Do digital natives use mobile payment differently than digital immigrants?

Consumers use increasingly Near Field Communication mobile payment to buy products and services. However, the adoption of NFC mobile payment varies by individual attributes of consumers. This paper aims to study the generational differences in mobile payment acceptance based on the theory of generational cohorts and technology acceptance. Therefore, a research concept and hypotheses were developed. The research methodology included an online survey among Generation Z (digital natives) and X (digital immigrants). A sample of 580 respondents had been analyzed with multi-group Structural Equation Modeling. The comparative analysis revealed that digital immigrants were more influenced by the perceived ease of use, subjective norms, and financial risk of NFC mobile payment. In turn, digital natives intended to use NFC mobile payment to a greater extent if they perceived mobile payment as compatible with their lifestyle. Our research contributes to the understanding of generational patterns of mobile payment acceptance

Social network communications in chilean older adults

The growth of older adults in new regions poses challenges for public health. We know that these seniors live increasingly alone, and this impairs their health and general wellbeing. Studies suggest that social networking sites (SNS) can reduce isolation, improve social participation, and increase autonomy. However, there is a lack of knowledge about the characteristics of older adult users of SNS in these new territories. Without this information, it is not possible to improve the adoption of SNS in this population. Based on decision trees, this study analyzes how the elderly users of various SNS in Chile are like. For this purpose, a segmentation of the di erent groups of elderly users of social networks was constructed, and the most discriminating variables concerning the use of these applications were classified. The results highlight the existence of considerable di erences between the various social networks analyzed in their use and characterization. Educational level is the most discriminating variable, and gender influences the types of SNS use. In general, it is observed that the higher the educational level, the more the di erent social networking sites are used

ERP implementation methodologies and frameworks: a literature review

Enterprise Resource Planning (ERP) implementation is a complex and vibrant process, one that involves a combination of technological and organizational interactions. Often an ERP implementation project is the single largest IT project that an organization has ever launched and requires a mutual fit of system and organization. Also the concept of an ERP implementation supporting business processes across many different departments is not a generic, rigid and uniform concept and depends on variety of factors. As a result, the issues addressing the ERP implementation process have been one of the major concerns in industry. Therefore ERP implementation receives attention from practitioners and scholars and both, business as well as academic literature is abundant and not always very conclusive or coherent. However, research on ERP systems so far has been mainly focused on diffusion, use and impact issues. Less attention has been given to the methods used during the configuration and the implementation of ERP systems, even though they are commonly used in practice, they still remain largely unexplored and undocumented in Information Systems research. So, the academic relevance of this research is the contribution to the existing body of scientific knowledge. An annotated brief literature review is done in order to evaluate the current state of the existing academic literature. The purpose is to present a systematic overview of relevant ERP implementation methodologies and frameworks as a desire for achieving a better taxonomy of ERP implementation methodologies. This paper is useful to researchers who are interested in ERP implementation methodologies and frameworks. Results will serve as an input for a classification of the existing ERP implementation methodologies and frameworks. Also, this paper aims also at the professional ERP community involved in the process of ERP implementation by promoting a better understanding of ERP implementation methodologies and frameworks, its variety and history

Strategies for Training a Multigenerational Workforce

For the first time in history, 5 generations are working side by side, creating a challenge concerning training, developing, and managing a multigenerational workforce. More people are working into their later years, and the U.S. labor force participation rate of individuals age 55 and older is projected to increase from 22.4% to 24.8% by 2026. The purpose of this single case study was to explore training strategies managers used to improve multigenerational employee productivity. The sample population included 6 managers of an automotive company in the Great Lakes area of the United States who had knowledge and experience supervising multigenerational workers. Human capital theory was the conceptual framework used to ground the study. Data were collected from semistructured face-to-face interviews, company documents, and website pages. Data analysis included coding to identify themes and member checking to ensure validity. The 2 main themes were collaborative training methods and mentoring programs; the 2 subthemes were advancement and promotion, and retention of employees. Findings of this study may be used to support older employees working longer than traditional retirement age, which might benefit society with increased economic productivity through decreased costs of retirement benefits, healthier living, and greater longevity

Generation Y’s Behavioural Usage of Small Businesses’ Retail Websites in Canada

This research delves into the factors that influence Generation Y’s usage of Canadian small businesses’ retail websites in order to suggest how they can be attracted to use them more. Based on the Use of Technology Two (UTAUT2) theory, questionnaire survey and semi-structured interviews revealed linkages between Behavioural Intention, Habit, Facilitating Conditions and Use Behaviour with demographic variables moderating some relationships. Improving the website designs and social media marketing can entice Generation Y consumers

Evaluating Ethical Technology Leadership: Organizational Culture, Leader Behavior, and a Cyberspace Ethic of Business

Evaluating ethical technology leadership at a financial services firm in North Carolina requires discovering interactions amongst organizational culture, leadership approaches, and ethical decision-making practices. This study provides insight into how the participating firm’s organizational culture creates a leadership climate accommodative of an applied cyberspace business ethic. A cyberspace business ethic provides guidance to technology leaders addressing ethical challenges arising from emergent digital technologies. The identification of four key influencers that support ethical decision-making and provide protection against reputational risk exposures create an understanding of the collective nature of core values, relational, reputational, and technological influences on ethical behaviors. Self-determination theory assists in understanding the motivations for ethical leader behavior in the form of competency, autonomy, and relatedness. Coupling this theoretical knowledge with identification of the four influencers of ethical decision-making provides the basis of understanding the participating firm’s applied cyberspace business ethic. Given the rapid pace of emerging digital technology deployment, a dynamic condition of internal environmental complexity and external environmental uncertainty creates the need for leaders to develop a cyberspace business ethic appropriate for the business context. The participating firm’s cyberspace business ethic centers on core values, transparency, and communication clarity, purposefully utilized to mitigate reputational risk. Applying a Christian worldview to study findings adds a theological construct to organizational core values and underlying virtue ethics

Conflict and Diversity Associated with Four Generations in the Workforce

Four generations of workers share the workforce for the first time in history. Business leaders\u27 failure to address generational conflict may lead to low productivity, high turnover rates, employee frustration, and reduced profits. The purpose of this phenomenological study was to explore the experiences of business leaders, managers, and supervisors in leading a multigenerational workforce within their companies. The conceptual framework was based on McClelland\u27s theory, identifying key motivators that drive characteristics of people, including affiliation. A purposive sample of 20 local employees, spanning 4 generations from the retail grocery industry in Hampton Roads, Virginia, were interviewed to explore general characteristics, attitudes, values, and behaviors at work. Transcribed interview data were divided into categories to find shared phenomenon and identify themes based on the participants\u27 perceptions. The findings were categorized and coded, patterns were established, and themes were generated to answer the central research question. Trustworthiness of the interpretations was achieved through member checking. The findings from this study revealed that the employees perceived that business leaders, managers, and supervisors lacked sufficient knowledge to successfully communicate with their employees or peers from different generations in the workplace. The employees perceived that those communication failures and lack of interaction between the different generations generated conflict. The implications for positive social change include the potential to bridge the gap between younger and older workers and minimize conflict resulting from miscommunication among the different age groups

Generational Age Differences and Employee Motivation in the Public Sector

Motivation is rarely used as a diversity management strategy, and as a result, little academic research explores the relationship between generational age differences and motivation in public sector management. Using Deci\u27s intrinsic and extrinsic motivation theory as the foundation, the purpose of this correlational design study was to evaluate the relationship between generational age differences and employee motivation in a Maryland government agency. Data were collected through an online survey using the Work Preference Inventory from 35 of the agency\u27s 5585 employees, born between 1946 and 2000. Data were analyzed using one-way analysis of variance with post-hoc tests to assess the relationship between the intrinsic and extrinsic motivations of Baby Boomers, Generation X, and Generation Y. Findings of the ANOVA revealed that there were no statistically significant associations between the 3 generational cohorts regarding intrinsic or extrinsic motivations suggesting that there are no differences among the 3 generations in terms of preferences. However, an analysis of correlations between intrinsic and extrinsic motivations for both Baby Boomers and Generation X were strongly positive at r = .862 and .602 respectively, but strongly negative for Generation Y at r = -0.856. One of the social change implications stemming from this study is the recommendation for public organizations to explore a blend of intrinsic and extrinsic motivations to attract and enhance the longevity of members of each generational group in the public sector. This provides a more balanced and cost effective approach in sustaining generational diversity in the sector through employee motivation. This will benefit the general public because they could receive efficient services offered with minimal personnel cost