Understanding Agile Innovation Management Adoption for SMEs

Research interest in agile innovation management (AIM) has increased due to its growing popularity. However, little is known about adaptability by small and medium enterprises (SMEs). This study examines the factors affecting intention to adopt AIM in SMEs. A conceptual framework is developed by combining internal and external environmental factors that influence adoption intention. Responses were received from 276 SMEs and analyzed using covariance-based structural equation modeling (SEM). The results confirmed that external environmental factors of mimetic isomorphism and normative isomorphism have a positive association with the intention to adopt AIM. Moreover, the internal environmental factors of top management championship, adhocracy culture, clan culture, and organizational readiness were confirmed to be positively associated with AIM adoption. This study provides one of the first empirical evidence of AIM for SMEs. In doing so, the study contributes both theoretically and practically toward understanding strategies that would enhance adoption by SMEs

Appropriate Sets of Criteria for Innovation Adoption of IS Security in Organizations

Determining sets of criteria and alternatives becoming main priorities is essential to guarantee the success of innovation adoption of Information System (IS) security. The goal of this research was to select and determine important entities as representation of each criterion for managers in making decisions of innovation adoption of IS security. This research applied Technology-Organization-Environment (TOE) Framework, and Human-Organization-Technology-Fit (HOT-Fit) Model to map relative importance variables of criteria and alternatives. AHP Approach was applied for computation simulation to determine priorities of criteria and alternatives. Results show that a principal criterion is manpower of organizations. The eigen factor score is 4.398. Moreover, alternatives covering complexity, financial resources, intensity of competition, and CIO innovativeness have these respective eigen factors scores: 4.326, 9.307, 4.376, and 4.545

How Innovative Behavior Affects Lecturers’ Task Performance: A Mediation Perspective

Objectives: Task performance is an essential determinant of organization life, including profit and non-profit organizations. Lecturers' task performance in universities is vital to realizing the goals, which include creating quality graduates and building competitiveness that promises sustainable progress for all involved stakeholders. Therefore, it is crucial to investigate lecturers' task performance by considering other relevant variables. Accordingly, this study examined Indonesian lecturers' task performance based on innovative behavior, job involvement, and organizational citizenship behavior (OCB). The study also attempted to find relevant models of innovative behavior influencing lecturers' task performance, mediated by job involvement and OCB. Methods: Questionnaires with the Likert scale were used to collect data from 230 lecturers selected using accidental sampling. The data were analyzed using descriptive and correlational techniques and structural equation modeling. Results: Innovative behavior, job involvement, and OCB significantly affected the lecturers' task performance. Besides, job involvement and OCB mediating innovative behavior affected the lecturers' task performance. However, the mediating role of job involvement was more prominent than that of OCB. Novelty: A new model of innovative behavior mediated by job involvement and OCB was developed, affecting lecturers’ task performance. It is hoped that the model can trigger interesting discussions and raise new hope for task performance improvement based on innovative behavior mediating job involvement and OCB. Doi: 10.28991/ESJ-2022-SIED-09 Full Text: PD

Understanding Factors Influencing E-Government Implementation in Saudi Arabia from an Organizational Perspective

The purpose of this paper is to explore the organizational factors influencing the implementation of the egovernment project within the public sector in Saudi Arabia. This project (also known as the Yesser programme) was established in Saudi Arabia in 2005 to control the e-government transformation process. The aims of the project are to provide a collaborative environment for government organizations to implement egovernment and increase effectiveness and efficiency within the public sector. This paper sheds light on the organizational factors that have delayed implementation and achievement of the government’s vision and plans for Yesser. A qualitative approach was employed to understand those factors, by conducting a series of interviews with government officials for the data collection required. The analysis of the data uncovered seven organizational factors that are needed to advance implementation of the e-government project in Saudi Arabia and other similar states

PENGARUH BUDAYA ORGANISASI DAN KEPEMIMPINAN TERHADAP KOMITMEN UNTUK BERUBAH DENGAN MEDIASI RESILIENSI PEGAWAI, KESIAPAN UNTUK BERUBAH, DAN KEPERCAYAAN KEPADA PIMPINAN: STUDI PADA POLITEKNIK KEUANGAN NEGARA STAN

Beberapa hasil penelitian menyebutkan bahwa 70% perubahan organisasi gagal dilaksanakan. Manusia merupakan salah satu faktor kunci kesuksesan perubahan organisasi. Tujuan penelitian ini adalah untuk menguji, menganalisis dan menemukan hubungan faktor-faktor yang mempengaruhi komitmen pegawai (affective, continuance, dan normative) dalam menghadapi perubahan organisasi, yaitu budaya organisasi (involvement, consistency, adaptability, dan mission), gaya kepemimpinan transformasional, resiliensi pegawai, kesiapan pegawai untuk berubah, dan kepercayaan kepada pimpinan. Tulisan ini merupakan penelitian kuantitatif menggunakan Structural Equation Model (SEM). Model penelitian menggunakan second order SEM berdasarkan 4 dimensi budaya organisasi dan 3 dimensi komitmen pegawai. Lokus penelitian di Politeknik Keuangan Negara STAN. Dari 185 data responden yang terkumpul dilakukan analisis menggunakan partial least square (PLS) untuk menguji hipotesis penelitian. Hasil analisis menunjukkan bahwa variabel budaya organisasi dan kesiapan pegawai untuk berubah berpengaruh langsung terhadap komitmen afektif dan normatif dalam mendukung perubahan. Sementara itu resiliensi pegawai, kepercayaan kepada pimpinan, dan kepemimpinan transformasional tidak berpengaruh signifikan terhadap komitmen pegawai untuk berubah. Hasil lain menunjukkan bahwa kesiapan pegawai untuk berubah mampu memediasi pengaruh budaya organisasi terhadap komitmen afektif dan normatif dan juga mampu memediasi pengaruh kepemimpinan transformasional terhadap komitmen pegawai untuk berubah. Uji statistik menunjukkan bahwa kesiapan pegawai untuk berubah merupakan variabel dominan yang mempengaruhi komitmen afektif dan normatif pegawai. Novelty penelitian ini adalah ditemukannya pengaruh positif dan signifikan, baik secara langsung mapun tidak langsung, dari 3 variabel sekaligus, yaitu budaya organisasi, kepemimpinan transformasional, dan kesiapan pegawai untuk berubah terhadap komitmen afektif dan normatif pegawai. Some research results state that 70% of organizational changes fail to be implemented. Humans are one of the key factors for successful organizational change. The purpose of this study was to examine, analyze and find the relationship between factors that influence employee commitment (affective, continuance, and normative) in dealing with organizational change, namely organizational culture (involvement, consistency, adaptability, and mission), transformational leadership style, resilience employees, employee readiness to change, and trust in leaders. This paper is a quantitative study using the Structural Equation Model (SEM). The research model uses second-order SEM based on 4 dimensions of organizational culture and 3 dimensions of employee commitment. Research locus at the STAN State Finance Polytechnic. The 185 collected respondent data were analyzed using partial least squares (PLS) to test the research hypothesis. The results of the analysis show that organizational culture variables and employee readiness to change directly affect affective and normative commitment in supporting change. Meanwhile, employee resilience, trust in leaders, and transformational leadership have no significant effect on employee commitment to change. Other results show that employee readiness to change can mediate the influence of organizational culture on affective and normative commitment and can also mediate the effect of transformational leadership on employee commitment to change. Statistical tests show that employee readiness to change is the dominant variable affecting affective and normative commitment of employees. The novelty of this research is the discovery of positive and significant influences, both directly and indirectly, from 3 variables at once, namely organizational culture, transformational leadership, and employee readiness to change towards employee affective and normative commitments

A model for information security culture with innovation and creativity as enablers

This research aims to elicit a conceptual understanding of creativity and innovation to enable a totally aligned information security culture. Stimulating the creativity and innovation of employees in an organisation can help to solve information security problems and to create a culture where information security issues are addressed and resolved, as opposed to being introduced by end-users. The study applied a theoretical approach with a scoping literature review using the PRISMA method to derive traits and programmes that organisations can implement to stimulate creativity and innovation as part of the organisational culture. A model for engendering employee creativity and innovation as part of the information security culture is proposed, through the lens of the three levels of organisational culture. This study both offers novel insights for managerial practice and serves as a point of reference for further academic research about the influence of creativity and innovation in information security culture.School of Computin

Exploring Strategies for Implementing Information Security Training and Employee Compliance Practices

Humans are the weakest link in any information security (IS) environment. Research has shown that humans account for more than half of all security incidents in organizations. The purpose of this qualitative case study was to explore the strategies IS managers use to provide training and awareness programs that improve compliance with organizational security policies and reduce the number of security incidents. The population for this study was IS security managers from 2 organizations in Western New York. Information theory and institutional isomorphism were the conceptual frameworks for this study. Data collection was performed using face-to-face interviews with IS managers (n = 3) as well as secondary data analysis of documented IS policies and procedures (n = 28). Analysis and coding of the interview data was performed using a qualitative analysis tool called NVivo, that helped identify the primary themes. Developing IS policy, building a strong security culture, and establishing and maintaining a consistent, relevant, and role-based security awareness and training program were a few of the main themes that emerged from analysis. The findings from this study may drive social change by providing IS managers additional information on developing IS policy, building an IS culture and developing role-specific training and awareness programs. Improved IS practices may contribute to social change by reducing IS risk within organizations as well as reducing personal IS risk with improved IS habits

Agency and positive institutional change through sustainable entrepreneurship : the case of first movers providing food loss and waste solutions

The emergence of entrepreneurs dealing with food loss and waste (FLW) solutions, despite the low incidence of institutional pressure, has no explanation by Institutional Theory, a significant gap this thesis aimed to shed light-on. This theory struggles to conceptualize change since agents are viewed as institutionally embedded, i.e., it is assumed that institutional environments shape individuals and organizations who have a limited degree of agency. The agency versus structure is an ongoing debate (the paradox of embedded agency) that seeks to understand how actors can change institutions if their actions, intentions, and rationality all are conditioned by the very institution they wish to change. The objective of this thesis was to understand how first movers entrepreneurs exercise their agency to produce a positive social impact in the context of FLW solutions. To answer this, a qualitative study was designed and performed on seven cases of sustainable entrepreneurship in four different countries: Brazil, Canada, Denmark, and Finland. Data collection is based on observation visits, interviews with entrepreneurs, secondary data, social media posts and interviews with consumers. Content analysis of the collected data was carried out with the help of NVivo Software. The thesis contribution section discusses and analyzes the final result in combination with three papers (the so-called hybrid thesis). In addition to the theoretical discussion, a framework proposing the agency process in three levels (micro, meso and macro) is laid out. Along with a schema indicating the relationship between institutional environment and the processes proposed for the agency in institutional entrepreneurship. In general, this thesis contributes to the advancement of Institutional Theory in relation to agency versus structure ongoing debate (embedded agency paradox). Specifically, the paper-I contribute to filling the gap about the knowledge about the sustainable entrepreneurial process; paper II also contribute to filling the gap in the literature by identifying business models’ innovations in sustainable entrepreneurship, analyzing their characteristics, their mechanisms to overcome hybridity-related tensions, and providing empirical evidence about how business models can be used to create and capture multiple forms of value; and paper III illustrates the interface between sustainable entrepreneurship that addresses the FLW problem, the adopted solutions, supply chain coordination, performance improvement and the indicators of positive social change. Finally, social implications are presented, followed by propositions to stimulate sustainable entrepreneurship. Suggestions are also indicated for potential entrepreneurs and/or managers willing to develop businesses that challenge the practices established in the market

Under positive pressure: how stakeholder pressure affects corporate social responsibility implementation

This study tests a model that links stakeholder pressure to the implementation of corporate social responsibility (CSR) activities and market performance. Stakeholder groups and competitors might exert pressure on companies to implement CSR, which could lead to positive effects on market performance. Using structural equation modeling (SEM), the authors find that stakeholders and competitors exert pressure differently. The effect of CSR implementation on market performance is moderated by market dynamism: It affects market performance more in dynamic environments. The authors discuss implications for both companies and stakeholders

Factor affecting trust and use of E-Government : the case of Banda Aceh City, Aceh Province

n the government sector, E-Government has become part of innovation. The use of E�Government is necessary to maintain government transparency. In Banda Aceh City, Aceh Province, Indonesia, this study tries to capture the phenomenon of the factors that influence trust and use of E-Government. The purpose of this research is to learn about the elements that influence trust and adoption of E-Government in the Banda Aceh region through quantitative research. This research is included in the category of survey research. This study found that two variables have positive and significant implications for other variables, namely the benefit variable has significant implications for trust in e-government, and the trust variable in e-government has significant implications for the use of e-government. Meanwhile, three other variables that have no significant implications are organizational factors, technological factors, and risk factors for public trust in the use of E-Government by the government. This study also has limitations, such as considering the positive impact on the use of e-government in the Banda Aceh Region, rather than the problem of only using e-government in the Banda Aceh Region of Aceh Province. The time limit associated with data collection is another weakness of this study