Motivation Opportunity Ability Research Articles

Randomised experimental evaluation of a social media campaign to promote COVID-19 vaccination in Nigeria.

The coronavirus disease 2019 (COVID-19) pandemic has challenged public health and behaviour change programmes, and has led to the development of innovative interventions and research. In low -and middle-income countries (LMICs) such as Nigeria, new strategies to promote vaccination, increase pro-vaccination social norms, and reduce vaccine hesitancy have been deployed through social media campaigns and evaluated using digital media platforms. We conducted two randomised experimental evaluations of social media content designed to promote COVID-19 vaccination and to complement research on a nationwide vaccination promotion campaign in Nigeria run in 2022. We conducted two studies in March and August 2022 among Nigerians drawn from 31 states that had not been targeted in the aforementioned nationwide campaign. We randomised the participants to either receive the pro-vaccination social media campaign or not and collected data at pre- and post-test time points to evaluate psychosocial predictors of vaccination and vaccination outcomes following the Theory of Change based on Diffusion of Innovations; the Social Norms Theory, and the Motivation, Opportunity, Ability (MOA) framework. Data were collected through a novel intervention delivery and data collection platform through social media. We found that pro-vaccination social norms and vaccination rates increased, while vaccine hesitancy decreased among participants randomised to the social media intervention study arm. Social media campaigns are a promising approach to increasing vaccination at scale in LMICs, while social norms are an important factor in promoting vaccination, which is consistent with the Social Norms Theory. This study demonstrates the capability and potential of new social media-based data collection techniques. We describe implications for future vaccination campaigns and identify future research priorities in this area. Pan African Clinical Trial Registry: PACTR202310811597445.

The impact of GHRM and EGB on organization’s financial and operational performance – an empirical analysis on Indian ICT sector

PurposeThe study aims to conduct an empirical research to examine how green human resource management (GHRM) can influence sustainable organizational performance (SOP) in terms of financial performance (FP) and operational performance (OpP), both directly and through employee green behavior (EGB), in the backdrop of the Indian information and communication technology (ICT) sector.Design/methodology/approachThe study is based on primary data collected through a questionnaire survey from 387 employees engaged in the ICT sector. Confirmatory factor analysis validates the measurement model, while structural equation modeling (SEM) using the partial least squares (PLS) method examines the hypothesized relations.FindingsResults confirm that GHRM significantly contributes to EGB, FP and OpP, with a theoretical underpinning concerning resource-based view (RBV) and ability-motivation-opportunity (AMO) concepts. The study also confirms that connections of GHRM with both FP and OpP are significantly and positively mediated by EGB.Practical implicationsThe study provides evidence-based implications of different GHRM practices toward EGB, FP and OpP, which are highly pertinent to strategists, policymakers, managers and supervisors in implementing GHRM for adding value to both operational and financial statements while protecting nature and natural resources through the green efforts of employees.Originality/valueThe study bridges a significant theoretical and practitioner gap by providing a deeper understanding of GHRM as a sustainable human resource management (HRM) model in the context of the Indian ICT sector. It empirically explores the connections between GHRM and OpP, which is a crucial dimension of SOP, and highlights noteworthy implications for promoting EGB, an individual micro-sustainability dimension directed toward the achievement of broader organizational goals, which are essentially oriented to macro-sustainability.

Female leadership in sports coaching: a case analysis of Chinese coaches through the ability–motivation–opportunity framework

Purpose This study aims to investigate how the role of female leadership works in sports coaching. Drawing key insights from the ability–motivation–opportunity (AMO) framework of human resource management, the authors explore the underlying mechanisms of female leadership and the role female coaches play in enabling athletes to develop their self-initiative through AMO enhancement. Design/methodology/approach The sample in this study is made up of 11female coaches from eight teams in China selected using purposive sampling. Data was collected and analyzed on various aspects of female leadership. Findings Analysis of interviews and secondary data show that the mechanisms and enablers related to AMO enhancing practices stimulated by female coaching leadership can increase team performance. Research limitations/implications This study opens new avenues for sports science research and strengthens the theoretical and practical understanding of the intentions and mechanisms female coaches implement as leaders in sports coaching. Originality/value First, this study contributes to the AMO framework by helping form new theoretical insights based on the understanding of female sports coaching mechanisms. Second, this study provides novel insights into female leadership literature by investigating the mechanisms of female leadership in the context of sports exercise. Third, this study also contributes to the body of research on sports coaching in Asia, especially that of Chinese women in such leadership roles.

Modelling the Combined Effect of Green Leadership and Human Resource Management in Moving to Green Supply Chain Performance Enhancement in Saudi Arabia

Previous research has been limited in examining the causal relationship between green transformational leadership (GTL) and green supply chain management (GSCM), with the intermediary influence of green human resource management (GHRM), within the pharmaceutical sector of the Kingdom of Saudi Arabia (KSA). This gap persisted despite the recognition in Saudi Vision 2030 of logistics, specifically, supply chain management (SCM), as fundamental to the national development agenda, given that contemporary competitiveness lies in the efficacy of supply chains (SCs) rather than individual companies. Moreover, the achievement of economic progress hinges significantly on how well these accomplishments align with sustainability demands and obstacles. This paper aims to investigate the extent to which GTL fosters GRHM practices to enhance the maturity of GSCM performance in the pharmaceutical industry in the KSA. In other words, the research goal is to explain the variance of GSCM due to GHRM and GTL. Drawing upon the Resource-Based View (RBV) and the Ability–Motivation–Opportunity theory (AMO), GTL can enhance many aspects of GHRM, such as employee performance measurement, training content design, recruitment criteria, and green-based rewards policies, which positively influence GSCM practices. The methodology employed is deductive and translated into a questionnaire derived from a comprehensive review of the existing literature. This questionnaire was subsequently tested through the collection of 111 responses from pharmaceutical companies operating in the KSA. The results show the critical effects of GTL and GHRM on GSCM in this sector. The research provides fresh theoretical perspectives and actionable recommendations based on the outcomes. As for originality, this research explores the contribution of transformational leadership and green human resource management in enhancing SC sustainability. The research provides directions for future research to investigate the mediating or moderating impacts of other significant factors, such as green thinking or eco-friendly behaviour, on SCM sustainability. As for practical implications, this research came up with an in-depth understanding of SC managers and professionals regarding their practices related to sustainability.

Successful Implementation of Disruptive Innovation by New Entrants: Modeling the Challenges Using Interpretive Structural Modelling

Successful implementation of disruptive innovation involves numerous challenges, especially for new entrants. This study tries to identify and analyze a set of critical challenges that might plague a new entrant to successfully implement disruptive innovation. Multicriteria decision-making (MCDM) technique of Interpretive Structural Modeling (ISM) was used to analyze the identified challenges, as well as to derive their interrelationship. The study was conducted in the context of the Indian manufacturing sector. The findings revealed that the lack of financial resources, lack of non-financial resources, and lack of top management support emerged as the three key challenges impeding disruptive innovation for manufacturing organizations in India. The motivation–opportunity–ability (MOA) model served as the basic theoretical underpinning for the study. The findings of the study are expected to help managers and policymakers to understand possible challenges associated with the implementation of disruptive innovation, and to develop counter strategies accordingly.

What Is Necessary for Digital Transformation of Large Manufacturing Companies? A Necessary Condition Analysis

Digital transformation is of significant importance to the sustainable development of manufacturing companies and the construction of the digital economy. However, this major change is often hindered by numerous complex antecedents. What are the key factors in the digital transformation of manufacturing companies, and what is their relative importance? Accordingly, this paper identifies the key factors for digital transformation in large manufacturing companies from the “Ability–Motivation–Opportunity” (AMO) perspective. This study uses a necessary condition analysis (NCA) to conduct a necessity causality study on data collected from 67 listed Chinese manufacturing companies between 2016 and 2020. The results show that the digital transformation of large manufacturing companies is influenced by four necessary conditions: managerial myopia, industry concentration (very large effect), dynamic capabilities, and industrial digitalization (large effect). Managerial myopia and industry concentration have a negative necessary impact on digital transformation. The types of conditions and the level of bottlenecks required at different stages of digital transformation vary significantly. This study reveals the necessary causal relationships between organizational abilities, motivation, external opportunities, and digital transformation, providing empirical evidence to promote the digital transformation practices of manufacturing companies.

The formation of tourists’ pro-environmental behavior in natural history museum scene: A configuration analysis based on motivation–opportunity–ability theory

Tourists’ pro-environmental behavior is crucial for the sustainable growth of the tourism sector. While existing studies mainly examine the direct effects of individual factors on such behavior, there is a gap in understanding the comprehensive antecedent system that drives it. In this study, grounded in MOA theory and focused on a natural history museum scene, we developed a comprehensive framework to analyze the antecedent system of tourists’ pro-environmental behavior. We argue that the formation of this behavior in museum tourists is not a single element but a combination of three critical factors: motivation, opportunity, and ability (MOA). Using the fsQCA method to analyze data from 276 tourists, we identified four distinct pathways that promote pro-environmental behavior in museum tourists: MOA equilibrium type, motivation–ability-oriented type, motivation–opportunity-oriented type, and ability-oriented type. This study enhances our understanding of the complex interactions among various factors influencing tourists’ pro-environmental behavior and provides insightful implications for the practice of museum tourism.

The role of languages: adopting the motivation-opportunity-ability (MOA) model to explore information sharing patterns among multilingual users in the Chinese cultural context

PurposeCulture is considered a critical aspect of social media usage. The purpose of this paper is to explore how cultures and languages influence multilingual users' cross-cultural information sharing patterns.Design/methodology/approachThis study used a crowdsourcing survey with Amazon Mechanical Turk to collect qualitative and quantitative data from 355 multilingual users who utilize two or more languages daily. A mixed-method approach combined statistical, and cluster analysis with thematic analysis was employed to analyze information sharing patterns among multilingual users in the Chinese cultural context.FindingsIt was found that most multilingual users surveyed preferred to share in their first and second language mainly because that is what others around them speak or use. Multilingual users have more diverse sharing characteristics and are more actively engaged in social media. The results also provide insights into what incentives make multilingual users engage in social media to share information related to Chinese culture with the MOA model. Finally, the ten motivation factors include learning, entertainment, empathy, personal gain, social engagement, altruism, self-expression, information, trust and sharing culture. One opportunity factor is identified, which is convenience. Three ability factors are recognized consist of self-efficacy, habit and personality.Originality/valueThe findings are conducive to promoting the active participation of multilingual users in online communities, increasing global resource sharing and information flow and promoting the consumption of digital cultural content.

The impact of ability‐, motivation‐ and opportunity‐enhancing HR sub‐bundles on employee wellbeing: An examination of nonlinearities and occupational differences in skill levels

AbstractExisting research examines the impact of human resource (HR) practices on employee wellbeing by considering each practice in isolation or multiple practices as a bundle, focusing on linear associations. Drawing on the too‐much‐of‐a‐good‐thing (TMGT) meta‐theory, we examine possible nonlinear effects of Ability‐Motivation‐Opportunity (AMO) sub‐bundles on job satisfaction and job stress. We, also, examine boundary conditions on whether and how the nature of the identified curvilinear associations varies across employees in high‐, medium‐, and low‐skilled occupations. Using data from the Workplace Employment Relations Study (WERS2011), we uncover an inverse U‐shaped association between motivation‐enhancing (ME) practices and job satisfaction and a U‐shaped association between opportunity‐enhancing (OE) practices and job stress. No evidence of a curvilinear ability‐enhancing (AE) practices‐wellbeing association emerges. Additionally, occupational differences in skills levels moderate the curvilinear ME practices‐stress association. Likewise, occupational skills differences moderate the associations between OE practices and job satisfaction, and work stress. There is no suggestion that occupational differences moderate the AE practices‐wellbeing association. These findings underline the contingent nature of the TMGT effect and call for a more nuanced investigation of the HR‐wellbeing association.

ACTIVATING PRO-ENVIRONMENTAL BEHAVIOUR AT THE WORKPLACE THROUGH GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: THE ROLE OF PERCEIVED INNOVATION CHARACTERISTICS

This study explores the influence of seven green human resource management (GHRM) practices and perceived innovation characteristics (PICs) on employees' pro-environmental behaviour (PEB) at the workplace. It bridges a gap in research that combines the Ability-Motivation-Opportunity (AMO) and Diffusion of Innovation (DOI) theories. Utilizing partial least squares structural equation modelling (PLS-SEM) and survey data of 366 employees from six Malaysian development financial institutions, the findings suggested that four out of seven GHRM practices have a positive direct effect on PEB. Additionally, PICs mediate the relationship between four GHRM practices and PEB, suggesting the importance of employee perceptions of GHRM practices in fostering workplace PEB.

Intention to use telemedicine services during a health crisis: A motivation‐opportunity‐ability theory approach

AbstractTelemedicine, despite its longstanding presence, has emerged as a valuable resource amidst health crises. Yet, research on individuals' willingness to embrace telemedicine in such circumstances remains scarce. This article employs the Motivation–Opportunity–Ability theory to construct a novel framework for investigating how motivational, opportunity‐related, and ability‐related factors influence individuals' intention to use telemedicine during a health crisis. A sample of 468 respondents from Indonesia participated in an online survey. The data were analyzed using covariance‐based structural equation modeling and the Hayes PROCESS macro. The findings revealed that contamination avoidance, telemedicine usability, and privacy concerns significantly influence the intention to use telemedicine services. Moreover, the findings also confirmed the moderated moderating effect of e‐health literacy and technology optimism on the relationship between contamination avoidance and intention to use telemedicine services. By deepening our understanding of the factors shaping individuals' intention to use telemedicine services, this study makes valuable academic contributions to the field of telemedicine adoption literature. Additionally, it provides practical insights for telemedicine providers aiming to enhance individuals' intention to use telemedicine services during critical health situations.

Where there is a will there is a way: A strategy analysis for electric vehicles sales in India

The present study evaluates the strategies to promote Electric Vehicles (EVs) sales in India. Through the triangulation process of exhaustive literature review, expert opinions, and the support of a knowledgeable team, 12 potential strategies based on Motivation-Opportunity-Ability (MOA) theory to improve electric vehicle sales are developed. The developed plans are evaluated using Total Interpretive Structural Modeling (TISM) and Matriced’ Impacts Croisés Multiplication Appliquée áun Classement (MICMAC) analysis. The TISM method is used to examine the strategies and understand the interrelationships among them to develop an adoption model. MICMAC analysis is used to categorize strategies on the ground of driving and dependence power. The results indicate that infrastructure development, manpower development, and establishment of driving schools/centers are the most effective strategies. These strategies can have a significant impact on improving sales of EVs and might also influence other proposed strategies. The development of a structural model and categorization is used to propose a roadmap for strategies adopted to enhance sales. The present results can be extended to other developing economies. Marketers and policymakers are acknowledging the importance of embracing EVs as central to future mobility and the present study triangularly (in-depth interviews, literature review, and empirically) guides the mobility of EVs.

The Impact of Ability, Motivation and Opportunity-Enhancing SHRM on Employee Performance: Moderating Role of Digital Transformation

Objective: The aim of current study is to find out the impact of strategic Human resource management (SHRM) activities on employee performance, to inspect the role of digital transformation as moderator between SHRM activities and employee performance, to examine the authenticity of AMO (Ability, motivation, opportunity) theory in the context of aviation sector of Saudi Arabia. Methodology/Data collection: Current research is cross-section study and quantitative in nature. For the data collection a well-established questionnaire is developed on the base of previous literatures. Sample of 330 participants is selected from Saudi aviation sector from May to August 2023. After the data collection, partial least squares structural equation modelling (PLS-SEM) method is adopted by using SmartPLS application. Findings: The study found that among the activities of strategic human resource management, ability has positive and significant relationship with employee performance. Furthermore, motivation also has a positive and significant relationship with employee performance. However, work engagement and opportunity do not have direct relationship with employee performance. The digital transformation plays a moderating role to make positive link between motivation and opportunity with employee performance of aviation workers in Saudi Arabia. Limitation/Implementation: This study has practical, theoretical as well as empirical importance. The results of current research are not limited to Saudi Aviation sector but this framework can be used in different sector for enhancing the employee performance. In spite of, the importance of current study in the field of management, this study is limited to Saudi Arabia. This study used small sample size and data is collection on point of time. Originality/ Value: with the best of author’s knowledge, current study is first attempt to explain the SHRM activities to explain the employee performance in aviation sector of Saudi Arabia especially in the context of Saudi as well as Flynas airline. The finding of study will have great contributions for making the strategies regarding to enhance the performance of employee. Therefore, current research is beneficial for policy makers, aviation administration, society and researchers.

Strategic asset-seeking acquisitions and marketing capabilities of Chinese multinationals: An ability, motivation, and opportunity perspective

This study explores the drivers of marketing capabilities of Chinese multinationals in the context of strategic asset-seeking acquisitions, which remain largely unexplored. Drawing on the integrative framework of the ability-motivation-opportunity (AMO) framework and the knowledge-based view, we argue that the decline in cost leadership capabilities before the acquisitions increases the motivation of Chinese multinationals to leverage the acquired strategic assets to enhance their marketing capabilities. Stronger managerial ability and higher regional international openness represent the ability component and favorable environmental conditions required to realize improvements in marketing capabilities. In contrast, industry dynamism, as an opportunity element, can constrain the achievement of this goal. We conduct an empirical analysis using the Heckman two-stage model, based on a sample of Chinese listed firms spanning the period from 2009 to 2021, and find support for our arguments in the results. Our findings contribute to the marketing literature by identifying a potential avenue for enhancing marketing capabilities and to the international business literature by investigating a new approach for emerging economy multinational enterprises (EMNEs) utilizing international M&As as a springboard to build competitive advantages of EMNEs in addition to improving innovation capabilities.

Do employees and firms benefit from autonomous work practice? Curvilinear effects on collective turnover and productivity of firms

The present study focuses on the opportunity dimension of the ability–motivation–opportunity framework and explores the implications of autonomous work practice (AWP) for the collective turnover and productivity of firms. Given the trade-offs between the costs and benefits of AWP and its potential double-edged sword effects, we adopt the interdisciplinary perspective on job design (i.e. mechanistic and motivational models) as basis to theorize the curvilinear effects of AWP. We further hypothesize the interaction between AWP and work flexibility, consistent with the internal fit perspective of strategic human resource management. The current framework is validated by analyzing multisource, time-lagged data collected from 1,240 firms over a two-year period. The analysis confirms the hypothesized curvilinear effects of AWP, in which collective turnover is low only when the level of AWP is moderate. The detriment of a high level of AWP on increasing collective turnover is amplified for firms with low work flexibility. By contrast, firm productivity is high when the AWP level is either low or high, and the benefit of a high level of AWP on increasing productivity is pronounced for firms with high work flexibility.

Why Does Algorithmic Management Undermine Employee Creativity?

With the rapid development of artificial intelligence technology, algorithmic management is increasingly prevalent in enterprises. Despite the considerable scholarly attention given to the impact of algorithmic management, a research gap remains regarding its influence on employee creativity. To address this gap, the authors developed a theoretical model using ability-motivation-opportunity (AMO) theory. This model aims to investigate the direct impacts of algorithmic management (opportunity) on employee creativity (performance) while also considering the mediating roles played by knowledge combination capability (ability) and achievement goal (motivation). Using a sample of 327 paired leader-employee data from an information technology service company, the findings reveal that algorithmic management has a negative effect on employee creativity. Furthermore, the results demonstrate that algorithmic management negatively influences employee creativity through its impact on knowledge combination capability and achievement goal.

Architecting the future: exploring the synergy of AI-driven sustainable HRM, conscientiousness, and employee engagement

This study investigates the interrelations between AI-Driven Sustainable Human Resource Management (HRM), Employee Engagement, Employee Performance, and Conscientiousness Personality, through a survey of 470 employees in Chinese enterprises. Integrating Ability-Motivation-Opportunity (AMO) and Person-Organization (P-O) Fit theories, the research introduces a comprehensive model. Our findings suggest that Artificial Intelligence-Driven Sustainable HRM positively influences Employee Engagement, leading to enhanced performance. Moreover, Conscientiousness Personality serves as a critical moderating factor between AI-Driven Sustainable HRM and Employee Engagement. This study provides a theoretical perspective on the integration of AI-Driven Sustainable HRM and Employee Engagement in Chinese enterprises, uncovering a mediating and moderating mechanism. Through this mechanism, AI-Driven Sustainable HR practices contribute to employee engagement and performance, particularly for those with a high level of conscientiousness.

Junior doctors’ workplace well-being and the determinants based on ability–motivation–opportunity (AMO) theory: Educational and managerial implications from a three-year longitudinal observation after graduation

Purpose Junior doctors function as trainees from an educational perspective and as employees from a human resource management perspective. Employing the ability-motivation-opportunity (AMO) theory as a conceptual framework, this study longitudinally investigated the factors affecting the workplace well-being and career progression of junior doctors over a 3-year period following their graduation from medical schools. Materials and methods This 3-year prospective cohort study enrolled junior doctors who graduated from 2 medical schools in June 2019 in Taiwan. This study collected data by implementing web-based, self-administered structured questionnaires at 3-month intervals between September 2019 and July 2022. The collected data encompassed ability indicators (i.e. academic performance and perceived preparedness for clinical practice), motivation indicators (i.e. educational and clinical supervision), opportunity indicators (i.e. clinical unit cultures), and workplace well-being indicators (i.e. burnout, compassion satisfaction, and job performance). A total of 107 junior doctors participated, providing 926 total responses. The data were analysed using univariate analyses and structural equation modelling with path analysis. Results Over the 3-year period following graduation, the junior doctors’ confidence in their preparedness for clinical practice and the educational and clinical supervision had varying degrees of influence on the junior doctors’ workplace well-being. The influence of clinical unit cultures, which can provide opportunities for junior doctors, became evident starting from the second year postgraduation; notably, unit cultures that emphasised flexibility and discretion played positive and critical roles in enhancing the junior doctors’ workplace well-being lasted to the third year. Conclusions Our findings provide insights into the distinct critical factors that affect the socialisation of junior doctors within workplace environments over 3 consecutive years. These findings can provide guidance for medical educators and healthcare managers, helping them understand and support the progressive integration of junior doctors into their work environments.

Understanding academic dishonesty during the thesis-writing process: A case study of students majoring in tourism and hospitality

Academic dishonesty is a pervasive problem in Chinese higher education, with both motivational and contextual factors influencing students’ behavior. This study integrates self-determination theory (SDT) and the motivation-opportunity-ability (MOA) model to investigate why students engage in academic dishonesty during thesis writing and their decision-making processes. SDT emphasizes intrinsic motivation and the satisfaction of basic psychological needs, including competence, autonomy, and relatedness. The MOA model posits that behaviors result from the interaction of motivation, ability, and opportunity. Through qualitative interviews with students majoring in tourism and hospitality, this research demonstrates that students with lower levels of self-determination (i.e., lack of autonomy, lack of competence, and lack of relatedness) show a limited willingness to complete thesis tasks in a moral manner. Moderated by ability frustration and opportunity frustration, the motivation to be dishonest leads to actual immoral behavior. This study sheds light on the complex factors driving academic dishonesty and offers insights for addressing this issue in higher education.

The perspective of managers on integrating HR practices to increase organizational performance in SME firms: An analysis of the interaction effect

Purpose: The aim of this paper is to clarify the human resource management (HRM) literature in small-to-medium-sized enterprises (SMEs) by empirically identifying possible combinations of HRM practices from the perspective of managers, and analyzing the relationships among them and with organizational performance in order to identify which combinations are most effective.Design/Methodology/Approach: Using the AMO (Ability- Motivation-Opportunity) framework, we ask whether there are significant interactions between AMO-based HRM bundles and, if so, to what degree and by what means they influence organizational performance. To explore this question, we tested a theoretical model using Partial Least Squares-Structural Equation Modeling (PLS-SEM) techniques and compared the interaction and main effects. The research sample comprises SMEs operating in the Basque Region of Spain.Findings: The study confirms the existence of hierarchies among bundles. The practices most strongly related to the SMEs’ performance lie in the bundle of motivation-enhancing practices. The results indicate that motivation-enhancing practices have a positive effect on organizational performance and when they are combined with ability-enhancing practices this effect grows.Research limitations/implications: The cross-sectional nature of the data means that it is not possible to establish clear causal relationships among the variables studied. It would therefore be beneficial in the future to use longitudinal designs and examine cause-effect over time, as well as use samples from other geographic locations.Practical Implications: High-performance HRM practices in the three Ability-Motivation-Opportunity (AMO) dimensions should not automatically be assumed to be complementary in an SME context, as many managers believe. Our results suggest that managers would be well advised to adopt motivational practices, combining them with training, to improve SMEs’ performance.Originality / value: This is one of the few studies to focus on testing the interaction effects among dimensions of Ability-Motivation-Opportunity-enhancing-practices on SMEs’ organizational performance, as observed by managers. It will encourage SME managers to consider more carefully the possible combinations of AMO dimensions and to focus on those combinations most likely to have positive effects.