qq-Frequent hypercyclicity in spaces of operators

We provide conditions for a linear map of the form $C_{R,T}(S)=RST$ to be $q$-frequently hypercyclic on algebras of operators on separable Banach spaces. In particular, if $R$ is a bounded operator satisfying the $q$-Frequent Hypercyclicity Criterion, then the map $C_{R}(S)$=$RSR^*$ is shown to be $q$-frequently hypercyclic on the space $\mathcal{K}(H)$ of all compact operators and the real topological vector space $\mathcal{S}(H)$ of all self-adjoint operators on a separable Hilbert space $H$. Further we provide a condition for $C_{R,T}$ to be $q$-frequently hypercyclic on the Schatten von Neumann classes $S_p(H)$. We also characterize frequent hypercyclicity of $C_{M^*_\varphi,M_\psi}$ on the trace-class of the Hardy space, where the symbol $M_\varphi$ denotes the multiplication operator associated to $\varphi$.Comment: The previous version has been changed considerably with many corrections rectifie

Organizational Culture and the Three V’s of Big Data

Much of the existing research on Big Data has largely concentrated on the technical challenges related with gathering and analysis of Big Data. These studies have seldom discussed the role of organizational culture in Big Data initiatives. Thus, relatively little is known about how organizational culture may impede or enhance an organization’s ability to gain advantage from these data. Given that the notion of Big Data has been defined in terms of three key (or V’s) attributes (i.e., volume, variety, and velocity), it is important to examine how organizational culture influences Big Data attributes. Therefore, to establish a clear understanding between culture and Big Data attributes, this study presents a framework that links organizational culture to the three V’s of Big Data. This study argues that not all organizations, due to their varying cultural orientation, emphasize the importance of data volume, data variety, and data velocity. Further, the proposed framework suggests that organizations with a flexible structure and an external focus are likely to have a positive impact on the three V’s of Big Data thereby increasing their chances of deriving maximum benefits from Big Data projects

Information systems in the 21st century: culture, agility and big data

In the past decade, culture has been a focus of several studies in the information systems (IS) field. While the literature on the role of culture in information systems is growing, due to the breadth of the concept of culture, the research involving culture remains challenging. The main challenge pertains to the definition of culture which is evidenced by the presence of more than 150 definitions of culture in literature, yet there is no consensus on one. Another challenge is the existence of various cultural frameworks, and consequently the presence of multiple measures of culture. However, despite the challenges associated with the lack of agreement on the definition of culture and the existence of various measures of culture, the notion of culture is considered a critical factor to understand the national, organizational, and individual-level behaviors in IS and other business disciplines. This dissertation consists of three studies where each study investigates the role of culture in three different information systems-related contexts. The first study focusses on two national cultures, Indian and the United States, and investigates if deception can be detected across cultures, especially when the communication between individuals is mediated by computers. The second study investigates the relationship between different forms of organizational culture (group, developmental, rational, and hierarchical) and the implementation of agile practices, which in turn may lead to organizational creativity. The third study explores the role of data-driven decision making culture, which is defined as a culture in which decisions are made based on data rather than on the beliefs or opinions of organizational members, in creating a firm-specific big data capability

Weighted spaces of holomorphic functions on Banach spaces and the approximation property

In this paper, we study the linearization theorem for the weighted space H_ω(U; F) of holomorphic functions de_ned on an open subset U of a Banach space E with values in a Banach space F. After having introduced a locally convex topology T_M on the space H_w (U; F), we show that (H_w (U; F);T_M) is topologically isomorphic to (L(G_ω (U); F), T_c ) where G_w (U)is the predual of H_w(U) consisting of all linear functionals whose restrictions to the closed unit ball of H_w(U) are continuous for the compact open topology T_0. Finally, these results have been used in characterizing the approximation property for the space H_w(U) and its predual for a suitably restricted weight w.The second author acknowledges the Council of Scientific and Industrial Research INDIA for a Research FellowshippeerReviewe

The Effect of Socializing via Computer-mediated Communication on the Relationship between Organizational Culture and Organizational Creativity

An organization’s culture plays a strong role in its creating new knowledge, but, as organizations become more dispersed and technologies more advanced, many come to rely on computer-mediated communication (CMC) for employees to engage in all levels of knowledge management. Researchers have conducted little work to understand the effectiveness of socializing via CMC on organizational creativity, particularly as it relates to organizational culture. Some organizations tend toward a group culture, while others lean toward a rational culture. We investigate how both face-to-face (FTF) and computer-mediated socializing influence the relationship between organizational culture and organizational creativity at each cultural extreme. We surveyed 186 knowledge workers to investigate these relationships. Organizational culture interacted with socializing such that creativity in rational cultures benefited from using CMC to socialize, while group cultures appeared to be agnostic to different socializing types

Towards an Understanding of Remote Work Exhaustion: A Study on the Effects of Individuals’ Big Five Personality Traits

At a time when many organizations have adopted, or are considering adopting, fully remote, hybrid, or partially remote working modalities, this study explores links between individuals’ (Big Five) personality traits and their likelihood of experiencing remote work exhaustion. Hypothetical associations are developed and then tested using survey data collected from 642 participants in the United States working in different industries. Results show that while neuroticism predicts remote work exhaustion, agreeableness and conscientiousness act as protective personality traits. This article offers several research implications and actionable, practical insights

Deception Detection: An Exploration of Annotated Text-Based Cues

Do embedded textual cues in asynchronous communication affect deceptive message detection? The expanded use of social media and rich media applications in business make this an important issue. Prior research indicates deception commonly occurs in all forms of communication and people have difficulty detecting its use. Asynchronous online communications are no exception and offer users a variety of media choices which may complicate deception detection, particularly if the sender has strategically selected a channel intended to disguise their intentions. The current study investigated whether embedded, non-verbal cues in common media forms found in asynchronous online venues influenced deception detection. Drawing on media synchronicity theory, results suggest embedding non-verbal cues in the form of annotated text can enhance deception detection. Overall, the findings suggest managers must be wary of sender motivations, which can influence message veracity, particularly in low synchronicity environments where media is subject to edits and manipulations

Examining how AI capabilities can foster organizational performance in public organizations

Developing the capacity to digitally transform through AI is becoming increasingly important for public organizations, as a constantly growing number of their activities is now becoming AI-driven. This prompts an understanding of how public organizations should organize in order to derive value from AI, as well as in which forms can value be realized. Against this background, this paper examines how AI capabilities can lead to organizational performance by inducing change in key organizational activities. Using a survey-based study, we collected data from European public organizations regarding the indirect effect AI capabilities have on organizational performance. Data was collected from 168 municipalities from three European countries (Norway, Germany, and Finland) and analyzed by means of structural equation modeling. Our findings show that AI capabilities have a positive effect on process automation, cognitive insight generation, and cognitive engagement. While process automation and cognitive insights are having a positive effect on organizational performance, we found that cognitive engagement negatively affects organizational performance. Our findings document the key resources that constitute an AI capability and showcase the effects of fostering such capabilities on key organizational activities, and in turn organizational performance.publishedVersionPeer reviewe