https://hdl.handle.net/10419/190573 2026-10-05T13:53:40Z https://hdl.handle.net/10419/261661 Title: Co-destruction of value: A stakeholder conceptual review Authors: Ogunbodede, Olabode Abstract: Co-destruction of value has been highlighted as a possible outcome of every interaction between firms and consumers. Despite the likelihood of its occurrence, the concept is not adequately defined or understood, while little is known about how and where it occurs. This paper reviews the literature on co-destruction to provide insights into what co-destruction is, and it identifies where co-destruction occurs and how it occurs through resource mis-integration and in practice. The review takes a stakeholder approach, highlighting how value can be co-destroyed by stakeholders both within the dyad of the firm and its consumers and beyond this dyad during multiparty interactions and in virtual communities. The analysis suggests that value can only be co-destroyed when the expectations of the beneficiary are higher than the level of service offered by the provider. The paper proposes a new definition for co-destruction and highlights pressing research gaps within the co-destruction literature. 2022-01-01T00:00:00Z https://hdl.handle.net/10419/261663 Title: A study of the relationship between the symbolic adoption of Human Resource Information Systems', technology adoption factors, and work-related outcomes Authors: Srivastava, Sonalee; Bajaj, Badri Abstract: Over recent years, the Human Resource Information System (HRIS) has gained tremendous impetus in industry. Still, the literature states that most information system failures result from employee resistance and subsequent opposition behaviour. To address the gap in the literature, this study has targeted employees' technological symbolic adoption to analyze employee resistance behaviour. As employees' technological symbolic adoption occurs much before their actual technology adoption. Symbolic adoption means users' mental evaluation of the technology used for their work. This study has taken the perspective of HRIS symbolic adoption and identifies its antecedents and outcome factors, i.e., technology adoption factors and work-related outcomes. Thus, this study investigates the relationship between technology adoption factors (performance expectancy, effort expectancy, social influence, and information quality) and work-related outcomes (work-life balance, engagement, and creativity). Furthermore, this study examines the mediating effect of HRIS symbolic adoption between the above-stated factors. 415 HRIS end-users from the HR department of small-to-medium-sized organizations were recruited to collect data. This paper offers a theoretical and practical contribution, extending the line of research on the end user's symbolic adoption domain, and helping small and medium-size organizations to better understand end-users' technological adoption factors. In light of this study's findings, HR practitioners and management should focus on effective HRIS interventions in small and medium-sized organizations to stay ahead with engaged, creative, and balanced employees. 2022-01-01T00:00:00Z https://hdl.handle.net/10419/261662 Title: Impact of inclusive leadership on adaptive performance: The role of innovative work behaviour Authors: Bataineh, Mohammad Saleh Enaizan; Siti-Rohaida Mohamed Zainal; Rajendran Muthuveloo; Yasin, Raheel; Joather Al Wali; Mugableh, Mohamed Ibrahim Abstract: As an organizational behaviour, job performance can be described from two perspectives, namely organizational citizenship behaviour and task performance. To enhance the concept of job performance, especially in servicing jobs (e.g., nursing), recent literature has considered the construct of adaptive performance. Thus, the major purpose of this research is to analyze the nexus between inclusive leadership (IL) and adaptive performance (AP) among private hospital nurses in Jordan using innovative work behaviour (IWB) as a mediating variable. Our study uses questionnaires to collect data from 169 nurses who work in different private hospitals in Jordan. The nature of the study is quantitative and cross-sectional, with individuals as the unit of analysis. The survey questionnaires, which consist of measures of IL, AP, and IWB, were distributed to the full-time nurses in the hospitals. The empirical outcomes show that IL has a direct and significant predictive effect on AP, and an indirect predictive effect through innovative work behaviour. This study discusses the practical and theoretical implications of the empirical results. The outcomes of this study could help practitioners and policy makers to create effective IL and IWB that can enhance employees' adaptability towards their organization with a view to boosting their AP. 2022-01-01T00:00:00Z https://hdl.handle.net/10419/261664 Title: Better leveraging monetary rewards in the 21st century workplace using Self-Determination Theory Authors: Landry, Anaïs Thibault; Papachristopoulos, Konstantinos; Hsu, Yu-Shan; Chen, Yu-Ping Abstract: The purpose of this article is to understand how to better leverage monetary rewards at work using Self-Determination Theory (SDT). According to SDT research, employees can ascribe different functional meaning to monetary rewards. When rewards take on an informative meaning, they positively contribute to employees' basic psychological needs, leading to greater autonomous motivation, and better work outcomes, while when presented in a coercive way they negatively contribute to employees' basic psychological needs because they lead to greater controlled motivation. We propose that employers need to better understand employees' attributes, consider alternative forms of rewards and provide communication training, in order to better satisfy employees' psychological needs and avoid the negative outcomes of controlling monetary rewards. Our research contributes to the understanding of both employers' and employees' experience of workplace cash rewards and explores theoretical avenues on how rewards in modern work contexts need to be functionally contextualized by personal, organizational and cultural factors (e.g., the functional meaning of rewards, basic needs satisfaction). 2022-01-01T00:00:00Z