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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]

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]

The use of technology in the workplace augments business operations. It imparts effective customer relations and generally improves business performance. This paper aims to describe technology integration in the workplace. Specifically, it presents the prevalence of technology in the workplace regarding internet connectivity and internet satisfaction, digital platforms implemented, and means of communication used. This paper also presents the significant relationships between technology integration and continent, country's income level, company type, company form, and company size. A total of 5,379 responses were analysed from 36 countries. The Marcial-Launer Digital Trust in the Workplace questionnaire was used. Results show that Wi-Fi is the most utilized connection in all continents. Internet satisfaction yields an overall mean of 3.13. Social networking sites are the most utilized digital platform in the world. Continent, income-level, company type, and company size are significantly related to internet satisfaction, utilization of digital platforms, and means of communication. It is concluded that technology integration varies in different parts of the world, affected by many interrelated factors in the country, the workplace, and the employee. [ABSTRACT FROM AUTHOR]

The Internet is a powerful platform in the workplace. However, when abused, it is a place that destroys everyone. This paper presents how society is practicing netizenship responsibility. Specifically, it measures trust towards the Internet and social media as perceived by the employees. It also describes predictors that affect confidence level on the Internet and social media trust. A total of 5146 were analyzed from 36 countries. An online survey questionnaire was used utilizing the Marcial-Launer Digital Trust in the Workplace Questionnaire. Results show that the overall mean of the agreement level on Internet trust is moderate (x̅ = 2.59). It also shows that age, gender, continent, innovation index, income level, social technologic ladder, internet satisfaction, job position, company form, company role, and company size were significant predictors of Internet trust. It is concluded that citizens have reasonable confidence that society is doing responsible citizenship. There is a need to establish an ecosystem that can be digitally trusted. [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]