No abstract

After the authors of this study encounter a series of peculiar examples of products and services that are not normally sold online in Canada, the authors assess the psychometric properties of net-enablement capability, as an internal rather than external factor, regarding the decision to implement online selling tools as technology innovation to achieve growth. According to the literature, other authors rarely consider internal factors when they assess the relationship between technology adoption and business model innovation. The study contributes to the continuous dialogue involving the Net-Enabled Business Innovation Cycle (NEBIC) model by analyzing online sellers and offline sellers in Canadian sectors with below-average rates of online selling adoption. The findings indicate that net-enablement capability is a significant internal factor that positively affects innovation in business models for Canadian online sellers across different sectors regardless of the level of online selling adoption rate.

Abstract-This research ranks effectiveness-related factors of virtual teams. The literature suggests various factors which could motivate or discourage management in using virtual teams versus co-located teams. Forty-eight interviews were done in petrochemical companies in Saudi Arabia. The Echo Method has been employed and eleven factors were identified. Results showed that the participants ranked efficiency and communication as first and second as a motivating factor in adopting the virtual team approach. While, the other three motivating factors which were ranked lower are flexibility, diversity and cooperation. On the other hand, the six discouraging factors (barrier) are miscommunication, scheduling preferences, unreliability of technology, incompetency of staff, varying standards and isolationist tendency. Suggestions were made to counteract the effects of the barrier-inducing factors and enhance the effects of the motivating factors.

The study leads to understanding the relationship between human resources (HR) practices and outcomes to maintain organizational performance (OP) in Saudi Arabia. It concentrates on whether the HR practices quality overcome the quantity or not in the educational sectors. Convenience sampling was used to collect data using google forms based on A structured questionnaire. A total of 759 responses were successfully received and completed. The questionnaire consists of items measuring different aspects of HR practices, employee commitment, and organizational performance. The structural equation modelling (SEM) method used path modelling analysis using Smart Partial Least Squares (PLS) analytical software. The results show a reasonable fit between the data analysed and the proposed research model: SRMR (0.072), CR > 0.7, AVE > 0.5, Cronbach Alpha > 0.7, and VIF < 5. The study reveals that empowerment is a strong predictor of organizational performance than compensation. Moreover, employee commitment (mediate) partially contributes to organizational performance. HR practitioners may collect the employees’ data more regularly to learn if HR practices produce the desired commitment level to produce organizational performance. This study is limited to the Saudi universities and responders who participated in the questionnaire. Future studies should focus on other economic sectors to help generalize the research outcomes and validate the study’s hypothetical model.

The adoption of e-business always is associated with the promise to increase sales and operational efficiencies, but a surprising number of firms have not adopted it. This number of non-adopters is higher in sectors that are not normally selling online and thus challenging such adoption.