Emotional Dissonance and the IT Professional – A Replication

This study is a conceptual replication of the Rutner, Hardgrave, and McKnight (2008) model of emotional dissonance analyzed as an antecedent of work exhaustion and job satisfaction extending the original Moore (2000a) model of turnover intention. Using a sample of IT workers from a Fortune 500 company, we tested the model of emotional dissonance and turnover intention. Our sample size is 303, nearly double the sample size (N=161) used in the original study. We successfully replicated five of the seven hypotheses tested in original paper. These results strengthen theories in information systems exploring job satisfaction and turnover intention among IT workers. Future research might consider new stressors or issues facing IT workers that could be investigated with emotional dissonance

The Impact of Emotional Labor and Conflict-Management Style on Work Exhaustion of Information Technology Professionals

Work exhaustion of information technology (IT) professionals is a serious concern. This study offers a unique perspective on IT professional work exhaustion by drawing on two theoretical domains: emotional labor and conflict management. Emotional labor theory is concerned with employee’s display of emotion in the workplace while conflict management theory addresses one’s preferred style when conflict arises. This study identifies links between the ways in which one responds to conflict situations and the way in which one monitors and controls emotional displays. The experience of conflict tends to generate negative emotions while display rules govern appropriate emotional demeanors in the workplace. The findings suggest that the perception of display rules influences conflict management styles. Furthermore, conflict management styles influence the use of strategies of deep acting and surface acting which have differential relationships with work exhaustion

Attracting High School Minority Students to Information Systems: The Technology Awareness Program

The purpose of this paper is to explain the Technology Awareness Program that was implemented at a southern university to increase the exposure of information systems to high school minority students including females. The details of the program, industry participation, sponsorship, and the student project are presented and discussed. Prior research on interactive learning is included as support for the project and interactive learning methods employed in the program

Why do Students not Major in MIS? An Application of the Theory of Planned Behavior

A McKinsey & Company report states that a gap in information technology skills remains in the U.S. and globally. Combined with continued projections for high growth in MIS positions such as Systems Analysts and Software Applications Developers, increasing student enrollment in MIS continues to be a focus for MIS academicians and professionals. Although studies addressing MIS enrollment issues abound, the manner in which relevant factors are collected is often not systematized. The current study uses established theory and instruments to examine student perceptions of majoring in MIS. Using the Theory of Planned Behavior (TPB), we employ an elicitation-based study uncovering beliefs about majoring in MIS. We subsequently use Partial Least Squares to analyze the importance of these beliefs in influencing intentions to major in MIS. The results lead to specific recommendations for improving MIS enrollments in the U.S. and international settings

Job Satisfaction in Agile Development Teams: Agile Development as Work Redesign

Agile software-development advocates claim that an important value proposition of agile methods is that they make people more motivated and satisfied with their jobs. While several studies present anecdotal evidence that agile methods increase motivation and satisfaction, research has not theoretically explained or empirically examined how agile development practices relate to team members’ feelings about their work. Drawing on the management and software-development literature, we articulate a model of job design that connects agile development practices to perceptions of job characteristics and, thereby, improve agile team members’ job satisfaction. Using data collected from 252 software-development professionals, we tested the model and found a positive relationship between agile project-management and software-development practices and employees’ perceptions of job characteristics. Further, we found direct effects between agile development-practice use and job satisfaction. Finally, we found interaction effects between the use of agile project-management and software-development approaches and the perception of job autonomy. With this study, we contribute to the literature by theoretically explaining and directly evaluating agile development practices’ impact on individuals’ perceptions about their job characteristics and on their job satisfaction

The Relationship between Information Systems (IS) Assets, Organizational Capabilities, and IS-enabled Absorptive Capacity in U.S. State Information Technology Departments

Despite the recognition that information is a strategic asset for any state government, we lack research on the deployment and use of information systems in the U.S. state government context. Information systems are central for state agencies’ efforts to develop optimal responses to demands from their internal and external constituents. We examine how a specific IS asset combines with prior knowledge to influence organizational capabilities. We also examine the connection between organizational capabilities and the IS-enabled absorptive capacity of U.S. state IT departments from the perspective of IS employees. This study may help researchers and practitioners understand the role of IS assets in forming IS-enabled absorptive capacity in government organizations. We collected survey data from 417 government IS employees that represented 21 different states. The findings indicate that the role of an IS asset depends on the type of asset. Inside-out IS assets (ERP) moderate the relationship between prior knowledge and organizational capabilities, while outside-in IS assets (CRM) directly affect organizational capabilities. In addition, organizational capabilities can directly affect IS-enabled absorptive capacity in IT departments. This research increases our understanding of the influence of different IS assets on IS-enabled absorptive capacity in state government IT departments. We discuss limitations and directions for future research

How Managers and Workers See Their World: Perceptions of the Relationship Between Organizational Capabilities and Absorptive Capacity in U.S. State Information Systems Departments

Despite the recognition that information is a strategic asset to any state government, there is a relative dearth of research on the information systems (IS) function in state government. This stands in contrast to the number of articles devoted to e-government initiatives. IS departments however are central to state agencies’ efforts to develop optimal responses to demands from their internal and external constituents. The authors examine the connections between perceptions of critical agency capabilities (socialization, coordination, and systems) and the absorptive capacity of state IS departments from the perspective of IS workers and IS managers. Findings indicate that two critical capabilities (socialization and coordination) explained 62.5% of the variation in absorptive capacity for IS workers and 47% of the variation for IS managers. In addition, the influence of the relevant knowledge of IS workers and managers is found to have differing influences on agency capabilities

Mitigating Turnover Intentions: Are All IT Workers Warriors?

The current study is a conceptual replication of Ahuja, Chudoba, Kacmar, McKnight, and George’s (2007) model of the proximal and distal antecedents of the turnover intentions of information technology (IT) professionals. Whereas the original study focused on ‘IT Road Warriors’, those that spend most of their work life away from home; we applied the original study’s hypotheses and model to the more general context of IT professionals. Results from a sample of 301 IT professionals housed in an on-site internal IT department were mixed. Consistent with Ahuja et al. (2007), the relationships between exhaustion, organizational commitment, and turnover intention were supported. Also, the influence of work-family conflict on exhaustion, but not organizational commitment, was confirmed. In contrast to Ahuja et al. (2007), the replication study found that fairness of rewards was much more important to in-house IT professionals than autonomy. Future research should investigate the boundaries of Ahuja et al.’s (2007) model of turnover intention for various sub-populations within the IT profession, such as system administrators, contract workers, and perhaps CIOs. Researchers may also want to explore factors outside the current model that may impact the turnover intention of IT professionals such as organizational and professional identity and boundary spanning