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Purpose The purpose of this paper is to understand the implications of psychological contract on employees’ intention to leave and their relationship with employee commitment and satisfaction. The study focuses on measuring these attributes in the United Arab Emirates’ (UAE) multicultural workforce. Design/methodology/approach Data were collected from a total of 373 employees from government, semi-government and private organizations covering different hierarchical levels across various industries. Structural equation modeling was used to test the predicted relationship. Findings The study reveals that the relational component of psychological contracts plays a significant role in developing strong employer–employee relationships and reducing employee intentions to leave the organization. The study has also demonstrated the partial mediation effect of organizational commitment and employee satisfaction between the independent and dependent variables. Finally, our finding stresses the moderating effect of gender and citizenship demographics on the relationships between the independent and dependent variables. Research limitations/implications A limitation of this study was the fact that data collection was conducted in the context of economic crisis which is accompanied by downsizing of organizations. Another factor being the survey is restricted to the UAE which limits the generalizability of the results outside the region. Originality/value As little is known about the potential effect of psychological contracts on the intention to leave in the Middle Eastern context, this paper is expected to provide empirical evidences that will make significant contributions to the employee engagement literature in the Middle Eastern contexts.

With the widespread use of healthcare information systems commonly known as electronic health records (EHRs), there is significant scope for improving the way healthcare is delivered by resorting to the power of big data. This has made data mining and predictive analytics an important tool for healthcare decision making. The literature has reported attempts for knowledge discovery from the big data to improve the delivery of healthcare services, however, there appears no attempt for assessing and synthesizing the available information on how the big data phenomenon has contributed to better outcomes in the delivery of healthcare services. This paper aims to achieve this by systematically reviewing the existing body of knowledge to categorize and evaluate the reported studies on healthcare operations/ and data mining frameworks. The outcome of this study is useful as a reference for the practitioners and as a research platform for the academia.

The aim of this study is twofold; firstly, to develop a comprehensive measure that quantitatively assesses an e-store's web appeal, and secondly, to propose a framework that evaluates effectiveness of online marketing efforts in terms of overall appeal of e-tailing sites. The paper adopts a hybrid approach to website assessment which involves studying both information system elements and dimensions of e-marketing to define and measure the concept of web appeal. A total of five information system elements and seven e-marketing elements were identified as essential components of web appeal, and were used to build a measurement instrument. The instrument's validity was confirmed by testing it across 80 e-stores in the Middle East and its usefulness with respect to the identification of an e-store's strengths and weaknesses was established. In addition to being a measure of overall web appeal, the instrument also contributes towards conceptualization of a theoretically sound framework that aligns elements of web appeal to e-marketing objectives. This model provides a systematic criteria for comparing websites, and offers valuable insights into how website attributes can be used to achieve desired performance in terms of attracting, engaging, and retaining customers, as well as competing with rival stores.

PurposePast studies of lean have failed to sufficiently address the importance of social factors for successful lean implementations. This paper aims to broaden and deepen the understanding of lean as a socio-technical paradigm by conceptualizing lean implementation as an organizational change process.Design/methodology/approachThis study draws on the organizational sense-making literature to conceptualize and validate lean implementation as an organizational change process that necessitates a focus on the ability of organizational actors to construct a shared meaning of lean. This study posit that this shared understanding shapes the collective behaviour and attitudes of people towards a future desired organizational state such as a successful implementation of lean. Survey data were collected from various manufacturing and services firms to test the hypothesis derived from literature using a structural equation modelling approach.FindingsThe mutual social interactions of organizational actors contribute to an enabling lean organizational attitude that has a dominant effect on the lean practices of employee involvement, internal technical practices, supplier and customer management. This study also established boundary conditions for these relationships by identifying firm size as a moderating variable.Research limitations/implicationsThe findings establish a supportive organizational attitude as an antecedent for lean implementation, which goes beyond the current socio-technical characterization of lean management. This conceptualization draws the attention of researchers and practitioners towards the critical role of the cooperative behaviours of organizational actors in lean implementations.Originality/valueThe statistical results add a novel perspective to the discourse on the social dimension of lean implementation by conceptualizing and validating lean management as a combination of organizational attitude and the process facilitators comprising of employee empowerment, internal technical practices, supplier and customer management.

Purpose Despite the wide recognition of enterprise resource planning’s (ERP’s) multiple uses, little research has examined the internal forces that influence success after ERP implementation in the service industry. This study aims to identify the factors influencing post-implementation ERP capabilities (PERPC) and improving post-implementation sustainability and user satisfaction (PERPSUS). Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are used for this, with advance managed outsourced solutions (AMOS) and an entanglement view of all firm ERP users. Design/methodology/approach A theoretical model is created to explain internal organizational factors impacting post-implementation ERP sustainability and user satisfaction. Data were collected from 152 executive ERP users in two organizations in the UAE. Two CFA models were created. Findings The results show that adoption by internal organizational forces leads to more sustainable post-implementation ERP. A 69 per cent variance in user satisfaction and post-implementation ERP sustainability was found through a PERPC model and its dimensions, which are significantly highly correlated. Research limitations/implications ERP professionals and stakeholders believe that identification of ERP capabilities (ERPCs) and user satisfaction must be multi-dimensional. Practical implications CIOs and ERP professionals could use these results to increase the success of ERP in the service industry, and they can support the inclusion of post-implementation ERP practices. Originality/value Using AMOS, this paper explores the role of ERPCs in system sustainability and user satisfaction in the service sector, utilizing stakeholder perspectives and an entanglement view of ERP users in the service industry.