subsequently HRM outcomes. Additionally, behavior of the supervisor when administering HR practices can be further explored as a catalyst of basic need satisfaction.
Practical implications
HR actors should be aware that merely implementing soft HR practices may not suffice. They should also devote attention towards sufficiently taking into account individual talents, interests and expectations of employees when implementing them.
Originality/value
This paper contributes to the HRM literature by integrating soft HRM and self‐determination theory into one model. In doing so, it sheds light on the possible pathways through and conditions under which HR practices lead to favorable outcomes.
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Céline M. Blanchard, Maxime A. Tremblay, Lisa Mask and Mélanie G.M. Perras
The purpose of this paper is to test the relative contribution of work environment factors as well as individual difference variables on the degree of work interfering with family…
Abstract
Purpose
The purpose of this paper is to test the relative contribution of work environment factors as well as individual difference variables on the degree of work interfering with family (WIF) and other mental health outcomes, namely, emotional exhaustion, life satisfaction, and family interfering with work (FIW).
Design/methodology/approach
Self‐report measures of the constructs of interest will be completed by a random sample of 539 health care professionals (Study 1: n=314; Study 2: n=128). In Study 1, it is hypothesized that work environment factors namely, work stressors and a supportive work environment characterized by perceived support from the supervisor, the organization, and co‐workers' supportive behaviors will be positively and negatively associated with WIF, respectively.
Findings
Findings document positive links between task‐related stressors and WIF and negative links between perceived support from the organization and WIF. In addition, both task‐related stressors and WIF are positive predictors of emotional exhaustion. In Study 2, the relative impact of two individual difference variables (i.e. time management and global self‐determination) on WIF and other mental health outcomes are examined, above and beyond the impact of the work environment factors. Task‐related stressors remainean important predictor of WIF and global self‐determination accounts for additional variance in this outcome variable.
Research limitations/implications
Theoretical and practical implications that may guide future theory and research in this domain are discussed.
Originality/value
Findings from both studies provide insight as to potential sources, namely work environment factors and individual difference variables, which may accentuate or mitigate the degree of WIF.
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Samar Rahi and Mazuri Abd. Ghani
The expansion of information technology (IT) has become a great challenge in the business world today. Benefits from IT investment are only realized through sustained usage…
Abstract
Purpose
The expansion of information technology (IT) has become a great challenge in the business world today. Benefits from IT investment are only realized through sustained usage, rather than initial acceptance. Therefore, designing strategies continuously attracting user retention is the most critical and general question in IT global market. This paper aims to develop an integrated model that combines two well-known theories expectation confirmation theory (ECT) and self-determination theory (SDT) to determine customer’s continuance intention toward use internet banking.
Design/methodology/approach
A total number of 398 customers of commercial banks participated in this research. The research model was empirically tested using structural equation modeling.
Findings
The findings reveal that both ECT and SDT have significant influence in a customer’s continuance usage intention. The integrated model has good explanatory power (76.3%) to predict customer’s continuance intention toward use of internet banking. Additionally, importance performance matrix analysis indicates that intrinsic regulation and customer’s satisfaction are the most important factors to determine internet banking user’s continuance intention.
Practical implication
Internet banking users will be intrinsically motivated only for those activities that generate intrinsic interest for them, activities that have the charm of novelty, challenge or aesthetic significance. Thus, understanding banking customer intrinsic values should be a priority for managers and policymakers. Theoretically, integration of two well-known theories, ECT and SDT, provide basis for further refinement of technology continuance model in emerging e-payment domain.
Originality/value
This study is different from several traditional studies that had investigated initial acceptance of internet banking. In contrast, this study provides a comprehensive analysis of customer’s behavior in continuance intention context with technology (ECT) and motivational factors (SDT).
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Based on self‐determination theory and social identity theory, the purpose of this paper is to investigate the role of social identity in buffering the effect of working pressure…
Abstract
Purpose
Based on self‐determination theory and social identity theory, the purpose of this paper is to investigate the role of social identity in buffering the effect of working pressure on the identified motivation (a kind of self‐determined motivation).
Design/methodology/approach
This was an experimental study. In a simulated work setting, the study operationalized social identity as having participants who perceived their belonging to one particular working unit, and working pressure as task deadline. A 2 (social identity salience: salient vs not salient)× 2 (task deadline: deadline vs no deadline) between‐subjects experiment was designed.
Findings
As expected, participants under the condition of task deadline reported less identified motivation, both at the individual and group levels, than did those under the condition without task deadline. Participants under the condition of social identity salient reported more group‐based identified motivation than did those under the condition of social identity not‐salient. Faced with task deadline, participants whose social identity was salient showed more group‐based identified motivation than did those whose social identity was not salient.
Research limitations/implications
This study was carried out in a simulated working situation, which may limit its ecological validity. Future studies have a focus on what will happen in real working contexts and continue to extend the current study theoretically.
Practical implications
The paper's findings suggest that managers motivate employees by emphasizing their perception of group‐membership (i.e. social identity). This strategy was consistent with traditional Chinese management thoughts and values.
Originality/value
The paper is original in bridging social identity theory and self‐determination theory, and putting forward a group‐level‐based extension of self‐determination theory. The paper establishes the causal relationships among social identity, task deadline and identifies motivation by using an experimental approach.
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Angus J. Duff and Chris C.A. Chan
– To empirically consider work and career as potential influences of suicide.
Abstract
Purpose
To empirically consider work and career as potential influences of suicide.
Design/methodology/approach
In this qualitative study we conducted in-depth semi-structured interviews with 16 individuals who were survivors (i.e. family members or intimates) of individuals who had committed suicide. Data was analyzed using a grounded theory methodology.
Findings
This exploratory study used purposive self-determination as the theoretical framework for analyzing their life histories. Factors of purposive self-determination, including lack of purpose, feeling controlled, experiencing failure, and social exclusion all figured prominently but differentially according to life-stage. Distinct work and career themes for early-career, mid-career and late-career suicides emerged. Early-career suicides were attributed to educational or work-related contexts, leading to a sense of hopelessness. Mid-career suicides emphasized despair based in failure. Finally, an attempt to escape from challenges associated with transitioning roles in retirements emerged as a key theme in late-career suicides.
Originality/value
Although suicide has been studied extensively from medical, psychopathological, sociological, anthropological, philosophical and religious perspectives, there is a dearth of research considering why certain individuals choose to end their own lives as a result of work and career related reasons. This study sought to contribute to our understanding of this under-researched phenomenon. Additionally, while extant careers theory and research has considered positive notions of career such as career success or careers as a calling, this work presents an alternate lens, the consideration of career failure and careers as a sentence.
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Su-Ying Wu, Wei-Tsong Wang and Yu-Han Hsieh
This study examines the role of user psychological empowerment (PE) as a specific type of PE in the context of using health information systems (HIS) and incorporates the…
Abstract
Purpose
This study examines the role of user psychological empowerment (PE) as a specific type of PE in the context of using health information systems (HIS) and incorporates the contribution of autonomous motivation and knowledge sharing intention (KSI) to the resolution of the key dynamics of interpersonal knowledge sharing behavior (KSB) in healthcare organizations.
Design/methodology/approach
For the data analysis, survey data were collected from 350 employees at three large teaching hospitals in Taiwan. In this study, the partial least squares technique was used with SmartPLS 3.3 software to validate the research model.
Findings
User PE had significant positive effects on autonomous motivation, KSI and KSB. Additionally, autonomous motivation positively affected KSB directly and indirectly via KSI.
Practical implications
Insights into motivation (e.g. user PE and autonomous motivation) play a key role in driving KSI and lead to effective KSB, which aids managers in tailoring their efforts to foster knowledge dissemination and enhance organizational performance.
Originality/value
While finding ways to encourage employees to share knowledge with one another in an organization is an important task, there exists a lack of understanding as to how this task can be accomplished in the context of healthcare organizations. This study is the first to specifically address this issue from a perspective integrating PE and self-determination theory while also incorporating the HIS context with population-specific measures (healthcare organizations) to expand the application of empowerment theory to the information system domain.
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Nasser Shahrasbi, Mina Rohani, Mostafa Purmehdi and Ali Rajabzadeh Ghatari
This study aims to explore and empirically examine an integrative model of the customer revenge process by linking two well-established theories of self-determination theory (SDT…
Abstract
Purpose
This study aims to explore and empirically examine an integrative model of the customer revenge process by linking two well-established theories of self-determination theory (SDT) and appraisal theory.
Design/methodology/approach
A survey of 901 respondents, followed by a post-hoc survey of 712 individuals, was conducted to examine the autonomous versus controlled orientations for revenge motivation.
Findings
The results show that customers’ orientation of motivation (OM) can regulate their revenge behavior (direct versus indirect) in case of service failures. Specifically, the interaction of OM components (i.e. autonomy, relatedness and competence) can play a significant role in the relationship between revenge predictors and revenge behavior. Implications for research and practice are discussed.
Originality/value
This paper offers a novel conceptual framework to explain the moderating effects of OM on the relationship between revenge predictors and revenge behavior. This study extends the application of SDT to the context of customer anger and revenge.
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Ataul Karim Patwary, S. Mostafa Rasoolimanesh, Mohd Hafiz Hanafiah, Roslizawati Che Aziz, Ahmad Edwin Mohamed, Muhammad Umair Ashraf and Nor Rabiatul Adawiyah Nor Azam
This research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among…
Abstract
Purpose
This research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among hotel employees. It further examines the indirect effects of pro-environmental attitudes between green inclusive leadership, corporate social responsibility, and proactive pro-environmental behaviour, as well as the moderating role of psychological contract breach between pro-environmental attitudes and proactive pro-environmental behaviour.
Design/methodology/approach
The participants of this cross-sectional study were employees in the Malaysian hotel industry, and 374 usable questionnaires were used for data analysis. The data were analysed using Partial Least Squares – Structural Equation Modelling.
Findings
This study found that green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes significantly influence proactive pro-environmental behaviour. For mediating effects, pro-environmental attitudes have been found to mediate the relationship between corporate social responsibility, green inclusive leadership and proactive pro-environmental behaviour.
Research limitations/implications
The research proposes actionable measures to encourage environmentally friendly practices in the hotel sector. For companies to succeed, they must integrate green initiatives with their societal objectives. Pro-environmental mindsets are essential for implementing effective environmental policies, which in turn impact recruitment approaches. The advantages of fostering pro-environmental conduct encompass financial savings, enhanced standing, adherence to regulations, increased innovative thinking and improved workplace well-being.
Originality/value
Over time, environmental degradation has been contributed by individual behaviours and the combined actions of businesses and organisations. This study significantly contributed to a new model underpinned by the Self-determination Theory by including new constructs influencing proactive pro-environmental behaviour.
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This paper aims to construct a new turnover theory to explain and predict employee voluntary turnover in a more in-depth and comprehensive way.
Abstract
Purpose
This paper aims to construct a new turnover theory to explain and predict employee voluntary turnover in a more in-depth and comprehensive way.
Design/methodology/approach
Based on the literature review and theoretical analysis, this paper constructs a new turnover theory called the psychological goal system driving theory of employee turnover.
Findings
The psychological goal system driving theory of employee turnover advocates that there are psychological goals in the individual psychological world that point to the future and seek self-realization, and that there is a synergistic or competitive relationship among different psychological goals, and thus forming a psychological goal system and the dominant goals (including single goal or goal group) that exist in it; the individual’s dominant goals are the source of motivation, which initiate and organize the individual’s cognition and behavior; when the dominant psychological goals are difficult to achieve or destroyed in the original organization, they will produce continuous negative emotions and drive the individual to choose new and suitable job opportunities to realize themselves. Therefore, the dominant psychological goal is the organizer and driver of the employee turnover behavior, and when they are threatened, they will drive individuals to actively terminate the employment relationship with the current organization to better promote or protect their own realization process and sustainable growth.
Originality/value
This paper constructs a new turnover theory based on the self-organization goal system theory of motivation and personality.
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