Does Technology Enabled Design-Thinking Influence Digital Innovation? An Innovation Affordance Perspective

Though prior research recognizes the vital role of the ‘innovation agents’ in effectuating digital innovation, little attention has been given to examine the role of ‘innovation affordances’. Drawing on digital innovation literature, we conceptualize the influence of both —‘innovation agent’ and ‘innovation affordance’ factors on the extent of digital innovation. We then test the theorized model via a quasi-experimental study, where the extent of digital innovation from a technology enabled design-thinking creative process is examined. Though the results from our study demonstrate the salience of both ‘innovation agent’ and ‘innovation affordance’ factors, the latter operationalized through technology enabled design-thinking process, the construct for which is developed in our study, has a stronger influence on digital innovation. Our research emphasizes the need for having a well-structured technology enabled creative process to actualize the innovation affordances. The findings have significant theoretical and practical implications

Bridging Cultural Discontinuities in Global Virtual Teams: Role of Cultural Intelligence

Prior research on global virtual teams (GVTs) identifies ‘cultural discontinuity’ as a salient boundary that needs to be bridged for better performance. Grounding the study in organizational discontinuity theory (ODT), we propose cultural intelligence (CQ) as one of the modalities through which cultural discontinuities in GVTs could possibly be bridged. Situating the discussion, in transactional model of stress and coping (TMSC), we develop a CQ nomological network describing the inter-relationships and mechanisms through which different CQ dimensions influence GVT performance. Further, leveraging compensatory adaptation theory (CAT) we hypothesize the significant role of structural adaptation (role structure adaptation), in addition to behavioral adaptation (CQ behavior), in the proposed CQ framework for the GVT context. The theorized model is tested via data collected through a two-wave survey design comprising 128 GVT members in 32 teams. Study provides support to the extended CQ nomological network and makes several valuable theoretical and practical contributions

What triggers digital employee advocacy behavior?

As companies increasingly move towards remote/hybrid workplace settings for both sustenance and growth motives, they face people-centric problems such as quiet quitting and organizational (dis)identification. As a way to mitigate these situations, empower employees, and improve well-being, they heavily invest in people-centric digital workplace platforms such as the employee advocacy (EA) platforms that promise both instrumental and humanistic outcomes, including encouraging digital employee advocacy behavior (DEA). However, no prior empirical research has conceptualized DEA nor have they shown the efficacy of the EA platform in encouraging DEA. Using a bricolage approach, we explore digital trace data (user reviews) to firstly conceptualize and then validate a grounded well-being led digital employee advocacy model. We contribute to EA and digital workplace literature by conceptualizing and providing measures to study DEA as well as identifying platform enabled social and psychological well-being as the key triggers to DEA. Practical implications are also discussed

Does Technostress Inhibit Employee Innovation? Examining the Linear and Curvilinear Influence of Technostress Creators

Despite the increasing quantum of research on technostress, three particularly noteworthy gaps remain. First, though prior studies have described “technostress creators” through the five dimensions techno-overload, techno-invasion, techno-complexity, techno-insecurity, and techno-uncertainty in an aggregated way, they have not adequately considered how these technostress creators individually influence job outcomes. Second, though past organizational research suggests a curvilinear relationship between job stress and job outcomes, research has yet to examine whether the stress-performance dynamics for the technostress context follows the organizational stress literature. Third, even though the literature emphasizes information and communication technology (ICT)-enabled innovation in firms, research has not explored what influence the technostress creators have on ICT-enabled innovation in-depth. Grounding our arguments in the control theory of occupational stress and conservation of resources (COR) theory, we first theorize the linear and curvilinear relationships for each of the five technostress creators with ICT-enabled employee innovation and then test the hypothesized relationships via conducting a survey on organizational employees who regularly used ICTs for professional tasks. The results offer a nuanced understanding about the nature of individual technostress creators and their relationships with ICT-enabled employee innovation. On the practical front, our research paves the way for more meaningful technostress-management strategies in organizations

Watch Out-It’s My Private Space! Examining the Influence of Technology Driven Intrusions on Employee Performance

In this research we draw upon organizational literature on spatial intrusion to identify two components of technology related employee intrusion concerns -- employee accessibility and employee visibility. Situating our arguments in learning and control perspectives, we theorize the influence of employee ‘accessibility’ and ‘visibility’ on two technology enabled employee outcomes of productivity and innovation. We test the proposed research model through a survey of senior organizational managers who regularly use organizational technologies for executing their routine tasks. Results indicate that employee accessibility generally has positive while employee visibility has negative relationship with performance outcomes. Findings have significant implications for research and practice because they show that spatial intrusion does not necessarily have a negative influence on employee performance

Open Source for Digital Social Innovation

Advancing the UN sustainable development goals (UN-SDGs) needs cooperation from both public and private corporations. Involving in open source initiatives is considered risky from an organisational perspective but highly promoted by governments as a way to build digital sovereignty in the European context. Open source initiatives have a greater potential to contribute to digital social innovations (DSI) and advance several UN-SDGs. However, it is not clear to practitioners and IS scholars how might corporations collaboratively pivot and sustain digital social innovations through open source initiatives. To address this practical and theoretical gap, we use a case study method and describe how few corporations associated with the French non-profit association called TOSIT (The Open Source I Trust) collaborate on projects/joint activities to achieve DSIs thereby creating a positive impact to our society. We also delineate a few essential steps for effectively pivoting an open source strategy at an organisational level. This novel guide aims to provide initial clarity to technology managers tasked with undertaking open source initiatives for DSI motives

La technologie peut-elle répondre au stress chronique ?

Les facteurs de stress chez les individus peuvent survenir régulièrement, en particulier dans des contextes incertains comme la situation sanitaire actuelle. Afin d’éviter que l’état de stress ne devienne chronique et conduise à des problèmes de santé mentale, des approches impliquant des technologies positives permettraient aux individus de développer leur résilience. Anuragini Shirish, chercheuse à Institut Mines-Télécom Business School, détaille ses travaux menés sur le sujet

Cognitive-affective appraisal of technostressors by ICT-based mobile workers and their impacts on technostrain

CNRS 4, HCERES CInternational audienceBACKGROUND:ICT based mobile working gives organizational flexibility, productivity and performance but at the same time it can lead to techno-stress and technostrain perceptions. A high level of technostrain amongst ICT-based mobile workers would impact their well-being, leading to lesser than expected gains from such organizational ICT investments. Given this paradox, we examine the actual transactional and relational stressor-strain coping response processes in this novel context. OBJECTIVE:The broad research aim of this paper is to explain the relative importance of the cognitive and affective processes used amongst ICT-based mobile workers when coping with technostressors. METHODS:Specifically, based on technology frames literature, we develop dual-path serial mediation models, showing the relationships between technostress-technostrain via two processes: (a) the primary cognitive appraisal process mobilization (threat/opportunity technology frame) and (b) the secondary affective resource process mobilization (affect towards ICT use) to account for technostrain perceptions. We use survey data from 165 ICT-based mobile managers from diverse work settings to empirically confirm the theorized models. RESULTS/CONCLUSIONS:A predominant cognitive ‘threat frames’ leads to increase in technostrain, which decreases if ‘affective resource’ available for coping. This relationship is inverse in the case of ‘opportunity frames’ path, as technostrain perceptions decreases with and without affective resource mobilization. Implications to theory, practice and methods are also discussed

Une vraie manière de regarder les fausses nouvelles

Durant la pandémie de Covid-19, le virus SARS-CoV2 s’est propagé, mais pas seulement : les fake news se sont aussi répandues sur toute la planète. Si celles-ci existaient déjà auparavant, cette situation de crise inédite a créé le terrain pour une véritable explosion des fake news. Anuragini Shirish, chercheuse à Institut Mines Télécom Business School, explique les facteurs qui ont joué un rôle dans cette tendance et comment limiter cela à l’avenir