Perceived organizational support

Physician as Gatekeeper Physician engagement was identified by surveyed participants as both the most significant enabler to increase telehealth adoption and as greatest potential barrier to be overcome to expand telehealth services. A health care providers’ decision making process to acceptance and embrace new telehealth services is critical to improve physician engagement. Technology acceptance describes a person’s intention or voluntary adoption of a technology and user acceptance is an important

2.4.3.1 Perceived benefits Perceived benefits are referred to as the anticipated advantages of an e-procurement system that can be provided to an organization. Among the existing studies are those on the benefits of e-procurement, for example [69], [70], [71]. Aggregate findings of these researches shown that there are many benefits of e-procurement in construction in relation to costs and time savings; improved quality of construction products and services, client and user satisfaction, efficiency

antecedent both of intent to quit and voluntary turnover. A number of studies have followed this research direction and found that job embeddedness explained significant incremental variance in turnover beyond that explained by job satisfaction and organizational commitment (e.g., Lee et al., 2004; Holtom and O’Neill, 2004; Besich, 2005; Holtom and Inderrieden, 2006). However how job embeddedness is developed or what factors cause employees embedded in their jobs to keep them from leaving the organization

Organizational citizenship behaviours (OCB) are defined as a group of behaviours that individuals in an organization or group, practice to achieve the goals of the organization, these behaviours promote the general well being of the social and psychological environment (Organ, D. W. 1988). OCB is studied in many disciplines and a wide variety of domains (e.g.marketing, economics, human resource management). One of the main reasons OCB is studied in a plethora of disciplines and domains, is the matter

perceptions of organizational support, stress level among employees increases. The employees are unsure about how to proceed with the task in hand, if they don’t know what management is expected of the task or what management see as the project output. This scenario combined with increased job demand causes employees to stress out more as there is no clear guidance on how proceed here. Organizational culture with less support and encouragement for innovations, motivation and which supports risk taking

to counter information security threats by publishing organizational policies and conducting periodic information security-training that assist in the mitigation efforts to thwart threats such as fraud, viruses, malware, spyware, and social engineering attacks (Arachchilage & Love, 2014; Chen, Ramamurthy, & Wen, 2015; Singh et al., 2013). Aloul (2012) supports the reiteration for information security training. An aspect of securing organizational data and information in the public school system brings

some organizations that embrace diversity, however there are others that consider it an issue. Richard Allen, Gail Dawson, Kathleen Wheatley, and Charles White (2008) used this study to find a relationship between diversity and performance in an organizational setting. The authors investigated and researched if there was a relationship between diversity and performance. The purpose was clearly stated in the introduction because it defined the problem and explained the different approaches it used.

self-esteem, level of optimism, and perceived control. At an organizational level, insufficient information, lack of participation in the process, social support, and personal impact of change figure among the elements that may hinder change in the workplace (Wanberg & Banas, 2000). In studies conducted by Taylor and Brown (1988) results showed that although change is distressful, openness to change was found to be associated with high levels of self-esteem, optimism, and perceived control. They argue that

B-PEM instrument was developed to measure nursing satisfaction within the work environment and the perceived facilities inadequacies (Flint et al. 2010; Hayes et al., 2014; Nedd, 2006). Next, the Conditions of Work Effectiveness - Questionnaire-II (CWEQ-II) will also be utilized to measure the nurses’ perceived access to the four job related empowerment structures: opportunity, information, support, and resources will be administered (Laschinger et al., 2003). Then nursing burnout will be assessed

contract employees. The All Star Plan was a success in certain ways as it gradually increased tipping rates but, there is still need for much improvement. The low organizational commitment that ARISE has is reason for the turnover rate. ARISE needs to create total organizational commitment and it needs to start with perceived organizational support. The employees need to believe that the organization values what they do and cares about their well