Assessing the Customer Behavioral Intentions on the Web: A Research Model

This paper describes a research model of assessing the customer behavioral intentions on the Web. This model combines information systems and marketing literature. Five propositions were proposed in the model

HPWP (High Performance Work Practices) and Its Role on Promoting the Employee Performance in the Nigerian Hotel Industry

The current study discusses the significance of High Performance Work Practices (HPWPs) and analyses its relevance to employee engagement and performance in Nigeria. Hotel employees with different background are interviewed and their views thematically analysed. Findings show that when employees feel more engaged with their jobs, they are more likely to support HPWPs, recognizing its importance and demonstrating creative performance. The relationship between HPWPs and performance outcomes is strengthened by managerial trust in employees’ capability and appreciation for work done. Research findings offer unique understanding of HPWPs and clarify its application efficiency in the hospitality industry. Implications are discussed

Today\u27s Electronic Communication Facilitators: A Profile of Fortune 1000 Webmasters

This profile of Webmasters of Fortune 1000 companies is based on electronic mail survey responses. In general, the people who hold the webmaster title or position within these large organizations are very satisfied with their jobs, are fairly young, and are highly educated although the disciplines of their academic backgrounds are considerably diverse. The Webmasters are also very interested in the characteristics of their professional counterparts in other large organizations. Beyond the demographics, this paper highlights Webmaster perceptions relative to the creation and use of home pages

PowerPack: Energy Profiling and Analysis of High-Performance Systems and Applications

Energy efficiency is a major concern in modern high-performance computing system design. In the past few years, there has been mounting evidence that power usage limits system scale and computing density, and thus, ultimately system performance. However, despite the impact of power and energy on the computer systems community, few studies provide insight to where and how power is consumed on high-performance systems and applications. In previous work, we designed a framework called PowerPack that was the first tool to isolate the power consumption of devices including disks, memory, NICs, and processors in a high-performance cluster and correlate these measurements to application functions. In this work, we extend our framework to support systems with multicore, multiprocessor-based nodes, and then provide in-depth analyses of the energy consumption of parallel applications on clusters of these systems. These analyses include the impacts of chip multiprocessing on power and energy efficiency, and its interaction with application executions. In addition, we use PowerPack to study the power dynamics and energy efficiencies of dynamic voltage and frequency scaling (DVFS) techniques on clusters. Our experiments reveal conclusively how intelligent DVFS scheduling can enhance system energy efficiency while maintaining performance

Work Strain, Absence, and Intention of Quitting Job - From a Perspective of Occupational Difference

This research investigated how occupations influenced on stress and behaviors at work using questionnaire surveys (N = 613). Four heterogeneous occupations were recruited, including: high school teachers, shop clerks, factory employees and civil servants. Civil servants reported more sources of pressures, shop clerks reported higher levels of work strain, factory employees reported lower occurrence of absence behavior, and high school teachers reported lower intention of quitting job and higher working morale. The differences in stress and work behaviors across four occupations were due to two major factors. First, occupational differences, i.e., uniqueness and culture within the occupation. Second, individual demographics, i.e., marital status, education, job tenure, position rank and age. These individual demographics also offered account of differences in absence behavior, intention of quitting job and low working morale across four occupations. Implications of the findings and suggestion for future research are discussed

Work Strain, Absence, and Intention of Quitting Job - From a Perspective of Occupational Difference

This research investigated how occupations influenced on stress and behaviors at work using questionnaire surveys (N = 613). Four heterogeneous occupations were recruited, including high school teachers, shop clerks, factory employees and civil servants. Civil servants reported more sources of pressures, shop clerks reported higher levels of work strain, factory employees reported lower occurrence of absence behavior, and high school teachers reported lower intention of quitting job and higher working morale. The differences in stress and work behaviors across four occupations were due to two major factors. First, occupational differences, i.e., uniqueness and culture within the occupation. Second, individual demographics, i.e., marital status, education, job tenure, position rank and age. These individual demographics also offered account of differences in absence behavior, intention of quitting job and low working morale across four occupations. Implications of the findings and suggestion for future research are discussed

CIO/CTO Job Roles: An Emerging Organizational Model

The position of Chief Information Systems Officer (CIO) has become a daunting job due to the myriad of business and technical responsibilities assigned to the organization\u27s top information systems (IS) executive. CIOs are being asked to successfully ensure the firm\u27s IS investments are continually aligned with its strategic business objectives, while also planning and maintaining an IT infrastructure that will meet the firm\u27s current and future information processing needs. Many CIOs are finding it extremely difficult to balance the two key roles of technician and businessperson successfully. Many business experts that have analyzed this problem have concluded that the tasks and responsibilities assigned to a typical CIO may be too overwhelming for a single person. This paper advances a formal organizational structure in which the typical responsibilities of the CIO position are re-allocated to two IS executives - the CIO and the Chief Technology Officer (CTO). This paper also describes which responsibilities should be retained by the CIO and which responsibilities should be delegated to the CTO. Finally, a discussion of the challenges and benefits associated with the implementation of CIO/CTO organizational leadership structure is presented