A. Abubakar, Fawaz Jazim, Yaser Hasan Salem Al-Mamary, M. Abdulrab, Shirien Gaffar Abdalraheem, Malika Anwar Siddiqui, R. Q. Rashed, Abdulsalam Alquhaif
BACKGROUND: To encourage students’ behavioural intentions (BI) to use Learning Management System (LMS) in Saudi Arabia, policymakers, particularly the ministry of higher education, should persuade potential users that LMS is useful, simple to use, and that others have high expectations for its use in the near future. OBJECTIVE: This study aims to identify factors influencing students’ BI towards accepting the LMS in Saudi Arabia. METHODS: An online questionnaire was used to collect 212 student responses from Saudi Arabia’s University of Hail. The integrated model was tested using Structural Equation Modeling (SEM). RESULTS: The results of analysis using Structural Equation Modeling (SEM) revealed that factors influencing students’ attitudes towards accepting the LMS and, thus, their BI towards the use of the LMS in Saudi Arabia, were their perceived behavioural control (PBC) and perceived usefulness (PUS). On the contrary, attitudes toward behaviour (ATB), subjective norms (SN), and perceived ease of use (PEU) have no influence on students’ BI. CONCLUSIONS: The findings of this study contribute to our understanding of the predictor variables Technology Acceptance Modell (TAM) and Theory of Plan Behaviour (TPB) on students’ BI to use LMS in Saudi Arabian universities.
{"title":"Factors influencing students’ intention to use learning management system at Saudi Universities: A structural equation modeling approach","authors":"A. Abubakar, Fawaz Jazim, Yaser Hasan Salem Al-Mamary, M. Abdulrab, Shirien Gaffar Abdalraheem, Malika Anwar Siddiqui, R. Q. Rashed, Abdulsalam Alquhaif","doi":"10.3233/hsm-220181","DOIUrl":"https://doi.org/10.3233/hsm-220181","url":null,"abstract":"BACKGROUND: To encourage students’ behavioural intentions (BI) to use Learning Management System (LMS) in Saudi Arabia, policymakers, particularly the ministry of higher education, should persuade potential users that LMS is useful, simple to use, and that others have high expectations for its use in the near future. OBJECTIVE: This study aims to identify factors influencing students’ BI towards accepting the LMS in Saudi Arabia. METHODS: An online questionnaire was used to collect 212 student responses from Saudi Arabia’s University of Hail. The integrated model was tested using Structural Equation Modeling (SEM). RESULTS: The results of analysis using Structural Equation Modeling (SEM) revealed that factors influencing students’ attitudes towards accepting the LMS and, thus, their BI towards the use of the LMS in Saudi Arabia, were their perceived behavioural control (PBC) and perceived usefulness (PUS). On the contrary, attitudes toward behaviour (ATB), subjective norms (SN), and perceived ease of use (PEU) have no influence on students’ BI. CONCLUSIONS: The findings of this study contribute to our understanding of the predictor variables Technology Acceptance Modell (TAM) and Theory of Plan Behaviour (TPB) on students’ BI to use LMS in Saudi Arabian universities.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44584837","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: In order to gain a competitive advantage or survive, organizations need to reorient themselves once in a while, and in distress tend to rely on turnaround strategies. The organization must ensure that the turnaround strategy implemented is effective. OBJECTIVE: This study explores and investigates the implementation of turnaround strategies during a crisis by manufacturing firms with the help of a conceptual model combining turnaround strategies and McKinsey’s 7s framework as the mediating variables. METHODS: A questionnaire comprising 35 questions was circulated amongst the employees of various manufacturing firms operating in India and 230 data samples were collected. RESULTS: The findings of this study indicate that manufacturing firms tend to implement turnaround strategies in the form of Operational, Financial, Leadership, Structural and Strategic methods for their survival and reorientation. Additionally, turnaround strategies and strategic reorientation variables of the McKinsey 7s framework showed a significant relationship through a set of Hard S and Soft S.
{"title":"Investigating the reorientation in manufacturing firms through a dynamic of strategic shift: An exploratory study","authors":"Janvee Garg, Sonika Jha, A. Singh","doi":"10.3233/hsm-220157","DOIUrl":"https://doi.org/10.3233/hsm-220157","url":null,"abstract":"BACKGROUND: In order to gain a competitive advantage or survive, organizations need to reorient themselves once in a while, and in distress tend to rely on turnaround strategies. The organization must ensure that the turnaround strategy implemented is effective. OBJECTIVE: This study explores and investigates the implementation of turnaround strategies during a crisis by manufacturing firms with the help of a conceptual model combining turnaround strategies and McKinsey’s 7s framework as the mediating variables. METHODS: A questionnaire comprising 35 questions was circulated amongst the employees of various manufacturing firms operating in India and 230 data samples were collected. RESULTS: The findings of this study indicate that manufacturing firms tend to implement turnaround strategies in the form of Operational, Financial, Leadership, Structural and Strategic methods for their survival and reorientation. Additionally, turnaround strategies and strategic reorientation variables of the McKinsey 7s framework showed a significant relationship through a set of Hard S and Soft S.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44028961","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Using innovative and creative marketing promotional techniques for the children food items along with freebies with eco-friendly or sustainable toys which attract them to consume foods that are not particularly good for health is the area of research which is most concerning these days considering the United Nations Sustainable development goals of Good well-being and responsible productions and consumption. OBJECTIVE: This paper is intended to explore and analyze the effectiveness of the innovative marketing techniques like the use of sustainable toys, tattoos, and stickers employed as toys with food by leading FMCG companies in India for influencing children behavior. METHODS: This research presents the results of in-depth interviews conducted and participants’ were selected through quota sampling from working mothers, non-working mothers, and other non-working mothers with full-time maid support. Grounded theory and inductive approach were used in the study. RESULTS: Five themes were evident across all the groups of mothers’ with respect to toys with food. Results showed that the themes underlying the gift in food for kids are portrayal of snacking, exaggerating the claims, enriching the moods, ameliorate the popularity and denigration of core foods. So, the results suggested that toys even though sustainable in nature with food marketing negatively affect the child behavior and health of kids. CONCLUSION: The study suggested that toys with food strategy can positively be presented /deliver a message to kids and companies can use healthy food items with these eco-friendly premiums which would benefit both the parties. The paper presents the concepts and themes that present the understanding of the mothers’ perspective of toys with food offered by companies in Indian perspective.
{"title":"Food in a plate or food in a plate with a sustainable toy: A thematic analysis of parents’ perception and children behavior","authors":"A. Kaur, Pooja Bahl, G. Malik","doi":"10.3233/hsm-220121","DOIUrl":"https://doi.org/10.3233/hsm-220121","url":null,"abstract":"BACKGROUND: Using innovative and creative marketing promotional techniques for the children food items along with freebies with eco-friendly or sustainable toys which attract them to consume foods that are not particularly good for health is the area of research which is most concerning these days considering the United Nations Sustainable development goals of Good well-being and responsible productions and consumption. OBJECTIVE: This paper is intended to explore and analyze the effectiveness of the innovative marketing techniques like the use of sustainable toys, tattoos, and stickers employed as toys with food by leading FMCG companies in India for influencing children behavior. METHODS: This research presents the results of in-depth interviews conducted and participants’ were selected through quota sampling from working mothers, non-working mothers, and other non-working mothers with full-time maid support. Grounded theory and inductive approach were used in the study. RESULTS: Five themes were evident across all the groups of mothers’ with respect to toys with food. Results showed that the themes underlying the gift in food for kids are portrayal of snacking, exaggerating the claims, enriching the moods, ameliorate the popularity and denigration of core foods. So, the results suggested that toys even though sustainable in nature with food marketing negatively affect the child behavior and health of kids. CONCLUSION: The study suggested that toys with food strategy can positively be presented /deliver a message to kids and companies can use healthy food items with these eco-friendly premiums which would benefit both the parties. The paper presents the concepts and themes that present the understanding of the mothers’ perspective of toys with food offered by companies in Indian perspective.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48804687","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND/OBJECTIVE: In today’s volatile business environment, the competitive advantages of firms are temporary. The top management does not, and cannot, have all the answers to increasingly complex and rapidly changing problem situations facing their firms. Since the COVID-19 crisis, organizations have been under pressure to improve their knowledge management practices to continue creating value. Knowledge management capabilities are essential for business performance and competitive advantage. In order to ensure continuous value creation, we conducted research to identify various drivers and dimensions that were revitalized in the ongoing KM practices post-pandemic. METHODOLOGY: In this study, 81 research papers published between January 2010 and March 2022, have been examined from a knowledge management, human capital, and value creation perspective, aiming to understand how a firm can continue to create value before, during, and after the pandemic. RESULTS/CONCLUSION: Our review identifies critical factors in knowledge management and value creation and how companies generate value by leveraging KM during the COVID-19 pandemic. As a result of the research, the authors describe their findings in the form of a conceptual framework which deals with the various drivers and the factors within the KM architecture.
{"title":"Human capital in knowledge-based firms: Re-creating value post-pandemic","authors":"Janvee Garg, A. Singh, Ashish Gupta","doi":"10.3233/hsm-220156","DOIUrl":"https://doi.org/10.3233/hsm-220156","url":null,"abstract":"BACKGROUND/OBJECTIVE: In today’s volatile business environment, the competitive advantages of firms are temporary. The top management does not, and cannot, have all the answers to increasingly complex and rapidly changing problem situations facing their firms. Since the COVID-19 crisis, organizations have been under pressure to improve their knowledge management practices to continue creating value. Knowledge management capabilities are essential for business performance and competitive advantage. In order to ensure continuous value creation, we conducted research to identify various drivers and dimensions that were revitalized in the ongoing KM practices post-pandemic. METHODOLOGY: In this study, 81 research papers published between January 2010 and March 2022, have been examined from a knowledge management, human capital, and value creation perspective, aiming to understand how a firm can continue to create value before, during, and after the pandemic. RESULTS/CONCLUSION: Our review identifies critical factors in knowledge management and value creation and how companies generate value by leveraging KM during the COVID-19 pandemic. As a result of the research, the authors describe their findings in the form of a conceptual framework which deals with the various drivers and the factors within the KM architecture.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46751982","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: This study was done after the COVID-19 pandemic that brough a lot of disruptions and changes in behaviors of employees. This study focused on behaviors of Z employees in the new normal environment after the COVID-19 pandemic. Generation Z presently form the biggest age group in Malaysia, accounting for 29% of the total population. They have their own way of behavior and working patterns that is different from previous generations. Despite the increasing number of Gen Z employees, there is a dearth of studies that examined the effect of workforce diversity and job meaningfulness on employee engagement and OCB after the COVID-19 pandemic. OBJECTIVE: This research aimed to find out the association between workforce diversity and job meaningfulness to employee engagement and Organization Citizenship Behavior (OCB) among Gen Z employees in Malaysia after the COVID-19 pandemic. This research also investigated the relationship between employee engagement and OCB. METHODS: This was a quantitative study, and a survey strategy was used to collect data from 160 respondents. SPSS and Smart-PLS were used to generate descriptive and inferential statistics. RESULTS: The results revealed that workforce diversity was the strongest predictor of employee engagement among Gen Z employees after the pandemic. Workforce diversity also had a significant impact on OCB. Comparatively, job meaningfulness had a significant impact only on employee engagement but there was also a significant impact of employee engagement on OCB CONCLUSIONS: The study that was done after the pandemic is one of the first to examine the relationship between workforce diversity, job meaningfulness, employee engagement, and OCB and has extended the current literature through the focus on Generation Z employees. The results suggest that workforce diversity and job meaningfulness to be adopted by organizations to upgrade engagement of Gen Z employees after the COVID-19 pandemic. The increase in employee engagement post-COVID, will lead to lower employee turnover, improved productivity and motivation.
{"title":"The influence of workforce diversity and job meaningfulness on employee engagement and organizational citizenship behaviors","authors":"Chong Yunyi, J. Singh, Janitha Kularajasingam","doi":"10.3233/hsm-220184","DOIUrl":"https://doi.org/10.3233/hsm-220184","url":null,"abstract":"BACKGROUND: This study was done after the COVID-19 pandemic that brough a lot of disruptions and changes in behaviors of employees. This study focused on behaviors of Z employees in the new normal environment after the COVID-19 pandemic. Generation Z presently form the biggest age group in Malaysia, accounting for 29% of the total population. They have their own way of behavior and working patterns that is different from previous generations. Despite the increasing number of Gen Z employees, there is a dearth of studies that examined the effect of workforce diversity and job meaningfulness on employee engagement and OCB after the COVID-19 pandemic. OBJECTIVE: This research aimed to find out the association between workforce diversity and job meaningfulness to employee engagement and Organization Citizenship Behavior (OCB) among Gen Z employees in Malaysia after the COVID-19 pandemic. This research also investigated the relationship between employee engagement and OCB. METHODS: This was a quantitative study, and a survey strategy was used to collect data from 160 respondents. SPSS and Smart-PLS were used to generate descriptive and inferential statistics. RESULTS: The results revealed that workforce diversity was the strongest predictor of employee engagement among Gen Z employees after the pandemic. Workforce diversity also had a significant impact on OCB. Comparatively, job meaningfulness had a significant impact only on employee engagement but there was also a significant impact of employee engagement on OCB CONCLUSIONS: The study that was done after the pandemic is one of the first to examine the relationship between workforce diversity, job meaningfulness, employee engagement, and OCB and has extended the current literature through the focus on Generation Z employees. The results suggest that workforce diversity and job meaningfulness to be adopted by organizations to upgrade engagement of Gen Z employees after the COVID-19 pandemic. The increase in employee engagement post-COVID, will lead to lower employee turnover, improved productivity and motivation.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45541049","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Cody Logan Chullen, Dennis Barber III, Flávia Cavazotte, T. Adeyemi‐Bello
BACKGROUND: As interest in foreign business enterprises rises between the U.S. and Brazil, companies have encountered added challenges in the areas of staffing and gender inequity and inequality against the backdrop of the COVID-19 pandemic. Companies must address these challenges head on to continue to thrive. OBJECTIVE: The goal of this study is to identify and diagnose the differences in job expectations of employees in the early stages of their career and personal development in terms of their gender and nationality. METHODS: This study asked male and female workers from the U.S. and Brazil to rate the importance of various intrinsic and extrinsic job characteristics on a five-point Likert scale. Responses were compared for 1,431 total participants. RESULTS: This study found both cultural (U.S. and Brazil) and gender (male and female) differences in rank order ratings across an array of job expectations. Findings also revealed significant cultural and gender differences in mean importance scores for job expectations rated by these groups. CONCLUSIONS: This study’s findings are relevant to guide managerial practices as companies seek to attract, develop, and retain future generations of technical and managerial staff following the uncertainty brought about by COVID-19 and the Great Resignation.
{"title":"An exploration of culture and gender: Intrinsic and extrinsic job expectations in the U.S. and Brazil","authors":"Cody Logan Chullen, Dennis Barber III, Flávia Cavazotte, T. Adeyemi‐Bello","doi":"10.3233/hsm-220083","DOIUrl":"https://doi.org/10.3233/hsm-220083","url":null,"abstract":"BACKGROUND: As interest in foreign business enterprises rises between the U.S. and Brazil, companies have encountered added challenges in the areas of staffing and gender inequity and inequality against the backdrop of the COVID-19 pandemic. Companies must address these challenges head on to continue to thrive. OBJECTIVE: The goal of this study is to identify and diagnose the differences in job expectations of employees in the early stages of their career and personal development in terms of their gender and nationality. METHODS: This study asked male and female workers from the U.S. and Brazil to rate the importance of various intrinsic and extrinsic job characteristics on a five-point Likert scale. Responses were compared for 1,431 total participants. RESULTS: This study found both cultural (U.S. and Brazil) and gender (male and female) differences in rank order ratings across an array of job expectations. Findings also revealed significant cultural and gender differences in mean importance scores for job expectations rated by these groups. CONCLUSIONS: This study’s findings are relevant to guide managerial practices as companies seek to attract, develop, and retain future generations of technical and managerial staff following the uncertainty brought about by COVID-19 and the Great Resignation.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48372144","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Minakshi Paliwal, R. Raj, Vimal Kumar, Suma Singh, N. Sharma, A. Suri, Mani Kumari
BACKGROUND: With greater uncertainties and economic divides in Indian formal and Informal economies; the lockdown in its unprecedented ways severely knocked the crucial vulnerabilities of majorly the informal sector of the economy. METHODS: The study was conducted across the Indian population who have suffered from the bad impact of COVID-19 and the lockdown. The data collection process was conducted during the COVID-19 outbreak from June 2020 to October 2020. Multiple regression analysis and independent-sample t-test were applied to test the hypothesis. RESULTS: The study closely highlights the role of the government system towards non-government organizations those who played a crucial role in the welfare of the informal workers. The results suggest that the most affected group of people in the COVID-19 lockdown are the informal workers who were working on daily wages for their bread and butter. The government endeavor was also found significant in supporting the informal workers.
{"title":"Informal workers in India as an economic shock absorber in the era of COVID-19: A study on policies and practices","authors":"Minakshi Paliwal, R. Raj, Vimal Kumar, Suma Singh, N. Sharma, A. Suri, Mani Kumari","doi":"10.3233/hsm-220155","DOIUrl":"https://doi.org/10.3233/hsm-220155","url":null,"abstract":"BACKGROUND: With greater uncertainties and economic divides in Indian formal and Informal economies; the lockdown in its unprecedented ways severely knocked the crucial vulnerabilities of majorly the informal sector of the economy. METHODS: The study was conducted across the Indian population who have suffered from the bad impact of COVID-19 and the lockdown. The data collection process was conducted during the COVID-19 outbreak from June 2020 to October 2020. Multiple regression analysis and independent-sample t-test were applied to test the hypothesis. RESULTS: The study closely highlights the role of the government system towards non-government organizations those who played a crucial role in the welfare of the informal workers. The results suggest that the most affected group of people in the COVID-19 lockdown are the informal workers who were working on daily wages for their bread and butter. The government endeavor was also found significant in supporting the informal workers.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47185078","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Soft skills have become more necessary than ever in today’s labour market, and their development has become an increasingly key area for companies’ HR departments. Employees with the soft skills required for a given job can perform the tasks assigned to them more efficiently and successfully, therefore all those involved in the process can consider the completion of the task as a positive experience. By strengthening the employees’ soft skills, companies can improve their corporate culture, their market performance and thus their competitiveness. METHODS: The authors conducted a multi-year research in Hungary, the first part of which was a quantitative study to analyse the soft skills of young people leaving school, their awareness of employers’ expectations and the opportunities and tools they consider useful for developing these skills. The second part of the research involved the other side, i.e. the employers, to assess their expectations of the prospective employees’ soft skills and to explore the development opportunities that employers provide to strengthen these skills. RESULTS: The results of the two questionnaire surveys confirmed that both sides are aware of the soft skills needed in the labour market, although the market participants are not always in agreement about these needs. However, the development of skills, even though they enhance the market competitiveness of the employee and the employer, is not really in line with market expectations.
{"title":"Gap analysis of future employee and employer on soft skills","authors":"Tímea Juhász, Gabriella Horváth-Csikós, T. Gáspár","doi":"10.3233/hsm-220161","DOIUrl":"https://doi.org/10.3233/hsm-220161","url":null,"abstract":"BACKGROUND: Soft skills have become more necessary than ever in today’s labour market, and their development has become an increasingly key area for companies’ HR departments. Employees with the soft skills required for a given job can perform the tasks assigned to them more efficiently and successfully, therefore all those involved in the process can consider the completion of the task as a positive experience. By strengthening the employees’ soft skills, companies can improve their corporate culture, their market performance and thus their competitiveness. METHODS: The authors conducted a multi-year research in Hungary, the first part of which was a quantitative study to analyse the soft skills of young people leaving school, their awareness of employers’ expectations and the opportunities and tools they consider useful for developing these skills. The second part of the research involved the other side, i.e. the employers, to assess their expectations of the prospective employees’ soft skills and to explore the development opportunities that employers provide to strengthen these skills. RESULTS: The results of the two questionnaire surveys confirmed that both sides are aware of the soft skills needed in the labour market, although the market participants are not always in agreement about these needs. However, the development of skills, even though they enhance the market competitiveness of the employee and the employer, is not really in line with market expectations.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42871688","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: This study is a review of the literature related to the linkage of knowledge sharing and innovation in organizations. This is among the very few studies related to analyzing the extant literature about the relationship between knowledge sharing and innovation to reveal the knowledge gaps and recommend future research directions. OBJECTIVE: The goal of this review of literature is to highlight the most essential concepts that may affect knowledge sharing and innovation, as well as to provide a foundation for future research on knowledge sharing and innovation through bibliometric analysis. The study identifies perhaps the most important popular keywords directly related to knowledge sharing and innovation. METHODS: This study systematically reviews papers on knowledge sharing and innovation extracted from the Web of Science. RESULTS: The study identified the five clusters, each comprising a set of closely related concepts of knowledge sharing and innovation. The first cluster was comprised of the concepts directly revealing the relationship between knowledge sharing and innovation. This stream of research consists of a well developed of research. The other clusters such as knowledge management, innovation performance, mediation processes underlying the relationship between knowledge sharing and innovation also revealed the relationship between knowledge sharing and innovation. IMPLICATIONS: This research has a number of theoretical and practical implications. Theoretically, this study identifies knowledge gaps and new avenues for future research. This study also helps managers and decision makers to identify and examine trends in promoting the linkage between knowledge sharing and innovation.
{"title":"Knowledge sharing and innovation in business organization: A literature review","authors":"Nidal Fawwaz AlQudah","doi":"10.3233/hsm-220081","DOIUrl":"https://doi.org/10.3233/hsm-220081","url":null,"abstract":"BACKGROUND: This study is a review of the literature related to the linkage of knowledge sharing and innovation in organizations. This is among the very few studies related to analyzing the extant literature about the relationship between knowledge sharing and innovation to reveal the knowledge gaps and recommend future research directions. OBJECTIVE: The goal of this review of literature is to highlight the most essential concepts that may affect knowledge sharing and innovation, as well as to provide a foundation for future research on knowledge sharing and innovation through bibliometric analysis. The study identifies perhaps the most important popular keywords directly related to knowledge sharing and innovation. METHODS: This study systematically reviews papers on knowledge sharing and innovation extracted from the Web of Science. RESULTS: The study identified the five clusters, each comprising a set of closely related concepts of knowledge sharing and innovation. The first cluster was comprised of the concepts directly revealing the relationship between knowledge sharing and innovation. This stream of research consists of a well developed of research. The other clusters such as knowledge management, innovation performance, mediation processes underlying the relationship between knowledge sharing and innovation also revealed the relationship between knowledge sharing and innovation. IMPLICATIONS: This research has a number of theoretical and practical implications. Theoretically, this study identifies knowledge gaps and new avenues for future research. This study also helps managers and decision makers to identify and examine trends in promoting the linkage between knowledge sharing and innovation.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48983847","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Bordin Rassameethes, K. Phusavat, Z. Pastuszak, A. Hidayanto, J. Majava
BACKGROUND: Constructive feedback has positively contributed to learning and development, especially for disengaged and underprivileged learners. The study examines whether the perceived impacts from constructive feedback are different between the male and female learners. OBJECTIVE: The objective is to assess whether there is a significant difference in the perception between the male and female learners in their response to constructive feedback. Three circumstances are under study-general feeling towards constructive feedback, perceived impacts on belongingness and happiness, and perceived impacts on the frequency of physical, verbal, and psychological bullying. METHODS: There are 482 learners who participated in the surveys, 185 male and 297 female learners. Statistical analysis is applied to gain more insights into the surveys. A follow-up small session is organized to enhance the findings. RESULTS: It appears that the impacts from constructive feedback on the learners’ genders are apparently minimal within the context of three circumstances. Thus, the perception of the learners who are disengaged and underprivileged is relatively comparable. CONCLUSIONS: The findings contribute to dealing with the disengaged learners in a workplace (and a school). Despite the insignificant difference based on the gender, other issues relating to design and delivery of constructive feedback should be further investigated.
{"title":"Constructive feedback and the perceived impacts on learning and development by the learners’ genders","authors":"Bordin Rassameethes, K. Phusavat, Z. Pastuszak, A. Hidayanto, J. Majava","doi":"10.3233/hsm-220172","DOIUrl":"https://doi.org/10.3233/hsm-220172","url":null,"abstract":"BACKGROUND: Constructive feedback has positively contributed to learning and development, especially for disengaged and underprivileged learners. The study examines whether the perceived impacts from constructive feedback are different between the male and female learners. OBJECTIVE: The objective is to assess whether there is a significant difference in the perception between the male and female learners in their response to constructive feedback. Three circumstances are under study-general feeling towards constructive feedback, perceived impacts on belongingness and happiness, and perceived impacts on the frequency of physical, verbal, and psychological bullying. METHODS: There are 482 learners who participated in the surveys, 185 male and 297 female learners. Statistical analysis is applied to gain more insights into the surveys. A follow-up small session is organized to enhance the findings. RESULTS: It appears that the impacts from constructive feedback on the learners’ genders are apparently minimal within the context of three circumstances. Thus, the perception of the learners who are disengaged and underprivileged is relatively comparable. CONCLUSIONS: The findings contribute to dealing with the disengaged learners in a workplace (and a school). Despite the insignificant difference based on the gender, other issues relating to design and delivery of constructive feedback should be further investigated.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":2.3,"publicationDate":"2023-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48742284","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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