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Impact of BYOD on organizational commitment: an empirical investigation
Abstract
Purpose
Bring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.
Design/methodology/approach
Survey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.
Findings
The SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.
Practical implications
The findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.
Originality/value
The expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.
... A study finds that organizations that favor BYOD save an estimated annual savings of $350 every year on each employee [23]. A recent study by Doargajudhur and Dell [24] finds higher employees' well-being, performance, and commitment among those that utilize their mobile devices for work-related tasks. BetaNews publication [9] estimated that the BYOD industry could spike from $30 billion in 2014 to almost $367 billion by 2022. ...
... Adopting BYOD also requires a careful balance of capability and security, technology and policy, and security risks versus cost savings [73]. When an organization is as strong as its weakest link, an effective BYOD security program is needed to ensure a successful BYOD deployment [24]. Unfortunately, little scientific research was done to develop a theoretical foundation for this widespread phenomenon [24]. ...
... When an organization is as strong as its weakest link, an effective BYOD security program is needed to ensure a successful BYOD deployment [24]. Unfortunately, little scientific research was done to develop a theoretical foundation for this widespread phenomenon [24]. ...
Bring Your Own Device (BYOD) adoption in organizations continues to grow in recent years, with the aim to improve both organization cost-saving, employee job satisfaction, and employee productivity. A BYOD environment has its unique set of organizational security opportunities and challenges. As a result, BYOD program deployment requires organizations to develop and rollout new information security measures and policies unique to this environment. Successful adoption of BYOD thus requires an effective BYOD information security program deployment. Our study seeks to develop a theoretical foundation for explaining and predicting the effectiveness of a BYOD program deployment. Specifically, we evaluate the applicability of Knapp and Ferrante’s Information Security Policy and Effectiveness (ISPE) model to explain and predict BYOD program deployment effectiveness. The relationships between the fundamental causal factors in the model, namely awareness, enforcement, and maintenance, and the program effectiveness, were evaluated using a sample of 119 BYOD users working in the financial sector in the United States. Our study supports the use of the ISPE model to assess the effectiveness of a BYOD information security program deployment. Security policy awareness, enforcement, and maintenance together account for 72% of the change in the BYOD security program effectiveness.
... Nonetheless, the opportunity to experiment allows users to learn how to use the device, and eventually unlearn and break free from previous IT habits and possibly exaggerated expectations, in their attempt to find a fit between the device, the task and their workflows. This in turn leads to improved performance, especially within the context of BYOD (Doargajudhur & Dell, 2019), which has been the underlying, core driver of such schemes (Gartner, 2006). This was particularly obvious in our study with regards to the lack of multitasking, whereby users, after having the opportunity to experiment with the tablet and unlearn deeply entrenched habits, they reframed their understanding and adapted to the new interaction paradigm (B91). ...
... In this context, the use of IT is not mandated by the organisation, and users can freely modify or discontinue the use of the device as they see fit. In this sense, understanding what leads to discontinuance or, equally, what drives continuance behaviour, is critical both for the long term use of the IT artefact, as well as because volitional IT use has been increasing over the recent years, and has recently peaked as a result of BYOD schemes and the consumerisation of IT (Doargajudhur & Dell, 2019;French et al., 2014). Along these lines, we approached post adoption behaviour holistically: we identified the triggers of negative disconfirmation, the behavioural outcomes and the mechanisms that lead to these outcomes, as well as the conditions that activate these mechanisms. ...
... In our study, we have shown that there is indeed a link between autonomy, experimentation and self-efficacy. Within consumerised environments, whereby autonomy is high (Doargajudhur & Dell, 2019;Niehaves et al., 2012), the contextual condition of selfefficacy will activate the mechanism of opportunities for experimentation and give way to more or less sophisticated workarounds. ...
This study investigates the observed behavioural outcomes when users experience negative disconfirmation with consumerised IT artefacts with the aim to identify the generative mechanisms of these outcomes. We analyse blogposts, authored and published by tablet users, where they narrate their experience with an IT artefact. We employ grounded theory method techniques, and through the lens of critical realism and the application of abduction and retroduction, we identify three user accommodating practices following negative disconfirmation, namely discontinuance behaviour, workarounds and reframing, and two generative mechanisms with enduring properties and causal power over them: solution identification and cost/benefits assessment. Our work contributes to the literature of volitional IT use and the consumerisation of IT, by uncovering the mechanisms that pave the way towards observed user behaviours.
... Based on the literature search, four (4) main themes or dimensions were identified, namely technological readiness [1,15,[21][22][23], individual readiness [22,[24][25][26][27], contextual readiness [1,6,[28][29][30], and organizational readiness [31][32][33]. The following Figure 1 shows the proposed conceptual model of the study. ...
... Organizational readiness can be defined as the facilities, services, and support provided by the organization to the individual in an organization or institution. As mentioned by [31], organizational commitment is an important indicator of adoption success, as it may reduce resistance among the employee. Intriguingly, the number of adoption of BYOD among educational institutions is rather high with or without the organizational consent or policy [46]. ...
BYOD is defined as the act of bringing your own gadget, facilities, or device to the organization or institution. The concept of BYOD has spread almost to many sectors, especially in education, due to a shortage of financial resources in the aftermath of the Novel Coronavirus 2019 pandemic. BYOD is a helpful concept in face-to-face education by giving the needy access to adequate resources. However, most of the time, students especially in higher learning institutions, are having a problem accessing adequate resources and facilities standards that may influence their productivity, performance, and perceived benefits. Moreover, the inadequacy of standardized facilities and requirements may also deprive the students of necessary productivity standards. Furthermore, the pandemic of Novel Coronavirus 2019 has transformed the current workplace practices, changing the work-life environment and warranting further exploration. Therefore, the purpose of this study is twofold; first, to identify user behavior intention to adopt BYOD, and second, to propose a conceptual model of BYOD underlying the interrelationship between BYOD antecedents and productivity. A structured literature review methodology was adopted, and a conceptual model was developed for further exploration of the topic. The contribution of this paper is as follows; first, this study identifies the antecedents of behavioral intention to adopt BYOD in the aftermath of the Novel Coronavirus 2019. Second, this study proposes a conceptual model underlying the relationship between BYOD antecedent, behavioral intention to adopt BYOD, and its impact in terms of productivity.
... The reversed adoption of IT through SIT fosters new ways of working at a faster pace than would be possible with traditional adoption via corporate-provided tools. SIT-related practices allow employees to maximize their efficiency due to a better match with the tasks they need to perform (Doargajudhur & Dell, 2019;Junglas et al., 2019). Thus, to achieve their goals, individuals may prefer using workarounds rather than the usual corporate IT (Alter, 2014;Lapointe & Rivard, 2005, Laumer et al., 2017Mignerat et al., 2019). ...
... Finally, the more employees find that their technologies match their tasks, the better their performance at work (Doargajudhur & Dell, 2019). Such practices allow health care institutions to become more digitized, paperless workplaces while providing fast, accurate, and exemplary patient care (Harris et al., 2012). ...
Les institutions de santé assistent aujourd’hui au développement des pratiques liées à l’informatique parallèle ou Shadow IT (SIT), soit l’utilisation d’outils informatiques (notamment appareils et applications) sans l’approbation des directions informatiques. Malgré les avantages avérés de ces pratiques, la SIT est synonyme de vulnérabilités d’autant plus préoccupantes que les institutions de santé hébergent des données de santé considérées comme étant sensibles. L’action publique, directement concernée par les dangers liés à la sécurité des données de santé, doit faire face à des cyberattaques répétées et croissantes auprès des hôpitaux français. Cette action s’exprime notamment par une protection particulière via les textes incluant le RGPD. Fondée sur une revue narrative de la littérature comprenant 159 articles, la question ici posée est donc de savoir comment les établissements de santé peuvent bénéficier des avantages des pratiques de SIT tout en s’assurant de la protection des données des patients.
... SIT-related practices allow employees to maximize their efficiency due to a better match with the tasks they need to perform (Doargajudhur & Dell, 2019;Junglas et al., 2019). Thus, to achieve their goals, individuals may prefer using workarounds rather than the usual corporate IT (Alter, 2014;Lapointe & Rivard, 2005, Laumer et al., 2017Mignerat et al., 2019). ...
... Finally, the more employees find that their technologies match their tasks, the better their performance at work (Doargajudhur & Dell, 2019). Such practices allow health care institutions to become more digitized, paperless workplaces while providing fast, accurate, and exemplary patient care (Harris et al., 2012). ...
Currently, health care institutions are confronted with practices related to Shadow IT (SIT) that allow employees to improve their efficiency through tools that complement corporate-provided IT resources. Although SIT practices can be beneficial, they also create additional vulnerabilities and access points for cyberthreats in institutions where patient data are regarded as sensitive. Therefore, this research addresses the following question: What are the benefits and risks of SIT-related practices in health care? Based on a narrative review of the literature, including 220 articles, this research highlights several specificities of the health care context and their impact on research related to IT adoption and information security behaviors. In terms of managerial contributions, we formulate several proposals to better manage SIT-related risks, such as staff awareness and zero trust solutions. We also contribute to the academic literature by highlighting the interest of questioning specific drivers of reverse IT adoption, the phenomenon of pseudo-compliance and the impact of neutralization techniques. We also make several proposals for future research, such as studying the impact of emergency situations on the behavior of health care personnel.
... Employee motivation is one of the most important management functions among the employees, in order to perform in full potential of their abilities (Dell, 2019). The key to an organisational success depends upon its people. ...
... Human nature is varied and if HR can understand the psychological aspects of its employees and use motivational techniques accordingly; it will bear long-term fruitful outcomes through constructive contribution of the workforce. A satisfied employee does not work because he is forced to, rather because he enjoys his work (Dell, 2019). While doing so, HR personnel need to keep in mind both present as well as future requirements of the organisation along the set plans and objectives that it was identified for the purpose of attainment of goals. ...
It is essential for organisations to pay attention to the well-being of their employees. The organisation should create a workplace that is engaging and motivating, where employees want to stay, grow and contribute their skills, knowledge and expertise. The present research study aims to investigate motivational factors (goal-setting, monetary rewards, recognition programmes and training) that aids in upsurge of employee performance. The study adopted a descriptive research design. The population consists of 130 employees of 30 companies of Nepal. Data was collected using structured questionnaires. Statistical tools such as frequency distribution, mean score, correlation analysis and regression analysis were used to analyse data and were presented using tables. The results reveal that there exists a positive and significant relationship between goal-setting, recognition programmes and training on employee performance. The findings suggest that employees value their own personal growth. Organisations should come up with personal development programmes to improve performance. The study results are expected to offer inputs in assessing and implementing motivational factors in organisations.
... BYOD contribute to the flexibility, convenience and portability of devices which leads to the potential to enhance employees' workflow that will encourage employees' productivity, commitment and morale (H. Chen, Li, Chen, & Yin, 2021;Doargajudhur & Dell, 2019French, Guo, & Shim, 2014). Therefore, it can be hypothesized that: ...
BYOD concept has been around for almost 30 years; however, the real importance of the concept has not been realized until recently. The re-emergence of BYOD concept is spearheaded by several factors; such as long pandemic of COVID-19, economic downturn, reduction of government and private fundings, political instability, and cross-border issues. Thus, in response to these issues, organizations, especially non-profit government agencies had to turn to BYOD concept as a response to decrease funding. However, since the BYOD concept is on the rise again, the is a dearth of research on the level of BYOD among Malaysian public universities. Therefore, this study provide insight into the current state of BYOD adoption and implementation in Malaysia. A quantitative research method was adopted and a total of 476 valid responses were analyzed using Statistical Package for Social Sciences (SPSS) version 26. Finding indicated that the current BYOD level among Malaysian educational institutions is slightly high.
... 1,2 While these practices present benefits like increased productivity and flexibility, they can also facilitate the introduction of security risks to organizational networks and assets by employees. 3 Indeed, a recent report notes that 95% of organizations allow employee BYOD use. 4 In this research, we focus on a type of BYOA, cloud storage applications, commonly used in personal and professional settings which can present security risks to organizations. The average employee uses about 36 cloud-based applications for work, many of which are BYOAs. ...
... Many of these advantages are advantageous for organizations and the employees themselves. Lastly, indirect organizational benefits, such as increased employer attractiveness (Weeger et al., 2016) and organizational commitment (Doargajudhur & Dell, 2019), have been added to the list of benefits. There is also a stream of research that has focused on the negative sides of IT consumerization from an organizational point of view. ...
With increasing mobile work due to the COVID-19 pandemic, the usage and relevance of consumer IT for business purposes have substantially increased. In this light, an understudied area of IT consumerization, the adverse outcomes for employees using consumer IT for business purposes, is of major importance. We conduct a mixed-methods study to investigate the adverse outcomes of IT consumerization. We build on prior studies and end-user interviews to draw connections between IT consumerization and unreliability as one known technostressor. A quantitative survey of 162 full-time employees shows that IT consumerization is associated with increased unreliability. The users’ general computer self-efficacy, instead, decreases unreliability, and unreliability leads to various job-related and health-related outcomes. We show that unreliability is driven by users’ experience while trying to integrate private and business IT components for business purposes. We follow up on this observation through a qualitative analysis of open-ended survey questions to detail users’ experiences. Our findings emphasize the need to examine the negative outcomes of IT consumerization, despite its well-studied positive effects. We suggest that organizations should strive to integrate business and private IT as much as IT security constraints allow for reduced technostress.
... O segundo é visto como uma obrigação, ou norma que constrange o indivíduo a permanecer naquela organização. Índices menores nessas duas dimensões são desejados pois indicam maior envolvimento com a organização, maior desempenho e menor chance de rotatividade (Doargajudhur & Dell, 2019;Mills & Fullagar, 2017). ...
This article analyzes the influence of burnout syndrome on healthcare professionals’ organizational commitment. The extant literature debates the conceptual independence of burnout and organizational commitment. This study contributes to the debate by empirically validating the independence of the two constructs and analyzing the relationship between burnout and three different dimensions of organizational commitment. The analyzed population was formed by doctors and nurses working directly with patients and their families from organizations located in Montes Claros, in the Brazilian state of Minas Gerais. Data was collected using an adapted Maslach Burnout Inventory (MBI) scale (Maslach & Jackson, 1987) and the organizational commitment scale (Meyer et al., 1993), and analyzed using variance-based structural equation modeling. The results suggest that burnout and organizational commitment are independent constructs. Also, it was observed that burnout syndrome negatively affects the employee’s affective and calculative commitment to the organization, whereas there was no evidence of a negative relationship between burnout and normative commitment. Implications for theory development and organizational practice are discussed.
Keywords:
burnout syndrome; organizational commitment; structural equation modelling; healthcare professionals
... The second is seen as an obligation or norm constraining the employee so they remain in that organization. Lower rates in these two dimensions are desired, as this result indicates greater involvement with the organization, greater performance, and less chance of turnover (Doargajudhur & Dell, 2019;Mills & Fullagar, 2017). ...
This article analyzes the influence of burnout syndrome on healthcare professionals’ organizational commitment. The extant literature debates the conceptual independence of burnout and organizational commitment. This study contributes to the debate by empirically validating the independence of the two constructs and analyzing the relationship between burnout and three different dimensions of organizational commitment. The analyzed population was formed by doctors and nurses working directly with patients and their families from organizations located in Montes Claros, in the Brazilian state of Minas Gerais. Data was collected using an adapted Maslach Burnout Inventory (MBI) scale (Maslach & Jackson, 1987) and the organizational commitment scale (Meyer et al., 1993), and analyzed using variance-based structural equation modeling. The results suggest that burnout and organizational commitment are independent constructs. Also, it was observed that burnout syndrome negatively affects the employee’s affective and calculative commitment to the organization, whereas there was no evidence of a negative relationship between burnout and normative commitment. Implications for theory development and organizational practice are discussed.
Keywords:
burnout syndrome; organizational commitment; structural equation modelling; healthcare professionals
... organizational commitment (Doargajudhur and Dell 2019), have been added to the list of benefits. There is also a stream of research that has focused on the negative sides of IT consumerization from an organizational point of view. ...
Our world is becoming more and more digital and interconnected. Particularly new communication and collaboration technologies have changed the way we go about our daily life and work. Several technological and social developments are the driving forces for this change. On the one hand, technological advancements, such as portable devices, fast infrastructure, and constantly available software applications, transform the way employees communicate, collaborate, and transfer knowledge. On the other hand, social developments, such as an increase in knowledge-intense jobs and a workforce that has grown accustomed to increasingly modern and innovative technology from their private lives, contribute to the development. Further, during the COVID-19 pandemic, digital work and the use of communication and collaboration technology has increased unlike anything seen before. It is the organizations responsibility to care for their employees and leave no one behind in this transformation process of work as we know it. Yet, the management of increasingly complex portfolios of digital technologies, comprised of privately-owned and business-owned components, confronts individuals, IT departments, and management with challenges. To address them, organizations and individuals need to broaden their understanding of how and why employees use digital technologies and learn about the associated outcomes. Information Systems research has long been concerned with understanding digital technology use, which is among the most researched topics of the discipline. Research results on technology use have been summarized along the three categories antecedents, use process, and outcomes Antecedents describe factors that influence use. Insights into use processes provide us with details of how technology is used in practice. Use outcomes comprise different factors that can be positively or negatively affected by using technology, such as performance or stress. Within the field, a subset of studies has specifically focused on communication and collaboration technology. Yet, in light of the rise in ubiquitous digital work and the challenges that come with it, further investigation into this subject is necessary. This dissertation aims at providing novel insights into the use of communication and collaboration technology for organizations and individuals across the three categories: antecedents, use processes, and outcomes. In Chapter 2, this dissertation deals with important antecedents of use decisions of communication and collaboration technology. Chapter 2.1 does so by identifying factors that drive the choice of digital technologies in the context of knowledge transfer. Chapter 2.2 analyzes rationales for using privately-owned technology for business purposes based on a risk-benefit perspective. Chapter 3 analyzes individual use processes of communication and collaboration technology in more detail using digital trace data and user interviews. Different heterogeneous user roles are derived from the data in Chapter 3.1. Second, user behavior over time and the effect of external events on such behavior are examined (Chapter 3.2). Chapter 4 presents insights on outcomes of use behavior, particularly adverse outcomes. Insights are provided on the role of individual appraisal in the relationship between communication and collaboration technology use and associated stress (Chapter 4.1). Second, outcomes of the use of mixed IT portfolios comprised of privately-owned and business-owned components are investigated (Chapter 4.2). In summation, this dissertation contributes to the rich body of knowledge on technology use. It broadens our understanding of why communication and collaboration technologies are used, how they are used, and what consequences arise from their use. Thus, insights are provided to practitioners on how to manage technology use in a human-centered way while considering the risks of technology use and reaping its multifaceted benefits. The results of this dissertation may inspire future research on a topic that is potentially more relevant today than ever before.
... One additional risk of data loss through BYOD usage when employees working from home during a pandemic like COVID-19 is that in the organization, employees may be using secure internal computer systems and updated computers, but at home, the same employees could be using insecure or outdated devices that are more vulnerable to attack [36]. The lack of employees security when using BYOD to accomplish work remains a major challenge for organizations [37]. It's the context case of employees' use of BYOD as those devices have been used mainly for their own but also to accomplish work [38,39]. ...
Bring Your Own Device (BYOD) allows employees to access the organizational network via their devices/technology. This trend is beneficial to the employees in terms of greater flexibility, apart from productivity and cost savings for the company. Enabling employees to use their own devices at the workplace may lead the company to become vulnerable to information security threats as employees do not possess the right understanding of protecting their devices. This study analyzed the factors that determine employees' behavioral intention and their actual protection behavior in protecting their devices in BYOD environment. A self-administered questionnaire was conducted with 383 government employees in Oman. The results indicated that perceived vulnerability, perceived severity, response cost, subjective norm, perceived behavioral control, and knowledge influenced employees' BYOD intention protection behavior while perceived vulnerability, perceived severity, response efficacy, response cost, attitude, subjective norm, and perceived behavioral control were found to influence BYOD protection behavior. Contrarily, response efficacy, security self-efficacy, attitude, and information security awareness were found to be nonsignificant on protection intention. The findings also revealed that the mediator (protection intention) has a considerable beneficial impact on the dependent variable (protection behavior). Hence, employers should develop an all-encompassing approach to improve their employees' BYOD usage protection behavior to secure the organization's assets.
... MDM also may limit and be contraindicative to the bring-your-own-devices (BYOD) culture implemented by organizations [14], restricting employees' freedom on the use of their personal devices for work purposes. According to Doargajudhur and Dell [15], BYOD culture positively impacts job satisfaction, job performance, and organizational commitment. The authors, nevertheless, did not include the influence of organizational control on the use of personal devices in their analysis. ...
Abstract: Personal mobile devices form an integral part of business activities today. Mobile devices, nevertheless, pose various security issues and data privacy threats, which require a close attention. The rational choice theory was utilized to examine the determinants of employees’ security behavior in relation to mobile device usage. Employees were postulated to rationally evaluate the costs and benefits of mobile security measures and decide on the option that is perceived to provide the best expected outcome. Twelve out of thirteen hypotheses examined in this study were found to be significant. We also hypothesized that demographics and work-related variables significantly affect employees’ mobile security practices, examined using ordinal logistic regression analysis. The findings indicate the efficacy of the rational choice theory in explaining mobile security behavior. Security inconvenience has been found to be a significant cost to information security measures. Moreover, the findings also showed the influence of gender, job function, past security experience, and perceived risk on the dependent variable. In conclusion, we would like to draw considerable attention to the contribution of security awareness programs and security training to good mobile
security behaviors.
... This movement is promoted by the employees' desire to use the latest technology, along with organizational strategies to cut down capital and operation expenditures (James et al. 2017;Miller, Voas, and Hurlburt 2012). BYOD has also been found to influence employees' innovative behaviors within the organization (Harris, Ives, and Junglas 2012;Köffer et al. 2015) and initiate IT-driven transformations that advance organizational processes (Doargajudhur and Dell 2019;Leclercq-Vandelannoitte 2015b). This practice became an overnight necessity during the COVID-19 pandemic lock-down (Al-Katib 2020; Davison 2020; Papagiannidis, Harris, and Morton 2020) wherein organizations have increased their dependence on digital tools and shifted the bulk of their workforce to remote work (O'Leary 2020). ...
Bring Your Own Device (BYOD) is considered one of the top security risks organizations face today as these devices are very much part of the working culture of today’s employees. However, there is still a lack of understanding of BYOD security risks and their impact on both information security and service delivery, particularly in the government sector, nor are there any strategies to reduce these risks. To examine this problem, interviews and BYOD risk assessments were conducted with eight IT security experts from selected public sector organizations to furnish in-depth insights into BYOD risks and its impact on organizations, and to recommend mitigation strategies
to overcome them. Security risks that emanate from the security behavior of employees using their personal devices are identified and categorized into people, process, and technology risks. The risk assessment resulted in 16 critical risks for public sector organizations and strategies such as security training and awareness (SETA), policy, top management commitment, and technical countermeasures to overcome critical BYOD risks.
... Many of these advantages are advantageous for organizations and the employees themselves. Lastly, indirect organizational benefits, such as increased employer attractiveness (Gewald et al. 2017) and organizational commitment (Doargajudhur and Dell 2019), have been added to the list of benefits. ...
Digitalization increasingly changes individuals business and private lives. Today, individuals build and use ever more complex individual information systems (IIS) composed of privately-owned and business-owned components. The COVID-19 pandemic has accelerated this development since individuals were forced to work from home due to the social distancing measures associated with the pandemic. The ongoing digitalization comes with great opportunities for individuals, such as higher mobility and flexibility, as well as for organizations, such as lower costs and increased productivity. However, the increased use of IIS at the workplace also bears risks for individuals. Such risks include technostress, which refers to stress that is caused by digital technologies. Technostress, in turn, can lead to health-related issues, reduced productivity, and higher turnover intentions. Thus, to leverage the positive opportunities of digitalization while reducing its associated risk of technostress, a better understanding of IIS, their use, and its effect on technostress, and of individual resources that may affect this relationship is needed. The aim of this dissertation is threefold: First, to contribute to a better understanding of layers of IIS and their different components. Second, since a negative outcome of IIS use can be technostress, this dissertation seeks to advance knowledge on technostress creators and how they can be influenced by IIS use and by various IIS characteristics. Third, this dissertation aims to reveal which resources of individuals may help mitigate technostress. This dissertation uses quantitative methods, such as online surveys and structural equation modeling, and qualitative methods, such as literature analyses and semi-structured interviews. Thereby, the methodological focus lies on quantitative data collection and analysis, while some papers use a mixed-methods approach as a combination of quantitative and qualitative methods. Chapter 2 of this dissertation aims at providing a better understanding of IIS by investigating its various components. Therefore, Chapter 2.1 conceptualizes four layers of IIS: devices, digital identities, relationships, and information. It also considers that IIS have two more or less integrated subsystems: the business information systems with business-owned components and the private information systems with privately-owned components. An empirical validation supports this conceptualization as well as the definition of integration between the two sub-systems on each of the four layers. Chapter 2.2 studies IT consumerization, which refers to the use of private IIS components in the business domain and applies a risk-benefit consideration. The results imply that benefits of consumerization of IT services, such as better functionalities of a private IT service outweigh risks, such as the threat of sanctions for the use of private IT services. Chapter 3 focuses on technostress as a negative outcome of the increased IIS use. Chapter 3.1 analyzes how IT consumerization is related to the technostress creator unreliability of digital technologies. The results reveal a positive relationship between IT consumerization and unreliability and show that unreliability is perceived higher when the IT portfolio integration and the individuals computer self-efficacy are low. Chapter 3.2 proceeds with studying characteristics of digital technologies and how these are related to technostress. It presents ten characteristics that are associated with at least one technostress creator. Chapter 3.3 extends the concept of technostress and introduces a framework of twelve different technostress creators, reveals four second-order factors underlying the twelve technostress creators, and brings them into relation with work- and health-related effects. Chapter 4 also deals with technostress and investigates resources to mitigate technostress. Chapter 4.1 focuses on organizational measures and finds different relationships of the investigated measures with different technostress creators. While some of the technostress creators can be inhibited by the implementation of organizational measures, others are found to be even intensified by the organizational measures. Chapter 4.2 focuses on social mechanisms that function as technostress inhibitors. Findings differ between technostress creators and the investigated social support dimensions. Furthermore, the results highlight the fact that some of the social support dimensions gain even greater importance in light of increasing telework. In summary, this dissertation provides new insights into IIS and their use, the emergence of technostress in digitalized workplaces, and organizational as well as social mechanisms that help mitigate technostress. Hence, this dissertation supports current efforts in both research and practice to reduce technostress while leveraging the positive opportunities of workplace digitalization.
... Covariance-based structural equation modelling (CB-SEM) is a powerful technique which has become a technique of choice in many recent studies (e.g. Doargajudhur and Dell, 2019;Al Mansoori et al., 2018;Siala et al., 2019;Esmaeilzadeh et al., 2021;Shiau and Chau, 2016), as it considers as an integration of several multivariate statistical methods such as regression analysis, path analysis and confirmatory factor analysis. It also allows conducting a simultaneous analysis of observed variables and latent structures. ...
Purpose
This study examines the effect of multidimensional constructs on citizen loyalty to e-government services. More specifically, it examines the effects of service quality, trust and satisfaction on loyalty to these services.
Design/methodology/approach
The data were collected via a questionnaire that was completed by 780 foundation-year students in government universities in Saudi Arabia. The students who participated in the study had used a unified system provided by the Ministry of Education in Saudi Arabia for university admission. The data were analysed using structural equation modelling.
Findings
The key findings revealed that the factors service quality, trust in government, trust in e-government services and citizen satisfaction play a significant role in developing citizen loyalty to e-government services. Trust in government has the strongest direct effect on citizen loyalty to e-government services, and service quality has the strongest total effect on citizen loyalty. In contrast, citizen satisfaction has the least significant influence on citizen loyalty to e-government services.
Originality/value
This study proposes a new model for citizen loyalty to e-government services that combines the service quality model and trust theory. In addition, this study is among the first to categorise trust into three factors – trust in government, trust in e-government and disposition to trust – and integrate them into a model. Furthermore, the study reveals the roles of satisfaction and service quality in developing citizen loyalty. The findings of this study fill a gap in knowledge on citizen trust in, satisfaction with and loyalty to e-government services.
... Previous IS research showed the importance of TTF perceptions in IS-related post-adoptive behaviors. For instance, Doargajudhur and Dell [32] developed IS utilization models and found a direct effect of TTF on individuals' post-adoption job performance. Similarly, Furneaux and Wade [37] suggest that declining perceptions about a system's suitability, i.e., a similar concept to TTF, will be an important indication that a system is nearing the end of its life and users will stop using it. ...
The herd behavior of technology users, i.e., adopters observe the decisions (but not the reasoning) of prior adopters and imitate their system usage behaviors, is prominentin the information technology (IT) industry. However, such en mass adoptions areprone to be fragile. Adopters may reverse their decisions, after an initial adoption, andabandon system use when updated contradictory information is presented. This phenomenon of herd-like abandonment, at both individual and organizational levels, is significant and requires more investigation, since it is connected to the durability of particular products and technologies in the marketplace. In addition, IS behaviors of users at the later phases of IS life cycle, i.e., termination phase, are the primary source of benefit for organizations. This study develops and empirically validates a theoretical model of IS abandonment in a herding context. We test our model via a longitudinal research design, which surveys adopters at two different points in time. The study examines the determinants of adopters’ abandonment intentions, which occure specially after an initial en mass adoption (i.e., a herding setting). Results suggest that post-adoptive task-technology fit, perceptions of niche, and observation of a criticalmass of abandoners are all salient factors affecting IS abandonment intentions.
... As technology becomes more and more consumerised, personal devices are used for both personal and professional use scenarios (Dang-Pham et al. 2019) and such is the case with devices like the tablet. Users are able to exert increased control over IT adoption and use, because, within volitional contexts of use like Bring-Your-Own-Device schemes and consumerised environments, they can make their own choices (Doargajudhur and Dell 2019;Hovav and Putri 2016). They are thus able to abandon one IT artefact for another, which may offer a better workflow or may simply be more familiar with it. ...
The concept of appropriation is of paramount importance for the lasting use of an Information Technology (IT) artefact following its initial adoption, and therefore its success. However, quite often, users' original expectations are negatively disconfirmed, and instead of appropriating the IT artefact, they discontinue its use. In this study we examine the use of IT artefacts following negative disconfirmation and use Grounded Theory Method techniques to analyse 136 blogposts, collected between March 2011-July 2017, to investigate how users appropriate or reject the tablet when technology falls short of users' expectations. Our findings show that users overcome negative disconfirmation through a trial and error process. In doing so, we identify that users appropriate the tablet when the attained benefits significantly outweigh the risks or sacrifices stemming out of its use. We discuss our contribution within the context of the appropriation literature, and highlight that the success of IT lies with the user's success in identifying personal use scenarios within and across diverse contexts of use.
... Organizations can also benefit from numerous tool-embedded innovations (Cook et al., 2013;Köffer et al., 2015;Zhang et al., 2019), such as the use of social media, which has proved its efficiency regarding firm performance (Chatterjee & Kar, 2020). For example, employees can use personal apps that initiate new ways to serve the firm's objectives in terms of work performance (Doargajudhur & Dell, 2019;Junglas, Goel, Ives, & Harris, 2019;Leclercq-Vandelannoitte & Bertin, 2018). By doing so, BYOD enables employees to initiate changes that lead to improving and rethinking some organizational processes (Koch et al., 2019;Köffer et al., 2015). ...
The adoption of Bring Your Own Device (BYOD), initiated by employees, refers to the provision and use of personal mobile devices and applications for both private and business purposes. This bottom-up phenomenon, not initiated by managers, corresponds to a reversed IT adoption logic that simultaneously entails business opportunities and threats. Managers are thus confronted with this unchosen BYOD usage by employees and consequently adopt different coping strategies. This research aims to investigate the adaptation strategies embraced by managers to cope with the BYOD phenomenon. To this end, we operationalized the coping model of user adaptation (CMUA) in the organizational decision-making context to conduct a survey addressing 337 top managers. Our main results indicate that the impact of the CMUA constructs varies according to the period (pre- or post-implementation). The coping strategies differ between those who have already implemented measures to regulate BYOD usage and those who have not. We contribute to theory by integrating the perception of BYOD-related opportunities and threats and by shedding light on the decisional processes in the adoption of coping strategies. The managerial contributions of this research correspond to the improved protection of corporate information and the maximization of BYOD-related benefits.
... The key risks are malware, data leakage, loss and theft. Doargajudhur and Dell (2018) Combines the job demands-resources (JD-R) model and the task-technology fit (TTF) model. ...
Employees are increasingly relying on mobile devices. In international organizations, more employees are using their personal smartphones for work purposes. Meanwhile, the number of data breaches is rising and affecting the security of customers' data. However, employees' cybersecurity compliance with cybersecurity policies is poorly understood. Researchers have called for a more holistic approach to information security. We propose an employee smartphone-security compliance (ESSC) model, which deepens understanding of employees' information-security behavior by considering influences on the national, organizational, technological (smartphone-specific), and personal levels. The research focuses on secure smartphone use in the workplace among Gen-Mobile (aged 18–35) employees in a cross-cultural context: the United Kingdom (UK), United States (US) and United Arab Emirates (UAE) where 1735 questionnaires were collected. Our findings suggest that those who wish to understand employees' smartphone-security behavior should consider national cybersecurity policies, cultural differences in different countries, and threats specific to smartphone use. In addition, our findings help companies to increase customers’ trust and maintain a positive reputation.
... In years to come, more digital natives, the new workers who have grown up with technology ( Jarrahi et al., 2017 ), will join the workforce and demand to use their own hardware and software in the organization, as used in their private lives ( Weeger et al., 2018 ). Increased job satisfaction, better job performance and staying longer with the current organization are among the outcomes of employees' perceptions of using mobile devices for work purposes ( Doargajudhur andDell, 2019 , Jeong et al., 2016 ). ...
The omnipresence of Bring Your Own Device (BYOD) in organizations and employees’ lives makes it a challenge to ensure adherence to security policy. In such situation, it is vital to understand the features of BYOD that impact the threat landscape, as well as identifying factors that contribute to security policy compliant behavior to create a secure environment in organizations. Though research on BYOD has progressed, the field still lacks a systematic literature analysis, as previous reviews have focused on traditional computing security policy compliance, leaving out the BYOD environment. A total of 21 articles published from 2012 to 2019 were reviewed systematically to answer a formulated set of research questions. The study reveals the unique features of the BYOD computing environment in organizations. This review provides an overview of the theories used to explain and predict security behaviors in this field and a detailed understanding of factors that influence BYOD security policy compliance behavior. Literature gaps for further research are proposed in this paper to present new insights in this field of research. Studies on BYOD security policy compliance remain scarce, which makes this review a novel contribution to human security behavioral studies.
... All of the items of the questionnaire for all of the construct variables were standard and derived from previous studies. The questionnaire had 15 questions: 6 were related to measuring the employees' work-related use of the ESN derived from the work of Ou and Davison (2011) and 3 were related to measuring the organizational commitment, adapted from the standard questionnaire by Doargajudhur and Dell (2019). There were 3 questions related to measuring organizational concern and 3 related to prosocial values as well. ...
Purpose
This study, based on the cognitive dissonance and commitment theories, aims to show that employees with high organizational commitment take more advantage of enterprise social networks (ESNs) due to work-related motivations. Furthermore, this study used the tricomponent attitude model to show that the employees' organizational concern and prosocial values mediate the impact of the organizational commitment on the work-related use of an ESN.
Design/methodology/approach
In all, 361 employees from seven Iranian companies using different ESN software packages were surveyed. The validity of the hypotheses was evaluated using partial least square–structural equation modeling (PLS-SEM).
Findings
The results of this study confirm that the employees' organizational commitment has a positive impact on their work-related use of the relevant ESN directly and through the mediating roles of their organizational concern and prosocial values.
Originality/value
Previous studies have carefully addressed the role of organizational commitment in the implementation of conventional information systems. However, this is among the few studies addressing the role of commitment in the work-related implementation of ESNs. The results of this study shed light on how employees with a high level of commitment toward the organizations for which they work take advantage of ESNs due to a work-related motivation for the accomplishment of their duties, for bringing benefits into the organization and for helping their coworkers.
... A. BYOD Bring Your Own Devices (BYOD) originated from workers bringing their own personal mobile devices to the workplace and using them to perform work tasks [14], [15]. Some foreign schools in the United States, Australia, New Zealand and other countries have started BYOD projects whereby instructors and students are encouraged to bring their own equipment to the classroom, and to carry out practical applications [16]. ...
... The lack of employees' security awareness when using BYOD for work purposes remains a major challenge for companies (Doargajudhur & Dell, 2019;Timms, 2017). This is especially the case in the context of employees' use of smartphones as these devices can be used mainly for personal but also for work purposes (Baillette et al., 2018;Bautista et al., 2018;Köffer, Ortbach, & Niehaves, 2014). ...
Despite the benefits of bring your own device (BYOD) programmes, they are considered one of the top security risks companies are facing. Furthermore, there is a gap in the literature in understanding gender differences in employees' smartphone security behavioural intention. This research analyses gender differences in smartphone security behavioural intention among employees in the United Arab Emirates (UAE) and the United States (US). The research develops a new model, the behavioural model of cybersecurity (BMS), based on a combination of the protection motivation theory (PMT), the general deterrence theory (GDT) and Hofstede's cultural dimensions. A questionnaire was distributed to employees in both countries. A total of 1156 useable responses were analysed using partial least squares-structural equation modelling. The findings show that gender differences exist, but neither male nor female employees in either country are aware of the risks associated with their use of smartphones, despite their awareness of the existence of their company's BYOD security policies. The research provides theoretical and practical contributions by developing a new model combining the PMT, GDT and Hofstede's cultural dimensions and suggests gender differences in employees' smartphone security behavioural intention in a cross-national context. It has several practical implications for practitioners and policymakers.
... The five items on the constructive employee voice were derived from a standard questionnaire developed by Maynes and Podsakoff's (2014). The three items used to evaluate organisational commitment were adopted from Doargajudhur and Dell (2018). All items are shown in the Table AI. ...
Purpose-Although online social networks (e.g., Facebook, LinkedIn and Instagram) have been used by employees for various work-or non-work-related motives, there has been lack of research on the use of such networks in the workplace. This study draws on commitment theory and the tricomponent attitude model to explain the role organisational commitment plays in predicting the work-related use of online social networks and the mediating role a constructive employee voice may have in this relationship.
Design/Methodology/Approach-The research was conducted among the employees of seven different companies within seven different industries. The validity of the measures and structural models was evaluated using partial least squares structural equation modelling (PLS-SEM).
Findings-The results indicated that organisational commitment promotes employees' work-related use of online social networks directly and also indirectly via the mediating role of a constructive voice.
Originality/Value-This study is among the few studies which have used the tricomponent attitude model to investigate employees' behaviour in the workplace, in particular, work-related use of online SNs. In terms of theory, this study contributes to expanding the boundaries of knowledge as SNs are considered a challenge in contemporary organisations. Organisations can convert this challenge from a potential threat to an actual opportunity by reinforcing "organisational commitment".
... Nevertheless, these figures demonstrate how widespread these crimes are, with the resulting damages to the world economy in the trillions. Doargajudhur and Dell (2019) identify that enhanced awareness of cyber-crimes and alarming media reports about losses resulting from these crimes have intensified interest and attracted the attention of consumers, organisations, governments and researchers. Moreover, Vahdati and Yasini (2015) stressed that cyber-crimes are the biggest threat to the survival of e-tailing. ...
... Embora a administração pública se diferencie essencialmente pela finalidade das organizações e com certa padronização de rotinas em razão das normas que regem o serviço público, os resultados, ao mostrarem diferenças significativas, podem corroborar a influência de variáveis que alteram o comprometimento, por exemplo: Confiança (Chiu & Ng, 2015), Liderança (Yahaya & Ebrahim, 2016), Qualidade em serviços (Lampinen, Suutala & Konu, 2017), Satisfação no trabalho e rotatividade (Luz, Paula & Oliveira, 2018), Desempenho (Doargajudhur & Dell, 2019), Transferência e maturidade da gestão do conhecimento (Marques, La Falce, Marques, De Mulder & Silva, 2019), entre outros. Esses resultados são alertas que precisam ser compreendidos pelos gestores para que as organizações busquem elevar os níveis de comprometimento e de prestação do serviço, no caso, público. ...
RESUMO O comprometimento dos trabalhadores pode ser considerado fator estratégico e decisivo nas organizações. Este trabalho tem como objetivo descrever e comparar a configuração do comprometimento organizacional em uma Instituição de Ensino Técnico Superior e uma Fundação de Ensino e Pesquisa, ambas de Minas Gerais. Utilizou-se um questionário baseado na escala de comprometimento de Allen & Meyer (1990) e, ao final do instrumento, foram feitas quatro questões abertas para entender as percepções de comprometimento das organizações. Os resultados demonstraram que a base afetiva tem maior percepção na Instituição de Ensino, em comparação com a Fundação, que possui maior média na base calculativa. A baixa aderência do comprometimento afetivo no caso da Fundação pode indicar problemas que merecem atenção da gestão de pessoas desta organização com vistas a evitar perdas de pessoal e descontinuidade de serviços. Destaque-se que as perguntas abertas contribuíram para o desnudamento do diagnóstico proposto pelo questionário, ao indicar os motivos do comprometimento afetivo e calculativo percebidos nas organizações. Implicações e limitações da pesquisa e sugestões para outros estudos são discutidas neste artigo. Palavras-chave: Comprometimento organizacional; Instituição Pública; Ensino. ABSTRACT Organizational commitment can be considered a strategic and decisive factor in organizations. This paper aims to describe and compare the configuration of organizational commitment in a Higher Technical Education Institution and a Teaching and Research Foundation, both from Minas Gerais. A questionnaire was used based on Allen & Meyer's (1990) commitment scale and at the end of the instrument four open questions to understand organizations' perceptions of commitment. The results showed that the affective basis has higher perception in the Teaching Institution in comparison to the Foundation that has the highest average in the calculative base. The low adherence of the affective commitment in the case of the Foundation can indicate problems that deserve attention of the management of people of this organization with a view to losses of personnel and discontinuity of services. It should be emphasized that the open questions contributed to the undressing of the diagnosis proposed by the questionnaire, indicating the reasons for the affective and calculative impairment perceived in the organizations. Implications, limitations and suggestions are discussed in the article.
... The major challenges associated with identity-related offences include credit problems for consumers (such as aggravation by debt collectors and the rejection of loan applications), disruption to normal life (such as reputation damage) and the psychological difficulty of providing personal data to organisations and banks during an investigation (Kirk, 2014;Spanaki et al., 2018;Tsohou and Holtkamp, 2018). Enhanced awareness of identity theft and media reports of these crimes have intensified interest and attracted the attention of consumers, organisations, governments and researchers (Almerdas, 2014;Chakraborty et al., 2016;Doargajudhur and Dell, 2018;Walt et al., 2018). Such incidents can have numerous consequences; for example, loss of customer confidence, damage to an organisation's reputation, legal issues and financial losses (Kerr et al., 2013). ...
Purpose
Knowledge-sharing (KS) for preventing identity theft has become a major challenge for organisations. The purpose of this paper is to fill a gap in the literature by investigating barriers to effective KS in preventing identity theft in online retail organisations.
Design/methodology/approach
A framework was proposed based on a reconceptualisation and extension of the KS enablers framework (Chong et al., 2011). A qualitative case study research method was used for the data collection. In total, 34 semi-structured interviews were conducted in three online retail organisations in the UK.
Findings
The findings suggest that the major barriers to effective KS for preventing identify theft in online retail organisations are: lack of leadership support; lack of employee willingness to share knowledge; lack of employee awareness of KS; inadequate learning opportunities; lack of trust in colleagues; insufficient information-sourcing opportunities and information and communications technology infrastructure; a weak KS culture; lack of feedback on performance; and lack of job rotation.
Practical implications
The research provides solutions for removing existing barriers to KS in preventing identity theft. This is important to reduce the number of cases of identity theft in the UK.
Originality/value
This research extends knowledge of KS in a new context: preventing identity theft in online retail organisations. The proposed framework extends the KS enablers framework by identifying major barriers to KS in the context of preventing identity theft.
... Although Doargajudhur and Dell call for such research, to the best knowledge of the authors, no prior studies on BYOD have assessed its impact on work motivation. 42 The findings are relevant to both practitioners and researchers by providing an empirical and theoretical understanding of the impact of BYOD on employees' performance and motivation. The study is also one of the first studies of BYOD to employ the JD-R model. ...
Many organizations are considering Bring Your Own Device (BYOD) programs, in which employees are permitted to use personal mobile devices for work-related purposes. Based on the job demands–resources model, this study empirically investigated the effects of BYOD adoption on employees’ motivation and perceived job performance. Using a sample of 400 full-time employees from different occupational sectors in Mauritius, this study adopted structural equation modeling to test the hypotheses using AMOS version 22. Results show that BYOD has a significant positive relationship with technology self-efficacy (TSE), perceived workload and perceived job autonomy, while perceived job autonomy is a positive antecedent to perceived workload. In addition, TSE, perceived job autonomy and perceived workload, in turn, influence perceived job performance, while perceived job autonomy and perceived job performance were found to be significant determinants of work motivation. Implications of these findings, limitations and potential research avenues are also discussed.
Purpose
This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions.
Design/methodology/approach
The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country.
Findings
SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions.
Practical implications
Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being.
Originality/value
The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.
Remote working is growing in popularity globally, and the COVID-19 pandemic has contributed to this trend. While the idea of remote work is not new, the reality is that it is now more common than ever in all industries and organisations where it can be implemented, and it is becoming a preferred method of working globally. The issue of remote work is current, and given how quickly it has spread throughout the globe, it is critical to look at how this new working paradigm impacts work outcomes of constantly connected BYOD (bring your own device) workers. The chapter examines the effects of working remotely for this type of employee. It also presents the remote working trend across the globe, the theoretical lens, and the reason for choosing the job demands-resources theory. A research model is proposed by carefully analysing the key constructs related to the impacts of remote working for BYOD users. The chapter explores strategies and recommendations tailored to enhance the remote work experience for these employees, while also providing insights into future directions.
The use of personal, consumer IT artifacts for business purposes, complementary to or instead of official IT infrastructure is called IT consumerization. Its impact on IT management is significant, and a prerequisite for its successful management is understanding the difficulties and potential that this phenomenon carries. They are highlighted in the paper through a systematic mapping study of current information collected from scientific and professional sources, and are also the basis for further research - a systematic literature review.
Resumo A prática de usar a tecnologia de propriedade do trabalhador para fins de trabalho é fenômeno e tendência informacional contemporânea, conhecida como "Bring Your Own Device" ou consumerização. O objetivo do estudo é mostrar como o tema é abordado entre bibliotecários. Para tanto, é realizada pesquisa bibliográfica na base de dados Scopus. Os estudos recuperados mostram o uso de dispositivos móveis por bibliotecários e que a prática apresenta oportunidades de inovação, de atendimento ao usuário, de conversão dos serviços da biblioteca em serviços móveis. Os estudos também apontam impactos positivos e negativos na equipe da biblioteca. Conclui que o tema é novidade quando se trata de bibliotecas e bibliotecários e que estudos futuros sobre a prática Bring Your Own Device no ambiente das bibliotecas e demais unidades de informação, com foco no trabalhador, se fazem necessários. Palavras-chave: Dispositivos móveis; Tecnologia da informação; Bibliotecas; Bibliotecários. Mobile devices and BYOD practice among Librarians Abstract The practice of worker-owned technology utilization for work purposes is a contemporary informational phenomenon and trend known as "Bring Your Own Device" or consumerization. The objective of this study is to present how the topic is approached among librarians. For that, bibliographic research is carried out in the Scopus database. The retrieved studies show the use of mobile devices by librarians and show that the practice presents opportunities for innovation, customer service, and the transformation of library services into mobile services. Studies also point to positive and negative impacts on the library staff. It Recebido em:27/11/2022 Aceito em: 18/03/2023
The proliferation of the Bring Your Own Device (BYOD) policy has instigated a widespread change across organizations. However, employees’ compliance toward BYOD security policy remains a challenge. Building on the organizational control, security culture, and social cognitive theory, a research framework for analyzing BYOD security policy compliance factors was developed in this study. To validate the framework, 346 responses were obtained from three Critical National Information Infrastructure (CNII) agencies. Using Partial Least Square-Sequential Equation Modelling (PLS-SEM), the study confirmed that perceived mandatoriness, self-efficacy, and psychological ownership are influential in predicting BYOD security policy compliance. Specification of policy is associated with perceived mandatoriness. Self-efficacy is associated with both BYOD IT support and SETA. Further, security culture was found to have no significant relationship with BYOD security policy compliance.
Purpose
This study explores how the relationship between supervisor's proactivity, job demands and job outcomes is based on dyadic interpersonal interaction based on the literature of the job demands-resources model and conservation of resources theory.
Design/methodology/approach
In this work, valid data from 272 participants (241 information technology subordinates and 31 project managers) in professional service firms are used in measurement and structural analyses based on a cross-level research framework. Additionally, the hierarchical linear modeling technique and a cross-sectional dataset were used to evaluate the proposed hypotheses.
Findings
The results reveal that supervisor proactivity is a critical resource during the execution of professional service projects and is significantly related to perceptions of job demands on the part of subordinates while positively moderating the relationship between job demands and job satisfaction and job demands organizational commitment.
Originality/value
The answer to the question as to whether extensive use of job resources (i.e. supervisor proactivity) in service projects is beneficial and inconclusive in the current information technology (IT) industry literature. Currently, the IT industry continues to experience rapid growth and is a dynamic sector in the global economy that results in increased demands on supervisors because of the specific characteristics of their positions. Consequently, it is necessary further to examine both the direct and moderating effects of resource crossover driven by supervisor proactivity on subordinate behavior, including job demands, job satisfaction and organizational commitment. Although proactivity is a relatively mature concept, some issues related to the negative effects of proactivity on factors, such as job demands, technostress and addiction, need to be further addressed. However, studies specifically focus on investigating this issue are missing from the literature. The findings of this paper thus address these research gaps by validating the direct and moderating relationships of such factors using the proposed cross-level research model.
Purpose
As employees’ adoption of Bring Your Own Device (BYOD) has increased, so has research interest into the impact of BYOD on human resources outcomes. The present study aims at understanding the relationship between BYOD and human resources outcomes.
Design/methodology/approach
The study employs the inductive data-driven content analysis approach to analyze the data collected through qualitative semi-structured interviews with a sample of 28 knowledge workers from different occupational sectors in Mauritius.
Findings
The results show the double-edged sword brought about by BYOD implementation. This trend is associated with perceived job performance, job satisfaction, organizational commitment and work motivation while also having an effect on work-life conflict and stress.
Practical implications
This study has implications for organizations that are concerned about formulating guidelines and policies in relation to workers' adoption of BYOD in the workplace. This trend permits employees to continue to communicate and work irrespective of new working conditions and social distancing since the Covid-19 pandemic has changed the way organizations operate around the globe.
Originality/value
Driven by the JD-R theory, themes and sub-themes were linked by the emerging relationships to present a conceptual framework to understanding employees' well-being since this is a pertinent research area for scholars and practitioners, as well as a topic of growing prominence for modern organizations.
The purpose of this meta-analytic research is to obtain a clear and unified result for the relationship between job satisfaction and job performance, as previous research has shown contradictions in this regard. A total of 913 articles in both English and Persian languages were obtained from four databases, and finally, 113 articles with 123 independent data were selected and analyzed. The random-effects model was adopted based on results, and the analysis resulted a medium, positive, and significant relationship between job performance and job satisfaction (r = 0.339; 95% CI = 0.303 to 0.374; P = 0.000). Finally, the country of India was identified as a moderator variable. The publication, language, selection, and citation biases have been examined in this study. Increasing and improving the job performance of employees have always been an important issue for organizations. The results of this study can be useful for managers in different industries, especially for Indian professionals in both public and private sectors, to better plan and manage the satisfaction and the performance of their employees. Also, Indian scholars can use these results to localize the global research in this regard.
The Employee commitment is recently being discussed in world context. The literature on organizational factors affecting the commitment of sewing machine operators recently focuses on the Asian market and as a result it is being spread in the Sri Lankan context. Though employee commitment in Sri Lankan apparel is observed in the literature, organizational factors affecting for the commitment is not yet clearly understood. Sri Lankan apparel sector plays a huge role in country economy. As a trend employee are more conscious about jobs and willingly take steps to contribute to the national economy. Present research measured the impact of factors, flex-time job, job autonomy, peer support, superior support, workload identified from literature and their influence onto the commitment of sawing machine operators. The research aimed to solve the issue of what are the organizational factors affecting commitment of sewing machine operators?
Research was carried out by using quantitative method and a questionnaire was distributed among machine operators who working at Courtaulds clothing Lanka Pvt. Ltd. responses were taken as the sample for the study. Correlation analysis, regression and hypothesis testing was implemented to understand the impact between the independent factors and commitment. Researcher found that commitment is dependent on. flex-time job, job autonomy, peer support, superior support, workload According to research findings, these organizational factors significantly impact the machine operators.
The Employee commitment is recently being discussed in world context. The literature on
organizational factors affecting the commitment of sewing machine operators recently focuses on the
Asian market and as a result it is being spread in the Sri Lankan context. Though employee
commitment in Sri Lankan apparel is observed in the literature, organizational factors affecting for the
commitment is not yet clearly understood. Sri Lankan apparel sector plays a huge role in country
economy. As a trend employee are more conscious about jobs and willingly take steps to contribute to
the national economy. Present research measured the impact of factors, flex-time job, job autonomy,
peer support, superior support, workload identified from literature and their influence onto the
commitment of sawing machine operators. The research aimed to solve the issue of what are the
organizational factors affecting commitment of sewing machine operators? Research was carried out
by using quantitative method and a questionnaire was distributed among machine operators who
working at Courtaulds clothing Lanka Pvt. Ltd. responses were taken as the sample for the study.
Correlation analysis, regression and hypothesis testing was implemented to understand the impact
between the independent factors and commitment. Researcher found that commitment is dependent on.
Flex-time job, job autonomy, peer support, superior support, workload According to research findings,
these organizational factors significantly impact the machine operators.
Enterprises are adopting mobile technologies to increase their operational efficiency. They provide employees with greater access to real-time information that improves responsiveness and competitiveness. The adoption of mobile technologies has given rise to the Consumerization of information technology (CoIT) phenomenon. Consequently, with ubiquity of mobile devices, individuals are concerned about privacy and organization are worried over data security issues. Mobile Device Management (MDM) adoption in organizations is hence, perceived a necessity. However, the effects of mobile technologies, Consumerization, and MDM adoption on employees remains a pertinent question. A review of the literature revealed an apparent gap in the research on the role of MDM adoption in employee engagement and task performance. This paper identifies the possible relationships and interactions between these critical constructs. The results of Partial Least Squares - Structural Equation Modeling (PLS – SEM) indicate some key implications for research. Previously unexplored, CoIT construct has been conceptualized as a ‘habit’, shows positive influences on MDM adoption, corroborating extant literature. Also, hitherto unreported, MDM adoption positively affects employee engagement and task performance, a potential incentive for organizations to implement MDM solutions. Mediation results show effects of MDM adoption between CoIT and employee engagement apart from corroborating earlier reported relationships between employee engagement and task performance. The managerial implications show the positive role of MDM adoption on employee engagement and task performance in the context of CoIT.
Employees are constantly engaging in new technologies that allow them to be more productive. The increased ubiquity of information and communication technologies, in particular the use of mobile devices, has coincidentally increased the amount of time employees spend on work-related tasks each week. This paper attempts to better understand if individuals who are required to use mobile devices and those who voluntarily use them will have differing perceptions on mobile device use, usefulness (of the mobile device), work overload, flexibility in work structure, and work-life conflict. Secondary data from a previous study, surveying 185 working individuals of various demographics, was analyzed. The results suggest many differences in perceptions between the two groups. The findings have practical importance as managers and firms consider providing mobile devices to employees or allowing them to connect their own devices to work related systems.
Purpose
While the bring-your-own-device (BYOD) trend provides benefits for employees, it also poses security risks to organizations. This study explores whether and how employees decide to adopt BYOD practices when they encounter information security–related conflict.
Design/methodology/approach
Using survey data from 235 employees of Chinese enterprises and applying partial least squares based structural equation modeling (PLS-SEM), we test a series of hypotheses.
Findings
The results suggest that information security–related conflict elicits information security fatigue among employees. As their information security fatigue increases, employees become less likely to adopt BYOD practices. In addition, information security–related conflict has an indirect effect on employee's BYOD adoption through the full mediation of information security fatigue.
Practical implications
This study provides practical implications to adopt BYOD in the workplace through conflict management measures and emotion management strategies. Conflict management measures focused on the reducing of four facets of information security–related conflict, such as improve organization's privacy policies and help employees to build security habits. Emotion management strategies highlighted the solutions to reduce fatigue through easing conflict, such as involving employees in the development or update of information security policies to voice their demands of privacy and other rights.
Originality/value
Our study extends knowledge by focusing on the barriers to employees' BYOD adoption when considering information security in the workplace. Specifically, this study takes a conflict perspective and builds a multi-faceted construct of information security–related conflict. Our study also extends information security behavior research by revealing an emotion-based mediation effect, that of information security fatigue, to explore the mechanism underlying the influence of information security–related conflict on employee behavior.
Purpose
This study empirically verified employee engagement (EE) as an outcome of organizational communication and confirmed that the formation of EE is strengthened when smartphone use (SU) is at a higher level.
Design/methodology/approach
A quantitative approach was used in this research, whereby 408 valid samples were collected with an online survey. The hypotheses of direct effects were tested using the structural equation modeling (SEM) procedure, and the moderating effects were tested using the unconstrained product indicator method and the PROCESS macro.
Findings
The results showed that EE was significantly influenced by person–organizationvalue fit (POVF), transformational leadership (TFL) and job autonomy (JA), and the effects of POVF and TFL were moderated significantly by SU. Although the influence of social support (SS) on EE was insignificant in the full model, SU moderated the effect of SS. The evidence also showed that work–family conflict (WFC) had no negative impact on EE.
Research limitations/implications
The participants of this study were restricted to a local area.
Practical implications
Organizations should develop job designs via two-way communication to bring up EE and SU can facilitate the process.
Originality/value
Previous research has identified EE as an outcome of organizational communication, but this concept has not yet been empirically verified. This research provides evidence to verify the above-mentioned concept and additionally confirms the moderating role of SU.
In order to complete work tasks, individuals are constantly engaging in new technologies that allow them to connect to the work place from locations and at time periods which in the past were not possible. The increased ubiquity of information and communication technologies, in particular the use of mobile devices has coincidentally increased the number of hours employees are spending on work related tasks. The research agenda of this paper is focused on post adoption and proposes that individuals who are required to use mobile devices and those who voluntarily use them will have differing perceptions on mobile device usage, usefulness, work overload, flexibility and, work-life conflict. Secondary data from a previous study, consisting of data from 185 working individuals of various demographics was analyzed. The results suggest different perceptions between the groups. The findings have practical importance as managers and firms consider supplying mobile devices to employees.
This study investigated the effects of the BYOD (bring your own device) approach on student language learning. In the research scenario, junior high school students brought their Android-based smart phones to class in order to engage in language evaluation activities, where an application (app) called Socrative was used as a learning assessment tool. A quasi-experimental pre-test and post-test control group design was used to answer the research question. 46 eighth-grade students from two classes at a public junior high school in Taiwan participated in the four-week educational experiment. Student participants received 6 quizzes as a formative evaluation during the experiment. A learning achievement test (summative evaluation) was developed to measure the students' understanding of English vocabulary and grammar. One month after the completion of the summative evaluation, the same achievement test (delayed summative evaluation) with different item numbers was administered to assess the long-term transfer of learning in the students. A self-report questionnaire and an informal interview were used to ascertain the students' learning experiences. The formative evaluation results showed that students in the traditional instruction class outperformed those in the BYOD instruction class because several BYOD students were not familiar with the BYOD approach. Although the BYOD and the traditional instruction approaches yielded similar summative evaluation and delayed summative evaluation results, the BYOD approach demonstrated a valuable benefit on the students' long-term transfer of learning. Students in the BYOD instruction class exhibited a steady growth on learning outcomes and subsequently scored higher on the learning retention segment of the study. In addition, the BYOD teaching practice advanced the students' second language learning experiences, particularly regarding learning motivation and interest. The results of the study suggested that schools and teachers should explore creative ways to integrate traditional and BYOD approaches.
To better understand the workplace commitments experienced by organizational members, we reconceptualize commitment to highlight its distinctiveness and improve its applicability across all workplace targets. We present a continuum of psychological bonds and reconceptualize commitment as a particular type of bond reflecting volitional dedication and responsibility for a target. We then present a process model applicable to any workplace target to bring clarity, consistency, and synergy to the research and management of workplace commitments.
The dimensionality of Maslach's (1982) 3 aspects of job burnout—emotional exhaustion, depersonalization, and personal accomplishment—was examined among a sample of supervisors and managers in the human services. A series of confirmatory factor analyses supported the 3-factor model, with the first 2 aspects highly correlated. The 3 aspects were found to be differentially related to other variables reflecting aspects of strain, stress coping, and self-efficacy in predictable and meaningful ways. Implications for better understanding the burnout process are discussed.
Agile software-development advocates claim that an important value proposition of agile methods is that they make people more motivated and satisfied with their jobs. While several studies present anecdotal evidence that agile methods increase motivation and satisfaction, research has not theoretically explained or empirically examined how agile development practices relate to team members’ feelings about their work. Drawing on the management and software-development literature, we articulate a model of job design that connects agile development practices to perceptions of job characteristics and, thereby, improve agile team members’ job satisfaction. Using data collected from 252 software-development professionals, we tested the model and found a positive relationship between agile project-management and software-development practices and employees’ perceptions of job characteristics. Further, we found direct effects between agile development-practice use and job satisfaction. Finally, we found interaction effects between the use of agile project-management and software-development approaches and the perception of job autonomy. With this study, we contribute to the literature by theoretically explaining and directly evaluating agile development practices’ impact on individuals’ perceptions about their job characteristics and on their job satisfaction.
The nursing shortage is a common problem throughout the world. Nurses form the largest proportion of the healthcare system and play a significant role in providing direct patient care. Considering the importance of the role of nurses in the healthcare system, it is important to investigate how nursing shortage effects the quality of patient care, nurses’ job satisfaction and their work stress. A study was conducted to investigate the correlation between these at the Polonnaruwa District General Hospital in Sri Lanka with a random sample of nurses) working in the hospital and using a self-administered questionnaire. This study uses an explanatory research design. The statistical analysis confirmed a positive relationship between nurse shortage and workload. It also shows a significant positive relationship between workload and the quality of patient care. Furthermore, a negative relationship was observed between workload and the quality of patient care. In addition, this study calculates the mean effect of emotional intelligence of these factors, and a significant correlation is found between emotional intelligence and workload as well as work stress. There is a firm evidence that in Sri Lanka, nursing shortage influences the workload of the employee, finally affecting the quality of patient care. In addition, the study recognized the capability of nurses to manage their emotions as well as emotions of others, which has increased their tolerance to control psychological stress in performing their duty. This study confirms that nurse’s emotional intelligence act as a partial oderating variable
for job outcomes of nurses.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates than to the resource correlates, suggesting that workers might have been sensitive to the possibility of resource loss. The 3 burnout dimensions were differentially related to turnover intentions, organizational commitment, and control coping. Implications for research and the amelioration of burnout are discussed.
This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating role of job satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance.
Corporate Use of Consumer Market TechnologyOver the last few years, innovations that originated in the consumer sector have increasingly been infiltrating the corporate environment (Ingalsbe et al. 2011, p. 3; Cummings et al. 2009, p. 259). This trend, referred to as “Consumerization”, will have a lasting impact on corporate information management, and in coming years will continuously confront IT managers with new challenges.This trend was initially observed with the emergence of Web 2.0 technologies, such as wikis, social networks, and blogs (Cummings et al. 2009; Holtsnider and Jaffe 2012, pp. 287–303). These applications and technologies are currently used by companies to improve collaboration (e.g., via Doodle), to exchange information (e.g., via Twitter), or as a form of multilateral cooperation in conjunction with the use of social networks (e.g., via Facebook or LinkedIn).In addition to Web 2.0 technologies, mobile devices and applications from the consumer market are currently ...
Many firms are considering ‘bring-your-own-device’ (BYOD) programs, under which their employees are allowed to bring their own devices to work and use them for both private and business purposes. This study examines what factors determine an employee’s intention to participate in a corporate BYOD program and how such programs affect employer attractiveness. We approach our study of acceptance of corporate BYOD programs from the perspective of technology acceptance research. For this purpose, we propose a modified and extended UTAUT model. The model was tested by surveying students in their final term (n = 444). We show that performance expectancies have the strongest positive effect on intention, while perceived threats negatively impact intention. Finally, behavioural intention was positively associated with employer attractiveness, which leads to clear indications for companies considering establishing corporate BYOD programs. BYOD seems to play an increasingly important role in attracting and retaining future talent.
Recently, BYOD or Bring Your own Device has become one of the most popular models for enterprises to provide mobility and flexibility in workplaces. The emergence of new technologies and features of mobile devices makes them integral parts of every aspect of daily business activities. Also, mobile networks are now well integrated with the Internet (e.g. 3G, 4G and LTE technologies), therefore, in BYOD, the personal devices (i.e. mobile devices) can be used to increase employees’ satisfaction and reduce an organization’s device costs. Mobile devices are not well protected compared to computer and computer networks and users pay less attention to security updates and solutions. As a result, mobile security has become a crucial issue in BYOD as employees use their own mobile devices to access an organization’s data and systems. Therefore, in this paper we present an overview of the current state of BYOD security and we discuss some future challenges in this area.
This paper posits and tests a model of the individual characteristics of self-efficacy, competitiveness, and effort as potential antecedents of salesperson performance. Based on two studies in different selling contexts, it is observed that whereas effort mediates the relationship between competitiveness and sales performance, self-efficacy has both direct and indirect effects on sales performance. Structural equation modeling results support the proposed model. Implications and conclusions of the studies are presented.
Purpose
This study examines the moderating role of quality-competitive environment on the relationships between job autonomy and employees’ mental well-being and organizational commitment. It also investigates the mediating role of organizational commitment on the relationship between job autonomy and mental well-being.
Design/Methodology/Approach
The proposed hypotheses were tested by hierarchical linear modeling using an archival dataset from the Workplace Employment Relations Survey, which was conducted in Great Britain in 2004 and 2005 (12,836 employees and 1,190 managers).
Findings
This study found that quality-competitive environment moderated the relationships between job autonomy and mental well-being and between job autonomy and organizational commitment. That is, job autonomy was more strongly related to mental well-being and organizational commitment in more quality-competitive organizations. The results also indicated that this moderation was partially mediated by organizational commitment.
Implications
Because job autonomy is related to employees’ mental well-being and organizational commitment, organizations need to provide their employees with job autonomy. More importantly, because these positive relationships are stronger in quality-competitive companies, organizations in a highly quality-competitive market in particular should provide their employees with more job autonomy.
Originality/Value
This is one of the first studies that investigated the vertical fit between job autonomy and organizational contexts while focusing on individual employees’ outcomes (attitudes and mental well-being). The results were obtained by data from a nationally representative sample, allowing us to generalize the results. Additionally, since the dataset was collected from multiple sources, self-report and common-method biases are minimized.
In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
Using modern devices like smartphones and tablets offers a wide variety of advantages; this has made them very popular as consumer devices in private life. Using them in the workplace is also popular. However, who wants to carry around and handle two devices; one for personal use, and one for work-related tasks? That is why "dual use", using one single device for private and business applications, may represent a proper solution. The result is "Bring Your Own Device," or BYOD, which describes the circumstance in which users make their own personal devices available for company use. For companies, this brings some opportunities and risks. We describe and discuss organizational issues, technical approaches, and solutions.
Keywords: BYOD; Bring Your Own Device; Mobile; Enduser Device; Consumerization; Architecture; Mobile Device Management
A three-phase quantitative investigation of relationships involving salesperson job satisfaction was undertaken. First, the strength, valence, and consistency of pairwise relationships were assessed by means of a meta-analysis. Second, methodological characteristics coded as moderator variables were used to account for variability in study effects. Finally, weighted mean correlations resulting from the analysis of pairwise relationships were used to evaluate a causal model of antecedents and consequences of job satisfaction. In general, relationships involving job satisfaction were robust across study contexts. Systematic moderating effects of type of sales-force and operationalization of job satisfaction were found. Several summary conclusions about antecedents and consequences of salesperson job satisfaction are drawn from the analyses.
Is the link between performance and job satisfaction myth or reality? Does performance influence satisfaction, or does satisfaction influence performance? This age-old managerial problem is examined with a causal modeling methodology to unravel the true relationship.
The purpose of this study is to integrate the notion of extra-role performance with the current understanding of the relationships among salesperson job attitudes (job satisfaction and organizational commitment), role perceptions (ambiguity and conflict), in- and extra-role behavior, and turnover. The authors develop and test a theoretical model that specifies the relationships between in- and extra-role performance and salesperson job satisfaction, organizational commitment, role perceptions, and turnover using cross-sectional data from a large sample (N = 672) of commission sales personnel. The results generally indicate that performance and job attitudes mediate the relationships between role perceptions and turnover. However, the most notable aspect of the findings is that they are consistent with the hypothesis that in- and extra-role performance are intertwined, with in-role performance serving as an antecedent of job satisfaction and organizational commitment, and extra-role performance as a consequence of these two variables. The authors discuss the implications of these findings for sales research.
The job characteristics model of worker motivation has been applied in many organizational settings. An empirical application of this model to the industrial sales position is presented in this article. The model appears to have potential in the study of sales force motivation and satisfaction.
Job dimensions of autonomy, variety, and feedback were objectively manipulated to evaluate their effect on perceptions of job characteristics and on job outcomes. Except for feedback level, manipulations and perceptions independently predicted satisfaction, and one significant two-way interaction emerged. In a high variety task, increased autonomy led to increased satisfaction, while in a low variety task, increased autonomy had a negligible effect on satisfaction. For performance, objective variety and autonomy also interacted, indicating that in a low variety task, autonomy had little impact, while in a high variety task, increased autonomy contributed 16 per cent to performance. In addition, autonomy and feedback interacted with one another, with increased feedback in a high autonomy task again contributing 16 per cent to performance, while increased feedback in a low autonomy task had little impact on performance. Findings are discussed from both the Job Characteristics Model and control theory perspectives.
I: Background.- 1. An Introduction.- 2. Conceptualizations of Intrinsic Motivation and Self-Determination.- II: Self-Determination Theory.- 3. Cognitive Evaluation Theory: Perceived Causality and Perceived Competence.- 4. Cognitive Evaluation Theory: Interpersonal Communication and Intrapersonal Regulation.- 5. Toward an Organismic Integration Theory: Motivation and Development.- 6. Causality Orientations Theory: Personality Influences on Motivation.- III: Alternative Approaches.- 7. Operant and Attributional Theories.- 8. Information-Processing Theories.- IV: Applications and Implications.- 9. Education.- 10. Psychotherapy.- 11. Work.- 12. Sports.- References.- Author Index.
Organizations are increasingly adopting bring-your-own-device (BYOD) policies. Based on in-depth case studies at Cisco, Wal-Mart and the Arkansas Department of Information Systems, we have developed a four-wave model for the evolution of BYOD. Four lessons are identified from the cases and illustrated through each wave of an organization's voyage. These lessons will help CIOs identify important BYOD issues and chart their own BYOD voyages.
Purpose
A number of studies have shown that internet banking (IB) implementation is not only determined by banks or government support, but also by perceptions and experience of IB users. IB studies have showed encouraging results from academics in developed countries. Yet little is known about the user adoption of IB in Lebanon. The purpose of this paper is to investigate the factors that may hinder or facilitate the acceptance and usage of IB in Lebanon.
Design/methodology/approach
A conceptual framework was developed through extending the unified theory of acceptance and use of technology (UTAUT) by incorporating two additional factors namely; perceived credibility (PC) and task-technology fit (TTF). A quantitative approach based on cross-sectional survey was used to collect data from 408 IB consumers. Data were analysed using structural equation modelling based on AMOS 20.0.
Findings
The results of the structural path revealed that performance expectancy (PE), social influence, PC and TTF to be significant predictors in influencing customers’ behavioural intention (BI) to use IB and explained 61 per cent of its variance, with PE was found the strongest antecedent of BI. Contrary to the UTAUT, the effect of effort expectancy on BI was insignificant. In addition, both BI and facilitating conditions were found to affect the actual usage behaviour and explained 64 per cent of its variance
Practical implications
This study would be helpful for bank managers and policy makers to explain the currently relatively low penetration rate of IB in formulating strategies to encourage the adoption and acceptance of IB by Lebanese customers, where IB is still considered an innovation.
Originality/value
This study is the first research that extend the UTAUT by incorporating two additional factors namely; PC and TTF to study the IB in the Lebanese context. This study contributes to the research on computer technology usage by looking at IB adoption and incorporation into the lives of customers via the BI to use and actual usage of IB in Lebanon.
Purpose
Utilising the job demands-resources (JD-R) model, the purpose of this paper is to examine how aspects of the psychosocial work environment (namely, job demands and resources) are associated with presenteeism, and in particular, whether they are indirectly related via burnout and work engagement.
Design/methodology/approach
A cross-sectional survey of 980 working Australians measured the relationships between job demands (i.e. workplace bullying, time pressure and work-family conflict), resources (i.e. leadership and social support), burnout, work engagement and presenteeism. Path analysis was used to test the proposed hypotheses whilst controlling for participant demographics (i.e. sex, age, work level, duration and education).
Findings
Higher job demands (workplace bullying, time pressure, and work-family conflict) and lower job resources (leadership only) were found to be indirectly related to presenteeism via increased burnout. While increased job resources (leadership and social support) were indirectly related to presenteeism via improved work engagement.
Practical implications
The findings are consistent with the JD-R model, and suggest that presenteeism may arise from the strain and burnout associated with overcoming excessive job demands as well as the reduced work engagement and higher burnout provoked by a lack of resources in the workplace. Intervention programmes could therefore focus on teaching employees how to better manage job demands as well as promoting the resources available at work as an innovative way to address the issue of rising presenteeism.
Originality/value
This study is important as it is one of the first to examine the theoretical underpinnings of the relationship between presenteeism and its antecedents.
IT consumerization, or the adoption of consumer devices and applications in the workforce, is pervasive. Employees bring computer tablets and smartphones into the workplace and harness social media applications and special purpose apps for their work lives. But how should the IT organization respond? This article examines how organizations, facing the consumerization and consequent complexity of IT, seek to minimize security risks and redundancy of IT resources while maximizing the business benefits of IT consumerization.
This chapter outlines the building blocks of the job demands–resources (JD-R) theory, a theory that has been inspired by job design and job stress theories. Whereas job design theories have often ignored the role of job stressors or demands, job stress models have largely ignored the motivating potential of job resources. JD-R theory combines the two research traditions, and explains how job demands and (job and personal) resources have unique and multiplicative effects on job stress and motivation. In addition, JD-R theory proposes reversed causal effects: whereas burned-out employees may create more job demands over time for themselves, engaged workers mobilize their own job resources to stay engaged. The chapter closes with a discussion of possible JD-R interventions.
The consumerization of information technology (IT) refers to consumer IT resources, such as laptops, smartphones, social media, or cloud storage, that are used for business purposes. The topic has engendered an ongoing debate among practitioners. However, a scientific approach has yet to be developed to understand the effects of IT consumerization on individual performance in the workplace. In this paper, we conduct an inductive empirical study on pilot projects in an industrial and a public sector organization. From these data, we derive key concepts and develop a theoretical framework that conceptualizes the relationship between IT consumerization and job performance. In particular, ownership and freedom of choice are interesting concepts to provide insights beyond what has already been investigated in previous research on IT-related job performance. Our findings lay the foundation for developing a substantive theory that is independent of our area of enquiry. Moreover, they show numerous connections to the body of information systems literature that sharpen our construct definitions and raise the theoretical level of the results. We outline potential avenues for future research on IT consumerization based on our study’s contributions.
Leveraging the IT innovation capabilities of employees is becoming increasingly feasible in the era of IT consumerization. Consumer IT tools, in form of tablets, smartphones, or social media, are entering organizations and are changing the way employees use technology for work. In this article, the authors decipher the term IT consumerization in more detail by providing a framework that illustrates the various perspectives of the phenomenon. They then apply the various perspectives in order to propose an IT consumerization framework that juxtaposes consumer IT with enterprise IT in its ability to lead to individual IT innovation behaviors. Using data from 486 European employees that work for large-sized companies, they are able to infer that consumer IT and the permission to use privately owned IT exert positive effects on employees’ innovation behaviors. An examination of the various perspectives supports the assumption of science and practice that BYOD strategies and the diffusion of consumer IT within organizations are beneficial for innovation. The results provide a first step in theorizing about the innovative power of IT consumerization.
Purpose - The central aim of this study is to incorporate two core personality factors (neuroticism and extroversion) in the job demands-resources (JD-R) model. Design/methodology/approach - It was hypothesized that neuroticism would be most strongly related to the health impairment process, and that extroversion would be most strongly related to the motivational process. The hypotheses were tested in a sample of 3,753 Australian academics, who filled out a questionnaire including job demands and resources, personality, health indicators, and commitment. Findings - Results were generally in line with predictions. Structural equation modeling analyses showed that job demands predicted health impairment, while job resources predicted organizational commitment. Also, neuroticism predicted health impairment, both directly and indirectly through its effect on job demands, while extroversion predicted organizational commitment, both directly and indirectly through its effect on job resources. Research limitations/implications - These findings demonstrate the capacity of the JD-R model to integrate work environment and individual perspectives within a single model of occupational wellbeing. Practical implications - The study shows that working conditions are related to health and commitment, also after controlling for personality. This suggests that workplace interventions can be used to take care of employee wellbeing. Originality/value - The paper contributes to the literature by integrating personality in the JD-R model, and shows how an expanded model explains employee wellbeing.
Soliciting and incorporating employee voice is essential to organizational performance, yet some managers display a strong aversion to improvement-oriented input from subordinates. To help to explain this maladaptive tendency, we tested the hypothesis that managers with low managerial self-efficacy (that is, low perceived ability to meet the elevated competence expectations associated with managerial roles) seek to minimize voice as a way of compensating for a threatened ego. The results of two studies support this idea. In a field study (Study 1), managers with low managerial self-efficacy were less likely than others to solicit input, leading to lower levels of employee voice. A follow-up experimental study (Study 2) showed that: (a) manipulating low managerial self-efficacy led to voice aversion (that is, decreased voice solicitation, negative evaluations of an employee who spoke up, and reduced implementation of voice); and (b) the observed voice aversion associated with low managerial self-efficacy was driven by ego defensiveness. We discuss the theoretical and practical implications of these findings, as well as highlight directions for future research on voice, management, and leadership.
Purpose
– In reference to increasing consumerization, this article investigates how organizations react to employees’ adoption and use of personal devices at work, such as by incorporating innovative, individual, IT-driven changes into their corporate practices. The paper aims to discuss these issues.
Design/methodology/approach
– Four in-depth, longitudinal case studies, conducted between 2006 and 2010, feature 92 interviews and observations to ensure triangulation.
Findings
– We identify three types of organizational reactions (induction, normalization, and regulation) that depend on specific dimensions and affect the nature of subsequent IT-based organizational change.
Research limitations/implications
– Continued research into the consumerization of IT can explore how it affects organizations today and whether different effects might arise in other contexts and with different kinds of organizations.
Practical implications
– Reversed IT adoption logics have deep consequences for organizations; companies could achieve great gains from them, if carefully considered and managed.
Originality/value
– This article addresses a topic that has been analyzed only scarcely and rarely, namely, the consumerization of IT and the tactics organizations use to incorporate user-driven IT innovation. Although this article presents only a few cases, it constitutes an initial attempt to explore this research area theoretically and investigate the ways organizations can harness employees’ personal IT adoption logics to promote creative, IT-driven change in firms.
The decomposition of effects in structural equation models has been of considerable interest to social scientists. Finite-sample or asymptotic results for the sampling distribution of estimators of direct effects are widely available. Statistical inferences about indirect effects have relied exclusively on asymptotic methods which assume that the limiting distribution of the estimator is normal, with a standard error derived from the delta method. We examine bootstrap procedures as another way to generate standard errors and confidence intervals and to estimate the sampling distributions of estimators of direct and indirect effects. We illustrate the classical and the bootstrap methods with three empirical examples. We find that in a moderately large sample, the bootstrap distribution of an estimator is close to that assumed with the classical and delta methods but that in small samples, there are some differences. Bootstrap methods provide a check on the classical and delta methods when the latter are applied under less than ideal conditions.
This study examines how job demands and resources influence job satisfaction in addition to job insecurity in East Asia, using job characteristics, working conditions, and job insecurity as three major domains of job quality. The data analyzed come from the 2005 International Social Survey Programme Work Orientations III questionnaire. Taken as a whole, this study found strong main effects of job demands and resources on job satisfaction but weak interactions between them on job satisfaction. Japan, Taiwan and Korea share many determinants of job satisfaction, in particular, workplace relation is the most important determinant of job satisfaction in the three countries. This finding reflects the significance of guanxi tradition on job satisfaction in East Asia, where collectivism prevails in contrast to individualism in the western society. In East Asia, the non-financial aspects of job quality have a greater effect on job satisfaction than the earning factor. The findings of this study further indicate that job resources (i.e., earnings, job content, and workplace relations) increase job satisfaction more than job demands (i.e., working hours, workloads, and work/family conflict) decrease job satisfaction.
Is the link between performance and job satisfaction myth or reality? Does performance influence satisfaction, or does satisfaction influence performance? This age-old managerial problem is examined with a causal modeling methodology to unravel the true relationship.
A three-phase quantitative investigation of relationships involving salesperson job satisfaction was undertaken. First, the strength, valence, and consistency of pairwise relationships were assessed by means of a meta-analysis. Second, methodological characteristics coded as moderator variables were used to account for variability in study effects. Finally, weighted mean correlations resulting from the analysis of pairwise relationships were used to evaluate a causal model of antecedents and consequences of job satisfaction. In general, relationships involving job satisfaction were robust across study contexts. Systematic moderating effects of type of salesforce and operationalization of job satisfaction were found. Several summary conclusions about antecedents and consequences of salesperson job satisfaction are drawn from the analyses.
Recently, much attention in research and practice has been devoted to the topic of IT consumerization, referring to the adoption of private consumer IT in the workplace. However, research lacks an analysis of possible antecedents of the trend on an individual level. To close this gap, we derive a theoretical model for IT consumerization behavior based on the theory of planned behavior and perform a quantitative analysis. Our investigation shows that it is foremost determined by normative pressures, specifically the behavior of friends, co-workers and direct supervisors. In addition, behavioral beliefs and control beliefs were found to affect the intention to use non-corporate IT. With respect to the former, we found expected performance improvements and an increase in ease of use to be two of the key determinants. As for the latter, especially monetary costs and installation knowledge were correlated with IT consumerization intention.
The job characteristics model of worker motivation has been applied in many organizational settings. An empirical application of this model to the industrial sales position is presented in this article. The model appears to have potential in the study of sales force motivation and satisfaction.
Users increasingly access corporate data from their own devices and public wireless networks such airports Wi-Fi or coworking offices. On one hand, more work is possible, but on the other hand, it is riskier because the devices and locations may be untrustworthy. However, the Bring-Your- Own-Device trend is a fact and it is the reason we survey in this paper how computational trust and risk metrics may help mitigating those new risks in a more dynamic way than in the past. An online survey that we have carried out confirms that users do not take care of security risks as they are communicated today and that new Human Computer Interfaces combined with opportunity-enabled risk management are needed to improve the situation.
We evaluate the empirical relevance of the Job Characteristics Model of Hackman and Oldham in the modern organizational environment using unique, nationally representative data from a survey of British establishments. The data contain information on a large number of establishments and multiple workers within each establishment. The results generally support the Job Characteristics Model's predictions that task variety and worker autonomy are positively associated with labour productivity and product quality and that autonomy is positively associated with worker satisfaction. In contrast to previous studies, we find the results for task variety are stronger for the performance-related outcomes than for worker satisfaction. The theoretically predicted moderating effect of context satisfaction is largely unsupported in the data.
This paper presents a theoretical rationale for understanding the relationship between job satisfaction and job performance. It is argued that job satisfaction and dissatisfaction are properly conceived of as outcomes of action. The effect of performance on satisfaction is viewed as a function of the degree to which performance entails or leads to the attainment of the individual's important job values. It is acknowledged that emotions such as satisfaction and dissatisfaction are important incentives to action in that they entail action tendencies (i.e., approach and avoidance). Emotions, however, are not seen as determining action. It is argued that performance is the direct result of the individual's specific task or work goals and that these goals are, in turn, determined by the individual's values, knowledge, and beliefs in the context of the situation as he understands it.
This paper examines job longevity and growth need strength as moderators of the job complexity-job satisfaction relationship. Data from two studies of blue-collar employees (n = 390 and n = 406) were examined using moderated regression analysis and subgroup correlation analytic techniques. The findings show, contrary to previously reported results, that job longevity is not a significant moderator of the job complexity-job satisfaction relationship. Similarly, the direct moderator effect of growth need strength did not replicate across studies. A consistent finding was obtained, however, suggesting that growth need strength moderates the job complexity-job satisfaction relationship only for employees with short job tenure. It is concluded that specifying the conditions within which moderators are important, rather than expecting consistent individual differences across all circumstances, may yet have important implications for both organizational theory and practice.