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PurposeThe purpose of this study is to examine the tangible and intangible benefits of two enterprises resource planning (ERP) packages namely SAP and Oracle. In particular, the operational benefits (OP), managerial benefits (MB), strategic benefits (SB), information technology (IT) benefits and organizational benefits (OR) of SAP and Oracle packages are scrutinized.Design/methodology/approachA survey method was employed to elicit opinions from SAP and Oracle ERP professionals. The empirical results are analyzed using smartPLS (Version 2.0) software. The results are further compared and contrasted with that of Deloitte and O'Leary's studies.FindingsThrough this study, it seems that the tangible benefits such as procurement cost reduction (32 percent for SAP; 30 percent for Oracle), financial cycle reduction (46 percent for SAP; 48 percent for Oracle), productivity improvements (50 percent for SAP; 41 percent for Oracle), personnel reduction (43 percent for both SAP and Oracle) and IT cost reduction (35 percent for SAP; 21 percent for Oracle) percentages indicate Indian companies have achieved more ERP benefits as compared to Deloitte and O'Leary's studies.Research limitations/implicationsThree limitations were identified in this study such as adoption of the survey instrument, potential for response bias associated with targeting packages and the research instrument targeted only for manufacturing organizations. In the future, one can analyze the ERP benefits based on the ERP life cycle stages such as initiation, adoption, adaptation, acceptance, routinization and infusion. Moreover, one can investigate all the benefits mentioned in the literature of Shang and Seddon's study as this study reveals only few tangible and intangible benefits. There is also a possibility of extending the study to the benefits in terms of pre‐ and post‐ERP implementation in manufacturing systems. Finally, introducing some moderators to see the effect on ERP benefits.Practical implicationsThis paper provides new insights into the tangible and intangible benefits of SAP and Oracle ERP packages.Originality/valueNo prior study to the best of one's knowledge has been sought to explain in such benefits of SAP and Oracle ERP packages.

"This book provides broad research and applied coverage of subjects on all areas of small medium entrepreneurship and its implications in developing countries. This book aims to explore the opportunities and challenges confronting small medium enterprises in the developing countries and outline possible avenues for the growth of this sector"--Provided by publisher.

PurposeIn this study, the authors investigate the effect of big data analytics capability (BDAC) on supply chain performance (SCP) to assess the mediating effect of supply chain innovation (SCI) and the moderating effect of a data-driven culture (DDC).Design/methodology/approachThe authors collected the primary data through an online questionnaire survey from the manufacturing sector operating in Jordan. The authors used 420 samples for the final data analysis, which the authors performed via partial least squares structural equation modelling using SmartPLS 3.3.9 software.FindingsThe results indicate that BDAC has a strong relationship with SCI and SCP. SCI shows a positive relationship with SCP as well as a mediating effect on SCI. The authors confirmed that DDC moderated the relationship between SCI and SCP.Originality/valueThe authors developed a conceptual and empirical model to investigate the relationship between BDAC, SCI, DDC and SCP. The authors contributed new theoretical and managerial insights that add value to the supply chain management literature through testing the moderated-mediated model of these constructs in Jordan's manufacturing sector.

The Malaysian Government has been promoting an Internet tax filing called the e-Filing which was introduced in 2006 as part of its E-government initiative. There has been some public outcry when the government announced that beginning 2007 they will not be sending the income tax forms and that all tax payers have to submit their taxes using this new method. After deliberation, the government has announced that both the system is acceptable and will be continued in the coming year. Although the Internet tax filing is a much more convenient and economical way of tax filing, not many tax payers have used them in their tax filing in the year 2006. Thus the purpose of this paper is to profile the users and non-users of the e-Filing method. This exploratory study elicited information using a structured questionnaire from 100 respondents from Penang. The results show not much difference in terms of the demographic profile of the online and manual tax filing except that Chinese respondents formed a bigger proportion of those who filed their taxes online compared to the other races. There were no significant differences in terms of sex, age, marital status, education level, occupation, income and some Internet usage statistics. One of the main issue was the 16-digit PIN number that was needed to be obtained directly from the income tax office was one of the barriers to many respondents. E-filers had less concern in terms of the risk as compared to the manual filers. Some recommendations are forwarded for the policy makers.

PurposeThe manufacturing sector is well known for its significance in upholding the economic prosperity of many nations. However, in today's unprecedented environment, the resilience of this sector has become vulnerable to relentless catastrophic events, thus gaining a serious concern among the economies driven by this sector. Albeit the various determinants, human capital emerges as the widely accepted core factor that holds the key to proliferate organisational resilience. Therefore, the present systematic literature review seeks to intensify the understanding of the link between human capital and organisational resilience in the manufacturing context.Design/methodology/approachThis paper systematically reviews the studies converging human capital and organisational resilience in the context of manufacturing from the year 2011 to 2021 based on the PRISMA protocol. A bibliographic coupling analysis was carried out using VOSviewer software to expose the main research themes and trends concerning the relationship.FindingsThe bibliographic coupling analysis discovered links between publications to produce a framework outlining a holistic state-of-art of the literature intersecting human capital and organisational resilience. The analysis identified main research themes by clustering the prior studies into seven groups, which describe the direction of the literature.Originality/valueThis study offers a novel framework and in-depth understanding to the research community to delve into the interrelationship between human capital and organisational resilience research. Guided by the gaps in the literature, a set of outstanding avenues for the forthcoming studies are also proposed.

Employers' negative attitudes and unfounded concerns about hiring disabled workers are contributing factors to high unemployment rates among the disabled population. Employers view disabled workers are unproductive and consider as liabilities to their companies. The negative perceptions among employers explain why those persons with disabilities (PWDs) are likely not hired by companies in Malaysia although they have sufficient qualifications for the jobs offered. In particular, hiring PWDs is a missing dimension in the employment context in Malaysia. Employers are viewed to practice discrimination in developing their employment policy for those PWDs even those PWDs are significant to their companies' performance. Hence, employers' unwillingness to hire PWDs contributes to the untapped pool of labor, leading to high unemployment rates among PWDs. Within a modified theory of planned behavior (TPB) framework, this paper is aimed at validating the claim that employer attitudes towards persons with disabilities (PWDs) are significantly relevant as they can either positively or negatively influence intention to hire the Malaysians with disabilities. The TPB provides the theoretical foundation for the current study. Data were obtained using a survey which garnered the participation of 200 employers in East Malaysia. The modified TPB model was examined using partial least squares (PLS) method. The PLS is chosen because of two main reasons. Firstly, the PLS requires minimal demand on the residual distribution, measurement scales and sample size. Secondly, the PLS is easily conducted using two stages, namely, measurement model and structural analysis. Using PLS, the current study finds that all constructs' items are valid, reliable and suitable in the current context. At the structural level, this study discovers significant effects of subjective norm and perceived behavioral control on attitudes. Attitudes, in turn, influence intention to hire. Our results suggest that the TPB constructs are adequate to explain the hiring Malaysians with disabilities in the context of Malaysia. Notably, attitudes mediate the relationships between the independent variables (i.e., subjective norm and perceived behavioral control) and the dependent variable (i.e., intention to hire). Considering attitudes as a mediator in the current context provides further refinement to the TPB. In all, the results indicate that all the hypothesized relationship in the core model was confirmed. The results provide valuable insights, which may help, increase PWDs' employment by addressing negative managerial attitudes towards PWDs. This study offers guidelines on the formation of pro-hiring attitudes towards PWDs and the significance of subjective norm as an attitude-shaping mechanism.

Purpose
– The high unemployment rates among persons with disabilities (PWDs) is nothing new. Many people fail to recognize that the disabled population is a significant but largely untapped source of human resources. Prejudices and misconceptions about PWDs' ability to perform and compete in the open market are likely to be the cause. While the topic of PWDs' employment has been substantially studied, no known research has explored the applicability of the theory of planned behavior (TPB) in the context of hiring PWDs. In addressing the research gap, this paper details a preliminary study which examined the influence of attitude, subjective norm, and perceived behavioral control on managerial intention to hire Malaysians with disabilities. The paper aims to discuss these issues.


Design/methodology/approach
– Data were obtained via a survey on 200 employers representing private organizations in East Malaysia. To examine the hypothesized linkages within the TPB framework, the authors conducted PLS analysis. The authors also examined the measurement model using PLS.


Findings
– The results of the PLS analysis indicated that subjective norm and perceived behavioral control significantly predicted managerial intention to hire Malaysians with disabilities. Contrary to expectations, the data did not provide support for the influence of attitude toward hiring decisions for PWDs.


Research limitations/implications
– Given the research approach, generalizing the findings must be done with caution. Longitudinal studies may provide further support to the results. Future studies can extend the TPB framework by examining other variables such as attributes of Malaysians with disabilities or those of hiring managers. Hiring behavior can also be included in the model to confirm if behavioral intention of hiring will evidently result in actual hiring of Malaysians with disabilities.


Practical implications
– This study found the TPB to have a predictive power in the area of hiring PWDs. Results obtained can serve as a basis for future works in this area. The study also offers implications for the development of public and organizational policies that can better promote and manage the careers of Malaysians with disabilities.


Social implications
– An enhanced knowledge about the factors which can influence managerial intention to hire Malaysians with disabilities will help increase the employment of Malaysians with disabilities.


Originality/value
– This study is a pioneering attempt to explore the applicability of the TPB within the domain of managerial intention to hire Malaysians with disabilities. The use of PLS in disability studies is also noteworthy.

Background: There is a belief that academics tend to hold on tightly to their knowledge and intellectual resources. However, not much effort has been put into the creation of a valid and reliable instrument to measure knowledge sharing behavior among the academics. Objectives: To apply and validate the Knowledge Sharing Behavior Scale (KSBS) as a measure of knowledge sharing behavior within the academic community. Subjects: Respondents ( N = 447) were academics from arts and science streams in 10 local, public universities in Malaysia. Measures: Data were collected using the 28-item KSBS that assessed four dimensions of knowledge sharing behavior namely written contributions, organizational communications, personal interactions, and communities of practice. Results: The exploratory factor analysis showed that the items loaded on the dimension constructs that they were supposed to represent, thus proving construct validity. A within-factor analysis revealed that each set of items representing their intended dimension loaded on only one construct, therefore establishing convergent validity. All four dimensions were not perfectly correlated with each other or organizational citizenship behavior, thereby proving discriminant validity. However, all four dimensions correlated with organizational commitment, thus confirming predictive validity. Furthermore, all four factors correlated with both tacit and explicit sharing, which confirmed their concurrent validity. All measures also possessed sufficient reliability (α > .70). Conclusion: The KSBS is a valid and reliable instrument that can be used to formally assess the types of knowledge artifacts residing among academics and the degree of knowledge sharing in relation to those artifacts.