The social network sites (SNS) industry has recently shown an abnormal development pattern: An SNS could rapidly accumulate a large number of users, and then suffer a serious loss of users in a short time, which subsequently leads to the failure of the Web site in the highly competitive market. The user's social network site continuance is considered the most important factor for an SNS to keep its sustainable development. However, little knowledge of the user's SNS continuance raises the following research question: What factors could significantly influence the user's SNS continuance intention? To address this research question, I study the question from three lenses of research, including the I-view, the social interactivity view, and the trust based view. The I-view is an extension of the IS continuance model. From this research perspective, I tested the influence of the utilitarian factor (i.e., perceived usefulness) and the hedonic factor (i.e., perceived enjoyment) on the user's satisfaction in the I-view. In addition, I extend the umbrella construct, confirmation, into two sub-constructs, informativeness and self-actualization, and respectively study their influences on the utilitarian factor and the hedonic factor. I find that the user's perceived enjoyment has a significant positive effect on the user's satisfaction, thereby motivating the user to continue using the SNS. The perceived informativeness of an SNS and the user's self-actualization through information sharing with others on the Web site both have significant positive effects on the user's perceived usefulness and perceived enjoyment. From the social interactivity perspective, I suggest that a user's social gains could have a projection effect on the user's satisfaction in an SNS and his or her SNS continuance intention. Most previous studies emphasized on the influence of social connection outcomes (i.e., social capitals) on the user's behavioral intention, but ignored the fact that an individual would also evaluate social connections according to the quality of the information sharing process (i.e., frequency and volume of information being exchanged) during the social activities. This study indicates that an SNS user's perceived interactivity has a significant positive effect on the user's sense of belonging to a virtual community and perceived social gains. The social gains significantly positively influence the user's satisfaction in the Web site and intention to continue using the SNS. From the trust based view, I find that the user's trust in the social network sites and the user's trust in other members both have significantly positive effects on the user's SNS continuance intention. In addition, both of the trust based factors could also positively influence the user's perceived informativeness, self-actualization, and sense of belonging. The findings from the current study create a solid foundation for future SNS continuance research, and also provide several practical implications to SNS managers to increase the cohesion between users and the Web sites.

This project is concerned with the role of the storyteller in the production and maintenance of human community. Starting with Roland Barthes's critique of romantic and modernist authorship in "The Death of the Author," I trace the parallels between literary and political authority in the globalized modern world, and ask if they mean that a revision of the author opens space for the reimagination of political community. To answer this question, I draw on recent discussions of cross-cultural comparison and theories of oral tradition to redefine literary voice and its relationship to modern textual authority. I then refer to the distinct cultural traditions that inform McCarthy, Hurston, and Young Bear to understand each author's focus on the material aspects of human speech, such as breath. The emphasis on these aspects of voice changes its use from a way to claim metaphysical certainty and political authority into a means for physical interaction that founds community in mutual vulnerability. The individual author thus becomes a participant in conversation, rather than one who intuits truth from the margins of human society, and the storyteller or political leader is able to take part in but not define the continuance of a given community. In making this argument, I use a study of poetics to ask students and teachers of modern American literatures to see the field as a site for the ongoing legislation of American community and identity, and suggest a method for engaging in comparative analyses that allows for the distinctiveness of different literary and cultural traditions while appreciating the possibilities in their resonating responses to the modern world.

Yes / The continuous use of eGovernment services is a de facto for its prosperity and success. A generalised sense of citizens' self-efficacy, expectations, and satisfaction offer opportunities for governments to further retain needed engagements. This study examines the factors influencing citizens' continuance use of eGovernment services. Through the integration of Social Cognitive Theory, Expectation Confirmation Theory, DeLone and McLean IS success model, and E-S-QUAL, a survey of 471 citizens in the UK, engaging in online public services, found that prior experience, social influence, information quality, and service quality, personal outcome expectation, and satisfaction, are significant predictors of citizens' intention to use eGovernment, when they are regulated, through citizens' self-efficacy. The present study extends the roles of pre-adoption and post-adoption by offering a self-regulating process. Therefore, it demonstrates how critical it is for the government's leaders to understand the patterns of the long-term process for electronic systems continually. / There is a corrigendum for this paper at https://doi.org/10.1016/j.giq.2020.101492. Elvira Ismagilova was not included as an author on the original record when she should have been.

Syftet med studien var att undersöka relationen mellan commitment gentemot organisationen och chefs-commitment i en svensk kontext med hjälp av TCM Employee Commitment Survey. Metoden för att undersöka detta var en webbenkät som delades ut till sammanlagt 188 personer, med en svarsfrekvens på 35%. Respondenterna arbetade i tre olika organisationer inom offentlig sektor. I enkäten fick respondenterna ta ställning till påståenden rörande sin organisation och sin närmaste chef. Resultatet visade att ju lägre continuance commitment är gentemot närmaste chef, desto högre är affective commitment gentemot organisationen. Vidare visade resultatet att ju högre continuance commitment är gentemot närmaste chef, desto högre är continuance commitment gentemot organisationen. Dessutom visade resultatet att ju högre normative commitment gentemot närmaste chef är, desto högre är normative commitment gentemot organisationen. I motsats till tidigare studier fann vi ingen korrelation mellan affective commitment gentemot organisation och affective commitment gentemot närmaste chef. / The main purpose of this study was to examine the relationship between organizational commitment and supervisor commitment within a Swedish context using TCM Employee Commitment Survey. Measures were done via a questionnaire distributed to a total of 188 people, with a response rate of 35%. The respondents were employees from three different organizations within the public sector. They were asked to consider different statements regarding their organization, their supervisor and work-related identity. The results showed that if continuance commitment to supervisor is low, affective organizational commitment will be high. The results also showed that when continuance commitment to supervisor was high, continuance organizational commitment was also high. When normative supervisor commitment was high, so was normative organizational commitment. In contrast to previous studies, we found no correlation between affective organizational commitment and affective commitment to supervisor.

Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment. Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike. This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with the turnover intentions. A questionnaire was completed by 114 participants of the Allied Health workforce at the Waikato District Health Board, from allied health occupational groups, psychologists, physiotherapists, social workers, dieticians, and speech language therapists. Job satisfaction, affective commitment, distributive, interactional, and procedural justice, strain and family-to-work conflict were correlated with turnover intentions. Results of the mediated regression analyses found that job satisfaction and affective commitment are significant mediators between distributive, interactional, and procedural justice, work strain, and family work conflict with turnover intentions. The major implications from this research are that managers of organisation need to foster job satisfaction and affective commitment within their organisation to reduce turnover intentions. In the final chapter, the conclusions are discussed in terms of its practical implications to organisations, employees and the need for future research.

<p>En anställds erfarenheter av arbetet påverkar commitment; bra erfarenheter höjer commitment och dåliga erfarenheter sänker den. Det finns olika former av commitment, affektiv och continuance. Affektiv commitment avser en känslomässig bindning till företaget, medan continuance commitment avser kostnaden  som uppkommer vid byte av arbetsplats.  Människor som känner starkt för sitt arbete uppvisar också mindre organisatorisk cynism. Organisatorisk cynism är en negativ  attityd mot det anställande företaget. Syftet med arbetet är att belysa förhållandet mellan organisatorisk cynism och affektiv respektive continuance commitment och besvara huruvida anställningstid påverkar dessa. Enkätresultat visade signifikant negativ korrelation mellan organisatorisk cynism och affektiv commitment, men ingen korrelation med continuance commitment eller anställningstid. Enligt denna undersökning är det viktigt att skilja mellan affektiv commitment, som har ett samband med organisatorisk cynism, och continuance commitment, som inte har det.</p>

En anställds erfarenheter av arbetet påverkar commitment; bra erfarenheter höjer commitment och dåliga erfarenheter sänker den. Det finns olika former av commitment, affektiv och continuance. Affektiv commitment avser en känslomässig bindning till företaget, medan continuance commitment avser kostnaden  som uppkommer vid byte av arbetsplats.  Människor som känner starkt för sitt arbete uppvisar också mindre organisatorisk cynism. Organisatorisk cynism är en negativ  attityd mot det anställande företaget. Syftet med arbetet är att belysa förhållandet mellan organisatorisk cynism och affektiv respektive continuance commitment och besvara huruvida anställningstid påverkar dessa. Enkätresultat visade signifikant negativ korrelation mellan organisatorisk cynism och affektiv commitment, men ingen korrelation med continuance commitment eller anställningstid. Enligt denna undersökning är det viktigt att skilja mellan affektiv commitment, som har ett samband med organisatorisk cynism, och continuance commitment, som inte har det.

The explosive proliferation of Internet usage has enabled a number of new online communities to be established. Among them, online games have been representing the leading technological edge of the entertainment sector and the trend is expected to continue. The nature of Internet has enabled its users easy to hop from one website to another only several clicks away with very little cost. While website stickiness is regarded as a significant factor to e-commerce success, how to attract the attention of gamers and make them stick around has become a big challenge for both online game developers and providers. Based on the uses and gratification theory, this study proposed a model which integrated use and gratification with service mechanism (i.e. fairness, security, and incentive) and media factor (i.e. spatial presence and social presence) to investigate what determines player¡¦s online game stickiness. The partial least squares method was applied to empirically evaluate the proposed model using survey data collected from 274 online gamers. Our findings indicate that all variables except presence have positive significant effects on continuance motivation (CM), and CM also significantly affects gamers¡¦ stickiness. The implications of this work to both researchers and practitioners are discussed.

Little attention has been given to the role organizational commitment plays within broader models of turnover and withdrawal behavior. Understanding and integrating organizational commitment into such models is an important step to fully appreciating the role that commitment plays in the workplace. The purpose of the current study was twofold. First, this study aimed to examine the moderating role that organizational commitment plays in the unfolding model of voluntary turnover. Second, this study set out to examine the role that the various forms of commitment play in the relationship between shocks and withdrawal-related variables. By utilizing a multidimensional model of commitment, a longitudinal design, and an industry sample, the current study is able to offer empirical evidence to support the role of commitment as a moderator in the relationship between shocks and workplace outcomes. Unique effects that the various forms of commitment have on specific shock-outcome relationships were uncovered, providing at least partial support for the majority of hypotheses offered in the current study. Combined with a unique approach for documenting and measuring the various types of shocks, researchers and practitioners should find numerous applications of the current study. Overall, the results of this study are promising both for what they say about the importance of organizational commitment, as well as for their application in future studies.

Background: A successful organization is the one that recognizes the importance of its human element and take into account their commitment to ensure the attainment of its objectives. However, the focus into the study of commitment among workers is often directed towards for-profit organizations with NGOs receiving less attention. This HRM related issue accord several scholars, is said to be an important factor to be considered in order to ensure a successful organization be it for-profit or NGO. The issue of commitment among workers however tend to take several direction as the result of the multidimensional nature of organizations, hence the varying configurations of commitment mindset (Affective, Normative and Continuance) and the presence of various targets of commitment (e.g. organization, customers etc.) among workers. Aim: The aim of this thesis is to examine the commitment among workers in NGOs, by investigating the various targets of commitment among different categories of workers of NGOs in Sweden. The paper will further investigates whether the targets of commitment among the different categories of workers in NGOs differs and what influences these differences. Through the empirical cases, this thesis will provide appropriate guidance to ensure commitment among categories workers in NGOs and also contribute to previous research with regards to commitment among categories workers in NGOs. Methodology: The qualitative research approach was used in the conducting of this study. A dual case study was undertaken 12 semi-structured interviews with six from each case organization. Participants were drawn from the two main categories of workers in NGOs thus from volunteers and paid workers. Results: The conducted research study reveals there are differences in relations to the targets of commitment among the different categories of workers as well as thedisplay of the different types of commitment towards these targets. The guideline identified by this paper to ensure commitment among workers in NGOs should be a considerable amount of attention to workers development and recognition from the organization.