A Theoretical Perspective on Meaningfulness of Work and the Success of Business Process Standardization Initiatives

Business Process Standardization (BPS) leads to organizational changes, which are often faced with employee resistance. To make BPS initiatives successful, the \u27human resource\u27 has to be taken into consideration and with it, the job process fulfilled by them, their needs, and their work environment. The objective of this research is to analyze the role of employees affected by BPS initiatives and their perceptions of their work they are doing as part of the processes to be standardized. Based on job characteristics theory and the work role fit concept, we develop a research model theorizing the role of these concepts for the acceptance of BPS initiatives. As main theoretical contribution, this research explains how employees\u27 attitudes toward their own work and the collaborations with others determine their (non-)openness towards BPS initiatives, while it will also guide managers in incorporating the \u27right\u27 people into a BPS project

Incumbent System Context and Job Outcomes of Effective Enterprise System Use

Enterprise system (ES) implementations frequently fail to deliver job benefits for employees, many of whom are dissatisfied with these systems that were implemented to support them in their jobs. The literature is clear that the realization of job benefits depends on how these systems are used, motivating us to focus on the determinants and outcomes of effective ES use. Focusing on employees’ use of systems to support their work processes, we examine how employees’ pre-implementation context—specifically, the use of an incumbent system and the associated work processes—affects their performance expectancy of a new ES and, consequently, their effective use of the ES and the resulting job outcomes. Our results suggest that (1) employees’ perceptions of two facets of information transparency based on incumbent system use, namely information visibility and information credibility, have different impacts on employees’ performance expectancy of a new ES depending on their perceptions of process standardization in the incumbent system context, and that (2) effective ES use mediates the impact of pre-implementation performance expectancy on post-implementation user satisfaction and, consequently, job effectiveness. Our findings provide insights into the mechanisms linking the context of using an incumbent system to post-implementation effective ES use and job outcomes, thereby integrating perspectives from technology acceptance and use, IS success, and work design

EXAMINING THE INFLUENCE OF PERCEIVED JOB CHARACTERISTICS ON EMPLOYEES’ PROCESS ORIENTATION

A lot of companies struggle by shifting the focus from function orientation to process orientation, es-pecially due to missing process-oriented thinking and behavior of their employees. While, enhancing employees\u27 knowledge about processes by training and empowerment has been considered as the sole adjusting screw to influence process orientation, the characteristics of the jobs, in which the employ-ees work, were not considered in the same extent. As the daily job and its related characteristics rep-resent the core of individuals’ working life, we examine in our paper how these perceived job charac-teristics influence employees’ process orientation. Therefore, we develop a research model on the influence of five job characteristics – autonomy, feedback, skill variety, task identity, task significance – on employees’ process orientation and evaluate the model by using data from a field survey with 191 employees of a global service company of the aviation industry. The results depict that autonomy, feedback and task significance are all significant predictors for individuals’ process orientation. By considering job characteristics, organizations can successfully shift from function orientation towards process orientation

Knowledge Worker Behavioral Responses and Job Outcomes in Mandatory Enterprise System Use Contexts

The three essays that comprise my dissertation are drawn from a longitudinal field study of the work process innovation of sourcing professionals at a large multinational paper products and related chemicals manufacturing firm. The focus of this study is an examination of how characteristics of the work process innovation context impact enterprise system (ES) acceptance, rich ES use behavior and the resulting individual-level job outcomes realized by knowledge workers in a strategic business process. The ES, an enterprise sourcing application, was introduced to innovate the work processes of employees who perform the sourcing business process. Over a period of 12 months, we collected survey data at four points in time (pre-implementation, immediately following training on the new system; following six months of use; and, following 12 months of use) to trace the innovation process as it unfolded. The three essays that comprise my dissertation focus on three key gaps in understanding and make three corresponding key contributions. The first research essay focuses on the transition from an emphasis on behavioral intention to mental acceptance in mandatory use environments. This essay contributes to the technology acceptance literature by finding that work process characteristics and implementation characteristics are exogenous to beliefs about the technology and that these beliefs are important to understanding mental acceptance as well in mandatory use contexts. The second and third research essays emphasize the transition from lean use concepts to conceptualizing, defining and measuring rich use behaviors and show that use must be captured and elaborated on in context. This is pursued through the development of two rich use constructs reflective of the sourcing work context and the complementary finding of countervailing factors in the work process that may impede the positive impact of rich use behaviors on job benefits

A Literature-Based Analysis of People’s Roles in Business Process Management

A lot of organizations strive for process orientation to increase their performance. The change from func-tion orientation towards process orientation is a huge project which considers changes in organizational structures but also used information technologies. But many companies struggle by implementing and operating processes successfully. In the last years, culture has examined extensively to be one of the drivers for successful process management. In this context, people have been identified as an important factor for the success of process initiatives. Despite their relevance, only scarce research deals with people as a distinct and fundamental factor in process management as well as in the overall project to achieve process orientation. Goal of this paper is to analyze the different roles of people in process management. Therefore, a literature review is conducted to provide an overview of existing research

A review on seawater as concrete composites and its effects on the strength and durability

The world is facing a big challenge of balancing a growing population and demand with a natural environment that is increasingly under stress. The rapidly changing environmental conditions especially intensity and frequency of extreme weather it has now become very important to explore in green technology. Effective use of natural resources is pressing concern. Particularly, water resources for drinking are predicted to be in serious shortage in 2050 due to increase in population and rapid urbanization throughout the world. The beginning of the 21st century is straddled with enormous environmental problems of which water shortage is one of the most serious. It is a well-known fact that fresh water resources are continuously declining throughout the world and according to a report by the United Nations, water will be very short in future. It is expected that 5bn people will be short of drinking water in 2050 [1]. In another report published by OECD, it is stated that a number of people living in river basins will be under severe water stress which is expected to be double in 2050 .

A Study on the relationship between organizational structure and organizational effectiveness: the case of the korea water resources corporation (K-water)

Thesis(Master) --KDI School:Master of Public Management,2020.Every organization strives to achieve its goal efficiently for their survival and development. Among a number of measures to improve an organization's effectiveness, reorganization is being used by many companies as an effective and active means. Reorganization has been inevitable in terms of internal and external environmental changes in the organizational operation. In particular, in public institutions, reorganization has been carried out to support changes in government policies and to enhance management efficiency actively. Moreover, public institutions are controlled annually by governments on budgets and the size of their workforce. Therefore, designing an organization by efficiently distributing limited resources continues to be one of the essential management processes. In the case of Korea, K-water reorganizes its organizational system annually in major and minor ways to efficiently use a limited workforce. K-water has tried to realize the integrated water resource management (IWRM) in each basin to more efficiently and systematically manage national water resources, introducing a regional head office system based on the river basin in January 2017. However, despite the large-scale reorganization in 2017, no empirical and objective research has been conducted on the reorganization results and effectiveness. Therefore, this study analyzes the relationship between the organizational structure and organizational effectiveness in K-water. As a result, it shows that the higher the formalization awareness, the higher the job satisfaction and organizational commitment increases. Besides, this study maintains that decentralization has a positive relationship with job satisfaction and organizational commitment. The findings could be a reference to employees responsible for designing their organizations in the future.1. Introduction 2. Literature review 3. Methodology 4. Empirical analysis result 5. ConclusionmasterpublishedLEE, Changwoo

Structural Isomorphism in Australian Nonprofit Organisations

This paper assesses the extent of structural similarity or isomorphism among non-profit organizations in Australia. Based on neo-institutional theory, the paper explains such isomorphism in terms of these organizations’ subordination and dependency, the uncertainties they face, and the networks of experts of which they are a part. The analysis uses the non-profit component of a 2001-2002 random sample of Australian employment organizations. It finds surprisingly little isomorphism in this subsample and few differences in isomorphism according to the level of the factors thought to produce similarity. The discussion of the findings focuses on the suitability of the non-profit sector as the appropriate organizational field within which isomorphism involving these organizations is likely to be produced. Industries, which include all organizations that produce the same product or service, be they non-profit, for-profit, or government, may be more appropriate interactional fields for the development of isomorphis

Improving the Success of Employee Portals: A Causal and Performance-Based Analysis

The purpose of this study is to gain a better understanding of employee portal success and to identify the levers for its improvement. We introduce a theoretical model for this that is based on the DeLone and McLean IS Success Model, which considers the specific requirements of employee portals. We tested the associations between our model’s different success dimensions by using more than 4,400 employees’ responses. These responses were collected in a survey of twelve companies across different industries participating in an international benchmarking study. We applied structural equation modeling to carry out the causal analysis. Furthermore, within a performance-based analysis, we investigated the success dimensions’ improvement potentials from both a strategic and action-oriented perspective. The results of our causal analysis indicate that besides the factors contributing to the success of IS in general, other success dimensions – like the quality of the collaboration and process support – have to be considered when aiming for a successful employee portal. The performance-based analysis emphasizes the significance of collaboration quality to improve an employee portal and indentifies the respective fields of action. The study’s findings make it possible for practitioners to understand the levers with which to improve their employee portals and to prioritize their investments accordingly. By empirically validating a comprehensive success model for employee portals, the study\u27s results advance the theoretical development in this area and present a basis for further research in this field

Motivational Differences Across Post-Acceptance IS Usage Behaviors

We identify two post-acceptance information system (IS) usage behaviors related to how employees leverage implemented systems. While routine use (RTN) refers to employees’ using IS in a routine and standardized manner to support their work, innovative use (INV) describes employees’ discovering new ways to use IS to support their work. We use motivation theory as the overarching perspective to explain RTN and INV and appropriate the rich intrinsic motivation (RIM) concept from social psychology to propose a conceptualization of RIM toward IS use, which includes intrinsic motivation toward accomplishment (IMap), intrinsic motivation to know (IMkw), and intrinsic motivation to experience stimulation (IMst). We also consider the influence of perceived usefulness (PU)—a representative surrogate construct of extrinsic motivation toward IS use—on RTN and INV. We theorize the relative impacts of the RIM constructs and PU on RTN and INV and the role of personal innovativeness with IT (PIIT) in moderating the RIM constructs\u27 influences on INV. Based on data from 193 employees using a business intelligence system (BIS) at one of the largest telecom service companies in China, we found 1) PU had a stronger impact on RTN than the RIM constructs, 2) IMkw and IMst each had a stronger impact on INV than either PU or IMap, and 3) PIIT positively moderated the impact of each RIM construct on INV. Our findings provide insights on managing RTN and INV in the post-acceptance stage