The role of usability on stimulating SME’s on line buying intention: an experiment based on a ficticius web site design

The focus of the present paper was to identify the key role of usability in SME’s Website design. A conceptual model has been proposed to show how buying intention antecedents are reinforced in highly usable contexts. The model is founded on the relationships between usability, perceived risk, pleasure attitudes and buying intention. To test our model an “ideal” fictitious Website was designed by two graphic designers for a non existent small clothing company directed at the segment of middle class consumers. Manipulating the usability of this Website, another week navigable Website was created to apply our model in a different context. This experiment prepared based on the results previously obtained through a qualitative study developed through seven focus groups. Results show that Internet user develops positive attitudes when navigating through simple, fast and orderly (usable) SME’s Websites. This leads to greater buying intentions. Also, as perceived risk decreases the Internet user’s buying intention increases significantly.     

It’s worth a shot: urban density,endogenous vaccination decisions,and dynamics of infectious disease

Journal of Economic Interaction and Coordination - We develop an agent-based model of vaccine decisions across a heterogeneous network model with urban and rural regions. In the model, agents make...     

The impact of team characteristics on the supervisor’s attitude towards telework: a mixed-method study

Abstract

This study examines the impact of team characteristics on the supervisor’s attitude towards telework through a mixed-method approach. First, in the quantitative part, we test hypotheses drawing on disruption and dependency theory, using data of 205 supervisors from four Belgian organizations. The data confirm the hypothesized negative correlation between task interdependence and supervisors’ supportive attitude towards telework, as well as the moderating role of supervisor’s dependency on his or her team on this relation. We found no impact of team heterogeneity and lack of team effort and low performance. Second, we use qualitative data collected through 39 semi-structured face-to-face interviews with supervisors to gain a better understanding of supervisors’ reasoning behind their attitude towards telework. These data provide insight into how task interdependence, team heterogeneity and lack of team effort and low performance affect it. Our team-centred conceptualization of the antecedents of supervisors’ attitude towards telework enables to highlight the key role of structural aspects in shaping supervisors’ attitudes towards telework. This is particularly important for policy, as organizations are better placed to remediate aspects at the team level that contribute to supervisors’ negative attitude towards telework, rather than those at the inter-individual one.     

Web-based recruiting’s impact on organizational image and familiarity: too much of a good thing?

Abstract

Little is known about the efficacy of many of the newer forms of online recruitment. Using a quasi-experimental design, we tested the impact of individual exposure to corporate recruitment websites and Facebook on perceptions of organizational familiarity and organizational image over time. Most interestingly, we found evidence of a curvilinear or non-linear relationship between frequency of exposure to organizational communications and perceptions of organizational familiarity across time. Implications of our findings for HR theory and practice are discussed.     

Leasing versus purchasing: Direct evidence on a corporation’s motivations for leasing and consequences of leasing

This paper provides new evidence on the possible sources of lessee equity value changes when leasing contracts are announced. We show that lessee common equity value increases significantly in sale and leasebacks and insignificantly in direct leases. We find support, in sale and leasebacks, for the tax-savings hypothesis and for the savings in bankruptcy costs hypothesis. We also find support for the hypothesis that leasing reduces the external financing costs related to adverse selection that arise in markets with asymmetric information. Finally, we show that lessees gain less in direct leases when they lease assets with salvage values that are sensitive to use.     

Central bank’s forecasts and lack of transparency: An assessment of the effect on private expectations in a large emerging economy

We analyze whether the Central Bank of Brazil’s Inflation Reports projections influences the private’s inflation expectations. Specifically, we investigate how the central bank’s inflation forecasts affect the private sector’s inflation expectations through a qualitative and quantitative examination of the disagreement measure between them. Furthermore, we appraise if the lack of transparency resulting from the difference between the central bank’s inflation forecasts and the realized inflation affects the private’s inflation expectations. Although the findings confirm the previous studies that point out that the central bank transparency can affect the readjustment of market expectations, the results do not rule out the possibility of the central bank’s forecast and private’s inflation expectations being affected reciprocally.     

Competitive and opportunistic behavior in a prisoner’s dilemma game: experimental evidence on the impact of culture and education

The experimental study presented in Cox et al. (1991) referred to henceforth as CLM, revealed that culture has a substantial impact on the cooperative or non-cooperative behavior of U.S.-born African, Anglo, Asian and Hispanic Americans in a Prisoner’s Dilemma setting. The present article complements CLM’s study in three ways. First, CLM’s experiment is replicated with a sample of Dutch undergraduates. This replication confirms the major finding of the CLM study that culture matters. Second, the role of uncertainty is included by introducing two different information regimes, indicating that uncertainty regarding the opponent’s future behavior facilitates cooperation. Third, CLM’s study is extended by analyzing the influence of education — particularly, knowledge of the competition or game theory of economics. It is found that knowledge of behavioral theories or “soft” economics does stimulate cooperative behavior, but that it has no impact on opportunism. The first point supports the claim in Holler et al. (1992) and Frank et al. (1993) that education plays a role in determining the cooperative or non-cooperative attitudes among managers and students, while the second underscores CLM’s observation that culture does matter.     

‘Change or hold: reexamining HRM to meet new challenges and demands’: the future of people at work: a reflection on diverging human resource management policies and practices in Dutch organizations

As a consequence of continual change pressures on everyday organizations, a gradual but noticeable shift is taking place in the way managers and employees view the employment relationship. Expectation patterns between both parties are starting to diverge into what seems to be new forms of managing people, based on different assumptions regarding their importance in the (knowledge based) economy. Traditional differences in employment expectations between superiors and their subordinates, between higher and lesser educated and between intrinsically and extrinsically motivated employees, are currently making place for differences between younger and older knowledge workers and for diversity and professionalism. In this article, HRM is contrasted against two emerging approaches towards the management of people, which are currently subsets of HRM, but gaining momentum as potential replacements for HRM. First, we identify ‘Transaction-based Management of People (TM)’ in which the employment relationship mirrors that of a financially driven exchange relationship, similar to transaction economics. We refer to the second approach as ‘Professional-based Management of People (PM)’ in which the nature of the employment relationship reflects the recognition of people in organizations as ‘true’ professionals who know best what constitutes superior business performance. These approaches have been empirically examined by means of a representative survey among Dutch directors and managers.