On Measures of Behavioral Distance between Business Processes

The desire to compute similarities or distances between business processes arises in numerous situations such as when comparing business processes with reference models or when integrating business processes. The objective of this paper is to develop an approach for measuring the distance between Business Processes Models (BPM) based on the behavior of the business process only while abstracting from any structural aspects of the actual model. Furthermore, the measure allows for assigning more weight to parts of a process which are executed more frequently and can thus be considered as more important. This is achieved by defining a probability distribution on the behavior allowing the computation of distance metrics from the field of statistics

Business Process Retrieval Based on Behavioral Semantics

This paper develops a framework for retrieving business processes considering search requirements based on behavioral semantics properties; it presents a framework called "BeMantics" for retrieving business processes based on structural, linguistics, and behavioral semantics properties. The relevance of the framework is evaluated retrieving business processes from a repository, and collecting a set of relevant business processes manually issued by human judges. The "BeMantics" framework scored high precision values (0.717) but low recall values (0.558), which implies that even when the framework avoided false negatives, it prone to false positives. The highest pre- cision value was scored in the linguistic criterion showing that using semantic inference in the tasks comparison allowed to reduce around 23.6 % the number of false positives. Using semantic inference to compare tasks of business processes can improve the precision; but if the ontologies are from narrow and specific domains, they limit the semantic expressiveness obtained with ontologies from more general domains. Regarding the perform- ance, it can be improved by using a filter phase which indexes business processes taking into account behavioral semantics propertie

Issues in Process Variants Mining

In today's dynamic business world economic success of an enterprise increasingly depends on its ability to react to internal and external changes in a quick and flexible way. In response to this need, process-aware information systems (PAIS) emerged, which support the modeling, orchestration and monitoring of business processes and services respectively. Recently, a new generation of flexible PAIS was introduced, which additionally allows for dynamic process and service changes. This, in turn, will lead to a large number of process variants, which are created from the same original process model, but might slightly differ from each other. This paper deals with issues related to the mining of such process variant collections. Our overall goal is to learn from process changes and to merge the resulting model variants into a generic process model in the best possible way. By adopting this generic process model in the PAIS, future cost of process change and need for process adaptations will decrease. Finally, we compare our approach with existing process mining techniques, and show that process variants mining is additionally needed to learn from process changes

Organizational Change and the Identity Cycle: Understanding the Effect of Change on Individual Attitudes and Behaviors Through a Combined Social Identity Theory/Identity Theory Perspective

The study of roles and role behavior is particularly relevant today as individuals acquire more roles in the complexity of the 1990s. One environment that has been significantly prone to change is the workplace, where multiple committees, teams, and departments have transformed the nature of work and are altering the way that jobs are defined. In addition to the fact that workers are now taking on multiple roles within organizations, the roles themselves are changing at an accelerated pace. Reengineering, downsizing, mergers, acquisitions, and total quality initiatives are just a few of the interventions that businesses are implementing in order to become leaner, flatter, and more responsive to their environments. This paper draws from social identity theory and identity theory to understand how employees respond to organizational change. Given the fairly low success rates of major change efforts (estimates are between 10% and 50%), it is suggested that a more thorough understanding of the effect of these programs on an individual\u27s role within the organization is necessary. This paper begins by first defining, comparing, and contrasting social identity theory and identity theory. This has, to date, not been done, and it is particularly important because a number of authors appear to be using the two theories interchangeably. Next, social identity theory and identity theory are used to build a broader framework for understanding human behavior, and this model, called the identity cycle, is used to develop a set of propositions regarding the effects of organizational change on employee attitudes and behavior

El impacto de la formación en línea en la transferencia de comportamiento y en el desempeño laboral en una gran organización

Este estudio analiza la efectividad de la formación en línea en una gran organización. Se ha probado la influencia de diferentes procesos de la formación, como las estrategias de aprendizaje, las reacciones, el apoyo a la transferencia y las barreras, en la transferencia del comportamiento y el desempeño laboral. Los participantes fueron 3,600 empleados de un banco público brasileño que participaron en una formación en línea en el trabajo. Seis meses después, sus supervisores evaluaron las influencias de la formación en el comportamiento laboral de sus subordinados. Los hallazgos indicaron que en la autoevaluación la transferencia del comportamiento se predijo mediante estrategias de aprendizaje de elaboración/aplicación práctica, reacciones a la formación, apoyo organizacional y de pares; las estrategias de control de la motivación, cognitivas/búsqueda de ayuda y elaboración/aplicación práctica, junto con las reacciones a la formación, se relacionaron significativamente con el desempeño laboral. En la heteroevaluación, el apoyo del supervisor contribuyó a explicar la transferencia del comportamiento y las estrategias cognitivas/búsqueda de ayuda explicaron el desempeño laboral. Se identificó el papel mediador de las reacciones a la formación y el apoyo a la transferencia mostró efectos moderadores marginales.This study analyzes the effectiveness of online training in a large organization. We tested the influence of different training processes, such as learning strategies, reactions, support of transfer, and barriers, on behavioral transfer and job performance. The participants were 3,600 employees of a Brazilian public bank after taking part in online training at work. Six months later, their supervisors evaluated the influences of the training on their subordinates’ work behaviors. Findings indicated that in self-evaluation behavioral transfer was predicted by elaboration/practical application learning strategies, trainees’ reactions to training, organizational, and peer support; motivation control, cognitive/help-seeking, and elaboration/practical application learning strategies, along with trainees’ reactions to training, were significantly related to job performance. In hetero-evaluation, supervisor support contributed to explaining behavioral transfer, and cognitive/help-seeking strategies explained job performance. The mediating role of reactions to training was identified, and support of transfer showed marginal moderating effects.Ministerio de Economía y Competitividad PSI2015-64894-

Managerial satisfaction with subsidiary performance; the influence of the parent MNE's capabilities and the subsidiary's environment

Multinational enterprise performance is one of the most researched topics in the strategic management literature over the last thirty years. Despite the proliferation of studies, the dispute over the relation between firms’ international investment activities and corporate performance has not yet reached a consensus. This paper’s contribution is threefold. First, we focus on entry by West European multinational enterprises into Central and East European countries. Second, we develop a multi-theory argument, combining insights from transaction cost, new institutional, behavioral, resource-based and international strategy theories. Third, we estimate the determinants of managerial satisfaction with subsidiary performance with questionnaire data for a sample of 198 subsidiaries.

Trust, Reciprocity, and Guanxi in China: An Experimental Investigation

We examine the influence of social distance on levels of trust and reciprocity in China. Social distance, reflected in the indigenous concept of guanxi, is of central importance to Chinese culture. In Study 1, some participants participated in two financially salient trust games to measure behavior, one with an anonymous classmate and the other with an anonymous, demographically identical nonclassmate. Other participants, drawn from the same population, completed hypothetical surveys to gauge both hypothetical behavior and expectations of others. Social distance effects on actual and hypothetical behavior were statistically consistent. The results together corroborated the hypothesized negative relationship between trust and social distance. However, reciprocity was not responsive to social distance. Study 2 found that affect-based trust, but not cognition-based trust, played a mediating role in the relationship between social distance and interpersonal trust in a hypothetical scenario. We conclude that close guanxi ties in China engender affect-based trust, which is extended to shouren classmates. This is true despite the fact that no more cognition-based trust is placed nor reciprocity received or expected from classmates compared to demographically identical shengren nonclassmates.Experiment; Affect-based Trust; China; Guanxi; Reciprocity; Trust; Social Distance

Social Interaction and R & D Project Performance

[Excerpt] The purpose of this working paper is to present some initial findings from research currently being conducted on the effect of informal structures of communication and interaction on the product development process. The general hypothesis of the study is that higher levels of communication are associated with more effective working relationships among the different functional groups working on product innovation. The first part of this paper will review previous work in the area. Part II develops the questions of the current study. Part III outlines the methods used to address the research questions. Part IV presents the results from an initial pilot study performed within one organization. The final section discusses these results in terms of their implications for the management of innovation

Contextual factors, knowledge processes and performance in global sourcing of IT services: An investigation in China

Copyright @ 2011, IGI Global. Copying or distributing in print or electronic forms without written permission of IGI Global is prohibited. Reuse of this article has been approved by the publisher.In this paper, the authors explore the influences of two major contextual factors—supplier team members’ cultural understanding and trust relationship—on knowledge processes and performance in global sourcing of IT services. The authors discuss a joint investigation conducted by a cross-cultural research team in China. Cultural understanding is measured by individualism with guanxi and mianzi, two Chinese cultural concepts, and trust relationship is measured by adjusting trust, a notion reflecting the uniqueness of the Chinese people. Knowledge processes are characterized by knowledge sharing. Performance is measured by the outcomes of global sourcing, which is represented by product success and personal satisfaction. Data are collected in 13 companies in Xi’an Software Park, with 200 structured questionnaires distributed to knowledge workers. The results of quantitative data analysis indicate that cultural understanding influences trust relationship greatly, as well as knowledge sharing and performance in global sourcing of IT services. Trust relationship significantly impacts knowledge sharing, whereas trust relationship and knowledge sharing have no impact on performance. This study suggests that special aspects of the Chinese context have significant direct impacts on knowledge processes while no direct and immediate impacts on performance in global sourcing of IT services.National Natural Science Foundation of China, Program for Humanity and Social Science Research, Program for New Century Excellent Talents in University in China and Brunel University's Research Development Fund

Global Human Resource Metrics

[Excerpt] What is the logic underlying global human resources (HR) measurement in your organization? In your organization, do you measure the contribution of global HR programs to organizational performance? Do you know what is the most competitive employee mix, e.g., proportion of expatriates vs. local employees, for your business units? (How) do you measure the cost and value of the different types of international work performed by your employees? In the globalized economy, organizations increasingly derive value from human resources, or “talent” as we shall also use the term here (Boudreau, Ramstad & Dowling, in press). The strategic importance of the workforce makes decisions about talent critical to organizational success. Informed decisions about talent require a strategic approach to measurement. However, measures alone are not sufficient, for measures without logic can create information overload, and decision quality rests in substantial part on the quality of measurements. An important element of enhanced global competitiveness is a measurement model for talent that articulates the connections between people and success, as well as the context and boundary conditions that affect those connections. This chapter will propose a framework within which existing and potential global HR measures can be organized and understood. The framework reflects the premise that measures exist to support and enhance decisions, and that strategic decisions require a logical connection between decisions about resources, such as talent, and the key organizational outcomes affected by those decisions. Such a framework may provide a useful mental model for both designers and users of HR measures