With the increasing use of mobile devices and new technologies, electronic payments, such as near field communication mobile payments, are gaining traction and gradually replacing the currency-based cash payment methods. Despite multiple initiatives by various parties to encourage mobile payments, adoption rates in developing countries have remained low. The purpose of this research is to explore the prime determinants of NFC mobile-payment adoption intention and to develop a model of mobile payment adoption that includes perceived risk as one of the (...) major elements by extending the UTAUT2 theory components. An online survey was used to acquire data from 370 NFC mobile payments users for the current study. To validate the components and their correlations, structural equation modelling was implemented. According to the findings, performance expectancy, hedonic motivation, social influence, and facilitating conditions have substantial impacts on the consumers’ intentions to adopt NFC mobile payments. Effort expectancy and PR were reported to have no considerable effects on the adoption intention. In addition, INFC is revealed to be a major mediator between the associations of the actual adoption of NFC mobile payment with PE, HM, and SI. The findings of the study would assist providers and marketers in better understanding of the consumers’ behavior, designing effective marketing strategies to enhance the consumers’ positive intentions, and achieving the mass adoption of NFC mobile payments in different environmental contexts. (shrink)

Rapid changes of state in central nervous systems (CNS), as required following stimuli that must arouse the CNS from a quiescent state in order to activate a behavioral response, constitute a particularly appropriate application of non‐linear dynamics. Chaotic dynamics would provide tremendous amplification of neuronal activity needed for CNS arousal, sensitively dependent on the initial state of the CNS. This theoretical approach is attractive because it supposes dynamics that are deterministic and it links the elegant mathematics of chaos to the (...) conception of a fundamental property of the CNS. However, a living system must be able to exit from chaotic dynamics in order to avoid widely divergent, biologically impossible outcomes. We hypothesize that, analogous to phase transitions in a liquid crystal, CNS arousal systems, having ‘woken up the brain’ to activate behavior, go through a phase transition and emerge under the control of orderly movement control systems. BioEssays 29:803–810, 2007. © 2007 Wiley Periodicals, Inc. (shrink)

In the present research, we examine the relation between leader mindfulness and employee performance through the lenses of organizational justice and leader-member relations. We hypothesize that employees of more mindful leaders view their relations as being of higher leader-member exchange quality. We further hypothesize two mediating mechanisms of this relation: increased interpersonal justice and reduced employee stress. In other words, we posit that employees of more mindful leaders feel treated with greater respect and experience less stress. Finally, we predict that (...) LMX quality serves as a mediator linking leader mindfulness to employee performance—defined in terms of both in-role and extra-role performance. Across two field studies of triadic leader-employee-peer data and dyadic leader–employee data, we find support for this sequential mediation model. We discuss implications for theorizing on leadership, organizational justice, business ethics, LMX, and mindfulness, as well as practical implications. (shrink)

Despite the rapid adoption of technology in human resource departments, there is little empirical work that examines the potential challenges of algorithmic decision-making in the recruitment process. In this paper, we take the perspective of job applicants and examine how they perceive the use of algorithms in selection and recruitment. Across four studies on Amazon Mechanical Turk, we show that people in the role of a job applicant perceive algorithm-driven recruitment processes as less fair compared to human only or algorithm-assisted (...) human processes. This effect persists regardless of whether the outcome is favorable to the applicant or not. A potential mechanism underlying algorithm resistance is the belief that algorithms will not be able to recognize their uniqueness as a candidate. Although the use of algorithms has several benefits for organizations such as improved efficiency and bias reduction, our results highlight a potential cost of using them to screen potential employees during recruitment. (shrink)

We examine whether mindfulness can neutralize the negative impact of COVID-19 stressors on employees’ sleep duration and work engagement. In Study 1, we conducted a field experiment in Wuhan, China during the lockdown between February 20, 2020, and March 2, 2020, in which we induced state mindfulness by randomly assigning participants to either a daily mindfulness practice or a daily mind-wandering practice. Results showed that the sleep duration of participants in the mindfulness condition, compared with the control condition, was less (...) impacted by COVID-19 stressors (i.e., the increase of infections in the community). In Study 2, in a 10-day daily diary study in the United Kingdom between June 8, 2020, and June 19, 2020, we replicate our results from Study 1 using a subjective measure of COVID-19 stressors and a daily measure of state mindfulness. In addition, we find that mindfulness buffers the negative effect of COVID-19 stressors on work engagement mediated by sleep duration. As the COVID-19 pandemic is ongoing and the number of reported cases continues to rise globally, our findings suggest that mindfulness is an evidence-based practice that can effectively neutralize the negative effect of COVID-19 stressors on sleep and work outcomes. The findings of the present study contribute to the employee stress and well-being literature as well as the emerging organizational research on mindfulness. (shrink)

We investigated the week-to-week effects of a mindfulness intervention on emotional exhaustion, work engagement, and job satisfaction in a field study involving 218 participants who participated and reported their weekly outcomes during the 8-week program. To examine how mindfulness impacted work outcomes, we used intraindividual modeling of the 8-week data. Mindfulness increased over time, and time also had indirect effects on emotional exhaustion, work engagement, and job satisfaction, through mindfulness. Supplementary growth curve analyses on the improvement of mindfulness over time (...) showed a slight decrease in the positive effect of time on mindfulness. (shrink)