Age as a moderator of attitude towards technology in the workplace: work motivation and overall job satisfaction

Given the prevalence of technology in the workplace, an understanding of employees' attitudes towards technology is essential. Such attitudes have been linked to such important issues as the successful implementation of new technologies in the workplace, employee intent to use technology, and the actual usage of technology by employees. As a result of the rapidly aging workforce, and because age has been linked to computer use and comfort, it is important to examine the relationship that may exist between age and attitudes towards technology. This study examines age as a moderator of 612 employees' attitudes towards technology in relation to work motivation (intrinsic and extrinsic) and overall job satisfaction. Further, given the technological socialisation of the Generation X (Gen X) versus the Baby Boomers, our sample comprised these two demographics. Hierarchical moderated multiple regression indicates age moderates the relationship between attitude towards technology and intrinsic motivation, extrinsic motivation, and to a lesser extent, overall job satisfaction. In each instance, older employees exhibit the strongest relationships with the outcome variables when possessing a high attitude towards technology. In contrast, older employees exhibit the weakest relationships when possessing a low attitude towards technology. These results are supportive of the moderating effect of age on attitude towards technology. Lastly, implications and directions for future research are discussed.     

Developing a holistic understanding of workplace health: the case of bank workers

Understanding health in the workplace from a holistic perspective requires appropriate research approaches. An exploratory, qualitative study with white-collar employees from a large banking organization in the North West of England is detailed here. The aim was to explore health from the perspective of the employee. Semi-structured interviews (n = 29) elicited detailed responses, allowing the relationship between psychosocial and lifestyle factors to be examined. Psychosocial factors such as job design, ability to make decisions and control over work were all reported to be positive contributors to health in the work setting - and often were reported to be more relevant than individual lifestyle issues. A more holistic approach to developing workplace health programmes in the future is recommended, which allows the workplace setting to be considered as a complex system. Very few comprehensive workplace health programmes exist at present within UK organizations, and there is a tendency for programmes to be designed by the health professional 'expert' rather than developed in conjunction with, and by the workforce. It is argued that qualitative research methods can help to begin the dialogue needed for workplace health programme development.     

Developing a holistic understanding of workplace health: the case of bank workers

Understanding health in the workplace from a holistic perspective requires appropriate research approaches. An exploratory, qualitative study with whitecollar employees from a large banking organization in the North West of England is detailed here. The aim was to explore health from the perspective of the employee. Semi-structured interviews (n = 29) elicited detailed responses, allowing the relationship between psychosocial and lifestyle factors to be examined. Psychosocial factors such as job design, ability to make decisions and control over work were all reported to be positive contributors to health in the work setting-and often were reported to be more relevant than individual lifestyle issues. A more holistic approach to developing workplace health programmes in the future is recommended, which allows the workplace setting to be considered as a complex system. Very few comprehensive workplace health programmes exist at present within UK organizations, and there is a tendency for programmes to be designed by the health professional ‘expert’ rather than developed in conjunction with, and by the workforce. It is argued that qualitative research methods can help to begin the dialogue needed for workplace health programme development.     

Internet use intention and adoption among Chinese older adults: From the expanded technology acceptance model perspective

The purpose of this paper is to discuss how various factors intertwine to affect Chinese older adults’ decisions to adopt the Internet by applying the expanded technology acceptance model (TAM). Perceived usefulness (PU), perceived ease of use (PEU), subjective norm (SN), and facilitating conditions (FC) were four key predictors. Gender and age were included in the proposed model as factors to moderate the effect of two key TAM components (PU and PEU) on adoption behaviors. The results indicate that PU, PEU, and SN were significant predictors of Internet adoption among Chinese older adults, while PU, SN, and FC were significant predictors of Internet use intention. The effect of PEU on Internet use intention was also found to be stronger for older seniors than younger seniors. Implications for future research and practices are discussed.     

Seniors and Information Technology in China

Technology, particularly information technology (IT), is changing rapidly and offers many advantages for users. IT has the potential to improve one’s quality of life, but only if used. Research has shown that, in most developed and developing nations, senior use of IT lags behind that of other segments of society. This “gray divide” is a concern for government, business, and others. Concern about senior adoption and use of IT has been the motivation for numerous studies and is the motivation for this study of Chinese seniors. This exploratory study examines urban Chinese seniors’ IT use, computers and mobile phones in particular, but also their attitudes and behaviors as they relate to the use of those devices. More specifically it examines several potential factors that motivate or hinder senior’s use of information technology, including self-efficacy, satisfaction, comfort with technology, and both positive and negative attitudes. This study provides some insight into the quantity and diversity of Chinese senior technology use in urban China. Particularly noteworthy, the study found that technology ownership was quite high, and in general the Chinese seniors studied had positive attitudes and beliefs concerning information technology. This is generally good news for the Chinese government, which must efficiently provide services for the growing population of Chinese seniors, as well as for businesses that wish to capitalize on one of the largest senior populations in the world.     

Workforce readiness: A study of university students’ fluency with information technology

This study with data collected from a large sample of freshmen in 2001 and a random stratified sample of seniors in 2005 examined students perceived FITness (fluency with Information Technology). In the fall of 2001 freshmen at a medium sized research-one institution completed a survey and in spring 2005 a random sample of graduating seniors completed a similar survey. The surveys measured the student’s self-reported proficiency in basic information technology knowledge and skills such as word processing and presentation software as well as more complex applications such as digital audio. We found a significant increase in perception of skills in presentation software and browsers and although both groups reported low skill levels, a significant decrease in perception of skills in database, web animation, programming, desktop publishing, digital video, and video audio. Although one might assume an undergraduate would indicate an increase in information and communication technology skills, this study found that often student’s perceptions of ability decline. However this decrease may be due to their increased awareness of the skills needed in the workforce.     

Workplace and organizational accident causation factors in the manufacturing industry

Labor inspectors investigate accidents to identify possible accident causes, initiate prosecution, and plan future accident prevention. The Method of Investigation for Labor Inspectors (MILI) was designed to help them to identify workplace and organizational factors in addition to immediate factors and legal breaches. The present study analyzes the impact of workplace (work design and provision of unsafe equipment) and organizational factors (training and employee involvement) on accident causation and validates MILI on real accident cases. Accident data from the manufacturing sector are analyzed with LISREL structural equation modeling. Results confirm the relationship between work design and training as well as between provision of unsafe equipment and employee involvement. The present study provides evidence that MILI is a structured accident investigation method allowing multiple accident causation factors to be revealed and that it could help all interested parts (not only labor inspectors, but companies as well) to thoroughly investigate occupational accidents. © 2009 Wiley Periodicals, Inc.     

When more is too much: Operationalizing technology overload and exploring its impact on knowledge worker productivity

Individuals within organizations are beginning to make an important realization: more information technology (IT) usage in the workplace can, at times, lead to productivity losses. We conceptualize this frequently observed, but largely ignored phenomenon as technology overload, when additional technology tools begin to crowd out one’s productivity instead of enhancing it. We found support for three main factors contributing technology-based productivity losses through information overload, communication overload, and system feature overload. Interestingly, these factors are a function of the individuals who use the technology, not the technology itself. In this paper, we present the results from three studies that (1) develop and pre-test a scale measurement for technology overload and its distinct dimensions, (2) validate the instrument, and (3) explore the relationship between technology overload and knowledge worker productivity. Our findings demonstrate the relationship between information technology usage and knowledge worker productivity, and they suggest how tradeoffs can be managed to ameliorate technology overload.     

Age and technology innovation in the workplace: Does work context matter?

Two workplace trends will become increasingly important in years to come: reliance on information technology (IT) and workforce aging. This study explores the influence of workplace context on employee reactions to the implementation of a new IT initiative to better understand innovation enhancers and inhibitors. Employees from multiple workplace departments completed a questionnaire that assessed their reactions to the implementation. Age-based differences and contextual influences were estimated to predict satisfaction with the implementation process. Hierarchical linear models indicate that younger workers reported less satisfaction than older workers—an effect that was more pronounced in relatively young departments. These findings challenge ageist notions and emphasize the role of context on attitudes formation. Multi-institutional and multilevel field-setting data are rare making this a unique research contribution.     

How Seniors in Taiwan Use Information Technology: Computer and Cell Phones

In most developed and developing nations seniors lag behind the general population in information technology (IT) adoption and use. This phenomenon has been labeled the “gray divide” by various authors. This study examines the use of IT by seniors in Taiwan. We conducted a survey to examine Taiwanese seniors’ computer and cell phone ownership and use as well as attitudes and behaviors that result from and influence use, to better understand the extent to which Taiwanese seniors have and will utilize IT. We found that seniors in Taiwan had generally high usage and access to computers and cell phones; however, the duration of use these two devices was relatively low. Our focus was on computers and mobile phones because they are the most commonly used personal IT appliances. These devices are the “face” of IT to users. This study also examined self-efficacy, satisfaction, and comfort with these devices, as well as positive and negative attitudes, because research has shown these to influence the use of IT. Taiwanese seniors had generally positively attitudes and beliefs toward information technology.     

Enhancing Employee Job satisfaction via E-learning: The Mediating Role of an Organizational Learning Culture

Although e-learning systems have been widely employed to develop employee learning at a workplace, discerning what influences the interaction between employee acceptance of an e-learning system within an organizational learning culture (OLC) and the resultant impact on job attitudes remains under-researched and requires further investigation. This study examined the relationship between employee perceptions of an e-learning system, the existing OLC, and job satisfaction. Structural equation modeling was applied to analyze data collected from 297 employees of a telecommunications company. The results suggest that employee acceptance of e-learning is a positive predictor of the OLC and employee job satisfaction. OLC mediates the relationship between the use and acceptance of e-learning by employees and their job satisfaction. Recommendations and implications are subsequently provided in terms of the future for human resource development researches and practices.     

The effects of organizational learning environment factors on e-learning acceptance

Workplace learning is an important means of employees’ continuous learning and professional development. E-learning is being recognized as an important supportive practice for learning at work. Current research on the success factors of e-learning in the workplace has emphasized on employees’ characteristics, technological attributes, and training design elements, with little attention to workplace contextual effects. The study aims to investigate the impacts of organizational learning environment factors, including managerial support, job support, and organizational support, on employees’ motivation to use a workplace e-learning system. A model was proposed based on the expectancy theory of training motivation and the social influences and facilitating conditions in technology acceptance models. The model was tested on sample data collected from mainland China using Structural Equation Modeling and Moderated Structural Equation Modeling. The results suggested that employees’ perceived managerial support and job support had a significant impact on their perceived usefulness of the e-learning system for individual learning, and that perceived organizational support had a significant influence on the perceived usefulness of the e-learning system for social learning. Perceived usefulness for individual learning was found to completely mediate the environmental influences on individuals’ motivation to use the system, while perceived usefulness for social learning made partial mediation in the effects of the environmental factors on intention to use. In addition, perceived job support was found to have moderating effects on the relationship between employees’ perceived usefulness of the e-learning system and their intention to use the system. Consistent with previous findings, employees’ perceptions about the usefulness of the e-learning system have significant effects on their intention to use the system in the work setting.     

The roles of intrinsic motivators and extrinsic motivators in promoting e-learning in the workplace: A case from South Korea

Acceptance of e-learning by employees is critical to the successful implementation of e-learning in the workplace. To explain why employees might accept the e-learning technology, motivational factors must be considered. Although the Unified Theory of Acceptance and Use of Technology (UTAUT) has identified many variables to understand employees’ motivation to use e-learning, current literature cannot conclude the roles of extrinsic and intrinsic motivators in the technology adoption process. Consequently, organizations often overestimate the effects of extrinsic motivators in promoting e-learning while ignoring employees’ intrinsic motivation. To examine the effect difference between the two motivational factors, this study surveyed 261 employees in a food service company in South Korea with the UTAUT instrument. Upon analyzing 226 valid cases with LISREL, the findings revealed that intrinsic motivators (effort expectancy, attitudes, and anxiety) affected employees’ intention to use e-learning in the workplace more strongly than did the extrinsic motivators (performance expectancy, social influence, and facilitating conditions). Furthermore, the effects of intrinsic motivators mediated the effect of extrinsic motivators. Implications of this study are important for both researchers and practitioners.     

Impact of using social network services on workplace ostracism,job satisfaction,and innovative behaviour

Research has found workplace ostracism to negatively impact workplace attitudes and behaviours such as job satisfaction, organisational citizenship behaviour, and job performance. However, research investigating beyond the direct effects of workplace ostracism and findings about boundary conditions for mitigating the negative effects of workplace ostracism are limited in organisational studies. In this regard, this study explored the mediating effects of job satisfaction on the relationship between workplace ostracism and innovative behaviour and the moderating effects of social networking services for work-related purposes for the relationship between workplace ostracism and job satisfaction. The two-wave study consisted of 237 full-time employees in large organisations in South Korea. The hierarchical regression analyses resulted in job satisfaction to mediate the relationship between workplace ostracism and innovative behaviour and social network service to significantly moderate the relationship between workplace ostracism and job satisfaction. Moreover, mediated moderation was found for the study model, which further suggests that using social network services for work-related purposes had indirect effects on innovative behaviour.     

Effects of Hypoxia on Voluntary Response Time to Peripheral Stimuli during Central Target Monitoring

The aim of this study was to identify workplace physical and psychosocial risk factors for neck pain among male and female workers and, in particular, to study the relationship between neck pain and intimidation and sexual harassment in the workplace in a representative sample of the Quebec working population. The study sample included 5405 men and 3987 women. In multiple logistic regression analyses, when taking into account individual and other workplace factors, neck pain was significantly associated with intimidation at work among both male (odds ratio (OR) 1.4 (1.01-1.8)) and female workers (OR 1.3 (1.01-1.8)). Among female workers, neck pain was alsosignificantly associated with unwanted sexual attention (OR 1.6 (1.1-2.4)). If confirmed in prospective studies, these results suggest that interventions to prevent harassment in the workplace may help reduce musculoskeletal disorders in the workplace and that workplace programmes to reduce harassment in the workplace should include prevention of sexual harassment. PRACTITIONER SUMMARY: While taking into account relevant personal factors and previously identified workplace physical and psychosocial risk factors, this gender-based study identifies new work exposures associated with neck pain that have not previously been studied, including unwanted sexual attention, intimidation and difficult or tense situations with the public.     

Modern information technology in an old workforce: Toward a strategic research agenda

As the workforce ages rapidly in industrialized countries, a phenomenon known as the graying of the workforce, new challenges arise for firms as they have to juggle this dramatic demographical change (Trend 1) in conjunction with the proliferation of increasingly modern information and communication technologies (ICTs) (Trend 2). Although these two important workplace trends are pervasive, their interdependencies have remained largely unexplored. While Information Systems (IS) research has established the pertinence of age to IS phenomena from an empirical perspective, it has tended to model the concept merely as a control variable with limited understanding of its conceptual nature. In fact, even the few IS studies that used the concept of age as a substantive variable have mostly relied on stereotypical accounts alone to justify their age-related hypotheses. Further, most of these studies have examined the role of age in the same phenomenon (i.e., initial adoption of ICTs), implying a marked lack of diversity with respect to the phenomena under investigation. Overall, IS research has yielded only limited insight into the role of age in phenomena involving ICTs. In this essay, we argue for the importance of studying age-related impacts more carefully and across various IS phenomena, and we enable such research by providing a research agenda that IS scholars can use. In doing so, we hope that future research will further both our empirical and conceptual understanding of the managerial challenges arising from the interplay of a graying workforce and rapidly evolving ICTs.     

Using Ergonomic Risk Assessment Methods for Designing Inclusive Work Practices: A Case Study

In common with many industries, manufacturing faces the challenge of effective management of a diverse workforce. Humans differ greatly, but traditional manufacturing work practices do not take into account human variability issues during the work design process. Variations in individual and organizational work performance are due to many individual factors, such as age, gender, level of skill, experience, and background bring performance inconsistencies. This research investigates the effects of individual skill on work performance in general and workplace safety and human well‐being in particular. A research framework is proposed for highlighting major differences in work‐performing strategies, their potential impact on work performance, and how these findings can be used for designing more inclusive work practices. A case study has been presented in which ergonomics risk assessment methods have been used to validate the usefulness of this framework. It is also concluded that skill has a strong relationship with the level of risk attached to various task‐performing strategies.     

The impact of psychological climate on employees’ innovative use of information systems: The moderating role of goal orientation

The objectives of this study are to investigate climates that could facilitate innovative use of information systems (IS), and to examine how psychological climate and individual goal orientation interact to promote employees’ innovative IS use. A total of 174 questionnaires were collected from enterprise resource planning (ERP) users from nine firms in China. Hierarchical regression analysis was used to test the research hypotheses. The empirical results suggest that (1) psychological climates (psychological autonomy climate and psychological innovation climate) are positively associated with IS users’ innovative use, (2) avoidance orientation weakens the relationship between psychological autonomy climate and innovative use, (3) learning orientation weakens the relationship between psychological innovation climate and innovative use, and (4) learning orientation strengthens the relationship between psychological autonomy climate and innovative use. This study contributes to IS literature by identifying psychological climate as a critical antecedent of innovative use. The findings also fulfil an identified need for more empirical studies of the combined effect of individual and environmental factors on employees’ innovative behaviour in the workplace, especially in the context of IS innovation.     

Configuring peer-to-peer software: an empirical study of how users react to the regulatory features of software

The emergence of new digital media has led to new sources and locations of power, and as a result, a heated debate on the regulability of cyberspace. The myth that cyberspace is by its nature free and uncontrollable has been challenged by Lessig's New Chicago School of Regulation that argues that code, or the architecture of information technologies, will be an important regulatory modality. This paper examines the relationship between regulation, information technologies and human behaviour, by examining what happens whenever individual human beings configure technology for use, in this case, file-sharing peer-to-peer applications. The evidence from the research suggests that Lessig's view does not capture all the nuances of practice involved in the use of peer-to-peer applications. The paper ends with proposals for future study of the actual practices of the users of this technology that will improve our understanding of the relationship between technology and regulation.     

Workers' propensity to telecommute: An empirical study

Today's telecommuting workforce encompasses all categories of workers including managers, professionals and other knowledge workers. While organizations have the choice of mandating telecommuting or offering it as an option, individuals also have the choice of participating or not when telecommuting is optional. This research investigated whether individual factors, such as age, skills, identification with organization, or job category influenced these individuals' decisions to telecommute or not. A survey of telecommuters and non-telecommuters was conducted in two large work groups working for a high technology organization. Job category and gender showed a significant difference between telecommuters and non-telecommuters. Age, years with organization, and computer skills did not show significant differences. Reasons provided by respondents for opting not to telecommute are discussed. In addition, a comparison of perceived productivity, performance, sense of personal control, and satisfaction between telecommuters and non-telecommuters was performed. Differences were found between telecommuters and non-telecommuters in their ratings of personal control and productivity. The paper concludes with suggestions for practitioners and recommendations for future research.