From Profiles to Patterns: A New View of Task-Technology Fit

Continuing advances in the capabilities of communication and information technologies provide a wide array of interesting ways for people to collaborate across space, time, cultures, and organizational boundaries. While the use of collaboration technologies spreads, researchers seek answers to understanding how best to match different technology capabilities with the tasks that teams need to accomplish. Different theories of task-technology fit have been promoted and these theories help to identify key issues of interest to both researchers and practitioners who seek the answer to the best technology support for collaboration. We examine existing theories of fit for collaboration technology and propose a new view, using the theoretical frame of patterns. We argue that this fresh perspective is particularly relevant in the virtual contexts that are so important in the dynamic life of organizations today

IS Continuance, Team Ambidexterity and Team Performance: A Multilevel Approach

Information systems and teams are essential for organizations achieve competitive advantages. In fact, the team’s ability to adapt to continuous changes in the organizational environment may depend on IS and consequently in their usage. In the post-adoption stage, user behavior can assume a routine or an innovative nature. In routine usage, IS is used in a standardized way with small variations whereas in innovative usage, the user search for novel ways to perform work tasks. These distinctive usage behaviors may have different effects on task and team performance. Also, may affect the ability of a team to be aligned and be adaptable to organizational context. This paper proposes a multilevel conceptual model for IS usage behavior and the role of team ambidexterity in the usage-performance relationship. This multilevel perspective opens new research areas and guides organizations to focus on different approaches to deal with IS use, team ambidexterity and performance

Teamwork Quality And Service Innovation Performance Of Virtual Teams

Virtual teams (VTs) have emerged as a new form of organizational structure supported by enabling information and communication technologies (ICT) that are able to meet future service innovation challenges of the fast-changing business environment. How effective are these virtual teams in comparison to traditional face-to-face groups? Is the teamwork quality similar and is information exchanged as effectively? The objective of this research is to investigate these issues by developing a research model that combines the task-technology fit and teamwork quality concepts and by using a laboratory experiment to examine the effect of task complexity, media characteristics, and teamwork quality on service innovation performance and satisfaction. The results will offer holds important implications for research and practice in the areas of both service innovation and IT

Multiple Team Membership: A Theoretical Model of its Effects on Productivity and Learning for Individuals, Teams, and Organizations

While organizations strive to manage the time and attention of workers effectively, the practice of asking workers to contribute to multiple teams simultaneously can result in the opposite. We present a model of the effects of multiple team membership (MTM) on learning and productivity via the mediating processes of individual context switching, team temporal misalignment, and intra-organizational connectivity. These effects are curvilinear, with learning and productivity peaking at moderate levels of these mediating processes

A multi-level study of perceived multiple team membership variety and its effects on the outcomes of productivity and innovation

Research in multiple team membership is limited. Even more scarce is empirical work in perceived multiple team membership variety (Perceived MTM variety), which is the perceived diversity in the teams’ members belong to. This thesis sought to address the gap in literature by examining the effects of perceived MTM variety on the individual and team outcomes of productivity and innovation. Through the challenge-hindrance framework I investigated the potential benefits and costs of perceived MTM variety at the individual and team level of enquiry. A valid and reliable scale that measured the perceived MTM variety construct was developed as there was no valid scale that psychometrically measures the perceived MTM variety construct. Through a sample of 216 employees in 50 teams from a public sector organisation in Nigeria, I hypothesised that perceived MTM variety at both levels of enquiry will positively predict challenge stressors (time pressure and cognitive demand) and hindrance stressors (role conflict and role ambiguity). I hypothesised that challenge stressors will elicit positive responses from individuals and teams alike in the form of positive coping responses such as time management and knowledge integration at the individual level and information elaboration at the team level. The moderating effect of polychronicity on both group of stressors at the individual level was examined. The obtained findings supported the prediction of a relationship between perceived MTM variety and challenge and hindrance stressors at both the individual level and teamlevel, however, there was no support for the relationship between challenge stressors and positive coping responses. This research did find support for the negative coping responses of hindrance stressors, as team role ambiguity negatively mediated the relationship between perceived team MTM variety and team productivity, role ambiguity at the individual level negatively mediated the relationship between perceived MTM variety and productivity at the individual level. In addition, team members with higher levels of polychronicity experienced higher levels of time pressure

Investigation of Healthcare Information System Impacts on Organizational Work

Ph.DDOCTOR OF PHILOSOPH