E-government implementation in Zambia – prospects

2014 ◽  
Vol 8 (1) ◽  
pp. 101-130 ◽  
Author(s):  
Kelvin Joseph Bwalya ◽  
Tanya Du Plessis ◽  
Chris Rensleigh
Keyword(s):  
Technology Acceptance ◽  
Mixed Methods Research ◽  
Economic Value ◽  
Structuration Theory ◽  
Organizational Level ◽  
Successful Implementation ◽  
Content Type ◽  
Government Interventions ◽  
The Individual ◽  
Government Development

Purpose – The article aims to investigate the potential of successfully implementing e-government in Zambia by considering citizens ' and businesses ' perceptions on e-government. Further, the study investigates what interventions have been put in place to encourage e-government development. The motivation of the study is that despite huge investments in e-government, there has been relatively slow adoption rendering the said interventions not to culminate into meaningful socio-economic value prepositions. Design/methodology/approach – Using the mixed methods research (MMR) approach, the study intends to identify factors influencing the adoption of e-government solutions in Zambia both at the individual and organizational level. The questionnaire utilized in this research is informed by the technology acceptance model (TAM) as well as the institutional theory and the Giddens ' structuration theory. Spearman ' s ρ was used to determine concurrent and construct validity of the data collection instruments. Findings – The study posits that a lot needs to be done if e-government were to succeed in Zambia. A majority of the research respondents are not aware of e-government implementation in Zambia. It is desirable that e-government should be implemented with due reference to local contextual characteristics. If factors negatively influencing e-government growth in Zambia are addressed, the prospects for e-government ' s contribution to revitalizing the public service are high. Research limitations/implications – Since the empirical component of this study did not cover all the nine provinces of Zambia and utilised a limited sample size of 411, the findings may not be truly representative of the situation on the ground. However, the study provides insights on what factors may influence successful implementation of e-government in Zambia. The paper recommends that further empirical study with a larger and more representative sample should be done in order for the findings to command higher statistical relevance. Practical implications – The identified factors may act as pointers to decision makers ' endeavours to design context-aware e-government interventions. This is very important to reduce failure incidences of e-government interventions considering huge costs incurred mostly using tax payers ' money. Further, study findings may be used to inform strategies for effervescent e-government development in Zambia by outlining desired interventions and anticipated adoption levels by the citizenry (supply versus demand). Originality/value – Very limited studies have focused on understanding e-government development in Zambia especially from individuals ' perspective. Most studies have attempted to understand the e-government development at a global level. This study, however, highlights factors that influence e-government proliferation at both the macro and micro levels of the socio-economic hierarchy in Zambia.

Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Somaieh Alavi ◽  
Hamid Aghakhani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Organizational Level ◽  
Equation Modeling ◽  
Successful Implementation ◽  
Content Type ◽  
The Individual ◽  
Green Human Resource Management

PurposeThe present study attempted to identify, measure and prioritize key green human resource management (GHRM) practices to achieve the lean-agile mindset in the steel industry.Design/methodology/approachFollowing an in-depth review of the literature, this study identifies GHRM practices. Then, the effect of green HRM practices on the lean-agile mindset was evaluated using structural equation modeling (SEM). In the next step, using the fuzzy analytic hierarchy process (FAHP), prioritization of practices that have significant effects on lean-agile mindset were discussed.FindingsThe present study introduced eight GHRM practices. The results of SEM showed a significant and positive effect of all GHRM practices on lean-agile mindset. Prioritization of GHRM practices by the FAHP was defined as green reward management, green education and development, green performance evaluation, green discipline management, green employment, green safety and health management, green selection and green career design.Research limitations/implicationsThe present study suffers from some limitations. First, the research was conducted at a temporal section. Second, this research has been conducted in a particular industry.Practical implicationsThe present study encourages human resource managers to increase their efforts to achieve green employees and put employee greenery in their strategic goals.Social implicationsSuccessful implementation of GHRM programs has positive consequences at the individual, organizational and community levels. Implementation of the identified actions increases employee vitality at the individual level. At the organizational level, the work environment of environmentally friendly organizations is also more attractive to job seekers. Finally, at the social and extra-organizational level, a green lifestyle is spread in the community, which will lead to a healthy and green environment.Originality/valueEmphasizing environmental principles on the one hand and creating the lean-agile mindset on the other are effective factors on maintaining the competitive advantage of industries. In this regard, the present study presented two innovations in HRM literature: (1) assessing the effect of GHRM practices on lean-agile mindset and (2) prioritizing GHRM practices based on the lean-agile mindset.

Public service motivation and willingness to collaborate

2014 ◽  
Vol 2 (1) ◽  
pp. 80-95 ◽  
Author(s):  
Heather Getha-Taylor ◽  
Alexa Haddock-Bigwarfe
Keyword(s):  
Homeland Security ◽  
Public Service ◽  
Public Service Motivation ◽  
The Body ◽  
Organizational Level ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level ◽  
Original Survey ◽  
The Individual

Purpose – The purpose of this paper is to examine public service motivation (PSM) and the connection with collaborative attitudes among a sample of homeland security actors representing the public, private, and nonprofit sectors. Design/methodology/approach – This study examines relationships between measures of PSM and collaboration using original survey data and hierarchical multiple regression. Findings – Findings reveal strong positive relationships between PSM measures and attitudes toward collaboration at the individual and organizational level. Research limitations/implications – Survey results are cross-sectional and are from respondents participating in a single state's homeland security summit. Practical implications – It is expected that results can be used to enhance collaboration at the individual and organizational levels. At the organizational level, results can be used for matching individuals with collaborative opportunities. At the individual level, results can be used for enhanced self-reflection and effectiveness purposes. Originality/value – This study provides insights on the relationship between PSM measures and collaborative attitudes. The research contributes to the body of scholarly work connecting PSM and correlates of interest.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Using Twitter in crisis management for organizations bearing different country-of-origin perceptions

2015 ◽  
Vol 19 (3) ◽  
pp. 239-253 ◽  
Author(s):  
Jie Xu ◽  
Yiye Wu
Keyword(s):  
Social Media ◽  
Public Relations ◽  
Country Of Origin ◽  
Negative Evaluation ◽  
Amazon Mechanical Turk ◽  
Organizational Level ◽  
Content Type ◽  
Individual Level ◽  
Foreign Countries ◽  
The Individual

Purpose – The purpose of this paper is to investigate the effects of using Twitter on American stakeholders’ crisis appraisal for organizations originated from two foreign countries with distinctively different perceptions. Design/methodology/approach – This study uses a 2 (medium: Twitter vs news release)×2 (country-of-origin: China vs France) factorial experiment. The participants (n=393) are recruited through the Amazon Mechanical Turk system (Mturks). Findings – The findings suggest that using Twitter substantially mitigates participants’ negative evaluation of the organization undergoing a crisis. Country-of-origin affects how individuals perceive the organization after it has experienced a crisis. In addition, participants’ product involvement intensifies the reputational threat specifically for the organization with a less favorable country-of-origin perception. Originality/value – This study is one of the few empirically based studies in international public relations research, using an experiment to extrapolate the effects of social media and country-of-origin on consumers’ crisis appraisal. This investigation reinforces the need to consider social media not just at the individual level, but also as a form of communication that can have broader consequences at the organizational level. In addition, it is important for company leaders to understand that the organization’s home country image may exacerbate the negative management outcomes during a crisis. It is expected that this study yields theoretically indicative, empirically informative, and culturally relevant results.

Exploring the relationships between the learning organization and organizational performance

2015 ◽  
Vol 38 (2) ◽  
pp. 126-148 ◽  
Author(s):  
Mohan P. Pokharel ◽  
Sang Ok Choi
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Learning Organization ◽  
Positive Impact ◽  
Mediating Effect ◽  
Organizational Level ◽  
Individual Group ◽  
Content Type ◽  
Public Sector Organizations ◽  
The Individual

Purpose The purpose of this research is to evaluate the Dimensions Of Learning Organization Questionnaire (DLOQ) framework from the perspective of public sector organizations. We have used performance indicator data after organizational learning inspired intervention in a semi-autonomous network of public sector organizations. Design/methodology/approach This study used original administrative data to track the learning progress, as measured by a ratio of access to funding sources. The study also collected survey data using tailored DLOQ instruments and then determined the efficacy of DLOQ framework for public sector organizations. Several data analysis techniques were used to specify a final set for the learning organization instrument with construct validity and instrument reliability. Confirmatory factor analysis was selected to test the construct validity for the measurement of the dimensions of the learning organization and to verify the adequacy of the item to factor associations and the number of dimensions underlying the construct. Findings We found evidence that confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study extends the Watkins and Marsick’s (1993, 1996) learning–organization framework that helped to produce case-specific outcomes such as the extent of error reduction. This framework provides a useful structure for other researchers to study learning dimensions and their relationships with other organizational performance variables. The results also show evidence of internal consistency and the construct reliability of the dimensions of the learning organization. Research limitations/implications Care should be taken in generalizing the structural equation model identified in this study. Because of the multidimensional and complex nature of the learning organization, the research setting for this study might be only one of the possible settings that specify the relationships among different levels of the learning organization and performance outcomes. There are rather complicated interactions among these dimensions and in each attribute of a learning organization. Originality/value This study theoretically confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study also methodologically shows evidence of internal consistency and the construct reliability of the learning organization measures along with significant efficiency gain in theory.

Exploring the social identity threat response framework

2016 ◽  
Vol 35 (3) ◽  
pp. 205-220 ◽  
Author(s):  
Oscar Holmes IV ◽  
Marilyn V. Whitman ◽  
Kim S. Campbell ◽  
Diane E. Johnson
Keyword(s):  
Social Identity ◽  
Qualitative Content Analysis ◽  
Organizational Level ◽  
Identity Threat ◽  
Content Type ◽  
The Social ◽  
Identity Threats ◽  
Initial Support ◽  
The Individual ◽  
The Impact

Purpose – The purpose of this paper is to explore what individuals perceive as social identity threats, the sources of the threat, individuals’ responses, and the consequences of the threat. Design/methodology/approach – Narratives from 224 individuals were collected. A sample of 84 narratives were analyzed in depth using a qualitative content analysis approach. Findings – Initial support for identity threat response theory was found. Three new distinct threat responses – constructive action, ignore, and seek assistance – were uncovered. Additionally, harm/loss appraisals were found to be perceived and reacted to similarly to Petriglieri-defined identity threats. Originality/value – This study contributes to identity scholarship by shedding further light on the “theoretical black box” associated with identity threat. Such insight is necessary in further enhancing our understanding of the impact that identity threat has at the individual and organizational level.

Predicting event tourists’ gambling decision: the cross-level effect of brand equity

2019 ◽  
Vol 31 (7) ◽  
pp. 2951-2969 ◽  
Author(s):  
IpKin Anthony Wong ◽  
Hoi In Veronica Fong ◽  
Aliana Man Wai Leong ◽  
Jacky Xi Li
Keyword(s):  
Brand Equity ◽  
Hospitality Industry ◽  
Gambling Behavior ◽  
Organizational Level ◽  
Dynamic Nature ◽  
Content Type ◽  
Individual Level ◽  
Joint Influence ◽  
Two Samples ◽  
The Individual

Purpose The scant literature on MICE (meetings, incentives, conferences and exhibitions) tourists’ gambling behavior calls for a need to explore how their decision to gamble (hereafter, “gambling decision”) may unfold. Consequently, several questions germane to the inter-relationships among event tourists’ characteristics, casinos attributes, and gambling behaviors remain largely unaddressed. This paper aims to address the void in the literature by investigating event participants’ gambling decision. Design/methodology/approach Data were collected based on two samples, and a multilevel design was used to test the proposed model. Demographic and event-related participant characteristics were examined as antecedents of gambling decision at the individual level. Event goers’ accommodation characteristics such as brand equity and type of hotel were explored as cross-level effects on the individual-level factors and relationships. Findings Results of the study illustrate a joint influence – in terms of both direct and moderating effects – of individual-level and organizational-level characteristics on gambling decision. In particular, brand equity moderates the relationships leading from demographic and event-related characteristics to gambling decision. Practical implications The inter-relationships among events, accommodations and casinos present an opportunity for hospitality practitioners to better integrate these three services in a more coherent experiential offering for the ever-demanding MICE attendees. Findings also help practitioners to justify their targeting strategy. Originality/value The proposed framework presents the dynamic nature of the hospitality industry in which the event, hotel and casino sectors are interdependent, a picture hitherto prevented by the single-level oriented nature of gambling and hospitality research which largely focuses on the individual perspective. Given the dynamic nature of the hospitality industry, the findings elucidate a complex interdependency of customer needs.

A Theoretical Framework for IT Consumerization

2019 ◽  
pp. 114-129 ◽  
Author(s):  
Ibrahim Arpaci
Keyword(s):  
Technology Acceptance ◽  
Theoretical Framework ◽  
Bring Your Own Device ◽  
Organizational Level ◽  
Structured Interviews ◽  
Privacy And Security ◽  
Individual Level ◽  
Innovation Diffusion Theory ◽  
Ict Adoption ◽  
The Individual

The chapter provided a comprehensive review of previous studies on the adoption of information and communication technology (ICT). The study further conducted a qualitative study on the adoption of “bring your own device” (BYOD). The study systematically reviewed technology acceptance theories and models such as TAM, TPB, and UTAUT at the individual level and technology adoption theories such as “innovation diffusion theory,” “technology-organization-environment framework,” and “institutional theory” at the organizational level. Thereby, key factors predicting the ICT adoption at the individual, organizational, institutional, and environmental level were identified. A theoretical framework that explains the ICT adoption and the consumerization process was proposed based on the theories. The qualitative data collected by semi-structured interviews with senior-level managers was analyzed using the content analysis. The findings suggested that perceived financial cost, compatibility, privacy, and security concerns were significant factors in predicting the enterprise's adoption of BYOD.

Defining and explicating value re-creation to solve marketplace problems for consumers with vulnerabilities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nadia Zainuddin ◽  
Julia Robinson ◽  
Jennifer Algie ◽  
Melanie Randle
Keyword(s):  
Social Connectedness ◽  
Economic Value ◽  
Cost Savings ◽  
Well Being ◽  
Content Type ◽  
Peace Of Mind ◽  
Self Service ◽  
The Individual ◽  
Emotional Value ◽  
Older Citizens

Purpose This paper aims to examine driving retirement and its impact on the well-being of older citizens. The concepts of value creation and destruction are used to understand older consumers’ experiences with the self-service consumption activity of driving. This paper formally introduces the concept of value re-creation, as a means of restoring the overall value lost from the destruction of certain components of previous value structures. In doing so, this paper explores the different ways that resources across the micro, meso and macro levels of the ecosystem can be re-aligned, in order for older citizens to maintain their well-being after driving retirement. Design/methodology/approach A qualitative, individual-depth interview approach was undertaken with 26 participants living in New South Wales, Australia. The participants comprised of both drivers approaching driving retirement age, as well as driving retirees. Thematic analysis was undertaken to analyse the data. Findings The findings identified that emotional value in the forms of freedom, independence/autonomy and enjoyment, functional value in the forms of convenience and mobility and community value are created from driving. Driving retirement destroys certain components of this value (e.g. enjoyment and convenience) irrevocably, however freedom, independence/autonomy, mobility and social connectedness can still be maintained through re-aligning resources across the micro, meso and macro levels of the ecosystem. New components of value are also created from driving retirement. These include peace of mind, which contributes to the re-creation of the emotional value dimension, and cost savings, which creates the new value dimension of economic value. These changes to the value structure effectively re-create the overall value obtained by individuals when they retire from driving. Originality/value The main contribution of this work is the formal introduction of the concept of value re-creation at the overall and value dimension level, and development of a conceptual model that explains how this value re-creation can occur. The model shows the resource contributions required across all levels of the ecosystem, expanding on existing conceptualisations that have predominantly focussed on resource contributions at the individual and service levels.

A review of work–life programs and organizational outcomes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kohinur Akter ◽  
Muhammad Ali ◽  
Artemis Chang
Keyword(s):  
Selection Process ◽  
Empirical Studies ◽  
Organizational Outcomes ◽  
Business Case ◽  
Work Life ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
The Individual ◽  
The Impact

PurposeWork–life programs research has been conducted at the individual and organizational levels, yet one important question remains unanswered: Do work–life programs improve organizational outcomes?Design/methodology/approachThis paper presents a systematic literature review of the impact of work–life programs (bundles versus separate programs) on outcomes at the organizational level. A systematic selection process was adopted, resulting in a final sample of 35 articles published in 26 peer-reviewed journals from 1990 to 2019.FindingsThe findings suggest that these programs can result in positive, negative or no impact on organizational outcomes, depending on the study design, industry, organization size and country/region.Originality/valueThis review draws on quantitative and qualitative empirical studies to summarize, explain and refine the business case for work–life programs. The resulting framework provides directions for future research.

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