Tourism management in financial crisis and industry 4.0 effects: Managers traits for technology adoption in reshaping, and reinventing human management systems

IF 1.5 Q3 MANAGEMENT Human systems management Pub Date : 2023-08-19 DOI:10.3233/hsm-230067

Jaffar Abbas, S. Rehman, Osama Aldereai, K. Al-Sulaiti, Syed Ale Raza Shah

{"title":"Tourism management in financial crisis and industry 4.0 effects: Managers traits for technology adoption in reshaping, and reinventing human management systems","authors":"Jaffar Abbas, S. Rehman, Osama Aldereai, K. Al-Sulaiti, Syed Ale Raza Shah","doi":"10.3233/hsm-230067","DOIUrl":null,"url":null,"abstract":"BACKGROUND: The literature paid diminutive attention to quantifying the relationship between tourism, industry 4.0, technology adoption, and managers’ personality traits. This study represents recruitment managers’ reactions to adopting social media recruiting technology in securitizing an appropriate candidate amongst a pool of applicants and how technology affects financial crisis. OBJECTIVE: We explored the understanding of how managers’ personality influence adoption and acceptance of social media networking websites. It caters to technology outcomes for organizations adopting faster technologies and designing their working environment under the protocols of industry 4.0. Such innovative organizations need to develop managers’ personality traits to produce smart employees, clients, and other users who can help bridge this gap between intelligent people and smart products offered by advanced applications of IT for tourism. METHODS: We processed 406 managers’ data for analysis. RESULTS: Managers’ personality traits, except agreeableness, significantly impact the intention to adopt the technology. Technology acceptance fulfills technology outcomes, adding to the theoretical and practical body of knowledge. CONCLUSION: Dependency on technology adoption and utilization in the tourism sector is based on the willingness and innovativeness of the recruiters. The outcomes of technology acceptance in the recruitment processes; are minimized cost, reduced time, and quality recruits.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":1.5000,"publicationDate":"2023-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"6","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human systems management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.3233/hsm-230067","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 6

Abstract

BACKGROUND: The literature paid diminutive attention to quantifying the relationship between tourism, industry 4.0, technology adoption, and managers’ personality traits. This study represents recruitment managers’ reactions to adopting social media recruiting technology in securitizing an appropriate candidate amongst a pool of applicants and how technology affects financial crisis. OBJECTIVE: We explored the understanding of how managers’ personality influence adoption and acceptance of social media networking websites. It caters to technology outcomes for organizations adopting faster technologies and designing their working environment under the protocols of industry 4.0. Such innovative organizations need to develop managers’ personality traits to produce smart employees, clients, and other users who can help bridge this gap between intelligent people and smart products offered by advanced applications of IT for tourism. METHODS: We processed 406 managers’ data for analysis. RESULTS: Managers’ personality traits, except agreeableness, significantly impact the intention to adopt the technology. Technology acceptance fulfills technology outcomes, adding to the theoretical and practical body of knowledge. CONCLUSION: Dependency on technology adoption and utilization in the tourism sector is based on the willingness and innovativeness of the recruiters. The outcomes of technology acceptance in the recruitment processes; are minimized cost, reduced time, and quality recruits.

查看原文

微信好友朋友圈 QQ好友复制链接

本刊更多论文

金融危机和工业4.0影响下的旅游管理:在重塑和重塑人类管理系统中采用技术的管理者特征

背景:文献很少关注量化旅游业、工业4.0、技术采用和管理者人格特质之间的关系。本研究反映了招聘经理对采用社交媒体招聘技术在众多应聘者中甄选合适人选的反应，以及技术如何影响金融危机。目的:探讨管理者个性对社交媒体网站采用和接受程度的影响。它迎合了采用更快技术的组织的技术成果，并在工业4.0协议下设计了他们的工作环境。这样的创新组织需要培养管理者的个性特征，以培养聪明的员工、客户和其他用户，他们可以帮助弥合聪明的人与先进的IT应用为旅游业提供的智能产品之间的差距。方法:对406名管理人员的资料进行分析。结果:除亲和性外，管理者的人格特质显著影响企业采用技术的意愿。技术接受实现了技术成果，增加了理论和实践的知识体系。结论:旅游行业招聘者对技术采用和利用的依赖程度取决于招聘者的意愿和创新能力。招聘过程中技术接受的结果;最大限度地降低成本，缩短时间，提高招聘质量。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文去求助

来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.