Bring Your Own Device (BYOD) as reversed IT adoption: Insights into managers’ coping strategies

The adoption of Bring Your Own Device (BYOD), initiated by employees, refers to the provision and use of personal mobile devices and applications for both private and business purposes. This bottom-up phenomenon, not initiated by managers, corresponds to a reversed IT adoption logic that simultaneously entails business opportunities and threats. Managers are thus confronted with this unchosen BYOD usage by employees and consequently adopt different coping strategies. This research aims to investigate the adaptation strategies embraced by managers to cope with the BYOD phenomenon. To this end, we operationalized the coping model of user adaptation (CMUA) in the organizational decision-making context to conduct a survey addressing 337 top managers. Our main results indicate that the impact of the CMUA constructs varies according to the period (pre- or post-implementation). The coping strategies differ between those who have already implemented measures to regulate BYOD usage and those who have not. We contribute to theory by integrating the perception of BYOD-related opportunities and threats and by shedding light on the decisional processes in the adoption of coping strategies. The managerial contributions of this research correspond to the improved protection of corporate information and the maximization of BYOD-related benefits.     

The efficiency of mobile media richness across different stages of online consumer behavior

The popularity of mobile devices has ushered in the prosperity of mobile commerce, yet research on mobile advertising and mobile marketing remains scant. Marketing ads possessing higher media richness generally have a positive effect on consumer decision-making, because rich media conveys more information, but mobile ads with richer media imply higher costs for both the marketer and the audience. The limitations of mobile devices have further highlighted the difficulty of mobile advertising and the issue of advertising costs. Selecting which media to deliver the appropriate information is the latest research trend, but few studies have applied the media richness theory to explain mobile ads’ effect on consumer behavior. This research thus explores the impact of media richness on consumer behavior at different AISAS (attention, interest, search, action, and share) stages, adopting experimental research, convenient sampling, and online questionnaire to collect data. From a total of 424 valid questionnaires, we find that media richness has a greater influence on the three early stages of AIS while having a lower impact on the later stages of AS. This research thus suggests that firms employing mobile ads should choose high richness media for those potential customers who are at the early stage of consumer behavior (AIS). For those who at the later stage (AS), it is good enough for marketers to utilize medium richness mobile ads. Following this suggestion, marketers can place mobile ads more precisely, thus improving the likelihood of a reduction in advertising costs for both the marketer and audience. As mobile ads with high media richness are more effective for high perceived risk products, firms need to use high richness media when they are promoting high perceived risk products even when potential consumers are at the later stage of AS. This research contributes to marketers dedicated to using a mobile advertisement strategy and helps refine both online consumer behavior and the media richness theory when including the context of mobile commerce.     

授权式领导对员工敬业度的影响研究

员工敬业度是组织行为与人力资源研究领域近年来广受关注的一个议题。本论文在以往研究的基础之上,基于自我决定理论实证研究授权式领导对员工敬业度的影响,并探讨员工的自主需求满足和学习目标导向在以上影响过程中所起的中介及调节作用。以企业中的253名员工为研究对象,实施两阶段数据收集策略。数据分析结果表明,授权式领导对员工的敬业度水平有显著的正向影响;自主需求满足在授权式领导与员工敬业度关系中起中介作用。另外,员工的学习目标导向会负向调节自主需求满足与敬业度之间的正向关系,即员工的学习目标导向越高,两者的正向关系越弱。本研究的发现有利于丰富对员工敬业度影响因素的认知,并从自我决定理论的视角理解授权式领导影响员工敬业度的心理机制,从而可以指导企业采取一些改进措施,以促进员工的敬业度。     

Going beyond technology: Knowledge sharing as a tool for enhancing customer-oriented attitudes

Numerous articles, books and essays have shown that ongoing efforts to meet customers’ needs characterize market leaders. For a firm to successfully develop customer-oriented attitudes throughout the entire organization, employees at all levels and sections need to be committed to providing a high level of service. It is therefore essential to understand what drives employees – especially those who do not interact daily with customers – to adopt a customer-oriented attitude. The aim of this study is to shed some light on one facet of this relationship, namely the mechanism of knowledge sharing that may impact employee customer orientation. The underlying notion is that technology, in its various advanced forms of CRM software, enhances and enables client “knowing.” In other words, it leads to a greater ability on the part of employees to share knowledge, which brings about real customer orientation.This paper provides empirical evidence, based on a sample of 345 Hi-Tech workers from a telecommunication company, of a link between sharing explicit knowledge and tacit knowledge to enhance customer orientation. The findings indicate that sharing tacit knowledge has a positive effect on increasing employee customer orientation and increases sharing of explicit knowledge, while also strengthening communication about customers in the organization. It is concluded that firms should encourage tacit knowledge sharing and its transformation by technology into explicit knowledge to augment employees’ customer-oriented attitudes.     

授权式领导对员工敬业度的影响研究

员工敬业度是组织行为与人力资源研究领域近年来广受关注的一个议题。本论文在以往研究的基础之上，基于自我决定理论实证研究授权式领导对员工敬业度的影响，并探讨员工的自主需求满足和学习目标导向在以上影响过程中所起的中介及调节作用。以企业中的253名员工为研究对象，实施两阶段数据收集策略。数据分析结果表明，授权式领导对员工的敬业度水平有显著的正向影响；自主需求满足在授权式领导与员工敬业度关系中起中介作用。另外，员工的学习目标导向会负向调节自主需求满足与敬业度之间的正向关系，即员工的学习目标导向越高，两者的正向关系越弱。本研究的发现有利于丰富对员工敬业度影响因素的认知，并从自我决定理论的视角理解授权式领导影响员工敬业度的心理机制，从而可以指导企业采取一些改进措施，以促进员工的敬业度。     

浅析移动图书馆在高职院校中的应用和发展

国内移动互联网技术和通信技术的快速发展,推动了各行各业的发展和崛起,我国图书馆基于移动互联技术,已经进入了一个新领域的开发---移动图书馆。移动阅读促进了移动图书馆的建设,给移动图书馆的设置提供了更广阔的机遇。移动图书馆的建设,打破了传统的读书阅览模式,而是采取手持设备,不受到时间、空间的影响的一种全新的阅读方式。但是目前我国移动图书馆的建设依然存在问题,如何解决这一系列的问题是工作重点。     

Motivational antecedents to high-tech R&D employees' innovative work behavior: Self-determined motivation,person-organization fit,organization support of creativity,and pay justice

Employees' innovative work behavior (IWB) contributes to organizational innovativeness in the form of new processes, products, and services, and therefore it is worthwhile to examine motivational antecedents of employees' IWB. This study analyzes the relationship between motivation forms from self-determination theory and the concept of person-organization (PO) fit to provide insight into some of the factors that can influence high-tech R&D employees' IWB. Survey data from R&D employees in three high-tech organizations show that employees with higher levels of PO fit have higher levels of autonomous (identified and intrinsic) work motivation and that autonomously motivated employees engage in more frequent IWB. Autonomous motivation forms mediate PO fit's relationship with IWB. Furthermore, pay justice (i.e., distributive justice) and organization support of creativity are significantly associated with PO fit, indicating that these may be useful for managers to consider in relation to employee fit, motivation, and innovative work behavior. Ultimately, managers interested in fostering innovative behavior of R&D employees would be prudent to seek congruence between employee and organization values and support employees' autonomous motivation.     

企业员工在岗培训教学方法初探

随着现代科学技术的发展,企业对设备和技术的改造步伐不断加快,新的机械设备和技术的使用者——企业员工的技术素质水平却滞后,因此系统地对操作员工的培训以提高技能就显得尤为重要。但是,对于不同知识层次、不同工作岗位条件、不同操作经验的企业员工,使他们在有限的时间内掌握培训基本知识和技能,探讨有针对性的教学方法是关键。     

Exploration versus exploitation in technology firms: The role of compensation structure for R&D workforce

We investigate the relationship between a firm’s compensation structure and the extent to which its innovation is more exploration versus exploitation oriented. Specifically, we assess two aspects of a firm’s compensation design—horizontal dispersion within job levels and vertical tournament incentives between job levels. A six-year panel of compensation records of 671,028 employees working at 81 U.S.-based high technology firms between 1997 and 2002 are used to construct measures that characterize a firm's pay structure, which are linked to these firms’ patents filed in the U.S. We find that firms with higher-powered tournament incentives in vertical compensation structure report higher fraction of innovation directed towards exploration. Horizontal pay dispersion, on the other hand, shows a negative relationship with the exploration in firms where R&D employees’ age variance is low. In firms where R&D employees’ age variance is high, the negative relationship between horizontal pay dispersion and exploration is muted.     

组织霸凌的呈现形式及其差异性分析--基于员工感知的调查

在对411名企业员工一对一访谈调查的基础上,基于因子分析以及单因素方差分析方法,探讨了员工感知到的组织霸凌伤害状况,分析了其在人口统计变量和组织／工作变量上的差异性。结果表明：组织霸凌的呈现形式主要包括领导公开霸凌、领导隐性霸凌、同事霸凌、组织歧视霸凌、工作分配霸凌5个维度;员工感知到的组织霸凌在人口统计变量与组织／工作变量上有显著差异。其中,受领导隐性霸凌伤害水平比较高的员工主要集中分布在已婚、低学历、组织规模比较小、工作年限为4至10年的群体中;感知到工作分配霸凌伤害水平比较高的主要为成长阶段企业中的已婚员工。     

可干预的人格特质：自我分化对员工创新的影响

在企业数字化转型的关键时期,创新显得尤为重要。作为可干预的人格特质,自我分化是员工“以变应变”实现突破创新的关键因素。本文以资源保存理论为基础,对不同行业的企业组织中主管和员工进行调研,通过构建结构方程模型,从员工的内心和人际关系两个层面探讨自我分化对员工创新行为的影响,并进一步分析了心理距离在其中的中介作用。实证研究结果表明：（1）自我分化（内心层面和人际关系层面）对员工的创新行为有正向影响;（2）自我分化（内心层面和人际关系层面）通过心理距离的中介作用间接影响员工的创新行为。研究结果丰富了员工创新行为影响因素的相关研究,同时有助于管理者认识到自我分化这一人格特质的可干预性,对管理者激励高自我分化水平的员工发挥自身优势、引导低自我分化水平的员工挖掘自身潜能具有重要的实践意义。     

移动互联网时代辅导员工作方法研究

随着移动通信技术的快速发展和智能移动设备的日益普及,移动互联网时代已经到来。当代大学生的生活和学习也随之有着巨大的改变,这些改变对大学辅导员来说既是挑战又是机遇。如何能利用好移动互联网来改变工作方式、拓展工作时空和提高工作效率,是我们每一个大学辅导员都必须思考的问题。本文从理论研究和创新实践两方面进行了有益的尝试。     

Exploring connections to unrelated social clusters in a socio temporal communication network

In this study, we first explore whether individuals with the greatest number of weak ties to others will have more connections to a greater number of unrelated social clusters. Secondly, we explore whether individuals with the greatest number of weak ties to others will serve as bridges between isolated social clusters. Thirdly, we analyse whether the level of call activity is dependant on different types of social network structures (i.e. strong ties and weak ties). Here, we investigate the effects of social ties on mobile phone usage behaviour. The research conceptual model represents the relationship between three independent variables and one dependant variable. The three independent variables — (i) call activity; (ii) connection to unrelated social clusters; and (iii) social bridges between unrelated social clusters. We suggest that each of the three independent variables has an impact on the way individuals use mobile phone devices. By exploring the MIT Reality Mining Data, we first found a trend where the individuals who have the greatest number of strong social ties to others display the highest levels of call activity. On the contrary, individuals who have a modest number of strong ties, but have a high number of acquaintances show lower levels of call activity purely because the weak tie relationships do not require as much maintenance as the strong ties. Secondly, we visualise where unrelated social clusters within a social network displayed some connections to one another. We propose that the majority of these connections interlinking such unrelated social clusters would be weak ties. Thirdly, we discover that the individuals who display the greatest number of weak tie relationships are linked to the individuals in various social clusters.     

Investigating the impact of cybersecurity policy awareness on employees’ cybersecurity behavior

As internet technology and mobile applications increase in volume and complexity, malicious cyber-attacks are evolving, and as a result society is facing greater security risks in cyberspace more than ever before. This study has extended the published literature on cybersecurity by theoretically defining the conceptual domains of employees’ security behavior, and developed and tested operational measures to advance information security behavior research in the workplace. A conceptual framework is proposed and tested using survey results from 579 business managers and professionals. Structural equation modeling and ANOVA procedures are employed to test the proposed hypotheses. The results show that when employees are aware of their company’s information security policy and procedures, they are more competent to manage cybersecurity tasks than those who are not aware of their companies’ cybersecurity policies. The study also indicates that an organizational information security environment positively influences employees’ threat appraisal and coping appraisal abilities, which in turn, positively contribute to their cybersecurity compliance behavior.     

职场地位视角下员工工匠精神的形成机制

   工匠精神是国之基石,是中国高质量发展的时代精神,传承和弘扬工匠精神对中国发展来说是一种迫切需要。本研究基于自我一致性理论,探讨职场地位对员工工匠精神的影响机理,以及组织自尊的中介作用和工作自主性的调节效应。通过305套领导-员工配对数据的实证检验,研究结果表明：职场地位显著正向影响员工的工匠精神;组织自尊作为个体自我认知在职场地位和员工工匠精神之间起部分中介作用;工作自主性不仅正向强化组织自尊与员工工匠精神之间的关系,并且正向调节组织自尊在职场地位和员工工匠精神之间的中介作用。研究揭示了职场地位视角下员工工匠精神的形成机制,为企业培育和弘扬员工工匠精神提供思路和建议。     

移动数据库分析及设计

随着移动设备需求的增加,在应用中恰如其分地管理移动设备有限的存储空间,提高设备的处理能力等至关重要。在分析的基础上,为移动应用服务制定一个可行的移动数据库设计方法。     

模范员工与反生产行为——自我控制的视角

模范员工一定会做出有利于组织的行为吗？实际上,出于印象管理动机的模范员工极有可能做出反生产行为,其中自我控制资源发挥着关键作用。本文以自我控制资源理论为基础,采用工作日志的调查方法,收集了121个员工的数据,包括121份个体之间数据和1210份个体内部的数据,探讨印象管理中员工的模范策略对反生产行为的影响及自我监控的调节作用。研究结果表明,模范策略通过自我控制资源损耗的中介作用对反生产行为产生正向影响;自我监控在模范策略促进自我控制资源损耗的过程中具有调节作用,在高自我监控的情况下,模范策略对反生产行为的正向影响减弱,在低自我监控的情况下,模范策略对反生产行为的正向影响增强。     

Manager communication and workplace trust: Understanding manager and employee perceptions in the e-world

Today's business environment is populated with individuals who are digitally connected to clients, contractors, managers, and employees. Traditionally, the ways and behaviors of managers had developed and thrived within face-to-face work environments, but as computer-mediated technologies continue to change the boundaries of the business community, permit alternative worksites to increase, and the traditional workday to disappear, the role of the manager has changed. This article focuses on the communication behaviors between managers and their employees, and how these behaviors have changed as digital communication methods have become mainstream within organizations today. The variables of interest are manager communication and workplace trust. The intended outcome is to uncover the expectations that have yet to be agreed upon within the manager–employee e-relationship.     

电力企业移动办公系统方案的探索与实践

“移动办公”也可称为“3A办公”,即办公人员可在任何时间（Anytime）、任何地点（Anywhere）处理与工作相关的任何事情（Anything）。这种全新的办公模式,可以让办公人员摆脱时间和空间的束缚。企业信息可以随时随地通畅地进行交互流动,工作将更加轻松有效,整体运作更加协调。利用手机的移动信息化软件,建立手机与电脑互联互通的企业软件应用系统,摆脱时间和场所局限,随时进行随身化的企业管理和沟通,有效提高管理效率。     

Understanding in-context interaction: An investigation into on-the-go mobile search

Recent years have seen a profound change in how most users interact with search engines: the majority of search requests now come from mobile devices, which are used in a number of distracting contexts. This use of mobile devices in various situational contexts away from a desk presents a range of novel challenges for users and, consequently, possibilities for interface improvements. However, there is at present a lack of work that evaluates interaction in such contexts to understand what effects context and mobility have on behaviour and errors and, ultimately, users’ search performance.Through a controlled study, in which we simulate walking conditions on a treadmill and obstacle course, we use a combination of interaction logs and multiple video streams to capture interaction behaviour as participants (n = 24) complete simple search tasks. Using a bespoke tagging tool to analyse these recordings, we investigate how situational context and distractions impact user behaviour and performance, contrasting this with users in a baseline, seated condition. Our findings provide insights into the issues these common contexts cause, how users adapt and how such interfaces could be improved.