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Table of Contents 1.0 TITLE ................................................................................................................................... 1 2.0 INTRODUCTION ............................................................................................................... 1 2.1 Problem Statement ........................................................................................................... 2 2.2 Problem Justification ....................................................................................................... 2 2.3 Objectives ........................................................................................................................ 3 2.4 Significance of the Research ............................................................................................ 3 3.0 PRELIMINARY LITERATURE REVIEW ........................................................................ 4 3.1 Informational Communication Technology Adaptation .................................................. 4 3.2 Job Satisfaction ................................................................................................................ 5 3.3 Relationship between ICT Adaptation and Job Satisfaction............................................ 5 3.4 Conceptual frame work .................................................................................................... 8 3.5 Operationalization of variables ........................................................................................ 9 3.5.1 ICT Adaptation ......................................................................................................... 9 3.5.2 Job satisfaction ........................................................................................................ 11 3.6 Hypothesis...................................................................................................................... 13 4.0 DATA REQUIRED AND METHODS OF DATA COLLECTION ................................. 14 4.1 Unit of Analysis ............................................................................................................. 14 4.1.1 Population ............................................................................................................... 14 4.1.2 Sample..................................................................................................................... 14 4.2 Data Analysis Methods .................................................................................................. 15 4.3 Primary Data .................................................................................................................. 15 4.4 Secondary Data .............................................................................................................. 15 5.0 CONCLUSION .................................................................................................................. 16 6.0 REFERENCES .................................................................................................................. 17
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1.0 TITLE Impact of Information Communication Technology adaptation level on employee job satisfaction in the food and beverage industry
2.0 INTRODUCTION
Employees can be considered as a precious resource to the business, and the success of any company is directly linked with the satisfaction of the employees who embody that company. The business world is continuously changing due to the advances and developments in technology. Innovations in technology can change the way business activities are performed. Information Technology (IT) has played an important role in business since the 1950s and the use of technology to reduce costs, improve operations, enhance customer service, and improve communications has progressed rapidly over the past four decades (Peslak, 2005). The Food and Beverage industry in Sri Lanka has experienced growth during the boom that occurred in the last few years. In the context of job satisfaction in Sri Lanka, the effects of employee satisfaction has on an organization’s are various. The introduction of IT has improved the productivity of Food and Beverage industry and IT has become vital to the Food and Beverage business. (Samarajeewa, 2012) Therefore, the objective of the study is to investigate the relationship between IT adoption and job satisfaction of employees working in Food and Beverage industry in Sri Lanka. IT adoption and job satisfaction have been tapped by many researchers within the various industries and from different perspectives. (Refer Table 1 in page 6) Although there is no proper research has been carried out in Sri Lankan Food and Beverages industry (empirical gap), Food and Beverage industry remain as one of the most information dependent industries that have to adopt new technological applications to survive in competitive business environments and achieve competitive advantage. Further studies have suggested that IT implementation is not just a technical enhancement but it involves the employee satisfaction. The purpose of this study is to identify the relationship between ICT adaptation level and the job satisfaction in the Food and Beverage industry. At the same time this study will be identify challenges and barriers to implement ICT to build up a relationship between
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employee job satisfaction in the Food and Beverage industry. This study will examine and provide information to the companies which are in Food and Beverage industry who are seeking to implement ICT to business. This report also provides a clear idea to understand the relationship between Information Technology adaptation and the employee job satisfaction in the Food and Beverages industry in Sri Lanka.
2.1 Problem Statement
Whether there is a relationship between Information Communication Technology and Job Satisfaction in the food and beverage industry Sri Lanka.
2.2 Problem Justification Companies are increasingly using advanced technology in the means of business process. Day by day innovation, improvements in latest technologies are introducing to the world. The competition in the market is high. More and more companies are adapting the latest technology improve their business performance. Employee adaptation to those latest technologies is critical to improve organisational performances alone with employee job satisfaction. Therefore use of information technology to the improve employee satisfaction is a critical issue in the current context. New methods and technologies in information technology have been eventually introduced to the business environment. An effective company would implement methods and techniques as to use different information technology to increase employee’s job satisfaction in order to promote performances in the organization. Sri Lanka is always far behind in technology when compared with India and China. Also the adaption of information technology is varies among organisation’s culture. At the same time there can be variations among employees in adapting to the newest technology. Therefore it is important to identify the factors and challenges affecting to the adaptation level of Information Communication Technology of the organisations. The Food and Beverage industry in Sri Lanka has experienced rapid growth during last few years. (Samarajeewa, 2012) With this rapid growth, companies which exist within the industry are currently exploiting each and every option to improve effectiveness and efficiency in their organisational operations. 2 Kushan Rathnayaka
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Adaptation of newest ICT is one of widely used option implemented by those companies. Moreover with relate to ICT adaptation, there is no proper research has been carried out in Sri Lankan Food and Beverages industry (empirical gap).Therefore it is important to evaluate the outcomes of the ICT adaptation such as job satisfaction in this industry. Since the Information Communication Technology and the job satisfaction are two keys for organisational success, it is important to find out the relationship between these two variables when Information Communication Technology is used as a part of their job in work place.
2.3 Objectives
Find out the IT adaptation level of the employees who are engaged in the ICT activities in Food and Beverage industry.
Find out the job satisfaction of the employees who are engaged in the ICT activities in Food and Beverage industry.
Find out the ways in which ICT has helped to improve job satisfaction.
2.4 Significance of the Research The eventual findings of this study will help to get a proper understanding on the possibility of applying ICT in order to improve technology in the working experience and improve job satisfaction. Initially the organizations would be beneficial by selecting the best way of utilizing the ICT, in order to get the best outcome through job satisfied employees. Further this study will benefit the employees by improving their skills and abilities on the learning the use of new technologies. Thus finally the government will benefit by emphasizing the essence of improving usage of ICT in every organization in order to improve the productivity and businesses outcome in the nation. Employee problems can be solved to a certain extent by promoting a happy and productive working environment by improving job satisfaction. The maximum use of employee skills, abilities and knowledge through improved ICT would benefit all three parties; employees, organizations and government. 3 Kushan Rathnayaka
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3.0 PRELIMINARY LITERATURE REVIEW 3.1 Informational Communication Technology Adaptation Information Communication Technology (ICT) refers to telecommunication technologies that provide access to wide information. This includes communication technologies such as internet, mobile devices, wireless networks and other communication mediums. In today’s context, information communication technology is viewed as an essential element in enhancing business performances worldwide. This has coursed to spread information communication
technologies
across
different
industries.
Therefore
information
communication technology (ICT) adaptation becomes a crucial factor for any organisation which deals with global competition. There are many theories and models used to explain information communication technology (ICT) adaptation in individual and organisational level. Some of the major theories include Technology Acceptance Model (TAM), Unfilled Theory of Acceptance and Use of Technology (UTAUT), Theory of Planned Behaviour (TPB), Technology-OrganisationEnvironment (TOE) framework and Diffusion of Innovation (DOI) theory. Technology Acceptance Model (TAM) basically explains the user behaviour of information communication technology. (Legris, Ingham, & Collerette, 2003), Unfilled theory of acceptance and use of technology (UTAUT) is mainly formulated to elucidate user intentions to use an information system while focusing on four key constructs. Those are performance expectancy, social influence, effort expectancy and facilitating conditions. (Garfield,Monica J., 2005) Theory of planned behaviour (TPB) mainly focuses to build link between attitude and the behaviour of human. This has been applied to various field such as ICT, advertising, public relation, health care, etc. (Oliveira & Martins, 2005) TOE framework mainly identifies three organisational contextual aspects, which highly influence to the process of adaptation of technological innovations. Those three aspects include technology context, organisational context and environmental context. (Oliveira & Martins, 2005) DOI theory is one of the major theories used by many researchers to evaluate informational communication technology adaptation and its impacts. DOI is a theory of how, why and at what rate new ideas and technology are spread across cultures and its impacts. (Oliveira & Martins, 2005)
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3.2 Job Satisfaction
Job satisfaction is one of the crucial factors for organisational success that leads to employee’s initiative and enthusiasm. Dissatisfied workforce of an organisation can lead to a high level of absenteeism and unnecessary turnover.(Worrell, T.G.2004) According to Engleza (2007) Job satisfaction is a major factor to create positive work approach, such as creative, innovative, flexible and loyal. Satisfied employees are highly motivated and committed to achieve performance level while reaching personal goals. This enhances the organisational productivity. There are numerous theories and models use by various researchers to explain job satisfaction. Out of all these theories we can identify three major conceptual frameworks which seem to be more prominent in the literature. Those include Content Theory, Process Theory and Situational theory. Content Theory is a conceptual framework which suggests employee satisfaction as a result of self actualisation and achievement of need for growth by the individual’s job. Process Theory is a conceptual framework which attempt to explain job satisfaction by looking at how well the job meets one’s expectations and values. Situational Theory explains the job satisfaction by combining personal characteristics with organisational characteristics. Moreover job characteristic model is one of the main models many researchers widely used to explain how the particular job characteristics affect the job outcomes which include job satisfaction. (Locke, E. 2002)
3.3 Relationship between ICT Adaptation and Job Satisfaction Many researchers have tapped different perspectives of the impact of employee job satisfaction in the adaptation of ICT within various industries such as IT, Construction, etc. (Refer Table 1 in page 6) According to many studies understanding the importance of ICT adaptation on individual performance and organizational productivity is a critical factor in the current commercial world. (Ahmad et al, 1995)
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Following Table summarizes previous studies on IT adoption and job satisfaction in various countries of the world. Author(s)
Country
Korunka and Vitouch (1999)
Vienna
James Danziger Debora Dunkle (2007)
United States
Lim et al. (2002)
Malaysia
Ruthankoon and Ogunlana (2003)
Thailand
Rivard et al. (2004)
Canada
Research Problem
Research Findings
The effects on staff of the implementation of IT, were investigated in ten companies in Vienna using a longitudinal design.
Results suggested that negative effects of IT implementations must be expected if such advancements do not include the enhancement of employee qualifications, which in turn contributes to job satisfaction. Increasingly computerdependent work, there is possible negative influences on generalized job satisfaction. • Respondents have accessibility to the Internet; comparable to countries such as US. • The main use of the Internet is for emails and information search • Provision relevant parties in the industry should look into sufficient infrastructure and IT skills training to enable the workers in this industry to fully utilize the potential of Internet • It was concluded that Herzberg’s theory was not entirely applicable in the Thai construction setting. Some factors should receive attention if employees were to be motivated effectively • The following technologies were demonstrated: 3D CAD; custom Web sites; commercial Web
The determinants of job satisfaction of U.S. workers who use Computers on a regular basis. A survey was conducted to measure the actual level of Internet usage and to find the perceived benefits and disadvantaged experienced by the users in the Malaysian construction industry.
This study tested the two-factor theory on Thai construction engineers and foremen following Herzberg’s interviewing procedure and compared the results to Herzberg’s. Eleven case studies were gathered from across Canada to define an initial compendium of best
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practice in the use of IT in the Canadian construction industry.
Goh (2005)
Singapore
El-Mashaleh et al. (2006)
United States
This paper investigated the levels of general adoption of IT in the construction industry
This paper examined the impact of IT on construction firm performance based on data collected from 74 construction firms
portals; and in-house software development. • The industry could achieve substantial benefits from the adoption of IT if it would have been more widespread. • To avoid the “technology for the sake of technology” trap • To develop standards, integrated databases and interactive applications • Business strategy must support investments in information systems • To focus on people, their IT needs and ability to manage change • Analysis provided empirical evidence that IT was positively associated with firm performance, schedule performance, and cost performance. • No relationship was found between IT use and customer satisfaction, safety performance, and profitability
Table 1
Eichmann. et al (2002) discussed in their report the development and diffusion of computerrelated information and communication technologies has had an enormous impact on the organization of business and employment relationships. Not only have global business contacts increased in numbers and size to a large extent, but also completely new kinds of work arrangements have developed, consisting of virtual co-operation between spatially dispersed co-workers and company departments.
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As Food & Beverage industry being one of the most information-dependent industries, (Samarajeewa, 2012) to adopt new technological applications to survive in business environments and also to achieve competitive advantage among the competitors such as Packaging, Preservations, Stock management and etc.
Further studies suggest that IT
implementation is not just a technical enhancement but a managerial decision that involves re-engineering of organizational functions and operations. (Attar & Sweiss2010)
3.4 Conceptual frame work
ICT Adaptation IT Level of Use Role of IT in the
Job Satisfaction
Company IT Training and Knowledge Gender Age Independent Variable
Dependent Variable Chart 1
For the purpose of this research aforementioned conceptual model will be used with relate to ICT adaptation and Job satisfaction. In this framework ICT adaptation will take as an independent variable which represents the degree of ICT implemented and used in an organisational context. Job satisfaction will be taken as a dependent variable which defines positive behaviour of employees as a result of fulfilment of job values. Correlation between these two variables will be tested through the research.
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3.5 Operationalization of variables 3.5.1 ICT Adaptation
Many authors have defined ICT adaptation in various ways within diverse theories and models. According to Everett Rogers (1995) Diffusion of Innovation Theory, ICT adaptation can be defined as the rate at which new ideas and technologies are spread through cultures operated at the individual and firm level. Moreover, ICT diffusion framework has defined ICT adaptation as the various level of individual adaptation to classes of technology. (Fichman, 1997) In this definition classes of technology refers to two major types of technologies. Type one technologies are those which require lack of user interdependencies and lack of a substantial knowledge, such as single user hardware (personal computers, laptops, portable terminals) and software (spread sheet, word processing). Type two technologies are those with high knowledge barriers such as stand-alone
CAD,
structured
systems
analysis
or
those
with
significant
user
interdependencies such as E-mail, voice mail or both such as MRP, CAD/CAM. According to Technology Acceptance Model, ICT adaptation is defined as the result of individual beliefs of perceived usefulness and perceived ease of use. (Long Li, 2002) Perceived usefulness is defined as the degree to which a person believes that using a particular system would enhance his or her job performance. Perceived ease of use is defined as the degree to which a person believes that using a particular system would be free of effort. (Long Li, 2002)
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3.5.1.1 Level of Usage of IT
Level of usage of IT define as to what extend IT tools are used in the organisational context. Such as technologies which require lack of user interdependencies and lack of a substantial knowledge, such as single user hardware (personal computers, laptops, portable terminals) and software (spread sheet, word processing) and technologies which need high degree of knowledge and practices such as structured systems analysis, voice mail, MRP, CAD/CAM. This can be measured from the level of use of aforementioned IT tools such as single user hardware and tools which require greater degree of knowledge and practice. 3.5.1.2 Role of IT in the Company
Role of IT in the company refers to the role that IT plays in moderating the relationship between organizational characteristics including structure, learning, culture, inter organizational relationships, most strategic outcomes, organizational efficiency and innovation. This can be measured from the facts such as types of employees who can access the company IT facilities (network and applications), how applications and services delivered, how many IT platforms company uses (Windows, Linux, Android, etc), security measures used to protect data and other information and; legal concerns with use of IT access in the company. 3.5.1.3 IT Training and Knowledge
IT training and knowledge refers to how a particular company provides essential knowledge and practices through proper IT training to its staff. Many researchers have found that proper ICT training and knowledge will reduce the computer anxiety and improve workers ICT utilization with productivity. (Olatoye. R., 2011) This can be measured from the facts such as IT training programme periods, how often IT trainings are conducted, criteria used to introduce new IT tools, IT performance evaluation criteria of organisations.
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3.5.1.4 Gender and Age of IT practitioners
According to Dyer (2005), Demographic characteristics become one key factor which influence employee behaviour and outcomes. Gender and Age are two main factors of demographic characteristics. In an individual level, adaptation to IT is differing from one person to another and it’s highly influenced by employee behaviours. (Oliveira & Martins, 2005) Therefore gender and age can be viewed as key factors which influence IT adaptation. Thus in the process of finding the relationship between IT adaptation and job satisfaction of employees in Food and Beverage industry; gender and age become one of key factors which need to mainly consider on. 3.5.2 Job satisfaction
Job satisfaction is one major area, where various theories and indicators have been developed to explain what makes people satisfied with their job. When review literature of job satisfaction, it can be identified that there is no general agreement on the definition or the determinants of job satisfaction. According to Staples & Higgins (1998), job satisfaction can be viewed as the outcome of some factors or as the cause of some consequences, such as labour market mobility, job performance, absenteeism and general life satisfaction. According to Danish & Usman (2010), “job satisfaction can be defined as an enjoyable and emotional state resulting from the evaluation of one’s job or job experiences.” the employee feels fulfilment and pride in achieving the business’s goals. Job satisfaction occurs when someone feels he/she has proficiency, value, and is worthy of recognition (Garcez, 2006). Job satisfaction is a measure of how happy workers are with their jobs and work environment. Keeping morale high among workers is of fabulous benefit to any company, as content workers will be more likely to produce more results, take fewer days off, and remain loyal to the company.
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3.5.2.1 Measurement of Job Satisfaction
In the literature, widely used survey instrument to measure job satisfaction include job satisfaction survey (JSS), the job descriptive index (JDI) and the Minnesota satisfaction questionnaire (MSQ). (Worrell.T.G, 2004) Job satisfaction survey (JSS) was developed to assess employee attitudes about the job and aspects of job. This includes 36 item questionnaire that targets nine separate facets of job satisfaction. Those facets include pay, promotion, contingent rewards, communication, benefits, supervision, operating procedures, co-workers, and nature of work. (Worrell.T.G, 2004)
Job descriptive index (JDI) was developed with use of 90-item scale which was designed to measure employees' satisfaction with their jobs based on five important aspects of job satisfaction which are present job, opportunities for promotion, present pay, supervision, and co-workers. (Worrell.T.G, 2004) Minnesota satisfaction questionnaire (MSQ) is a widely used instrument to evaluate job satisfaction. The MSQ is designed to measure specific aspects of an employee's satisfaction with his or her job, and it provides more information on the rewarding aspects of a job than more general measures of job satisfaction. (Worrell.T.G, 2004) In order to prove the relationship between aforementioned two variables statistically; this study will use Minnesota satisfaction questionnaire (MSQ) as the measurement tool to evaluate job satisfaction.
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3.6 Hypothesis Following five hypotheses will use to analyse the relationship between independent and dependent variables in this research. Hypothesis H1
Ho1 – There is no statistically significant relationship between Level of Usage of IT and the Job Satisfaction Ha1 – There is a statistically significant relationship between Level of Usage of IT and the Job Satisfaction Ho2 – There is no statistically significant relationship between Role of IT in
H2
the Company and the Job Satisfaction Ha2 – There is a statistically significant relationship between Role of IT in the Company and the Job Satisfaction Ho3 – There is no statistically significant relationship between IT Training &
H3
Knowledge and the Job Satisfaction Ha3 – There is a statistically significant relationship between IT Training & Knowledge and the Job Satisfaction Ho4 – There is no statistically significant relationship between Gender of IT
H4
practitioners and the Job Satisfaction Ha4 – There is a statistically significant relationship between Gender of IT practitioners and the Job Satisfaction Ho5 – There is no statistically significant relationship between Age of IT
H5
practitioners and the Job Satisfaction Ha5 – There is a statistically significant relationship between Age of IT practitioners and the Job Satisfaction
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4.0 DATA REQUIRED AND METHODS OF DATA COLLECTION 4.1 Unit of Analysis 4.1.1 Population
The research will clutch to identify the factors affecting employee job satisfaction through the use of Information Communication Technology in Food and Beverage Industry in Sri Lanka. Therefore the population of the study will be Sri Lankan listed companies in Food and Beverage industry. According to the Colombo stock exchange official web site and its publications; presently there are many numbers of companies representing various business sectors. Practically it is impossible to investigate every listed company under those sectors and derive the necessary information to the study. Therefore an unbiased representative sample will be identified and sample will be studied in-depth. 4.1.2 Sample
In the study, clustered stratified random sampling method will be used to identify the sample size. There are 18 companies listed under Food and Beverages sector in the Colombo Stock Exchange. From those 18 companies, 13 companies are listed as the most valuable brands. All companies in the industry are heterogeneous and department functions of those companies mostly consist of homogeneous characteristic. Therefore within those 13 companies (most valuable brands), 10 companies will be select by using clustered stratified random sampling method. In those 10 companies; four employees will be selected from each Human Resource Department, Production Department, Marketing Department and Finance Department. Therefore the total sample of the study will be 40 (4*10) employees.
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4.2 Data Analysis Methods
The Pearson correlation matrix will use to indicate the direction, strength and significance of the bi-variate relationships of all the variables in the study and further multiple regression analysis will use to test the hypothesis. All data will be analysed by using SPSS software.
4.3 Primary Data The study is mainly concerned with the relationship between ICT adaptation and job satisfaction. Therefore the research will use structured questionnaire as the primary data. The questionnaire will develop by adapting the IT Barometer Survey (IT Barometer SurveyDenmark, 2001) and Minnesota Satisfaction Questionnaire (MSQ) (Worrell, T.G,2004 ).
4.4 Secondary Data Published data such as research articles, journal articles, and annual reports of selected organizations, relevant websites, books, newspapers and magazines will be used throughout this study.
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5.0 CONCLUSION
The purpose of this report is to identify the Impact of the Information Communication Technology adaptation level on the employee job satisfaction. This study mainly focuses on food and beverage sectors. The conceptual framework provided the relationship between the ICT adaptation and the job satisfaction. IT level of use, role of IT in the company, IT training and knowledge, gender and age were identified as the major factors which affect to ICT adaptation. The hypothesis has built based on the conceptual frame work and it will be tested in future to find whether there is a relationship between independent variables and dependent variable. The population of this study was companies listed under food and beverage sector in Colombo Stock Exchange. The clustered stratified random sampling method was used to determine the sample of this study. Structured questionnaire is planned to be given for the employee’s in Human Resource Department, Production Department, Marketing Department and Finance Department of selected sample. The questionnaire will be prepared to cover the all variables in the conceptual framework. Secondary data is collected from research articles, journal articles, books, annual reports of the selected organizations, websites etc. The literature review has identified several theories; models and measurements related to core research areas. This study would be beneficial for the top management, HR managers, operational level employees, technology providers and finally economy as a whole.
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6.0 REFERENCES Ahmad I.U., Russell J.S. and Abou-Zeid A. (1995). Information Technology (IT) and integration in the construction industry. Construction Management and Economics, Vol. 13, No. 2, 163 – 171. Attar G, Sweiss R (2010) The relationship between information technology adoption and job satisfaction in contracting companies in Jordan, ITcon Vol. 15, pg. 44-63, [Online]. Available from: http://www.itcon.org Accessed: 30 March 2012] Carlopio, J. R. (1996). Construct validity of a physical work environment satisfaction questionnaire. Journal of Occupational Health Psychology, 1, 330-344 Danish, R & Usman, A. (2010). Impact of Reward and Recognition on Job Satisfaction and Motivation: An Deal J. (2007). Employees – Greatest assets or greatest [Online] Available from: http://www.empowerment-gateway.com [Accessed: 10 March 2012] Dyer.G.N, (2005). Relational Demography in the Service Sector: How the “Work Community” Influences Employee Transfer and Turnover, pg 17-20 Empirical Study from Pakistan. International Journal of Business and Management. (5) 2, pp.195-167. Engleza, R. (2007). Job Satisfaction, 24 Englezahtt, Retrieved March 13, 2010, from://www.e-referate.ro/referate/Job_satisfaction_-_essay2007-10-24.html Fichman, R.G (1997) Information Technology Diffusion: A Review of Empirical Research. [Online]. Available from: https://www.citeseerx.ist.psu.edu/viewdoc/download [Accessed: 30 April 2012] Garcez , C. (2006). Job Satisfaction: The Challenges Transformed Organizations Face. Miscellaneous.Retrieved March 23, 2012, from http://aplawrence.com/Misc/job_satisfaction.html Garfield,Monica J., (2005). “Acceptance of Ubiquitous Computing", Information Systems Management, 22, 4, 24-31. H.Eichmann, B.Saupe, M.Schwarz-Wölzl (2002). Critical Issues Pertaining to the Code of Practice for Global E-work. [Online]. Available from: https://www.zsi.at/attach/D11_final.pdf [Accessed: 30 March 2012] IT Barometer Survey-Denmark, (2001) [Online]. Available from: http://www.zturk.com/edu/zagreb/podiplomski/slides/ITbarometer.pdf [Accessed: 30 March 2012] 17 Kushan Rathnayaka
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Legris, P., Ingham, J., & Collerette, P. (2003). Why do people use information technology? A critical review of the technology acceptance model. Information & Management, 40, 191–204. Locke, E. (2002). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336. Long Li, Ph.D. (2002). Critical Review of Technology Acceptance Literature. [Online]. Available from: https://www.swdsi.org/swdsi2010/SW2010_Preceedings/papers/PA104.pdf [Accessed: 30 April 2012] Oliveira.T & Martins.M.F, (2005). “Literature Review of Information Technology Adoption Models at Firm Level” Olatoye. R. (2011). Levels of participation in ICT training programmes, computer anxiety and ICT utilization. International Journal of Education and Development using Information and Communication Technology, Vol. 7, Issue 2, pp. 15-26. Peslak A. (2005). The importance of information technology: An empirical and longitudinal study of the annual reports of the 50 largest companies in the United States. The Journal of Computer Information Systems, Spring: 32-42.
Rogers, E.M. (1995). Diffusion of innovations, Fourth Edition ed., New York, Free Press. Samarajeewa, U. (2012). News letter, Institute of food science and technology Sri Lanka, Volume 1, issue 1 , April 2012 So Young Lee (2006). Expectations of employees toward the workplace and environmental satisfaction. [Online]. Available from: http://www.choixdecarriere.com/pdf/6573/2010/Lee2006.pdf [Accessed: 25 March 2012] Staple, D.S., & Higgins, C.A. (1998). A study of the impact of factor importance weightings on job satisfaction measures. IJournal of Business and Psychology, 13. 211- 232 Worrell,T.G. (2004). Job Satisfaction, Blacksburg, Virginia. [Online]. Available fromhttp://scholar.lib.vt.edu/theses/available/etd-05252004122551/unrestricted/Travisdiss.pdf [Accessed: 25 March 2012]
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