Purpose The purpose of this study was to investigate factors that influence the intention to use mobile learning (m-learning) by learners in developing countries such as Thailand. This study integrated two theories; namely, the unified theory of acceptance and use of technology (UTAUT), which focuses on technology, and uses and gratifications theory (UGT), which involves studying learners’ motivation. Design/methodology/approach Applying a quantitative research method, this study conducted a survey of 359 undergraduates. The partial least squares methods and a statistical analysis technique based on the structural equation modelling (SEM), were used to analyse the data. Findings The results revealed that the performance expectancy, cognitive need, affective need and social need had significant effect on intention to use m-learning. Furthermore, this study found a significant effect of the cognitive need on the performance expectancy and social need on effort expectancy. Practical implications This research model has provided guidelines for the effective development of educational applications for use on mobile devices. The findings can be applied as guidelines for public organizations to develop educational strategies to further encourage the development of online learning. Originality/value This research closed a gap of understanding from previous studies by integrating UTAUT and UGT. The method derived from the theoretically integrated model could be applied to study the intentions for the implementation the mobile learning application from the context of developing countries such as Thailand.

Purpose Despite the conceptual, empirical and theoretical advances in alignment–performance relationship, there is a limited research on the alignment dimensions and organizational performance measures. Though strategic alignment is believed to improve organizational performance, the purpose of this paper is to develop conjectures for understanding how different alignment dimensions influence organizational performance measures. Design/methodology/approach The data were acquired from 161 senior IT and business managers paired responses in China and were analyzed by using a structural equation modeling technique. Findings The hypothesized relationships are largely supported. Thus, quality-oriented strategic alignment dimension has a significant relationship with all performance measures. Contrary to expectations, both product and marketing-oriented strategic alignment dimensions do not show a significant impact on financial return. The marketing-oriented strategic alignment dimension also has an insignificant relationship with operational excellence. Practical implications This study suggests that the business–IT alignment can be dimensioned to better combine business strategy and IT strategy. Hence, managers can focus specific alignment dimension instead of entire strategies of a firm for a better decision making. Originality/value Findings suggest guidance for formulating combined business and IT strategic alignment into dimensions and proposing insightful and practical implications.

PurposeDespite the existing literature on the impact of IT capability and innovation capabilities, this study examines how IT-enabled dynamic capability dimensions impact on firm innovative capability to achieve organizational performance.Design/methodology/approachDrawing on the dynamic capability theory, this study empirically investigates the entire chain of relationships among dynamic capability, innovative capability, organizational performance and turbulent environment.FindingsUsing the data from 254 Chinese firms, this study reveals IT-enabled dynamic capability dimensions have positive and significant relationship with firm innovative capability types, which in turn have significant relationship with organizational performance except the process innovation.Research limitations/implicationsThis study contributes to the growing information systems literature and also suggests theoretical and practical implications.Originality/valueThis study examines IT-enabled dynamic capability with firm innovative capability types, which has received limited attention in the past.

Knowledge Management (KM) has become critical in today's highly competitive, uncertain, and rapidly changing business environment. The objective of this study is to measure the effects of knowledge management processes (knowledge acquisition, knowledge sharing, knowledge creation and knowledge retention) and knowledge management approaches (social networks, codification and personalization) on job satisfaction and examines how they increase employees' work performance. A theoretical model based on KM processes and approaches is proposed. It is empirically tested with structural equation modeling (SEM) and partial least squares (PLS) of survey data collected from employees of the King Fahd National Library in Jeddah, Saudi Arabia. The analysis showed that there is a significant and positive impact of KM processes and approaches on job satisfaction and work performance. Knowledge sharing, knowledge retention, codification and personalization approaches have significant impacts on job satisfaction, and knowledge acquisition, knowledge creation and a social network approach have no significant impacts on job satisfaction. Managers are advised to implement KM activities in their organizations to improve knowledge worker performance and the welfare of employees at work. This is the first study that theoretically examines the effect of knowledge management processes and knowledge management approaches on 'soft' human issues such as the job satisfaction and work performance of individual employees in an academic library.

Purpose The emerging attention in big data has led businesses to improve big data analytics talent capability to enrich firm performance. The big data capability pays off for some companies but not for all, and it appears that very few have achieved a big impact through big data. Rooted in the latest literature on the knowledge-based view, IT capability, big data talent capability and business intelligence, this study aims to examine how big data talent capability impact on business intelligence infrastructure to achieve firm performance. Design/methodology/approach The primary survey data of 272 IT managers and big data analysts from Chinese firms was analyzed by using the structural equation modeling and partial least squares (Smart PLS 3.0). The analysis uncovers a positive and significant relationship in the proposed model. Findings The finding shows that the big data analytics talent capability positively impacts on business intelligence infrastructure that in turn directs to achieve firm financial and marketing performance. Originality/value This study theorized on the multitheoretic lenses, and findings suggest the managers and industry practitioners to develop business intelligence infrastructure capabilities from big data analytics talent capability.