Efficiency or Innovation? The Long-Run Payoff of Cloud Computing

Considering the mixed arguments and uncertainty about the payoff of cloud computing, this paper empirically studies the long-term cloud computing impact on the financial performance, specifically from the perspective of efficiency and innovation. Taking 253 pairs of listed companies in China as the research sample, propensity score matching and difference in differences techniques combined with OLS regression are conducted to analyze a rolling 5-year panel data. The analysis results show that cloud computing adoption leads to years of financial performance decline followed by an upturn. The downward trend is more pronounced when it is adopted with innovation. This paper contributes to the existing literatures by leveraging archival performance data to verify the long-term business value and revealing the value realization difference between efficiency- and innovation-oriented cloud computing adoptions. The findings remind the managers to see the two sides of cloud computing and make rational adoption decisions, especially cloud-based innovation, according to their actual situations.

When temporary agency work is not so temporary

Theory and empirical research have provided mixed arguments and evidence for the effects of temporary agency work on workers’ well-being. One unresolved issue is how length of service in agency work affects workers’ well-being and behaviour. This study, based on Self-Determination Theory, explored this question by comparing the motives for temporary agency employment and the well-being of workers who have had this employment status for different periods of time. From a sample of 3300 Portuguese temporary agency workers, the study compared three groups who had been engaged in temporary agency work for (1) up to 6 months, (2) between 7 and 12 months and (3) between 13 and 24 months. Regression analyses, controlling for background variables and job insecurity perception, showed that longer periods of temporary agency working were associated with lower autonomous and voluntary motives for temporary employment, workplace well-being and well-being outside work. Theoretical and practical implications are discussed.