This study develops and validates a model, based on personal cultural values theory and psychological research, in relation to technology adoption. The model focuses specifically on the future use of on‐demand air mobility (ODAM), which is expected to have significant implications for city commuting and personal well‐being in the years ahead. We use a path modelling approach, in addition to recently advanced analytical methods such as the finite mixture partial least squares (FIMIX‐PLS), measurement invariance of composite models (MICOM) and multi‐group analysis, to validate the model using a data set of 627 young consumers from the Czech Republic. The research model explains 45.2% variation in the future use of ODAM using our global model. This variance explained in the future use of ODAM increases to 62.3% and 64.5% respectively, when we segment our data set into two groups. The results also show that tradition has significant influence on technology anxiety, personal innovativeness and desire to use ODAM. Independence positively affects personal innovativeness but not the desire to use ODAM. We also find that technology anxiety influences the desire to use, which in turn influences the future use of ODAM. However, we find group differences in the influence of ambiguity intolerance on technology anxiety, desire and personal innovativeness. Thus, the study also evaluates the existence of significant differences between two groups in our data set. Overall, the study suggests that individual cultural values play a particularly important role in influencing the future use of ODAM through psychological characteristics. The research implications of the study are discussed in the article.
Diversity amongst the workforce within central Europe has experienced some form of evolution. This occurrence will incessantly manifest even further in the not-too-distant future. As a result, citizen-dominated societies are gradually tilting towards an increasingly diverse and minority population, broadly of African and Asian descent. Again, demographers suggest the influx of women, minorities, people of different ethnic backgrounds, aging workers, and people with alternative lifestyles within the European employment space, just as the various organizations and schools are filled with these groups. Studies on organizational diversity abound, however, findings from past research on diversity and performance relationships have been equivocal. Thus, the main objective of this study is to assess the mediating role of commitment and job satisfaction in the relationship between diversity and performance. Results from 237 samples drawn from the Czech Republic, Europe and analyzed through partial least square structural equation modelling (PLS-SEM) suggest that diversity does not have a significant relationship with competency-based performance. However, both commitment and job satisfaction play notable roles in the relationship between diversity and competency-based performance. Given these results, we discuss the theoretical and managerial implications.
Given the effect of the COVID-19 pandemic, which led to the forced adoption of online teaching in several academic institutions across the world, we set out an objective in this paper to examine salient factors that may affect the decision to use online teaching by faculty members (teaching staff). We propose and validate a model based on an extended innovation diffusion theory and 284 online survey responses from Ghana and find that the attitude towards online teaching is predictably influenced by relative advantage and observability. Contrary to theory, complexity boosts rather than inhibits the attitude towards online teaching. The most salient predictors of willingness to use the mode of online teaching are attitude, observability, institutional trust, and compatibility. We conclude with discussions on the important implications for the scientific community and educational policymakers.
Purpose – This study aims to investigate the effect of childcare demands on the work performance of mothers. It examines the moderating influence of team support on the relationship between childcare demands and employee performance. Design/methodology/approach – Data were collected from 217 working mothers in various companies in Ghana. Hierarchical linear regression analysis was used to estimate the research model. Findings – The results indicate that childcare demands negatively relate to performance of working mothers at workplace. Further, team support moderates the negative relationship between childcare demands and employee performance such that the relationship is positive and significant. Research limitations/implications – The study adopted a cross-sectional data collection method that prevented casual inferences among the variables. Longitudinal research design will be more beneficial in future research endeavours. Further research should test the influence of personality characteristics of individuals in the moderating influence of team support on the relationship between childcare demands and employee performance. Practical implications – The study suggests that when team support is well taken care of in organisations, managers can turn the negative effect of childcare demands on employee performance into improved performance outcomes. Originality/value – To the best of the authors’ knowledge, this study is the first in Sub-Saharan Africa to examine the moderating influence of team support on the childcare demands – employee performance linkage.
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