Vol.54, No 4 (2021)

Olfat GANJI BIDMESHK

Department of Management, Ferdowsi University of Mashhad, Mashhad, Iran; Department of Management Information Systems, Sauder School of Business, University of British Columbia, Vancouver, Canada

Mohammad MEHRAEEN

Department of Management, Ferdowsi University of Mashhad, Mashhad, Iran; Department of Information Systems, DeGroote School of Business, McMaster University, Hamilton, Canada

Alireza POOYA

Department of Management, Ferdowsi University of Mashhad, Mashhad, Iran

Yaghoob MAHARATI

Department of Management, Ferdowsi University of Mashhad, Mashhad

Abstract

Background/Purpose: Operational alignment, the alignment between business processes (BPs) and information systems (ISs), is a well-acknowledged requirement for improving business efficiency. However, a lack of sound foundation for the practical implementation of operational alignment remains in the existing literature. This is, in part, because previously developed coarse-grained strategic alignment models for operational alignment have overlooked the differences between strategic and operational levels of alignment. Additionally, while some studies have recognized these differences, they remain limited. This is partly due to their negligence of the IS’s socio-technical nature or their focus on identifying the social antecedents and their effect on operational alignment, without considering how ISs meet the business requirements in achieving operational alignment. To overcome this potential lack of applicability, the purpose of this paper is to determine the right level of abstraction for describing BPs and ISs and reconceptualizing operational alignment.
Methodology: This paper conducts empirical research using a grounded theory (GT), centering on semi-structured interviews with 28 experts involved in the Iranian top public universities. Data were analyzed by using MAXQDA software.
Results: The resulting FunCaps framework specifies the required combinations of BP functions and IS capabilities for operational alignment.
Conclusion: FunCaps reconceptualizes operational alignment based on operational planning and reciprocal integration and establishes the broader picture by considering an IS as a socio-technical system.

Keywords: Operational alignment, information system, business process, socio-technical system, grounded theory

Anja ŽNIDARŠIČ

Faculty of Organizational Sciences, University of Maribor, Kranj, Slovenia

Alenka BAGGIA

Faculty of Organizational Sciences, University of Maribor, Kranj, Slovenia

Antonín PAVLÍČEK

Faculty of Informatics and Statistics, Prague University of Economics and Business, Prague, Czech Republic

Jakub FISCHER

Faculty of Informatics and Statistics, Prague University of Economics and Business, Prague, Czech Republic

Maciej ROSTAŃSKI

Faculty of Computer Science, Academy of Business in Dabrowa Gornicza, Dąbrowa Górnicza, Poland

Borut WERBER

Faculty of Organizational Sciences, University of Maribor, Kranj, Slovenia

Abstract

Background/Purpose: Despite their clear relevance to human life, microchip implants are still widely viewed as negative, threatening our privacy and raising growing concerns about our health. This paper aims to investigate the important factors influencing people’s perception of microchip implants and their willingness to use them for different purposes.
Methodology: The cross-sectional study was conducted in three European countries and the data were analysed using the group Structural Equation Modeling approach. Only complete answers to the online survey questionnaire items were used representing a convenience sample of 804 respondents.
Results: The results show that perceived ease of use, usefulness and perceived trust are significant predictors of intention to use microchip implants. Perceived trust is influenced by privacy and technology safety. Concerns about painful procedures and other health concerns reduce the perceived usefulness of microchip implants. Apart from the predictor health concerns, the results were similar in all countries.
Conclusion: Based on the presented results, researchers interested in investigating the actual use of microchip implants can establish a solid foundation for their research. The results may assist policy makers in developing the regulations to ensure the safe use of microchip implants and allow for a higher level of security. As a follow-up, investigation of changes in the acceptance of microchip implants following the threat of a global pandemic is proposed.

Keywords: Microchip implant, Near field communication, Behavioural intentions, Structural equation model, Technology acceptance model

Vasja ROBLEK

Faculty of Organisation Studies, Novo mesto

Maja MEŠKO

University of Maribor, Faculty of Organizational Sciences, Kranj, Slovenia

Iztok PODBREGAR

University of Maribor, Faculty of Organizational Sciences, Kranj, Slovenia

Abstract

Background/Purpose: The study aims to answer a research question: With which essential cornerstones technological innovations the transformation from Society 4.0 and Industry 4.0 to Society 5.0 and Industry 5.0 is enabled? The study is important for practitioners and researchers to understand the meaning of Society 5.0 and to familiarise themselves with the drivers that will help shape Society 5.0 policies and play an important role in its further development. Therefore, the authors conducted a quantitative bibliometric study that provides insights into the importance of the topic and incorporates current characteristics and future research trends.
Methodology: The study used algorithmic co-occurrence of keywords to gain a different insight into the evolution of Society 5.0. Thirty-six selected articles from the Web of Science database were analysed with the bibliometric analysis and overlay visualisation.
Results: The co-occurrence analysis shows that terms artificial intelligence, cyber-physical systems, big data, Industry 4.0, Industry 5.0, open innovation, Society 5.0, super-smart society have been widely used in researches in the last three years.
Conclusion: The study presents a bibliometric analysis to analyse the current and future development drivers of a Society 5.0. According to the results, the transition from Society 4.0 to Society 5.0 can be achieved by implementing knowledge and technologies in the IoT, robotics, and Big Data to transform society into a smart society (Society 5.0). In particular, the concept would enable the adaptation of services and industrial activities to individuals’ real needs. Furthermore, these technologies allow advanced digital service platforms that will eventually be integrated into all areas of life.

Keywords: Society 5.0, Industry 5.0, Information society, Smart society, Data-driven innovations

 Maryam BABAEI AGHBOLAGH

Department of Management, Ardabil Branch, Islamic Azad University, Ardabil, Iran

Farzad Sattari ARDABILI

Department of Management, Ardabil Branch, Islamic Azad University, Ardabil, Iran

Elena VOITENKO

Department of Psychology, Kyiv National University of Trade and Economics, Kyiv, Ukraine

Abstract

Background/Purpose: Most societies have a negative attitude toward gossip and managers are concerned about the impact of gossips on the communication in an organizational environment. Our study examined the perception of gossip, and the context of gossip at different levels of a hospital, a case of organization with high communicational relation among staff. Also, the differences between the gossip context within the organizational context and within the social environment have been considered.
Methodology: Semi-structured interviews were conducted with 27 informants, 9 in each of three groups: nurses, supervisors and managers of the Hospital. Recorded interviews were analyzed using content analysis, and results for each group of respondents were compared. Finally, the main gossiping issues for each group were categorized.
Results: The study revealed that the topics of gossip in a hospital can be divided into eight main categories, and 34 sub-categories all identifiable by special topics. These main topics included confidentiality issues, merits, financial status/standing, personal characteristics, position, communications, biography, and job conditions. In terms of organizational gossip, a person’s merit in the workplace and financial standing were of particular interest to the participants of this study. Also, the gossip topics at different levels among nurses, administrators, and managers had significant differences.
Conclusion: Managers should acknowledge different gossip contents among people at different organizational levels, and that employees do not have the same motives for communication at different organizational levels. Additionally, the distances between contents in the Tendency to Gossip Questionnaire and categories in the organizational environment need more studies, to explore precedents and outputs. Managers may use these findings to facilitate organizational change and communication.

Keywords: Gossip in organizations, Construct of gossip, Content analysis, Informal communication

Hebah Suliman ALFARAJAT

Girne American University, Faculty of Business and Economics, Girne, Cyprus

Okechukwu Lawrence EMEAGWALI

Girne American University, Faculty of Business and Economics, Girne, Cyprus

Abstract

Background/Purpose: Managers in labor-intensive industries are facing challenges on how to encourage innovation, as services are mostly offered by employees and not machines. Intense competition in the service and hospitality industry calls for more innovative work behavior exhibition among employees, and the question on how enterprises can nurture innovative behavior remains unanswered. The objective of the research is to clarify the inter-relationship between spiritual leadership and workplace spirituality and how their collective effect can nurture employee service innovative behavior in the hospitality industry by drawing on relational energy theory.
Methodology: Data were obtained using a survey quantitative research method based on a convenience sampling technique from (n = 867) employees working in four- and five-star Jordanian hotels. A partial least squares structural equation modeling (PLS-SEM) technique was applied to assess the proposed research model and hypotheses.
Results: Findings from PLS-SEM show that spiritual leadership impacts and increases the level of workplace spirituality and service innovative behavior among employees. Workplace spirituality increases the level of service innovative behavior and mediates the relationship between spiritual leadership and service innovative behavior.
Conclusion: Spiritual leadership and workplace spirituality initiatives and practices can be beneficial for hospitality enterprises in terms of service innovative behavior. Moreover, the key point is that hospitality HR practitioners should not only focus on selecting, training, and appointing leaders with spiritual characteristics, but also on creating a spiritual work atmosphere to enable employees to exhibit service innovative behaviors. The results did not only advance our knowledge concerning the nexus and importance of spirituality in the workplace, but also validates and reveals the importance of spirituality on innovative behavior in the Arabian context.

Keywords: Behavior, Innovation, Jordan, Service, Spiritual leadership, Workplace spirituality

Hussein Hurajah ALHASNAWI

University of Kerbala, College of Administration and Economics, Business Administration Department, Kerbala, Iraq

Ali Abdulhassan ABBAS

University of Kerbala, College of Administration and Economics, Department of Accounting, Kerbala, Iraq

Abstract

Background/Purpose: Workplace Deviance are among the most common phenomena observed in organizations. This might be attributed to narcissistic style of leadership and the manifestations of organizational aggression. It is further aggravated by increased workplace hostility. The main purpose of this research is to observe the impact of moderated mediation of organizational aggression and workplace hostility upon the relationship between narcissistic leadership and workplace deviance.

Methodology: A cross-sectional investigation was conducted using self-survey method. With 673 participants in the study, the author used an electronic questionnaire (Google Forms) to collect data from employees working at five food product companies in Iraq. Mediation model, moderation analysis, and moderated mediation models were evaluated using Structural Equation Modeling (SEM) for which AMOS V.23 software was used. Results inferred that organizational aggression partially mediates a positive relationship between narcissistic leadership and workplace deviance. Further, the relationship between organizational aggression and workplace deviance depends on the changes in level of workplace hostility. Moreover, the study empirically supports the fundamentals of moderated mediation model. In other terms, the study infers that indirect effect of narcissistic leadership in workplace deviance through organizational aggression has been significantly moderated by workplace hostility.
Conclusion: When leaders adopt narcissistic behaviors to achieve their personal interests, it leads to increased organizational aggression and workplace deviance that eventually increase the levels of workplace hostility. Accordingly, moderated mediation model provides a better understanding about how narcissistic leadership, organizational aggression, and workplace hostility all work together to influence workplace deviance.

Keywords: Narcissistic leadership, Organizational aggression, Workplace hostility, Workplace deviance

Iztok Podbregar

University of Maribor Faculty of Organizational Sciences

Abstract

Background/Purpose: Workplace Deviance are among the most common phenomena observed in organizations. This might be attributed to narcissistic style of leadership and the manifestations of organizational aggression. It is further aggravated by increased workplace hostility. The main purpose of this research is to observe the impact of moderated mediation of organizational aggression and workplace hostility upon the relationship between narcissistic leadership and workplace deviance.

Methodology: A cross-sectional investigation was conducted using self-survey method. With 673 participants in the study, the author used an electronic questionnaire (Google Forms) to collect data from employees working at five food product companies in Iraq. Mediation model, moderation analysis, and moderated mediation models were evaluated using Structural Equation Modeling (SEM) for which AMOS V.23 software was used. Results inferred that organizational aggression partially mediates a positive relationship between narcissistic leadership and workplace deviance. Further, the relationship between organizational aggression and workplace deviance depends on the changes in level of workplace hostility. Moreover, the study empirically supports the fundamentals of moderated mediation model. In other terms, the study infers that indirect effect of narcissistic leadership in workplace deviance through organizational aggression has been significantly moderated by workplace hostility.
Conclusion: When leaders adopt narcissistic behaviors to achieve their personal interests, it leads to increased organizational aggression and workplace deviance that eventually increase the levels of workplace hostility. Accordingly, moderated mediation model provides a better understanding about how narcissistic leadership, organizational aggression, and workplace hostility all work together to influence workplace deviance.

Keywords: Narcissistic leadership, Organizational aggression, Workplace hostility, Workplace deviance