On the verge of information and technology advancement, mobile applications are used creatively in different areas such as learning, communication, networking, banking, entertainment, security etc. In the education, the mobile device has a variety of mobile learning apps to learn the basic concepts and to attain up to date information on different subjects such as marketing, HR, nance, mathematics, computer science, general knowledge etc. The current study was conducted to identify various factors affecting the usage of mobile apps among students for learning purpose. This study explored the impact of content quality, user-friendly and layout and graphic design of mobile apps on perceived selfperformance among students in academics. The study also identied the moderating effect of mobile learner's perceived motivation on perceived self-performance in academics. The study tried to nd out the difference between gender (male and female) on using all the variables in the current study. Data was collected from students studying in private management institutions. The results were found positive based on the hypothetical model in the current study i.e., content quality, user-friendly, layout design, were taken as an independent variable and perceived self-performance was used as dependent variable and meanwhile the moderating role of perceived motivation was evaluated.
The world of knowledge management consists of different terms that are flying around. Some words are more significant and frequently used than others. Knowledge sharing and knowledge transfer are sometimes measured to have overlapping content and used synonymously. The transfer of knowledge between organizational members has drawn consideration from both academia and business because company competitiveness is linked directly to the dissemination of innovation through an organization. Regardless of the efforts to increase knowledge sharing in organizations, success has been subtle. It is pretty clear that in many instances, employees are not willing to share knowledge even when organizational practices are followed to facilitate transfer. As the scope of innovation within an organization depends on the efficient transfer of knowledge between members, this paper emphases on the concept of knowledge withholding, which is known to interrupt this transfer and distinguish from related concepts (knowledge barriers, knowledge hiding). The aim of this paper is to make a contribution in finding the proper demarcations between these concepts. Firstly, to prove that knowledge sharing and knowledge withholding are separate concepts, Herzberg’s twofactor theory is used which explain the difference between them. Secondly, previous studies on knowledge management are exposed to have unnoticed knowledge withholding in courtesy of knowledge sharing, leading to a lack of information on the earlier. Thirdly, knowledge withholding is defined into two separate manners: the intentional hiding and the unintentional hoarding of knowledge. Finally, characteristics of knowledge withholding are abbreviated based on four territorial behaviors associated to employees in order to advocate areas for further study.
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