Managing the Complementarity of Knowledge Integration and Process Formalization for Systems Development Performance

Systems development processes have received significant negative publicity due to failed projects, often at large costs, and performance issues that continue to plague IS managers. This study complements existing systems development research by proposing a knowledge management perspective for managing tacit and explicit knowledge in the systems development process. Specifically, it proposes that collaborative exchange and integration of explicit knowledge across phases of the development process positively influence the performance of systems development. It also suggests that process formalization not only directly impacts development performance but also moderates the performance effects of the knowledge integration factors. Data for the empirical study were collected from 60 organizations that are part of a user group for one of the world\u27s largest software development tool vendors. Empirical results provide strong evidence of the importance of supporting tacit and explicit knowledge processes in systems development as well as process formalization. The findings suggest that: (i) collaborative exchange among IS employees that integrates their tacit knowledge positively impacts development performance, (ii) explicit knowledge integration in development artifacts across different phases of the systems development process positively impacts development performance, (iii) formalization of processes that establishes routines and discipline yields performance gains, and (iv) the performance effects of both collaborative exchange and explicit knowledge integration are moderated by the formalization of the process. These results have implications for how both tacit and explicit knowledge integration can be managed during systems development, and how formalization of processes complements their relationship with development performance

THE EFFECTS OF PERSONAL INNOVATIVENESS , PERCEIVED RISK , AND COMPUTER SELF -EFFICACY ON ONLINE PURCHASING INTENT

The rapid growth of e-commerce makes it important for the success of companies to understand both the factors that facilitate and are barriers to these transactions. Therefore, the purpose of this study is to investigate the relationships between perceived Internet risk, personal innovativeness and computer/web self-efficacy, and online purchases intentions as three of these factors. Results indicate that perceived Internet risk, personal innovativeness and computer/web self-efficacy are all strongly related to online purchasing intentions. There is also a strong relationship between computer self- efficacy and personal innovativeness, two of the values-compatibility variables related to intention to purchase on-line. Suggestions for future research to test the applicability of the Technology Acceptance Model and/or its extensions in the e-commerce sector, as well as the antecedents of perceived usefulness in this setting, are discussed

The Role of Trust, Communication and Corporate Culture in Telecommuting Relationships

Predictions concerning the growth of telecommuting have not materialized, despite the potential benefits to both the employer and the employee (e.g., less office space needed, employee flexibility, less time spent commuting). While the reasons for this lack of growth are not clear, it has been suggested that a negative managerial attitude is responsible (Christensen, 1992). In one of the few empirical studies on telecommuting, Ruppel and Harrington (1995) found that managerial attitude was central to telecommuting adoption and diffusion (i.e., the spread of the telecommuting once it is adopted). Thus the current study is designed to further understand what factors, such as trust, communication, and corporate culture, may influence managerial attitud

Organizational Creativity and the Top Management Team (TMT): An Interactionist Perspective

This study examines organizational creativity of the top management team (TMT) at the individual and group levels and the organizational context. The emphasis of the study is on the constellation of personality traits and behaviors at the (TMT) which facilitate and foster organizational creativity. This study increases our understanding of the interaction between specific characteristics of the person, group, and contextual factors that contribute to a creative global organization. The findings highlight the importance of individual and team personality in the design and reinforcement of a creative organizational business environment. The study demonstrates creativity at the organizational level influenced by creative leader personalities stimulates creativity; encourages the development of new ideas; supports innovation through creativity by encouraging vision, recognition for creative work and norms of actively sharing ideas across the organization. The study enhances our knowledge about the interaction of the competencies of a creative leader and a creative organization in a global, knowledge-based economy

Roadmap for Transformational Change in a Hospital Setting: Longitudinal View

This longitudinal action research case study of a hospital involved in systemic change for 12 years demonstrates how the management staff, led by a committed CEO, was able to successfully implement a team strategy to share knowledge and achieve a radical culture change. The multiyear initiatives and processes institutionalized team-based leadership and a culture of knowledge sharing as documented by improved patient quality care. This research provides a baseline for an informed approach to a leading organizational culture change. An organizational development model for knowledge sharing and process improvement to support the systemic culture change is described

Emotional labour outcomes: A Philippine call centre

Purpose – The purpose of this paper is to examine whether Western human resource (HR) theory is applicable to a call centre located in the Philippines. A call centre, due to the amount of emotional labour involved in this type of work, is an ideal environment to study stress related Western HR model where stress eventually leads to turnover. Turnover is a major concern in the call centre industry. Design/methodology/approach – The authors tested a model linking work stress to job satisfaction, organizational commitment and intention to turnover using data collected from 439 employees in the Philippines. Both correlation analysis and partial least squares analysis were used to test the theoretical Western HR components both individually and holistically. Findings – The findings indicate that these call centre employees reported emotional stress, leading to job dissatisfaction, reduced organization commitment and ultimately increased intention to turnover. Turnover is reported to be a serious and increasing problem in call centres and this research demonstrates the significant role of employee emotional stress. Practical implications – An understanding of the applicability of Western HR theory in non-western countries is of interest to managers in non-western countries. It is important as economic development occurs in newly developing countries that managers understand which theories from developed nations will apply to facilitate their growth and success. Originality/value – This paper addresses HR concerns both in a Pan-Asian country that is rapidly developing and in the call centre industry which is predicted to grow rapidly in future

Work strain, job satisfaction, and intention to quit: The moderating effect of long-term orientation

The purpose of this study is to investigate the moderate role of national culture on the relationship between work strain and employee attitudes. National culture describes the context in which work strain is experienced and employee attitudes and intentions are expressed. National culture also influences the perceptions of its members by creating cultural schemata for how experiences are viewed and interpreted. This study considers the attitudes of 347 entry-level employees working in manufacturing and call center companies in China, India, and the Philippines. Our findings indicate the national cultural dimension of long-term orientation moderates the relationships between work strain, job satisfaction, and intention to quit. Isolating national cultural differences related to long-term orientation may aid in the understanding of more subtle cultural variances which may be overlooked when samples from seemingly similar national cultures and geographic regions are grouped for analysis