New information and communication technologies have imposed a dynamic on the contemporary world that is inducing transformational change within economic, social and cultural realms, resulting in synergy and convergence effects that are difficult to predict. To put it simply, within the growing complexity and unpredictability of the ambient conditions, there is no defined, closed repertoire, strategy, or solution, whether business oriented or institutional, that provides both effective and innovative approaches to the increasing structural problems of the global stage. The only existing solution to maintain a sustainable competitive advantage within today’s world of permanent and endogenous change is the involvement of human capital (potential): its creativity and innovative approaches which alone can become a source of Schumpeter’s creative destruction.

This implies even more, in the case of emerging economies, which still lag behind the more mature, developed countries both in economic, social and cultural standards of living. To truly close this gap, an interdisciplinary approach to human capital (human resources) is more than required, especially in reference to the transformational potential of information and communication technologies (ICTs) and any associated new management techniques, new business models, and new regulatory policies. Thus, the objective of this conference is to provide a forum for interested researchers and practitioners to exchange their experiences and creative ideas related to ICT management for global competitiveness and economic, social and cultural growth in emerging economies. 

Possible topics may include but are not limited to the following aspects of innovation: 
• Economical, psycho-social and legal frameworks as they relate to ICT and ICT Management 
• Unique ICT management techniques for emerging and transition economies 
• Methods for measuring the benefits and costs of projects involving the adoption of ICT 
• The role of human and social capital 
• Gender and other socio-demographic factors in human and social capital and in innovations processes 
• Innovative ways for generating revenues and creating commercial knowledge products 
• Educational systems and training as they relate to ICT and ICT Management 
• Tradition and contemporaneity of pedagogical thought 
• ICT innovations to support small and medium enterprises 
• ICT innovations as a path to economic growth 
• ICT productivity with specific reference to the prevalent social and business conditions 
• Global supply chain management in emerging and transition economies 
• Country specific case studies, with specific reference to the prevalent psychosocial and business conditions 
• ICT off-shoring/outsourcing into emerging and transition economies 
• ICT project management, with specific reference to the prevalent social and business conditions 
• Digital divide in emerging and transition economies 
• E-commerce impact in emerging and transition economies 
• E-government in emerging and transition economies 
• Healthcare and ICT Management 
• Psychological, social, and economic aspects of Internet use in emerging and transition economies 
• Virtual reality in psychological treatment and psychotherapy 
• Analytical psychology and psychotherapy in the era of new technology 
• Information and communication technologies in personnel recruitment, assessment and development 
• Leadership and new technologies 
• Psychological aspects of working in a virtual team 
• Information and communication technologies in an ageing society 
• Quantitative methods and information technology in management

https://papers.ssrn.com/sol3/Delivery.cfm?abstractid=3140412

ICT Management for Global Competitiveness and Economic Growth in Emerging Economies (ICTM)

Purpose – The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach – This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression. Findings – The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational ...

Detrimental effects of cynicism on organizational change: An interactive model of organizational cynicism (a study of employees in public sector organizations)

The purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship.,Responses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling.,The establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees’ job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in moderating the relationship between organizational commitment and employees’ job satisfaction.,Results are relevant to top-level and middle-level management in which people are involved in the governance of the organization, both directly and indirectly. There should be fixed working hours and optimum time management. Due to growing pressure, few employees who have personal obligations toward their families, such as nursing mothers and stressed individuals, should be provided with flexible working hours. In this way, culture can become supportive to cater to different needs of employees.,Till date, organizational culture as moderator has received very less attention in India. The establishment of organizational culture as a moderator in Indian SOEs is unique. The results add to the growing literature of commitment from non-western context as this study is based on Indian samples. This study has utilized data from employees working in different departments of organizations to provide unbiased responses.

Organizational culture as a moderator between affective commitment and job satisfaction: empirical evidence from Indian public sector enterprises

Purpose




The purpose of this paper is to examine the association between Simons’ (2000) enabling (beliefs and interactive) use of controls with employee empowerment, and the subsequent influence on organisational performance.




Design/methodology/approach




A survey questionnaire was distributed to 636 Australian manufacturing organisations.




Findings




The findings indicate that the enabling use of controls is associated, both directly and indirectly, through the level of employee empowerment, with organisational performance.




Originality/value




This paper provides an initial empirical insight into the relationship between the use of controls with the level of employee empowerment. The findings highlight the significant interrelationship between the enabling use of controls and employee empowerment and the importance of both facets in enhancing organisational performance.

The relationship between the enabling use of controls, employee empowerment, and performance

Purpose – The aim of this study is to explore the impact of cynicism on the relationship among personality traits, organizational contextual factors and job outcomes. This study set up and examined the overarching model on resistance to change. Moreover, there were two models theoretically presented and investigated, i.e. direct and indirect models. This study was an attempt to explore and capture the causes of organizational cynicism against the change initiative. Design/methodology/approach – A case study research design was used in this study, and data were collected from 335 employees by using purposive sampling technique and structured questionnaire. While linear regression and Baron and Kenny’s (1986) tests were used to evaluate the direct and indirect models. Findings – Results highlighted the considerable positive relationship between dispositional resistance and employee’s turnover intention. Additionally, significant connection was also examined among organizational contextual factors and job ou...

Organizational cynicism and its impact on privatization (evidence from federal government agency of Pakistan)

Purpose – When employees believe in and trust their management it motivates and encourages employees’ participation in decision making which improves employees’ efforts, benefits their job satisfaction and commitment to work. All of these factors, in turn, contribute to a trustworthy manager-employee relationship. While the literature supports this premise, there is little empirical evidence that patterns of causal inference in the relationship are clearly understood. This three part empirical case aims to focus on studying the relations between employee trust in management in a Quebec manufacturing company and their job satisfaction, intention to quit, level of employee participation in decision making and their commitment. Design/methodology/approach – This empirical case will test five hypothesis regarding seven variables influencing the level of employee engagement and commitment, employee turnover, employee participation in decision making processes and job satisfaction. Findings – The article finds that employee trust in management is an important determinant of their willingness to participate in decision making. Insufficient employee participation in decision making in turn leads to low level of employee job satisfaction and employee commitment. Lack of employee commitment and engagement affects the employee’s intention to quit. Research limitations/implications – The sample size of the office workers was not sufficient in order to have statistically significant results of the correlations between the variables for the production department employees, and for the office/administrative staff. This could have helped to determine the level of internal communication specifically, but also the level of all of the other variables for the two different groups of employees. Practical implications – This article offers useful insights for management in relation to strengthening interpersonal trust within an organization and introducing employee empowerment practices. Social implications – Owing to lack of trust in management, there will be high employee turnover. This in its turn will have a negative effect on both the performance of management and employees’ welfare, job satisfaction and commitment. Originality/value – The findings provide empirical evidence to support theoretical models that link employee trust in management, participation in decision making, job satisfaction, commitment, turnover intentions and highlight the impact of these factors on organizational performance.

Damien Louis

Papers

Participation in decision making: a case study of job satisfaction and commitment (part one)