Search

Fast and intuitive thinking, as well as emotions, play a large role in decision-making. The sociology of wise practice within public administration also suggests that thinking preferences like the use of intuition form a cornerstone of public administrators' virtuous practice. This contribution uses conceptual and theoretical resources from behavioral sciences and public administration to find out whether individual-level differences between public and private sector employees exist with regard to thinking preferences. The article investigates variables that have been subject to extensive research and integrate their clout with the discourse in public administration. Institutional frameworks and social structures may enable or impede the habituation of virtue. The contribution empirically analyses this assumption with respondents from North America (n = 247) and the European Union (n = 1532) with regard to the thinking styles' preference for intuition and preference for deliberation. The public and private sectors differ significantly in terms of preference for deliberative as well as intuitive thinking. A surprising result is that private-sector employees rank higher than public sector employees on both scales. Differences in deliberation show a small effect whereas the effect size with regard to intuitive thinking is negligible. The discussion explores possible explanations for such differences and similarities. [ABSTRACT FROM AUTHOR]

Purpose: Employees may feel overwhelmed with information privacy choices and have difficulties understanding what they are committing to in the digital workplace. This paper aims to analyze the role of different thinking styles for effort reduction, such as the use of intuition, when employees make decisions about the credibility and trustworthiness of workplace information privacy issues in Slovakia. While the General Data Protection Regulation sets precise requirements for valid consent, organizations are classified as data controllers and are subject to credibility judgments by their employees. Design/methodology/approach: Data was collected from 230 employees in Slovakia using a survey questionnaire. Quantitative analysis using SPSS was conducted to describe employees thinking preferences when judging the credibility of information privacy in their organizations. Findings: The survey participants revealed their perceived credibility and trust in personal data protection and thinking preferences. Unconscious thinking is the type of effort reduction often reported by participants, who perceive high credibility and trust in personal data protection. This study can help managers and data controllers in small- and medium-sized enterprises in reflecting about the way in which people use different thinking processes for decision-making about information privacy in their organizations. Research limitations/implications: This study set out to explore how decision-making processes at the workplace relate to credibility of data practices. Focusing on the use of different types of intuition, the authors explored whether the preference for a specific decision-making style can explain the perceived credibility of data practices. The part of the workforce in the sample did not have a strict predisposition to use either intuitive or rational thinking. Practical implications: The contribution provides scholars with an overview of the field of intuition, a field that is likely to grow given the challenges of digitalization for organizations, such as shitstorms, cyberattacks and whistleblowing. Originality/value: The most well-known concepts from intuition research, e.g. the dual process theory, and practice are tested simultaneously, therewith contributing to the applied literature on domain-specific preferences for intuition and deliberation in decision-making. [ABSTRACT FROM AUTHOR]

To make good decisions, employees must manage their own intuitions and be able to anticipate decision-making in their work environment. How well this is accomplished has significant consequences for the workplace. A closer examination indicates that individuals utilize various types of intuition. People’s work context is frequently omitted from studies on the use of intuition, resulting in a literature that omits vital aspects of decision-making. To assist applicable research in the workplace, our contribution to the management literature is a comprehensive overview of intuitive decision-making types. Current psychological assessment scales constitute a mature discipline, but they frequently lack the professional applications needed in business administration and economics. Considering this, the primary objective of this article is to assemble and assess many types of intuition and combine them into a new lens for research in the theory and practice of business using a multidimensional approach. It is comprised of rational choice theory, classical intuitive decision making, emotional decisions (gut feelings), fast heuristic decisions, unconscious thought, and anticipation. The overview of several scientifically proven measuring scales produces a theoretical foundation for future empirical study in business administration and economics based on these findings. [ABSTRACT FROM AUTHOR]

Cybernetics covers many traditional disciplines, including technology, philosophy, biology, mathematics, and social sciences. So, studying and understanding cybernetics systems and their management are essential concepts in all aspects of life. But, as far as we know, a perfect and profound discussion about the topic of cybernetic systems is rare. In order to address the emerging challenges of the information society, this paper will cover recent developments in the development of cybernetic systems with particular reference to management applications. Selected articles were analyzed in 7 main groups: historical evolution of cybernetics systems, system dynamics, dialogic design science, complexity theory, artificial intelligence, cybernetics, and management optimization). In order to advance research and development, the study showed the multi- and trans-disciplinary nature of cybernetics, systems, and the management sciences. According to the findings of our analysis, most papers were released in 2007. We also found that the IEEE Journals had the largest number of published articles. It suggests that the researchers' attention to research in this field has diminished over time. Also, the results showed that cybernetics might render a conceptual-philosophical aid and a functional instrument in control and managerial planning. [ABSTRACT FROM AUTHOR]

The theme of digital trust is of the utmost importance during the digital transformation of our workplaces and society. Rapidly changing technological innovations disrupt lives and workplaces. Such a transformation influences an employee's feelings and self-esteem pertaining to their work and life. It changes the way people believe in the ability, reliability, and power of something or someone. This study suggests a new instrument for the measurement of digital trust in the workplace based on three dimensions: technology, people, and processes. We used a worldwide sample consisting of 5575 employees working in different countries and industries, employing a snowball sampling method. An online survey was used to collect data after translating items into different languages. In order to test the proposed model, the factorial structures and internal consistencies were calculated. The results showed that the 50-item questionnaire is a valid and reliable instrument for measuring the core structure of a digital trust model. Moreover, the affirmed 10 subdimensions present a constructional basis for understanding the main drivers of digital trust in the workplace. This study builds and tests a new three-dimensional model of digital trust in the workplace. Focusing on employees' trust perceptions of technologies, people, and processes in the workplace, this study presents three factors which are fundamental to answering the question of what influences employees' digital trust in the workplace. This study proposes a valid and reliable instrument for measuring digital trust in the workplace in different environments. [ABSTRACT FROM AUTHOR]