This study explored some of the critical success factors at the individual level for usage of PWS (Personal Web Server) systems. I tested core assumptions from Diffusion of Innovations theory for willingness to use new technology, and use some key concepts from the Technology Acceptance Model to reinforce DOI. I employed concepts of an empirically tested, valid, and reliable scale to measure willingness to use. The literature seems to indicate that information technologies are nearly always crucial to corporate strategy and performance. But there are still great chasms between the recognition of problems and the successful implementation of solutions. Therefore discovering what determines successful attitudes toward usage of such technologies at the individual level is critical to firm performance. There already exists an abundance of literature regarding information technology and various aspects of organizational performance. What was lacking was an analysis of how IT innovations are most productively adopted at the individual level, and how recognition of the critical success factors to usage of these technologies affects attitudes toward using them prior to adoption. In a global and increasingly fast-paced business environment, willingness to use IT innovations and the speed with which they are adopted can significantly affect competitive advantage. This was a theory building and explanatory study with the expressed intent to better understand the individual determinants of the success or failure of an IT innovation at the individual level. I studied PWS systems by employing independent variables of complexity, relative advantage, and trialability from Rogers, and using Davis's behavioral intent to predict willingness to use. The three attributes from Rogers were selected as the most face valid constructs, and Roger's rate of adoption outcome variable was excluded because it was deemed too time sensitive. Rogers's constructs of relative advantage and complexity have been demonstrated to be theoretically the same as Davis's perceived usefulness and perceived ease of use. I believe that the use of these variables effectively explained willingness to use at the individual level in a new way, which in turn is instructive toward organizational attitudes toward innovation. My findings showed that Relative Advantage, Complexity, and Trialability were all predictors of Willingness to Use a new technology. These findings as well as the interesting interactions of some of the independent variables should prove useful to those who seek to understand these phenomena within the crucial context of pre-acquisition of information systems. The intent was to explain Willingness to Use at the individual level in a new way, which in turn is instructive toward organizational attitudes toward innovation. It is my hope that the results of this research will be instructive to researchers, empiricists, and practitioners who are interested in pre-adoptive intents and behaviors.

This study focuses on the implementation of Learning Management System (LMS) in the higher education sector in Iraq. Its aim is to develop a policy adoption framework for LMS implementation by scientifically investigating LMS adoption using a model that combines the principles of the Technology Acceptance Model (TAM) and Technology-Organisation-Environment (TOE) framework. The research methodology comprises of seven stages that adopts the interpretive paradigm and a mixed-methods research design. A case study design is used to investigate LMS integration in the University of Al-Qadisiyah. A TAM-TOE questionnaire is developed for the academic staff of the University of Al-Qadisiyah, in which the perceived usefulness and perceived ease of use of LMS are analysed in the case organisation. The technological, organisational, and environmental aspects of LMS implementation are also examined. The survey received valid responses from 283 academic staff. In-depth semi-structured interviews of 8 academics, administrative staff and IT personnel contributed to the qualitative data. The survey respondents are selected using stratified sampling whilst purposive sampling is used to select the interview participants. The questionnaire data was analysed using correlation analysis, whilst thematic analysis is used for the interview data. The study identifies the barriers to LMS implementation as: Lack of or limited teachers’ training, lack of commitment to constructivist pedagogy, lack of experience to use the new technology, lack of technical support, and lack of appropriate educational software. These results feed into the policy framework design. The contribution to research knowledge includes the creation of a new adoption model derived from TAM and TOE to examine the LMS implementation barriers in a war recovering economy like Iraq. This approach the integration of academic users’ acceptance with macro-level factors like government support. The results lease to the development of the LMS policy framework to guide policy makers to prioritise their limited LMS investments. The novelty of the work is the bringing together the considerations of the individual users and the socio-economic context.

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Effective knowledge sharing within project teams is critical to knowledge-intensive professional service firms. Prior research studies indicate a positive association between trust, social-cognitive factors, and effective knowledge sharing among co-workers. The conceptual framework proposed here builds on these studies, and draws from theoretical foundations from the organizational behavior, psychology, information studies, sociology, and management literature on organizational trust and knowledge sharing, and identifies the most significant factors found to influence organizational knowledge sharing directly and indirectly through trust. The study makes methodological contributions in the form of conceptualizations for knowledge sharing behavior, trust, and tie strength. Also, it provides a more nuanced and focused analysis, by factoring for knowledge type and co-worker working relationship. Data were collected from 275 knowledge workers (‘legal professionals’ and paralegals) engaged in shared legal project work, at one of Canada’s largest multijurisdictional law firms. The nature of their work required a significant reliance on co-workers, for both explicit and tacit knowledge. Multiple regression analysis, among other statistical techniques, was used to test the hypotheses and determine significant relationships. Of the factors examined in the study, the three found to have the strongest effect on respondents’ trust in their co-workers were shared vision, shared language, and tie strength. Furthermore, the two factors found to have the strongest effect on organizational knowledge sharing behavior were trust and shared vision. Overall trust was also found to have a mediating effect between shared vision and knowledge sharing behavior, and between shared language and knowledge sharing behavior. A significant implication for practitioners is that effective knowledge sharing among co-workers requires a nurturing manager to work on developing co-worker trust and shared vision. Furthermore, a manager wanting to promote trust between co-workers must nurture shared language and shared vision.

Effective knowledge sharing within project teams is critical to knowledge-intensive professional service firms. Prior research studies indicate a positive association between trust, social-cognitive factors, and effective knowledge sharing among co-workers. The conceptual framework proposed here builds on these studies, and draws from theoretical foundations from the organizational behavior, psychology, information studies, sociology, and management literature on organizational trust and knowledge sharing, and identifies the most significant factors found to influence organizational knowledge sharing directly and indirectly through trust. The study makes methodological contributions in the form of conceptualizations for knowledge sharing behavior, trust, and tie strength. Also, it provides a more nuanced and focused analysis, by factoring for knowledge type and co-worker working relationship. Data were collected from 275 knowledge workers (‘legal professionals’ and paralegals) engaged in shared legal project work, at one of Canada’s largest multijurisdictional law firms. The nature of their work required a significant reliance on co-workers, for both explicit and tacit knowledge. Multiple regression analysis, among other statistical techniques, was used to test the hypotheses and determine significant relationships. Of the factors examined in the study, the three found to have the strongest effect on respondents’ trust in their co-workers were shared vision, shared language, and tie strength. Furthermore, the two factors found to have the strongest effect on organizational knowledge sharing behavior were trust and shared vision. Overall trust was also found to have a mediating effect between shared vision and knowledge sharing behavior, and between shared language and knowledge sharing behavior. A significant implication for practitioners is that effective knowledge sharing among co-workers requires a nurturing manager to work on developing co-worker trust and shared vision. Furthermore, a manager wanting to promote trust between co-workers must nurture shared language and shared vision.