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| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | Sora Yoon | - |
| dc.contributor.author | DOMFEH HENRY AMEYAW | - |
| dc.date.issued | 2024-02 | - |
| dc.identifier.other | 33427 | - |
| dc.identifier.uri | https://aurora.ajou.ac.kr/handle/2018.oak/38813 | - |
| dc.description | 학위논문(박사)--경영학과,2024. 2 | - |
| dc.description.abstract | Citizen developers play a significant and increasingly vital role in the digital landscape. Low-code/no-code platforms have revolutionized software development in organizations by allowing non-technical citizen developers to participate in the process. The first study explores the impact of three low-code/no-code platform features (i.e., interactivity, scalability and functional suitability) on Korean citizen developer behavioral engagement and organizational citizenship behavior (OCB). Study 1 applied assumptions of the social exchange theory. A mixed-methods sequential explanatory design consisting of an online survey of 206 citizen developers, and personal interviews of 7 expert citizen developers was utilized. The study investigated the direct effect of these low-code/no-code platform features on behavioral engagement, the mediating effect of behavioral engagement in the relationship between these platform features and OCB, the impact of behavioral engagement on OCB, and the moderating role of platform control in the relationship between interactivity and behavioral engagement. SmartPLS 4 and SPSS were used for data analysis. All the platform features were found to positively influence behavioral engagement except interactivity. Likewise, behavioral engagement mediated the relationship between these platform features and OCB except interactivity. Additionally, behavioral engagement positively influenced OCB, and platform control moderated the relationship between interactivity and behavioral engagement. _x000D_ <br>The second study examined the impact of high involvement human resource management (HRM) practices (i.e., empowerment, competence development, information sharing, fair rewards, and recognition) on organizational citizenship behavior (OCB) among citizen developers through affective commitment. The study further investigated self-efficacy’s moderating role in the relationship between these high involvement HRM (HIHRM) practices and affective commitment. Study 2 also applied assumptions of the social exchange theory. Data was collected from 300 citizen developers in the United States through an online survey and used SmartPLS 4 and SPSS for data analysis. The study found that all the HIHRM practices positively influenced affective commitment. Likewise, affective commitment mediated the relationship between HIHRM practices and OCB. Additionally, self-efficacy positively moderated the relationship between empowerment and affective commitment. Moreover, self-efficacy negatively moderated the relationship between recognition and affective commitment. The theoretical and practical implications of both studies are discussed._x000D_ | - |
| dc.description.tableofcontents | _x000D_ <br>1. Introduction 1_x000D_ <br> 1.1. Overview 1_x000D_ <br> 1.2. Overall Scope of the Thesis 4_x000D_ <br>_x000D_ <br>2. Study 1: The effect of low-code/no-code platform features on organizational citizenship behavior of citizen developers: a mixed-methods approach 7_x000D_ <br> 2.1. Introduction of Study 1 7_x000D_ <br> 2.2. Literature Review and Theoretical Background 9_x000D_ <br> 2.2.1. Behavioral Engagement 9_x000D_ <br> 2.2.2. Organizational Citizenship Behavior 10_x000D_ <br> 2.2.3. Mixed-Methods Approach 11_x000D_ <br> 2.2.4. Citizen Developers and the Use of Low-code/No-Code Platforms in Korea 14_x000D_ <br> 2.2.5. Social Exchange Theory 15_x000D_ <br> 2.3. Research Model and Hypotheses Development 16_x000D_ <br> 2.3.1. Research Model of Study 1 16_x000D_ <br> 2.3.2. Hypotheses Development 17_x000D_ <br> 2.3.2.1. Platform Interactivity and Behavioral Engagement 17_x000D_ <br> 2.3.2.2. Platform Scalability and Behavioral Engagement 18_x000D_ <br> 2.3.2.3. Platform Functional Suitability and Behavioral Engagement 19_x000D_ <br> 2.3.2.4. Behavioral Engagement Organizational Citizenship Behavior 20_x000D_ <br> 2.3.2.5. Mediation Role of Behavioral Engagement 20_x000D_ <br> 2.3.2.6. Moderation Role of Platform Control 22_x000D_ <br> 2.4. Research Methodology 23_x000D_ <br> 2.4.1. Research Design 23_x000D_ <br> 2.4.2. Data Collection and Analysis Method 23_x000D_ <br> 2.4.3. Questionnaire Composition 24_x000D_ <br> 2.5. Research Results 25_x000D_ <br> 2.5.1. Sample Characteristics 25_x000D_ <br> 2.5.2. Measurement Model Assessment 28_x000D_ <br> 2.5.2.1. Convergent Validity 28_x000D_ <br> 2.5.2.2. Discriminant Validity 28_x000D_ <br> 2.5.2.3. Common Method Bias 28_x000D_ <br> 2.5.3. Structural Model Assessment 30_x000D_ <br> 2.5.3.1. Direct Relations 31_x000D_ <br> 2.5.3.2. Specific Indirect Relations 32_x000D_ <br> 2.5.3.3. Moderating Effects 33_x000D_ <br> 2.6. Expert Citizen Developer Interviews 34_x000D_ <br> 2.7. Discussion and Conclusion 36_x000D_ <br> 2.7.1. Discussion 36_x000D_ <br> 2.7.2. Implications 39_x000D_ <br> 2.7.2.1. Theoretical Implications 39_x000D_ <br> 2.7.2.2. Practical Implications 40_x000D_ <br> 2.7.3. Limitations and Suggestions for Future Research 41_x000D_ <br> 2.7.4. Conclusion 42_x000D_ <br>_x000D_ <br>3. Study 2: High involvement human resources management practices and organizational citizenship behavior: the role of affective commitment and self-efficacy 43_x000D_ <br> 3.1. Introduction of Study 2 43_x000D_ <br> 3.2. Literature Review and Theoretical Background 45_x000D_ <br> 3.2.1. High Involvement Human Resource Management Practices 45_x000D_ <br> 3.2.2. Affective Commitment 46_x000D_ <br> 3.2.3. Quantitative Research (Survey) Approach 47_x000D_ <br> 3.2.4. Social Exchange Theory 49_x000D_ <br> 3.3. Research Model and Hypotheses Development 50_x000D_ <br> 3.3.1. Research Model of Study 2 50_x000D_ <br> 3.3.2. Hypotheses Development 51_x000D_ <br> 3.3.2.1. Empowerment and Affective Commitment 51_x000D_ <br> 3.3.2.2. Competence Development and Affective Commitment 52_x000D_ <br> 3.3.2.3. Information Sharing and Affective Commitment 53_x000D_ <br> 3.3.2.4. Fair Rewards and Affective Commitment 54_x000D_ <br> 3.3.2.5. Recognition and Affective Commitment 55_x000D_ <br> 3.3.2.6. Affective Commitment and Organizational Citizenship Behavior 56_x000D_ <br> 3.3.2.7. Mediation Role of Affective Commitment 57_x000D_ <br> 3.3.2.8. Moderation Role of Self-efficacy 58_x000D_ <br> 3.4. Research Methodology 60_x000D_ <br> 3.4.1. Data Collection and Analysis Method 60_x000D_ <br> 3.4.2. Questionnaire Composition 61_x000D_ <br> 3.5. Research Results 62_x000D_ <br> 3.5.1. Sample characteristics 62_x000D_ <br> 3.5.2. Measurement Model Assessment 64_x000D_ <br> 3.5.2.1. Convergent Validity 64_x000D_ <br> 3.5.2.2. Discriminant Validity 65_x000D_ <br> 3.5.2.3. Common Method Bias 65_x000D_ <br> 3.5.3. Structural Model Assessment 66_x000D_ <br> 3.5.3.1. Direct Relations 68_x000D_ <br> 3.5.3.2. Specific Indirect Relations 69_x000D_ <br> 3.5.3.3. Moderating Effects 70_x000D_ <br> 3.6. Discussion and Conclusion 72_x000D_ <br> 3.6.1. Discussion 72_x000D_ <br> 3.6.2. Implications 77_x000D_ <br> 3.6.2.1. Theoretical Implications 77_x000D_ <br> 3.6.2.2. Practical Implications 79_x000D_ <br> 3.6.3. Limitations and Suggestions for Future Research 80_x000D_ <br> 3.6.4. Conclusion 81_x000D_ <br>References 82_x000D_ <br>Appendix 110_x000D_ <br>_x000D_ | - |
| dc.language.iso | eng | - |
| dc.publisher | The Graduate School, Ajou University | - |
| dc.rights | 아주대학교 논문은 저작권에 의해 보호받습니다. | - |
| dc.title | Empirical Analysis of Citizen Developers’ Organizational Citizenship Behavior: A Social Exchange Perspective | - |
| dc.type | Thesis | - |
| dc.contributor.affiliation | 아주대학교 대학원 | - |
| dc.contributor.department | 일반대학원 경영학과 | - |
| dc.date.awarded | 2024-02 | - |
| dc.description.degree | Doctor | - |
| dc.identifier.url | https://dcoll.ajou.ac.kr/dcollection/common/orgView/000000033427 | - |
| dc.subject.keyword | Low-code/no-code platforms | - |
| dc.subject.keyword | interactivity | - |
| dc.subject.keyword | scalability | - |
| dc.subject.keyword | functional suitability | - |
| dc.subject.keyword | control | - |
| dc.subject.keyword | behavioral engagement | - |
| dc.subject.keyword | high involvement human resource management practices | - |
| dc.subject.keyword | affective commitment | - |
| dc.subject.keyword | self-efficacy | - |
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