ORCID Profile
0000-0002-3960-689X
Current Organisation
Flinders University
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Publisher: Elsevier BV
Date: 09-2019
Publisher: Academic Conferences International Ltd
Date: 02-2020
DOI: 10.34190/EJISE.20.23.1.005
Abstract: Online‑to‑offline (O2O) is a fast‑growing business innovation, pointing online customers to physical locations where they can more closely inspect – and purchase – their desired products, or can collect them after ordering online. However, the growth of O2O may be limited by the lack of reliable understanding of its benefits to customers. This study aims to remedy this lack of knowledge, by analyzing the transcripts of 24 semi‑structured interviews with managers. The study finds that O2O benefits customers in three main ways: (1) making more informed decisions, (2) receiving timely information on discounts and sales, leading to time and cost savings, and (3) having direct interaction opportunities with the business ‑ something which is not the case in a pure online business. Contrary to general understanding, the results show that offering discounts as a benefit to customers is an approach that is not necessarily applicable across‑the‑board, because in some industries the margins are too low to offer any discounts. Further work may be needed to examine the relevance of discount as a customer benefit proposition for adopting O2O. We also find that the time saving benefit to customers remains a contentious issue, as the availability of too much choice may lead to customers spending too much time investigating the product/service, thereby delaying their decisions and ultimately negating any benefits. The results contribute to e‑commerce literature in building the theoretical understanding of the perceived benefits of O2O for customers from a managerial perspective. The identification of O2O benefits for customers will also help in understanding the behaviors and intentions as well as perceived value of adoption and acceptance of newer forms of technological ‑oriented innovations such as O2O in general. Managers can use the results for business‑case development and strategizing benefits realization of adopting O2O. The results will help managers in creating tailored strategies to integrate features and functionalities in the software products used for O2O to ensure that identified benefits are provided to the customers, thus improving the chances of successful realization.
Publisher: Informa UK Limited
Date: 02-09-2019
Publisher: SAGE Publications
Date: 03-09-2021
Abstract: Skill-discounting is the term often used to describe when the knowledge, qualifications and experience of migrants are assessed by employers as being less valuable than those of domestic job seekers. As a result of skill-discounting, migrants usually struggle to obtain employment comparable to their pre-migration job. Using analysis of covariance of the Continuous Survey of Australia’s Migrants dataset of 109,000 migrants collected between 2009 and 2011, this article investigates whether male and female migrants experience skill-discounting differently. We compare the extent, form, processes and outcomes of skill-discounting between male and female self-initiated migrants. Female migrants are less likely to be skill-discounted, are skill-discounted for different reasons, find replacement jobs that require similar skill but lower levels of responsibility and pay considerably less than for their male counterparts, and report marginally greater job satisfaction. This article contributes to the migration literature by identifying the gendered effects of the skill-discounting of migrant expertise. It also contributes to the public policy literature by making a series of recommendations to minimise skill-discounting.
Publisher: Elsevier BV
Date: 09-2022
Publisher: International Information and Engineering Technology Association
Date: 15-07-2019
DOI: 10.18280/JESA.520212
Publisher: Informa UK Limited
Date: 02-01-2016
Publisher: Elsevier BV
Date: 04-2021
Publisher: Informa UK Limited
Date: 15-12-2023
Publisher: Routledge
Date: 23-08-2023
Publisher: Elsevier BV
Date: 09-2019
Publisher: Routledge
Date: 23-08-2023
Publisher: Routledge
Date: 23-08-2024
Publisher: Elsevier BV
Date: 09-2017
Publisher: Routledge
Date: 23-08-2024
Publisher: Routledge
Date: 23-08-2023
Publisher: The Company of Biologists
Date: 15-12-2019
DOI: 10.1242/JEB.207506
Abstract: The morphology and locomotor performance of a species can determine their inherent fitness within a habitat type. Koalas have an unusual morphology for marsupials, with several key adaptations suggested to increase stability in arboreal environments. We quantified the kinematics of their movement over ground and along narrow arboreal trackways to determine the extent to which their locomotion resembled that of primates, occupying similar niches, or basal marsupials from which they evolved. On the ground, the locomotion of koalas resembled a combination of marsupial behaviours and primate-like mechanics. For ex le, their fastest strides were bounding type gaits with a top speed of 2.78 m s−1 (mean 1.20 m s−1), resembling marsupials, while the relatively longer stride length was reflective of primate locomotion. Speed was increased using equal modification of stride length and frequency. On narrow substrates, koalas took longer but slower strides (mean 0.42 m s−1), adopting diagonally coupled gaits including both lateral and diagonal sequence gaits, the latter being a strategy distinctive among arboreal primates. The use of diagonally coupled gaits in the arboreal environment is likely only possible because of the unique gripping hand morphology of both the fore and hind feet of koalas. These results suggest that during ground locomotion, they use marsupial-like strategies but alternate to primate-like strategies when moving amongst branches, maximising stability in these environments. The locomotion strategies of koalas provide key insights into an independent evolutionary branch for an arboreal specialist, highlighting how locomotor strategies can convergently evolve between distant lineages.
Publisher: Routledge
Date: 23-08-2023
Publisher: Emerald
Date: 03-07-2023
DOI: 10.1108/IJCHM-07-2022-0882
Abstract: The COVID-19 pandemic exacerbated the talent challenges faced by hospitality organisations. This paper aims to propose a new concept – industry talent branding – which, is argued, offers industry stakeholders the opportunity to reduce such issues through working more collaboratively and strategically to magnify the pool in which in idual organisations compete for talent. This paper proposes a conceptual framework of industry talent branding, based on brand equity theory, signalling theory and the employer branding literature. Industry talent branding opens a potentially new stream of research on how talent attraction and retention issues may be addressed. The authors propose that there is merit in moving beyond the organisational-level phenomenon of employer branding to industry talent branding through articulating a broader collaborative and strategic agenda to increase and widen the talent pool available to organisations. The proposed framework offers the hospitality industry and its encompassing stakeholders a means to adopt a more proactive, collective and strategic approach to address long-standing talent challenges. This paper combines brand equity and signalling theories to develop the concept of industry talent branding, defined as a strategically curated, yet realistic impression of the employee value proposition (i.e. the benefits and rewards received by employees in return for their work performance) available within the industry, that by design will sustainably attract new employees into the industry and retain existing talent.
Publisher: Elsevier BV
Date: 08-2014
Publisher: Academy of Management
Date: 08-2019
Publisher: Elsevier BV
Date: 07-2019
Publisher: SAGE Publications
Date: 13-08-2022
DOI: 10.1177/10963480221118820
Abstract: We examine internal and external factors that build or thwart the career adaptability resources of migrant hotel workers. Drawing on qualitative data at two points in time over a 12-month period during COVID-19, results show that while some migrant workers changed roles and exited hotels, for most, job changes were a shorter-term, separation phenomenon, with migrants transitioning back to their employer within a year. Psychological, social, and human capital resources facilitated career adaptability, while psychoemotional support from managers and peers fostered the confidence of temporary migrants, and facilitated positive affect, which was integral to their openness to exploring alternate hospitality careers. Inhibitors to career adaptability included a lack of agency among temporary migrants, and career entrenchment of mid-career permanent migrants. Our model provides a fine-grained, holistic understanding of the antecedents of career adaptability, enriching career construction theory by clarifying the contexts that drive career adaptability in the evolving, COVID-19 context.
Publisher: SAGE Publications
Date: 15-01-2021
Abstract: The topic of cultural ersity in hospitality firms has been somewhat neglected in the abundant research on cultural ersity in organizations. To overcome the gap, the purpose of the research was to examine the antecedents and outcomes of employing a culturally erse workforce in hotels. Results from semistructured interviews showed there are four antecedents for the increase in cultural ersity and outcomes reflect significantly more benefits than challenges. Our findings suggest the benefits of cultural ersity come from the informational advantages, supporting the processing perspective. The challenges of ersity are rooted in the social categorization and in-group-out-group dynamics, lending support to the social identity theory. This study advances ersity literature based on research evidence of the various antecedents and outcomes in employing a culturally erse workforce. Implications for ersity management are offered so the benefits may be sustained, and the challenges may be minimized in hospitality firms.
Publisher: Elsevier BV
Date: 02-2021
Publisher: Association for Computing Machinery (ACM)
Date: 22-01-2021
Abstract: The online-to-offline (O2O) business model is rapidly growing among organizations, yet current knowledge on O2O adoption is predominantly in idual focused, with little research on organizational adoption and the factors driving adoption. To address this gap, underpinned by the diffusion of innovation (DOI) theory, this study collected qualitative data (24 semistructured interviews), which were analyzed using content analysis techniques. We found that offline service quality and social network prosperity are some of the factors driving O2O adoption. Surprisingly, inefficient offline marketing was also found to drive O2O adoption, which indicates new challenges posed by the growing online business environment. We found that not all factors can be categorically classified as facilitating or impeding adoption, as some factors (such as operational challenges and costs) could play dichotomous roles of facilitating or impeding in the context of peculiar circumstances. For ex le, we found cost to be an impeding factor, yet the results also indicated the benefits of cost reduction resulting from O2O adoption, thereby rendering cost a contentious issue. This study extends the application of DOI theory to the O2O adoption stage, and identifies a number of new factors associated with internal/external organizational characteristics, as postulated in the DOI. Managerial implications are discussed.
No related grants have been discovered for Ashokkumar Manoharan.