Browsing by Author "Tretiakov A"

Now showing 1 - 7 of 7
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    Employee empowerment and HR flexibility in Information Technology SMEs
    (Taylor and Francis Group, 17/01/2023) Tretiakov A; Jurado T; Bensemann J
    HR systems in IT organizations need to be flexible to enable them to adjust to the fast rate of technological change. Employee empowerment, often practiced at IT organizations under the banner of agile practices, has been highlighted as likely to enable HR flexibility. Based on a research panel based survey of top managers at 163 IT organizations in New Zealand and Australia, we confirmed positive effects of employee empowerment on four dimensions of HR flexibility: resource flexibility in employee skills and behaviors, coordination flexibility in employee skills and behaviors, resource flexibility in HR practices, and coordination flexibility in HR practices. The results are consistent with the view that, at IT organizations, employee empowerment both promotes employee ability and willingness to be flexible and facilitates the organizational structures and practices that enable flexible use of HR resources.
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    Extent of E-Procurement Use in SMEs: A Descriptive Study
    (Elsevier, 31/12/2014) Hassan H; Tretiakov A; Whiddett RJ; Adon I
    Although e-procurement is a complex practice, a number of existing studies, however, simplified the representation of the state of e-procurement in an organization to a binary measure. Although this is helpful to understand adoption decisions, it does not completely capture the reach and richness of the use of information technology (IT) innovations. Hence, this study explores the extent of e-procurement use in New Zealand, focusing specifically on the range of e-procurement functionalities used in the manufacturing SMEs. The e-procurement functionalities are seen from the information and transaction perspectives. A crosssectional survey is used as a methodology for data collection. The SPSS software is used to analyse the data gathered from the 151 senior managers. Our results demonstrate that all of the functionalities, especially those that rely on commonly available technologies, are in use. Nonetheless, complex e-procurement technologies, such as e-auctions, are not common.
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    Indigenous entrepreneurial ecosystems: a comparison of Mapuche entrepreneurship in Chile and Māori entrepreneurship in Aotearoa New Zealand
    (Cambridge University Press in association with Australian and New Zealand Academy of Management, 2024-01) Mika JP; Felzensztein C; Tretiakov A; Macpherson WG
    Indigenous entrepreneurial ecosystem development is not addressed in research. We define and characterise Indigenous entrepreneurial ecosystems and their evolution based on a qualitative study comparing Indigenous entrepreneurship in Chile and in Aotearoa New Zealand. We draw on interviews with 10 Mapuche entrepreneurs in Araucanía and 10 Māori entrepreneurs in the Bay of Plenty, observation, and a literature review to address the question - how does an Indigenous entrepreneurial ecosystem develop along with the social, economic, and political development of mainstream society? We find that Indigenous entrepreneurial ecosystems evolve with the economic and social environments of their countries because of an internal imperative towards cultural continuity and the resilience of culture to change. We find that mature Indigenous entrepreneurial ecosystems are associated with higher states of development and support a broader range of business models. Implications for policy, practice, and research are discussed.
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    Reality vs expectations: An exploratory study of New Zealand nurses' perceptions of HR measures
    (13/03/2018) Tretiakov A; Hunter I; Tootell B; Wilson S; Toulson P
    When nurses believe that human resources (HR) measures used to record data describing their work are inappropriate, it may result in low engagement in the measurement process and in higher on-the-job stress, and it may be indicative of problems in the HR system. The purpose of the present study is to explore nurses' views on which HR measures are most appropriate for use in the healthcare sector and their perceptions of the current practice at their organisations. A cross-sectional survey of registered nurses in New Zealand was conducted, resulting in N=916. The respondents rated commonly used HR measures for importance and indicated whether they are used in their organisations. The data were analysed by using graphical representations of descriptive statistics to identify patterns in the relationship between perceived importance and perceived use of HR measures. Patient satisfaction and nurses' competencies measures were seen as both highly important and in use. However, a group of measures related to nurses' job satisfaction and empowerment stood out as, from nurses' perspectives, highly important but relatively unused. The results suggest that in healthcare organisations in New Zealand there is a divergence between nurses' ideas about the best HR measurement practice and their perceptions of the current practice. We argue that to address the underlying causes of the divergence and to mitigate its negative effects, healthcare organisations should involve nurses in making decisions regarding the use of HR measures.
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    Social outcome expectations and women's intentions to return to IT employment
    (Australasian Association for Information Systems and Australian Computer Society, 27/05/2023) Tretiakov A; Bensemann J; Jurado T
    Women leaving IT employment for childcare or other reasons, and never returning, is a phenomenon that contributes to the underrepresentation of women in IT. However, potential women returners, women who have recently left IT employment and may or may not return, remain an under-researched group. We studied the effects of social outcome expectations on the intention to return to IT employment for 182 potential women returners from New Zealand, Australia, and the United States. The data were obtained via a survey questionnaire. Expectations of friendly co-workers, work-life balance, and family proximity were included; and the expectations of friendly co-workers had a statistically significant effect on the intentions of potential women returners to return to IT employment. The results highlight the difficulty of creating an environment that encourages potential women returners to return to IT because, unlike work-life balance or family proximity, friendly co-workers is a factor that is difficult to control via managerial interventions. For practice, the results suggest that organisations should promote an environment friendly to women, which in part may be achievable by implementing agile approaches to organizing IT work.
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    User Experiences of the NZ COVID Tracer App in New School of ManagementZealand: Thematic Analysis of Interviews
    (JMIR Publications, 2021-09-08) Tretiakov A; Hunter I
    BACKGROUND: For mobile app-based COVID-19 contact tracing to be fully effective, a large majority of the population needs to be using the app on an ongoing basis. However, there is a paucity of studies of users, as opposed to potential adopters, of mobile contact tracing apps and of their experiences. New Zealand, a high-income country with western political culture, was successful in managing the COVID-19 pandemic, and its experience is valuable for informing policy responses in similar contexts. OBJECTIVE: This study asks the following research questions: (1) How do users experience the app in their everyday contexts? and (2) What drives the use of the app? METHODS: Residents of New Zealand's Auckland region, which encompasses the country's largest city, were approached via Facebook, and 34 NZ COVID Tracer app users were interviewed. Interview transcripts were analyzed using thematic analysis. RESULTS: Interviews ranged in duration from 15 to 50 minutes. Participants ranged in age from those in their late teens to those in their early sixties. Even though about half of the participants identified as White New Zealanders of European origin, different ethnicities were represented, including New Zealanders of South Pacific, Indian, Middle Eastern, South American, and Southeast Asian descent. Out of 34 participants, 2 (6%) identified as Māori (Indigenous New Zealanders). A broad range of careers were represented, from top-middle management to health support work and charity work. Likewise, educational backgrounds ranged broadly, from high school completion to master's degrees. Out of 34 participants, 2 (6%) were unemployed, having recently lost their jobs because of the pandemic. The thematic analysis resulted in five major themes: perceived benefits, patterns of use, privacy, social influence, and need for collective action. Benefits of using the app to society in general were more salient to the participants than immediate health benefits to the individual. Use, however, depended on the alert level and tended to decline for many participants at low alert levels. Privacy considerations played a small role in shaping adoption and use, even though the participants were highly aware of privacy discourse around the app. Participants were aware of the need for high levels of adoption and use of the app to control the pandemic. Attempts to encourage others to use the app were common, although not always successful. CONCLUSIONS: Appeals to civic responsibility are likely to drive the use of a mobile contact tracing app under the conditions of high threat. Under the likely scenario of COVID-19 remaining endemic and requiring ongoing vigilance over the long term, other mechanisms promoting the use of mobile contact tracing apps may be needed, such as offering incentives. As privacy is not an important concern for many users, flexible privacy settings in mobile contact tracing apps allowing users to set their optimal levels of privacy may be appropriate.
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    Women in IT: A work ecosystem perspective
    (Taylor and Francis Group, 2024-05-01) Tretiakov A; Jurado T; Bensemann J
    The literature devoted to gender imbalance in the IT industry tends to focus on women’s experiences within organizations. We extend the flexible careers model to account for the role of an IT work ecosystem formed by interconnected organizations and individuals involved in shaping and supporting IT work. Based on a thematic analysis of 46 interviews of women employed in IT roles in New Zealand, we demonstrate that their experiences in negotiating gender discrimination and work-life balance issues are best understood in terms of their interactions with the IT work ecosystem, rather than solely in terms of interactions within individual organizations. The participants identified themselves with the ecosystem and perceived their careers as progressing within the ecosystem. Their experiences were often gendered, but gender dynamics could play to their advantage, such as in steering them toward managerial or sales roles associated with greater power and autonomy than technical roles.