Functional Forms of Fit: Making the Case for an Asymmetric Perspective

In research disciplines such as organization science and information systems, fit, for example between environmental factors and organizational structure, and between organizational tasks and information systems, plays an important role to explain and predict variables such as organizational performance and user satisfaction. We build on the observation that while different types of fit have been identified, the characteristics that underlie the functional relationships of fit and the respective dependent variables have received less attention. We suggest that two characteristics in particular, (1) continuity versus dichotomy of fit and non-fit, and (2) symmetry of effects, require the attention of researchers who study complex organizational phenomena as part of organizational and information systems research. We suggest that researchers routinely consider asymmetric forms of fit that distinguish over-fit and under-fit and clearly justify their choices of continuous versus dichotomous fit-variables in their research designs. We discuss the implications for fit-related research studies

A contingency model of perceived effectiveness in accounting information systems: Organizational coordination and control effects

A contingency model is advanced that examines sources of requirements for organizational coordination and control as they affect the extent of integration in an accounting information system. Requirements that are contingent on the degree of organizational formalization, information interdependence among functional areas, and dependence in interorganizational information sharing and electronic data interchange links, are examined. The congruence or fit of system integration with those requirements is a key concept that influences beliefs about system effectiveness. Results of the empirical study indicated that, as hypothesized, the fit between the accounting system design and the contingency factors resulted in a more successful system. Specifically, system fit was a significant factor that explained variations in perceived AIS effectiveness, as measured by decision makers’ perceived satisfaction with the accuracy and monitoring effectiveness of output information. The effect of system fit on a second factor of perceived AIS effectiveness, as measured by decision-makers’ satisfaction with the perceived quality of information content in system outputs, was only marginally significant. The study addresses an important area in accounting systems research that directly relates to the decision facilitation and control objectives of accounting information. © 2000 Elsevier Science Inc. All rights reserved

Critical Success Factors For The Implementation Of Integrated Healthcare Information Systems Projects: An Organizational Fit Perspective

Many healthcare reforms are to digitalize and integrate healthcare information systems. However, the disparity of business benefits in having an integrated healthcare information system (IHIS) varies with organizational fit factors. Critical success factors (CSFs) exist for hospitals to implement an IHIS successfully. This study investigated the relationship between the organizational fit and the system success. In addition, we examined the moderating effect of five CSFs -- information systems adjustment, business process adjustment, organizational resistance, top management support, and the capability of key team members – in an IHIS implementation. Fifty-three hospitals that have successfully undertaken IHIS projects participated in this study. We used regression analysis to assess the relationships. The findings of this study provide a roadmap for hospitals to capitalize on the organizational fit and the five critical success factors in order to implement successful IHIS projects

MEASURING FIT BETWEEN ACCOUNTING INFORMATION SYSTEM DESIGN, BUSINESS STRATEGY, AND ORGANIZATIONAL STRUCTURE CASE STUDY: MEDIUM AND LARGE MANUFACTURING COMPANIES IN WEST SUMATERA

This research focused on measuring fit between accounting information systems (AIS) design, business strategy, and organizational structure by implementing contingency theory. The research was conducted in 30 medium and large manufacturing companies located in West Sumatera. Based on AIS characteristics (scope, timeliness, aggregation, integration) provided by Chenhall and Morris, it proposed matching fit perspective by Venkatraman. The research found there is fit between certained AIS characteristics with organizational structure and business strategy, but there is no differentiation fit on using centralized or decentralized structure for low-cost and differentiation strategy company. Furthermore, it opens up possibilities for further research of fit between AIS, business strategy, and organizational structure for manufacturing companies in West Sumatera or even on global basis. Key words: Accounting Information Systems, Business Strategy, Organizational Structure, Contingency Theor

Individual emergence in contextual analysis

Located within the tradition of Hermeneutic Dialectics (HD) this paper offers an approach which can further an analysis of a fit between information and organizational systems. Drawn upon Information Systems Development projects a relationship between theory and practice is aided through a multi-disciplinary approach to sense making activity. Using a contemporary version of contextual analysis to understand a way in which individuals construct adapt and create meaning from their environment offers a route to improve a systems analysis process. This type of enquiry into contextual dependencies of knowledge creation can help direct a development of systems that have the intention to serve specific organizational actors and their needs. Combining methods outside of a traditional polar divide, sense making research undertaken within a systems thinking arena can enrich understanding by complementing qualitative and / or quantitative analysis with reflective depth. Drawing together interdisciplinary strands through a critical systems thinking approach offers new levels of professionalism for computer- and management-, practitioners or researchers in the 21st Century

Critical Success Factors for the Implementation of Integrated Healthcare Information Systems Projects: An Organizational Fit Perspective

Many healthcare reforms are to digitalize and integrate healthcare information systems. However, the disparity of business benefits in having an integrated healthcare information system (IHIS) varies with organizational fit factors. Critical success factors (CSFs) exist for hospitals to implement an IHIS successfully. This study investigated the relationship between the organizational fit and the system success. In addition, we examined the moderating effect of five CSFs -- information systems adjustment, business process adjustment, organizational resistance, top management support, and the capability of key team members – in an IHIS implementation. Fifty-three hospitals that have successfully undertaken IHIS projects participated in this study. We used regression analysis to assess the relationships. The findings of this study provide a roadmap for hospitals to capitalize on the organizational fit and the five critical success factors in order to implement successful IHIS projects

How does organizational culture affect IS effectiveness : a culture-information system fit framework

Previous research has examined the impact of organizational culture(OC) on the implementation of many information systems. However, there is a lack of overall picture on how OC affects the effectiveness of different information systems differently. Based on the Competing Value Framework, this paper proposes a comprehensive framework to explain how the fit between organizational culture and types of IS results in different types of IS effectiveness. This framework can be used by managers to create a proper organizational culture that is compatible with the use of specific information systems

Recruitment and Selection

[Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection. Specifically, we argue that organizations are structured into unique subunits of employees based on the equivocality of available information in their jobs and the resulting need for organizational rationality or openness. Drawing on existing empirical work on strategic human resource management, we argue that unique systems of recruitment and selection practices are necessary to provide the level of employee knowledge, skills, and abilities to match the level of information equivocality faced by the employees in these roles. In particular, we put forth arguments that recruitment and selection systems that match with the mechanistic organizational structure are the best fit for subunits of employees facing low information uncertainty; whereas recruitment and selection systems that match with the organic organizational structure are the best fit for subunits of employees facing high informational uncertainty

SISTEM PENDUKUNG KEPUTUSAN PENERAPAN SISTEM INFORMASI BERDASARKAN BUDAYA ORGANISASI MENGGUNAKAN METODE ORGANIZATIONAL CULTURE ASSESSMENT INSTRUMENT DAN COMPETING VALUES FRAMEWORK

Budaya organisasi memiliki peran yang sangat strategis untuk mendorong dan meningkatkan efektifitas kinerja organisasi, sebagai instrumen untuk menentukan arah organisasi, mengarahkan apa yang boleh dilakukan dan yang tidak boleh dilakukan, cara mengalokasikan sumber daya organisasional, dan sebagai alat untuk menghadapi masalah dan peluang dari lingkungan internal dan eksternal. Setiap organisasi berusaha untuk meningkatkan efisiensi dan efektifitas kinerja organisasi dengan mengadopsi dan mengimplementasikan sebuah Sistem Informasi. Namun seringkali terjadi kegagalan dalam pemanfaatan Sistem Informasi yang didominasi oleh faktor manusia seperti tidak cocok dengan budaya kerja atau budaya organisasi baru, etika, dan kebijakan dengan penggunaan Sistem Informasi serta adanya keterbatasan keahlian. Oleh karena itu, suatu organisasi harus mengetahui sistem informasi yang sesuai dengan budaya organisasinya. Penelitian ini menyajikan sebuah metode untuk membuat Sistem Pendukung Keputusan yang dapat memecahkan permasalahan penerapan sistem informasi berdasarkan budaya organisasi. Metode yang digunakan untuk mengukur budaya organisasi adalah Organizational Culture Assessment Instrument (OCAI), dimana metode ini biasa digunakan untuk mengukur budaya organisasi yang ada pada Competing Values Framework (CVF). Dan dengan menggunakan Culture-Information System Fit Framework dapat digunakan untuk memberikan informasi mengenai rekomendasi sistem informasi yang sesuai dengan budaya organisasi. Kata Kunci: OCAI, CVF, Culture-Information System Fit Framework, Sistem Pendukung Keputusan. Organizational culture has a strategic role to promote and improve the effectiveness of the organization's performance, as an instrument for determining the direction of the organization, directing what should be done and what should not be done, how to allocate organizational resources, and as a tool to deal with problems and opportunities of the internal and external environment. Every organization seeks to improve the efficiency and effectiveness of the organization’s performance by adopting and implementing an Information System. But often there is a failure in the utilization of information system that is dominated by human factors such as incompatible with the work culture or a new organizational culture, ethics, and policy with the use of information system as well as the limitations of expertise. Therefore, an organization must know appropriate information systems with organizational culture. This study presents a method to make a decision support system that can solve the problems of implementation of information system based on organizational culcture. The method used to measure organizational culture is the Organizational Culture Assessment Instrument (OCAI), where this method is used to measure organizational culture that exist in Competing Values Framework (CVF). And by using the Culture-Information System Fit Framework can be used to provide information regarding the recommendations of information systems in accordance with the organizational culture. Keywords: OCAI, CVF, Culture-Information System Fit Framework, Decision Support System

Appropriate Information Technology In Emerging Economies: An Application For Strategic Decision-Making In Manufacturing Industries

Competing in global marketplace has pressured managers respond to shifting market trends by increasing product quality, business process reengineering, and decreasing time to market for new products.  Within emerging economies top executives have realized that adoption of appropriate information technologies such a decision support systems (DSS) and group decision support systems (GDSS) have led to changes in the existing organizational structure and communication mechanisms.  This paper explores the advantages and constraints of DSS and GDSS in formulating manufacturing strategies in emergent economies.  We argued that to fit appropriate information technology to organizational design top executive would benefit from strategic information systems planning process.  This process enables top executives to invest in appropriate information system that fits their structural arrangements and organizational culture.  Moreover, we explored the impact of DSS and GDSS on executive decision-making capabilities.  We also explored the methodology for implementation of appropriate information systems in manufacturing firms in emergent economies