Why continue sharing: determinants of behavior in collaborative economy services

La economía colaborativa está revolucionando la forma en que los consumidores utilizan los bienes y servicios. En nuestro estudio modificamos y ampliamos el modelo de confirmación de expectativas para determinar los factores motivacionales que impulsan la satisfacción y la intención de continuar usando los servicios de viajes colaborativos. Más importante aún, agregamos el valor social como un factor adicional. En este estudio fueron encuestados usuarios españoles experimentados de BlaBlaCar. La calidad del servicio, la utilidad percibida, la confianza y el valor social son determinantes de la satisfacción de los usuarios experimentados y, a través de ella, de la intención de continuar usando; mientras que no es el caso para el impacto ambiental ni para los beneficios económicos. Además, la confianza afecta directamente a la intención de continuar. Estos resultados tienen implicaciones gerenciales relevantes, mostrando que los usuarios de algunos servicios colaborativos están motivados por otros factores además de los económicos.The sharing economy is revolutionizing the way consumers use goods and services. In our study we modify and extend the expectation confirmation model to determine the motivational factors which drive the satisfaction and continue intention to use ridesharing services. Most importantly, we add social value as an additional factor to those previously studied in the literature. We apply our model in a survey among experienced Spanish users of BlaBlaCar. Service quality, perceived usefulness, trust and social value are determinants of satisfaction of experienced users and through it, of intention to continuance; while it is the case neither for environmental impact nor for economic benefits. Additionally, trust affects directly continuance. These results have relevant managerial implications, showing that users of some sharing services are motivated by other factors than purely economic

Whither the Language Lab?

Language Labs have experienced many changes over thepast several years, from changes in names to changes in direction.This edited transcription of a panel discussion at the1994 TESOL conference by six experienced language lab directorsprovides an informal and free-wheeling discussionabout the following questions: (1) What's in a name (change)?(2) What is the most appropriate role for technology with respectto language learning and teaching? (3) What is the roleof the language lab vis-a-vis faculty and adminis tration? (4)What are students' perceptions of language labs? (5) Whathas had the greatest impact on language labs over the last tento twenty years? (6) What are the fundamental characteristicsof the ideal lab director? (7) What is the greatest challengefacing the language lab today, as well as into the next decade?(8) Whither the language lab? What direction do we see ourselvesmoving in the next generation

Factors influencing interdepartmental information sharing practice in electronic government agencies

Electronic information sharing is a key to effective government.This study is conducted to investigate the factors influencing interdepartmental information sharing (IS) practice in electronic government (EG) agencies.Based on previous study and observation, the issues on electronic government and information sharing are highlighted and the influencing factors are identified. Three domains of factors that are considered in this study are individual, organizational and technological factors. This paper proposes the conceptual framework of interdepartmental information sharing for electronic government agencies in Malaysia

The Role of Demographic Variables on Knowledge-Sharing Behaviour among Academicians

Every organisation needs to recognize knowledge as an important asset for individuals as well as the organisation itself order to survive in competitive environment. Since knowledge sharing is a critical activity for academicians, it has to be enhanced by stimulating individuals to share their knowledge voluntarily with other individuals and to contribute to the organizational knowledge base. Hence, institutions should focus on motivating the academicians to share knowledge among themselves, across the departments, institutions, and industries; and to contribute to the knowledge base. Objective: To identify the role of demographic variables on knowledgesharing behaviour among academicians. Results: Every individual’s attitude is subject to his own personal traits and to the environment or surrounding that the individual belongs to or is attached with. In the university, knowledge is intensively created and disseminated through research and publication. This is the most probable due to the belief that individual knowledge is not necessarily easy to be retrieved. Thus academicians play their roles as knowledge providers by transferring and sharing their knowledge through written contributions, organisational communications, personal interaction, and communities of practices activities. Motivational factors may be categorized according to different age, gender, designation, and organizational tenure of the academicians. This topic prompts individuals to actually oblige in sharing the knowledge. The reason is due to the fact that knowledge-sharing actually give more benefits than pitfalls. Individuals should require motivation to exchange the knowledge for the organization to gain competitive advantage. Conclusion: This concept paper provides an insight on the role of demographic characteristics towards knowledge-sharing behaviour among the academicians

The effects of human resource practices on firm growth

Although the connection between firm growth and labour is well documented in economics literature, only recently the link between human resources (HR) and firm growth has attracted the interest of researchers. This study aims to assess the extent, if any, to which, specific HR practices may contribute to firm growth. We review a rich literature on the links between firm performance and the following HR practices: (1) job security (2) selective hiring, (3) self-managed teams (4) compensation policy, (5) extensive training, and (6) information sharing. We surveyed HR managers and recorded their perceptions about the links between HR practices and firm growth. Results demonstrated that compensation policy was the strongest predictor of sales growth. Results provide overall support for all HR practices except of job security. Eventually, selecting, training, and rewarding employees as well as giving them the power to decide for the benefit of their firm, contribute significantly to firm growth

Understanding the Intention to Use Commercial Bike-sharing Systems: An Integration of TAM and TPB

Commercial bike-sharing system is growing rapidly as a critical form of the sharing economy. Although past research has discussed the design and operation of commercial bike-sharing systems, there have been few studies examining the factors motivating the use of such systems. This study integrates the technology acceptance model (TAM) and the theory of planned behavior (TPB) to develop a holistic model to explain the intention to use commercial bike-sharing systems. The PLS-SEM results from a survey with 286 users reveal that the intention to use commercial bike-sharing systems is positively affected by perceived usefulness of the system, attitude toward bike-sharing and perceived behavioral control. Further, we find that attitude toward the bike-sharing is positively affected by perceived usefulness and perceived ease of use of the system. Beyond our expectation, subjective norm has no significant effect on the intention to use. Implications and directions for future research are also discussed

ADOPTION OF WEB 2.0 TECHNOLOGIES AMONG KNOWLEDGE WORKERS: A THEORETICAL INTEGRATION OF KNOWLEDGE SHARING AND SEEKING FACTORS

Web 2.0 applications have attracted considerable attention among knowledge workers as a means via which they can connect to peers for knowledge sharing. Web 2.0 use has potential to facilitate knowledge transfer in a much more improved way compared to previous communication tools. Despite of its benefits, there is limited research on adoption behaviour of these technologies. We propose a model linking knowledge sharing and seeking factors to web 2.0 acceptance among knowledge workers. Proposed research model is based on the extended attitude-behaviour framework. The model shows that attitudes towards sharing and seeking, determined by their salient belief sets, could have an impact on web 2.0 use. This study will make important contribution to IS area as it attempts to investigate the influnce of drivers from two motivational domain i.e. knowledge sharing and seeking on technology acceptance based on an integrated theoretical framework

Full and Partial Knowledge Sharing on Intra-Organizational Broadcast Media

Knowledge sharing, along with its potential predictors, has been a popular research topic. This research extends prior research by examining potential predictors of knowledge sharing together within a more comprehensive model with two additional contexts: the type of recipient of the knowledge is the recipients of intraorganizational broadcast media, and the type of knowledge sharing behavior (full knowledge sharing and partial knowledge sharing). The results of this study suggest that what predicts knowledge sharing behaviors depends on the type of knowledge sharing behavior when considering why people share their knowledge through intra-organizational broadcast media. We explore theoretical implications and future research avenues

Individual variables with an impact on knowledge sharing: the critical role of employees’ ignorance.

Purpose: The purpose of this paper is to identify individual variables with an impact on knowledge sharing and explore the under-discussed construct of employees’ ignorance. This can enhance the knowledge sharing process and facilitate the development of greater intellectual capital. Design/methodology/approach: Eighty-four dependent variables affecting knowledge sharing are analyzed and classified into eleven categories. In addition, the direct effect of employees’ ignorance on knowledge sharing is introduced and empirically investigated in a case study of a multinational organization operating within the Aerospace and Defense industry. Findings: The findings suggest that employees’ ignorance may negatively affect their intention to share knowledge, thus leading to poor decision-making and communication in organizations. Employees’ ignorance could also limit the organizational ability to repel external threats, implement innovation and manage future risks. Originality/value: A classification scheme based on different categories of employees’ ignorance is developed, providing tailor-made recommendations for practitioners facing different types of ill-informed organizational scenarios. Further, the need to shift the emphasis away from the management of knowledge to the management of ignorance is also an important contribution of this paper