TY - JOUR A1 - Wasserman, Michael A1 - Mahmoodi, Farzad T1 - Disruptive Technologies: Should You Give Them the Green Light? JF - CSCMP’s Supply Chain Quarterly Y1 - 2017 SP - 24 EP - 29 ER - TY - CHAP A1 - Siebert, Ernestine A1 - Wasserman, Michael A1 - Fisher, Sandra T1 - Using Innovation Hubs as a Global Educational Collaboration Centers: Changing the International Education Model T2 - Proceedings 2018, Cross Cultural Business Conference, edited by M. Überwimmer, R. Füreder, M. Gaisch, and Y. Salas Y1 - 2018 SP - 159 EP - 166 PB - FH-ÖO CY - Steyr, Austria ER - TY - JOUR A1 - Nocetti, Diego A1 - Farzad Mahmoodi, A1 - Wasserman, Michael T1 - Navigational Aids for an Uncertain World JF - CSCMPs Supply Chain Quarterly Y1 - 2018 SP - 38 EP - 42 ER - TY - CHAP A1 - Wasserman, Michael A1 - Fisher, Sandra T1 - One (Lesson) for the Road? What We Know (and Don’t Know) about Mobile Learning. T2 - K. Brown (Ed.): The Cambridge Handbook of Workplace Training and Employee Development Y1 - 2017 SN - 978-1107085985 SP - 293 EP - 317 PB - Cambridge University Press CY - Cambridge ER - TY - CHAP A1 - Howardson, Garett A1 - Orvis, Karin A1 - Sandra Fisher, A1 - Wasserman, Michael T1 - The Psychology of Learner Control in Training T2 - K. Brown (Ed.): The Cambridge Handbook of Workplace Training and Employee Development Y1 - 2017 SN - 978-1107085985 SP - 98 EP - 120 PB - Cambridge University Press CY - Cambridge ER - TY - CHAP A1 - Wasserman, Michael A1 - Fisher, Sandra ED - Bissola, Rita ED - Imperatori, Barbara T1 - “Mind the Gap”: A Human Resource Management Perspective on Virtual Reality Training T2 - Proceedings of the 7th International E-HRM Conference: HRM 4.0 for Human-Centered Organizations N2 - Virtual reality (VR) is starting to realize some of its promise as a tool to improve training effectiveness. However, research on VR for training and development is limited. Existing theories and models relating to organizational training and learning are infrequently used in the VR literature. A greater understanding of why VR works in the training context would help training designers create effective programs that leverage this continuously developing technology. This paper provides a typology of VR technologies specifically relevant to HR and integrates HR training frameworks and theory into findings on VR training from these other literatures. We specifically focus on immersive VR technology and seek to better understand reasons for the effectiveness of VR technologies for both training and assessment. We review findings, integrate related streams of research, and offer guideposts for those contemplating VR implementation in four important areas: training reactions in a VR context, VR-specific learning outcomes, opportunities for assessment using VR, and the effect of VR on training transfer. We conclude the paper by identifying a VR-training agenda for HR researchers. Y1 - 2018 SP - 227 EP - 247 PB - Università Cattolica del Sacro Cuore CY - Milan, Italy ER - TY - CHAP A1 - Li, Zhan Wen A1 - Wasserman, Michael A1 - Beekman, Amy A1 - Compeau, Marc A1 - Draper, Erin T1 - What You See is Not Always What You Get: Customer Perceptions and Behaviors in the Fuzzy 'For-Benefit' Space T2 - United States Association for Small Business and Entrepreneurship Conference Proceedings Y1 - 2016 SP - IK1 EP - IK7 PB - United States Association for Small Business and Entrepreneurship ER - TY - JOUR A1 - Van Fossen, Jenna A1 - Pyram, Rachael A1 - Fisher, Sandra A1 - Wasserman, Michael T1 - The importance of representativeness as well as timeliness for studying technology: Three additional suggestions. JF - Industrial and Organizational Psychology Y1 - 2022 U6 - http://dx.doi.org/10.1017/iop.2022.53 VL - 15 IS - 3 SP - 465 EP - 468 ER - TY - JOUR A1 - Nakabuye, Zaina A1 - Mayanja, Jamiah A1 - Bimbona, Sarah A1 - Wasserman, Michael T1 - Technology orientation and export performance: the moderating role of supply chain agility JF - Modern Supply Chain Research and Applications N2 - Purpose The purpose of this paper is to investigate the relationships between technology orientations and export performance of small and medium-sized enterprises (SMEs). Design/methodology/approach A quantitative research design was adopted for this study. The paper formulates hypotheses from the literature review. These hypotheses are tested using structural equation modeling with data collected from 231 SMEs in Uganda. Data were analyzed using SPSS version 23 and AMOS. Findings The findings of this study showed technology orientation has a positive and significant relationship with the performance of Ugandan SMEs and that supply chain agility moderates technology orientation and export performance. Research limitations/implications The study discusses the findings, advances limitations and managerial implications. It also suggests future research avenues. It proposes some recommendations to help Ugandan SMEs to form flexible supply chains, use the latest technology and create strong relationship ties with their partners in the supply chain. Practical implications The study suggests that managers of Ugandan SMEs should use the latest technology in production, marketing, logistics and supply chain management which will enable them to respond quickly to customer tastes and preferences leading to higher levels of export performance. Originality/value This study contributes to the literature on strategic management showing the reliability of scales used and the confirmatory of the factor structure. This study shows that in strategic management technology, orientation is critical in increasing export performance. This study has extended the resource-based view (RBV) and dynamic capabilities theories. Y1 - 2023 U6 - http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hbz:836-opus-174624 SN - 2631-3871 VL - 5 IS - 4 SP - 230 EP - 264 ER - TY - CHAP A1 - Bumann, Melina A1 - Wasserman, Michael T1 - Engaging intentionally disconnected workers: what can HR managers in facilities with workplace personal technology bans do? T2 - Research Handbook on Human Resource Management and Disruptive Technologies. Hrsg. Tanya Bondarouk, Jeroen Meijerink N2 - An important, often overlooked group of workers that HR managers have trouble reaching are those intentionally disconnected from personal digital devices. That is, workers in manufacturing facilities, distribution centers, secure areas, or locations where employers ban workers from bringing their own devices. We explore the engagement problem for these intentionally disconnected workers. We outline a disruptive HR strategy in these work contexts. We then focus on implementation, testing a simple digital platform prototype that can serve as an entry for existing, disruptive HR management engagement tools (e.g. chatbots, HR analytics) in these settings. Our exploratory findings suggest engagement is a problem for these workers and these simple tools can be an effective strategy to help HR managers improve engagement. We conclude that simple digital solutions aimed at engaging this underserved segment of the workforce can have disruptive yet positive effects for workers, HR managers and shareholders. KW - Engagement; Distribution centers; Workplace technology bans; Information design; Disruptive strategies; Human resource management Y1 - 2024 SN - 9781802209235 U6 - http://dx.doi.org/10.4337/9781802209242.00021 SP - 152 EP - 165 PB - Edward Elgar ER -