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“…E-learning can be defined as making use of technology as a mediating tool for Perceived usefulness, motivation to use, selfefficacy, computer anxiety Intention Motivation to use and internet self-efficacy both had significant positive effects while computer anxiety had a significant negative effect on intention towards web-based e-learning. Perceived usefulness and motivation to use were ultimately found key reasons for the acceptance of e-learning system in their study Moreno et al (2013) Perceived usefulness and effort expectancy, disconfirmation Satisfaction Disconfirmation in the case of measuring expectation before using the service, and expectation in the case of measuring expectation after using the service, occurs as the most important in the model, perceived usefulness and effort expectancy positively affect satisfaction Xu et al…”
“…E-learning can be defined as making use of technology as a mediating tool for Perceived usefulness, motivation to use, selfefficacy, computer anxiety Intention Motivation to use and internet self-efficacy both had significant positive effects while computer anxiety had a significant negative effect on intention towards web-based e-learning. Perceived usefulness and motivation to use were ultimately found key reasons for the acceptance of e-learning system in their study Moreno et al (2013) Perceived usefulness and effort expectancy, disconfirmation Satisfaction Disconfirmation in the case of measuring expectation before using the service, and expectation in the case of measuring expectation after using the service, occurs as the most important in the model, perceived usefulness and effort expectancy positively affect satisfaction Xu et al…”
“…At present, this mechanism is universal in most platform economies. Internal employees are also a crucial element of the platform enterprise ecology (Moreno et al , 2013; Su et al , 2018). Therefore, some of our research conclusions support this ecosystem theory.…”
Section: Discussionmentioning
confidence: 99%
“…They simultaneously hold stores of enterprise resources and capability and rearrange and allocate resources for various groups in chaotic environments and during emergencies (Fehrer et al, 2018). Considerable academic attention is focused on emerging platform enterprises (Ali et al, 2018;Fehrer et al, 2018;Moreno et al, 2013;Su et al, 2018). To promote sharing and value-added knowledge, information and other resources, many enterprises have adopted an internal platform strategy and organizational User-driven innovation and employee intrapreneurship structure, connecting groups through networks and integrating multiple resources to meet the needs of users.…”
PurposeThe purpose of this study is to investigate the impact of user-driven innovation (UDI) and employee intrapreneurship (EI) on the innovation performance of platform enterprises through the mediating role of market intelligence responsiveness (MIR) and the moderating role of knowledge and information resource acquisition (KRA and IRA, respectively) between MIR and innovation performance.Design/methodology/approachData were collected from 167 platform enterprises in northern, eastern and southern China with survey questionnaires. Participants were mainly middle and senior managers with a comprehensive grasp of the enterprises' information.FindingsThe results indicated that both UDI and EI, particularly synergy, positively influenced the innovation performance of platform enterprises. Furthermore, higher innovation performance resulted from high congruence between UDI and EI, and the innovation performance of enterprises increased when UDI and EI shifted from being incongruent to congruent. Lastly, MIR played a mediating role in this relationship, and both KRA and IRA played a positive moderating role between MIR and innovation performance.Practical implicationsPlatform enterprises should pay attention to external users and internal employees to achieve their development goals and establish tripartite cooperative relationships involving firms, employees and users. Enabling platform enterprises to develop continually and in a healthy way requires the integration and utilization of all types of resources.Originality/valueThis was an empirical study on the impact mechanism of employees and users on the innovation performance of platform enterprises in China.
“…First, it helps provide some evidence that could support the proposal that HPHRP has a "causal" influence on positive affect and employee outcomes (Molix and Bettencourt, 2010). Second, it enables testing for mediation in a more rigorous way than do cross-sectional studies, because mediation is a process that is engendered as time elapses and cross-sectional designs do not take this into account (Cole and Maxwell, 2003;Moreno et al, 2013).…”
Purpose -The purpose of this paper is to provide insight into the affective or emotional mechanisms that underlie the relationship between high-performance HR practices (HPHRP) and employee attitudes and behaviours. Drawing on affective events theory (AET), this paper examines a mediation model in which HPHRP influence positive affect which in turn affects job satisfaction and organizational citizenship behaviours (OCBs).Design/methodology/approach -Two-wave data was collected from a sample of local government workers in Wales (N= 362). HPHRP were measured together with job satisfaction and OCBs at Time 1 and six months later, job satisfaction and OCBs were measured again together with positive affect. Structural equation modelling (SEM) was used to test the study hypotheses.Findings -The results revealed that HPHRP induced positive affect which, in turn, led to increased job satisfaction and OCBs. Furthermore, positive affect fully mediated the relationships between HPHRP and both job satisfaction and OCBs.Research limitations/implications -All data were collected from public sector employees in the government of Wales, which makes the generalizability of the findings unknown. More work is needed using different samples to determine whether the study results are replicable.Practical implications -Managers should endeavour to ensure that enough resources are assigned to the implementation of HPHRP and other work features that help evoke affective reactions, as these reactions are an important determinant of employees' attitudes and behaviours.Originality/value -This is one of the first studies to empirically examine the mediating role of positive affect on the relationship between HPHRP and employee attitudes and behaviours.
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