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Kišić, Alen. "Information and Communications Technologies as a Driver of Effective Internal Communication." Open Journal for Information Technology 3, no. 2 (December 1, 2020): 39–52. http://dx.doi.org/10.32591/coas.ojit.0302.01039k.
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Internal communication is considered to be fundamental process for organization. The information and communication technology (ICT) has been a strong trigger of organizational change in every aspect, as well as in internal communication. This paper investigates ICT tools usage effects on internal communication. Three research hypothesis were set up: (i) employees’ perceived importance of internal communication has a relationship with their ICT usage, (ii) employees’ perceived quality of internal communication has a relationship with their ICT usage, and (iii) ICT tools usage contributes to the perceived impact of IT on informing, motivation, productivity, loyalty, organizational development understanding, reducing rumors within organization of employees, willingness to change and overall satisfaction of employees. In order to test hypothesis, data were collected via an online survey conducted among Croatian public relations experts. Data mining was applied in data analysis: including both, descriptive (distributions) and predictive models (Bayesian networks). Sensitivity analysis of Bayesian networks identified significant factors of successful internal communication. Results showed that Skype usage mostly contributed to the quality of internal communication, whereas social network usage mostly contributed to the perceived importance of internal communication. Bayesian network model identified e-mail usage as a predictor of employees informing and chat usage as predictor for productivity of employees. Organizations’ management should embrace opportunities that new technologies have brought to the field of internal communications and use it as a tool for improvement.
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Stich, Jean-François, Samuel Farley, Cary Cooper, and Monideepa Tarafdar. "Information and communication technology demands: outcomes and interventions." Journal of Organizational Effectiveness: People and Performance 2, no. 4 (December 7, 2015): 327–45. http://dx.doi.org/10.1108/joepp-09-2015-0031.
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Purpose – The purpose of this paper is to review four demands employees face when communicating through information and communication technologies (ICTs). The authors review the outcomes associated with each demand and discuss relevant interventions to provide a set of evidence-based recommendations. Design/methodology/approach – This paper reviews the following demands associated with ICTs: response expectations, constant availability, increased workload and poor communication. The authors draw upon empirical research to highlight outcomes and intervention strategies, before discussing implications for research and practice. Findings – The findings suggest that there are diverse outcomes associated with each demand. The outcomes were not inherently negative as evidence suggests that positive performance outcomes can arise from response expectations and constant availability, although they may be allied by health and well-being costs. Practical implications – A number of practical strategies are described to help organizations address computer-mediated communication demands, including tailored training, organizational policies and role modeling. The paper also outlines suggestions for future research on the dark side of IT use. Originality/value – This paper integrates four interrelated demands that employees can face when communicating through technology. The authors extend knowledge by analyzing interventions which enables a synthesis of implications for practice.
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Jarle Gressgård, Leif, Oscar Amundsen, Tone Merethe Aasen, and Kåre Hansen. "Use of information and communication technology to support employee-driven innovation in organizations: a knowledge management perspective." Journal of Knowledge Management 18, no. 4 (July 8, 2014): 633–50. http://dx.doi.org/10.1108/jkm-01-2014-0013.
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Purpose – The purpose of this paper is to investigate how organizations focusing on employee-driven innovation (EDI) use information and communication technologies (ICT)-based tools in their innovation work. EDI involves systematic exploitation of knowledge resources in organizations. Thus, the role of ICT for efficient knowledge management is important in this respect. Design/methodology/approach – In-depth interviews with employees, managers and union representatives from 20 organizations focusing on EDI were conducted. The sample included organizations from eight different industries, representing both private and public sectors. Findings – The results show that ICT-based tools can support the processes of acquisition, dissemination and exploitation of knowledge, which are important aspects of EDI. However, use of ICT-based tools has to be aligned with organizational structures and professional role conduct to be efficient. Practical implications – This study contributes to practice by highlighting several factors that organizations should emphasize to succeed with application of external and internal knowledge in their innovation work. Originality/value – This study applies a knowledge management perspective on the role of ICT-based tools to support EDI in organizations. The findings contribute to an improved understanding of organizational conditions for succeeding with use of ICT-based tools in innovation work, and emphasize that perspectives on knowledge management, technology management and human resource management have to be combined to understand how EDI can be promoted by using ICT in organizations.
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Harrison, Alissa E. "Exploring Millennial Leadership Development: An Evidence Assessment of Information Communication Technology and Reverse Mentoring Competencies." Case Studies in Business and Management 4, no. 1 (February 12, 2017): 25. http://dx.doi.org/10.5296/csbm.v4i1.10615.
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An essential element of a firm’s competitiveness is the ability to attract, retain, and develop high potential employees. To build organizations that promote innovative leadership, development requires forward-thinking direction from the upper-most levels of organization management. Currently, many executives adhere to a traditional model when developing leaders who serve the organization’s goals. A systematic review of empirical studies was conducted to address the question, how can managers use innovator competencies to affect developing innovative millennial leaders? Rapid evidence assessment offered a methodology for gathering and assessing evidence to determine the need for future research. Eleven primary studies were identified and a systematic review suggests that information computer technology and reverse mentoring promote horizontal competency development. The research also indicates that information computer technology and reverse mentoring encourage vertical or stages of leadership competency development that influence innovation. Findings from the systematic review suggest that generational characteristics are associated with information computer technology and reverse mentoring. In combining core competency theory with generational cohort theory, this study offers insights for organizational leaders in developing future innovator workforce leaders. Information computer technology and reverse mentoring for millennials in today’s competitive organizational environment could serve to bridge the gap between needed leadership competencies and building needed innovator skills in the millennial cohort. This review contributes to theory by extending the understanding of organizational innovation through developing millennial leader competencies. Future research should investigate how other competencies might factor into the position organizations take in the development of a more strategic and innovative workforce.
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Fayyaz, Ayesha, Beenish Neik Chaudhry, and Muhammad Fiaz. "Upholding Knowledge Sharing for Organization Innovation Efficiency in Pakistan." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 1 (December 24, 2020): 4. http://dx.doi.org/10.3390/joitmc7010004.
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The aim of this paper was to outline the factors that provoke the knowledge sharing intents of employees and contribute toward knowledge sharing processes that result in a better rate of innovation implementation by the organizations. This research follows a holistic approach to study ‘Knowledge Sharing’. Referring to the holistic approach, this study examined the relationship between knowledge sharing enablers, processes, and outcomes. Organizational level factors (Top Management Support, Organizational Rewards) and technology linked factors (Information and Communication Technology use) were studied to show their relationship to knowledge sharing processes (knowledge donating, knowledge collecting) and how knowledge sharing processes relate to innovation efficiency in organizations in Pakistan. Data were collected from employees of Lahore based organizations irrespective of their area of functioning and level of hierarchy in the organization. Structural equation modeling was employed to test the hypotheses using AMOS 20. The findings of the study indicate that top management support is very important in determining the knowledge sharing behavior of employees. However, organizational rewards and ICT use does not support employees in knowledge sharing activities. Finally, knowledge sharing processes are strongly related to organization innovation efficiency. This study provides guidelines to managers and organizations for establishing a knowledge sharing culture for innovative performance in the long run.
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Alzamil, Zakarya A. "Information security practice in Saudi Arabia: case study on Saudi organizations." Information & Computer Security 26, no. 5 (November 12, 2018): 568–83. http://dx.doi.org/10.1108/ics-01-2018-0006.
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Purpose Information security of an organization is influenced by the deployed policy and procedures. Information security policy reflects the organization’s attitude to the protection of its information assets. The purpose of this paper is to investigate the status of the information security policy at a subset of Saudi’s organizations by understanding the perceptions of their information technology’s employees. Design/methodology/approach A descriptive and statistical approach has been used to describe the collected data and characteristics of the IT employees and managers to understand the information security policy at the surveyed organizations. The author believes that understanding the IT employees’ views gives a better understanding of the organization’s status of information security policy. Findings It has been found that most of the surveyed organizations have established information security policy and deployed fair technology; however, many of such policies are not enforced and publicized effectively and efficiently which degraded the deployed technology for such protection. In addition, the clarity and the comprehensibility of such policies are questionable as indicated by most of the IT employees’ responses. A comparison with similar studies at Middle Eastern and European countries has shown similar findings and shares the same concerns. Originality/value The findings of this research suggest that the Saudi Communications and Information Technology Commission should develop a national framework for information security to guide the governmental and non-governmental organizations as well as the information security practitioners on the good information security practices in terms of policy and procedures to help the organizations to avoid any vulnerability that may lead to violations on the security of their information.
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Abadi, Totok Wahyu, and Fauji Bagus Permadi. "Media Internal Berbasis Aplikasi PJB M-Office dan Kinerja Karyawan." KANAL: Jurnal Ilmu Komunikasi 6, no. 2 (October 18, 2019): 145. http://dx.doi.org/10.21070/kanal.v6i2.1934.
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None of the world-class corporations did not use communication information technology (ICT) in running their business wheels. ICT had become a social engineering technology for the advancement of a corporation. The purpose of this study discussed effect of use of internal media based on PJB mOffice, information accessibility, and corporate communication climate on employee performance. By using organizational communication theory, technology acceptance model (TAM) measured usefulness of PJB mOffice applications, information accessibility, corporate communication climate and employee performance. This study located at Pembangkitan Jawa-Bali Head Office in Surabaya with a sample of 82 permanent employees who installed and used the PJB mOffice application as respondents. Data was collected by questionnaires randomly. Analyzing data used multiple linear regression with SPSS 20. The results showed that the use of android-based internal relations media, information accessibility, and organizational communication climate simultaneously had an effect on employee performance. The most influential factor in employee performance was corporate communication climate. The better and conducive to the corporate communication climate, the higher the employee's performance. The use of android-based media internal relations and corporate information accessibility was not a determinant in improving employee performance.
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Putri, Denia Prameswari, and Donie Kadewandana. "Prinsip-prinsip Human Relations dalam Pelaksanaan Komunikasi Organisasi di Kementerian Komunikasi dan Informatika." CoverAge: Journal of Strategic Communication 8, no. 2 (March 1, 2018): 24–35. http://dx.doi.org/10.35814/coverage.v8i2.587.
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Some organizations have not realized the importance of attention to employees in the organization. It is then important to do human relations that can be one way in the fulfillment of one of the needs of the needs of employees. Human relations is discussed by analyzing the principles of human relations in the implementation of organizational communication at the Bureau of Public Relations of the Ministry of Communications and Information Technology (Kemkominfo). Kemkominfo that has public relations in it, also participate in implementing human relations because one of the public relations function is to build good relationships including the internal public. Thus the purpose of this study to analyze the principles of human relations in the implementation of organizational communication on the Bureau of Public Relations Kemkominfo. This research uses postpositivist paradigm, qualitative approach, descriptive research type, individual analytical unit, data collecting technique using semistructure interview, observation and documentation. The results of verified data in the field that human relations activities on the Public Relations Bureau of Kemkominfo using seven of the eight principles of human relations Keith Davis. One principle that has not been used is the principle of mutual acceptance. Public Relations Kemkominfo in implementing human relations also have not used one principle of communication openness. However, in the implementation of organizational communication that also involves the elements of communication, the Public Relations Bureau has used the three flow of information within the organization and dominant is horizontal communication.
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Patro, Chandra Sekhar. "An Evaluation of Employees' Competence Towards the Development of a Learning Organization." International Journal of Knowledge Management 16, no. 4 (October 2020): 26–41. http://dx.doi.org/10.4018/ijkm.2020100102.
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Organizations that focus on the development of employees' competence and shed light on the future are those with learning capacity and enthusiasm. Learning organizations encourage self-organization and are an indispensable part of the innovative process, which is also an integral part of creating an environment that facilitates evolutionary sustainability. It is essential for the employees to be open to innovation and learning in order to increase service quality and bring the implication of being a learning organization to the foreground. The study focuses on appraising the employees in building their capabilities and enhancing leadership skills towards the development of learning organization. The results reveal that the factors, communication, motivation, achievement, and adaptability, show significant relation with the employees' capabilities and leadership skills, and also on the overall performance of managers towards the achievement of organizational goals. The findings of the study will facilitate the management to build strategies in enhancing employees' competence.
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Museli, Amir, and Nima Jafari Navimipour. "A model for examining the factors impacting the near field communication technology adoption in the organizations." Kybernetes 47, no. 7 (August 6, 2018): 1378–400. http://dx.doi.org/10.1108/k-07-2017-0246.
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PurposeOrganizations are social entities comprising multiple people that are goal-directed and have coordinated activities that are also linked to the external environment. As information technology improves, the organizational performance is also improved and it results in positive changes and development in the organizations. Near field communication (NFC) is one of such technologies that can be implemented and utilized in an organization. The purpose of this paper is to investigate the important variables impacting the adoption of NFC in organizations and propose an applicable model for it.Design/methodology/approachIn this paper, to have a successful NFC implementation in organizations and analyze main factors impacting the NFC technology adoption in organizations, a technology acceptance model-based approach is used.FindingsThe findings show that the main variables impacting NFC adoption are ease of use, potential risk, usefulness and cost. The obtained results indicate that the model has adequate and sufficient reliability, convergent validity and discriminant validity.Originality/valueIn this paper, the factors impacting the NFC adoption in organizations are pointed out, and the proposed model is tested on samples gathered from Azerbaijan railway employees and for statistical analysis of questionnaires, the SMART-PLS 2.0 software package is used.
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Kolding, Marianne, Martin Sundblad, Jan Alexa, Merlin Stone, Eleni Aravopoulou, and Geraint Evans. "Information management – a skills gap?" Bottom Line 31, no. 3/4 (September 3, 2018): 170–90. http://dx.doi.org/10.1108/bl-09-2018-0037.
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Purpose The purpose of this paper is to explore very recent data about how large organizations are dealing with a shortage of information and communications technology (ICT) specialists, in terms of its implications for information management. Design/methodology/approach This paper is based on qualitative interview-based research with 11 large European companies, with an estimated ICT workforce of around 400,000 (about 14 per cent of ICT professionals in Europe), covering hiring, retention and upskilling of ICT staff, and expectations concerning graduates from European universities. These data are combined with International Data Corporation (IDC) analyst reports on the demand for different categories of ICT products and services, and data from the authors’ consulting work. Findings Larger organizations expect hiring to be a challenge, with strong competition for talent, whether from existing users or from the many rapidly digitalizing companies – digitalizing their organizations; their products and services; and their relationships with customer, suppliers and business partners. Upskilling and retraining workforces is seen by large organizations as a better approach than hiring, allowing them to create the right skills balance and retain their workers better. However, softer skills, such as communication and problem solving, are seen as just as important. ICT workers will benefit from a lifelong approach to learning, acquiring new skills and adapting existing skills. Many ICT companies have created academies for developing employee skills and certifications related to their own technologies, while the education sector has been working on creating curricula (alone or sometimes in partnerships with vendors) to improve graduate employability. Research limitations/implications The research is based on a small sample of large companies. The situation may be different in other companies and smaller organizations. Practical implications Organizations can cope with the skills shortage by anticipating and working with the market forces rather than trying to oppose them. Social implications ICT employees will show the way for employees in other sectors where skills are scarce, by demonstrating how to reinvent themselves as the skills needed change. Originality/value This paper demonstrates that employers have changed their expectations of universities. They expect less that graduates will be ICT-employment ready, and more that they will have the skills to make and keep themselves employment ready. This has significant implications for university course design.
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Cowan, Renee L., and Sean M. Horan. "Understanding Information and Communication Technology Use in Workplace Romance Escalation and De-Escalation." International Journal of Business Communication 58, no. 1 (September 18, 2017): 55–78. http://dx.doi.org/10.1177/2329488417731860.
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The primary purpose of this study was to learn how and why information and communication technologies (ICTs) are used to initiate, maintain, and dissolve workplace romantic relationships, creating a new model. Workplace romantic relationships are different from traditional romantic relationships in several ways: those in workplace romances may face additional implications following workplace romance disclosure and need to be mindful of how they disclose, they risk damaging gossip that could result in negative professional consequences, and they are influenced by organizational culture. How and why people chose to date those they met at work has important implications for individuals, organizations, and society. Using a constructivist grounded theory approach and collecting in-depth qualitative data, we uncovered a model of ICT use in workplace romantic relationships. We also found privacy was a predominant concern in both the initiation and maintenance stages and that communication was generally avoided during dissolution. Technology was used to end many of these relationships including text messages and social networking sites because they are asynchronous and help both parties avoid more direct communication. Theoretical and practical implications for employees, managers, and organizations are discussed.
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Ramanathan, Subha, Guy Faulkner, Tanya Berry, Sameer Deshpande, Amy E. Latimer-Cheung Latimer-Cheung, Ryan E. Rhodes, John C. Spence, and Mark S. Tremblay. "Perceptions of organizational capacity to promote physical activity in Canada and ParticipACTION’s influence five years after its relaunch: a qualitative study." Health Promotion and Chronic Disease Prevention in Canada 38, no. 4 (April 2018): 170–78. http://dx.doi.org/10.24095/hpcdp.38.4.03.
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Introduction ParticipACTION is a Canadian physical activity communications and social marketing organization relaunched in 2007. The purpose of this study was to qualitatively investigate organizational capacity for physical activity promotion among Canadian organizations, and the influence of ParticipACTION on capacity five years after relaunch. Methods Using a purposive sampling strategy, semi-structured telephone interviews were conducted with 44 key informants representing national, provincial, and local organizations with a mandate to promote physical activity. Interview data were analyzed using a thematic analytic approach. Results Organizational capacity in terms of partnerships and collaborations, and the general climate for physical activity promotion have improved since ParticipACTION’s relaunch. Although financial resources reduced the ability of organizations to fulfil their mandates, internal factors such as skilled employees and sponsorships, and external factors such as technological improvements in communication and information sharing helped to offset this strain. There were mixed feelings on ParticipACTION’s contribution to capacity. While ParticipACTION has brought more attention to inactivity, this was perceived as a complement to work already taking place. While some organizations perceived ParticipACTION’s relaunch as competition to funding and access to popular media, others found it as an opportunity to co-brand social marketing campaigns, utilizing ParticipACTION’s products and reputation. Conclusion According to participants, organizational capacity to promote physical activity in Canada has increased since 2007 in subtle but important ways because of a strong climate for physical activity promotion, skilled employees, and information sharing technology. Organizational capacity changes were minimally attributed to ParticipACTION.
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Zulkepli, Zuraida Hani, Norlena Hasnan, and Shahimi Mohtar. "INFORMATION TECHNOLOGY CAPABILITY AND CORPORATE COMMUNICATION IN SME FOOD INDUSTRIES." Journal of Technology and Operations Management 14, Number 2 (December 28, 2019): 62–69. http://dx.doi.org/10.32890/jtom2019.14.2.7.
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During this decade, technology has been recognized as one of the important factors for maintaining competitiveness in a global business environment. Malaysia, as a developing country, is moving towards to become internationally technological based manufacturing sectors using technological capabilities. Since the productivity of the organization is highly dependent on the technology capability, managers need to do their best to communicate effectively with their employees in order to facilitate the sharing information that substantially for contribute to the commercial success. Communication is important in connecting employees and employers, or employees and customers in the process of services in manufacturing. Due to an increase in global competition, rapid technological development and changes in customer demand, this makes the performance of food and beverage firms (F&B) has become increasingly dependent on continuous improvements to introduce new products and processes. Therefore, this study interested to focus on the information technology and corporate communication that has been considered as a pre-quisite to improve productivity in food industries. Even though technology is widely implemented and studied in many industries by researchers, IT capability in manufacturing industry is limited and indicated a major gap in SME’s. Furthermore, IT capability highlights the importance in SME’s. This study is a survey research and quantitative research. There are two methods for collecting data that are through an online survey and the distribution of a questionnaire through several manufacturing firms. Due to the importance of the services in the manufacturing sector, this study to explore the contribution towards the business development in manufacturing industries. Hence, the study also discusses the role of IT capabilities in supporting manufacturing practices, especially in the context of food industries.
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Dincă, Violeta Mihaela. "Factors with impact on the knowledge management practices within shared service centers." Proceedings of the International Conference on Business Excellence 14, no. 1 (July 1, 2020): 568–76. http://dx.doi.org/10.2478/picbe-2020-0053.
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AbstractNowadays it has become easier and easier to reach and achieve information and a great reason for that is the fast evolution of technology. Along with these less complicated opportunities to access information there is an increasing consciousness of recognizing the ways to use it in different moments in time especially within the business environment. Successful organizations empower employees to share knowledge by rewarding them for such actions. And the organization’s leaders must be role models of sharing knowledge regularly with their teams, and they should discuss openly about successes and failures. Taking all these aspects into account, in this paper various processes of knowledge management (KM) are presented from theoretical approaches to practical ones. Successful examples of KM within multiple Shared Service Centers of two multinational companies based in Bucharest, Romania are displayed in order to uncover best practices. A qualitative and in the same time a quantitative investigation were expanded and tested in these Shared Service Centers with the objective to detect the current most suitable patterns and procedures of KM in 2019 and, simultaneously, the difficulties in applying the KM methods within an organization. Information from different employees in the companies was gathered regarding the key success factors of implementing Knowledge Management in organizations (organizational culture, leadership, efficient and systematic processes, technology and strategy). The results certified that communication, along with an open professional behavior, sharing experiences and teamwork as the most important factors for boosting Knowledge Management within the organization.
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Noor, Ayesha, Yuserrie Zainuddin, Shrikant Krupasindhu Panigrahi, and Faridah binti Taju Rahim. "Investigating the Relationship among Fit Organization, Organization Commitment and Employee’s Intention to Stay: Malaysian Context." Global Business Review 21, no. 1 (February 15, 2018): 68–87. http://dx.doi.org/10.1177/0972150918755896.
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Retaining employees in the organization has become very crucial especially in tough times. Losing skilled and experienced employees affect the overall productivity, profitability and product quality. While numerous studies have been carried out on this subject and the majority centre on turnover due to organizational approach, only a few studies have been done on intention to stay. Thus, the main purpose of this article is to examine the relationship among fit organization, organizational commitment and employee’s intention to stay in information and communication technology (ICT) industry in Malaysia. Quantitative method with self-administered questionnaire approach is followed targeting information technology (IT) managers of ICT with stratified random sampling of 105 IT professionals of ICT companies in Malaysia, based on the analysis using partial least square structural equation modelling (PLS-SEM) (PLS 3.0) to establish both measurement and structural model. From the empirical findings, it was revealed that there is a strong relationship between organizational commitment and intention to stay. The result also found that religiousness in the employees makes them to stay in the organization. This shows that while remunerations are crucial for the intention of employees, employee’s commitment is much higher than the intention initiatives.
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Valaei, Naser, and Sajad Rezaei. "Job satisfaction and organizational commitment." Management Research Review 39, no. 12 (December 12, 2016): 1663–94. http://dx.doi.org/10.1108/mrr-09-2015-0216.
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Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.
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Goldman, Barry, Debra L. Shapiro, and Matthew Pearsall. "Towards an understanding of the role of anticipatory justice in the employment dispute-resolution process." International Journal of Conflict Management 27, no. 2 (April 11, 2016): 275–98. http://dx.doi.org/10.1108/ijcma-12-2015-0081.
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Purpose The paper aims to investigate why organizations often opt to reject Equal Employment Opportunity Commission (EEOC)-sponsored mediation of employment disputes (in contrast to employees who tend to readily agree to it). It is guided by recent research associated with Shapiro and Kirkman’s (1999, 2001) theory of “anticipatory justice”, whereby (in)justice is anticipated, or expected, when people think about an event they have not yet experienced whose likely fairness they are questioning. In contrast, “organizational justice” reflects people’s retrospective assessments of how fair they have been treated to date. Design/methodology/approach The paper relied upon data made available by the mediation program administered by the US EEOC. The EEOC provided the names and contact information for the officially designated EEOC contacts for each dispute. The authors distributed surveys to each of these organizational representatives and received completed surveys from 492 organizations (a response rate of 85.8 per cent). Findings The authors tested the extent to which organizational representatives’ decision to accept or reject mediation as a means of settling discrimination claims is influenced by representatives’ expectation of more versus less fair treatments – by the opposing party as well as by the third-party mediator – during the mediation procedure. The pattern of findings in the study support all hypotheses and, thus, also the expectation-oriented theories that have guided them. Research limitations/implications The study relies on self-reports. However, this concern is somewhat lessened because of the salience and recency of events to the time of surveying. Practical implications The paper provides new insights on the need for organizations to implement rules, policies and procedures to constrain decision-maker choices consistent with organizational goals. The authors offer specific procedural proposals to reduce this organizational tendency to reject mediation. Social implications Employee grievances are costly to organizations in terms of finances, reputation and to the emotional climate of the organization. Moreover, it is similarly costly to employees. This study provides new insights to better understand why employees (as opposed to organizations) are almost three times more likely to elect mediation of employment disputes. As such, it offers some promising ideas to narrow that gap. Originality/value The paper investigates a little-studied phenomenon – the differential participation rate of employees versus organizations in EEOC-sponsored mediation.
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Amankwa, Eric, Marianne Loock, and Elmarie Kritzinger. "Establishing information security policy compliance culture in organizations." Information & Computer Security 26, no. 4 (October 8, 2018): 420–36. http://dx.doi.org/10.1108/ics-09-2017-0063.
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Purpose This paper aims to establish that employees’ non-compliance with information security policy (ISP) could be addressed by nurturing ISP compliance culture through the promotion of factors such as supportive organizational culture, end-user involvement and compliance leadership to influence employees’ attitudes and behaviour intentions towards ISP in organizations. This paper also aims to develop a testable research model that might be useful for future researchers in predicting employees’ behavioural intentions. Design/methodology/approach In view of the study’s aim, a research model to show how three key constructs can influence the attitudes and behaviours of employees towards the establishment of security policy compliance culture (ISPCC) was developed and validated in an empirical field survey. Findings The study found that factors such as supportive organizational culture and end-user involvement significantly influenced employees’ attitudes towards compliance with ISP. However, leadership showed the weakest influence on attitudes towards compliance. The overall results showed that employees’ attitudes and behavioural intentions towards ISP compliance together influenced the establishment of ISPCC for ISP compliance in organizations. Practical implications Organizations should influence employees’ attitudes towards compliance with ISP by providing effective ISP leadership, encouraging end-user involvement during the draft and update of ISP and nurturing a culture that is conducive for ISP compliance. Originality/value The study provides some insights on how to effectively address the problem of non-compliance with ISP in organizations through the establishment of ISPCC, which has not been considered in any past research.
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Dias Canedo, Edna, Ana Paula Morais do Vale, Rafael Leite Patrão, Leomar Camargo de Souza, Rogério Machado Gravina, Vinicius Eloy dos Reis, Fábio Lúcio Lopes Mendonça, and Rafael T. de Sousa. "Information and Communication Technology (ICT) Governance Processes: A Case Study." Information 11, no. 10 (September 29, 2020): 462. http://dx.doi.org/10.3390/info11100462.
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Information and Communication Technology (ICT) Governance is increasingly necessary and present in organizations aiming to improve the maturity of their ICT processes. This paper presents an analysis of the ICT Governance processes of a Brazilian Federal Public Administration agency. To assess the maturity of the ICT Governance processes, we surveyed and diagnosed the processes performed by the agency and organized a series of meetings/discussions to assist in the improvement and modeling of the processes related to the ICT Contract Planning process. As a result, we proposed improvements and identified the maturity level of the existing ICT processes, also assessing the awareness of employees of the General Coordination of Information Technology regarding these processes. Our findings reveal that the agency still needs to implement the following processes: (1) ICT People Management; (2) Business Process Modeling (Automated/to Automate); (3) Change Management; (4) Execution Monitoring of the ICT Projects and Services Portfolio; and (5) ICT Service Continuity Management. We also identified several artifacts that need to be implemented by the agency in different processes and collected survey participants’ suggestions about new processes to improve the maturity in ICT Governance.
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Jonnergård, Karin, Lena Petersson, and Gudbjörg Erlingsdóttir. "Communicating the Implementation of Open Notes to Health Care Professionals: Mixed Methods Study." JMIR Medical Informatics 9, no. 8 (August 16, 2021): e22391. http://dx.doi.org/10.2196/22391.
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Background The literature on how to communicate reform in organizations has mainly focused on levels of hierarchy and has largely ignored the variety of professions that may be found within an organization. In this study, we focus on the relationship between media type and professional responses. Objective The objective of this study was to investigate whether and how belonging to a profession influences the choice of communication media and the perception of information when a technical innovation is implemented in a health care setting. Methods This study followed a mixed methods design based on observations and participant studies, as well as a survey of professionals in psychiatric health care in Sweden. The χ2 test was used to detect differences in perceptions between professional groups. Results The use of available communication media differed among professions. These differences seem to be related to the status attached to each profession. The sense-making of the information appears to be similar among the professions, but is based on their traditional professional norms rather than on reflection on the reform at hand. Conclusions When communicating about the implementation of a new technology, the choice of media and the message need to be attuned to the employees in both hierarchical and professional terms. This also applies to situations where professional employees are only indirectly affected by the implementation. A differentiated communication strategy is preferred over a downward cascade of information.
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Kaba, Bangaly. "Explaining social networking sites’ use continuance from employees’ perspectives." Journal of Systems and Information Technology 23, no. 2 (August 17, 2021): 171–98. http://dx.doi.org/10.1108/jsit-08-2020-0158.
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PurposeThis paper aims to better comprehend the psychological elements that drive the adoption of social networking sites (SNS). The paper attempts to explain the reasons why people sustainably use social networking websites in the workplace and how this happens. Design/methodology/approachUsing a survey to collect data that was analyzed using structural equation modeling by applying the partial least squares technique. FindingsThe results indicated that SNS use continuance was due more to habit rather than established perceived and normative beliefs such as satisfaction and social norms. Research limitations/implicationsThe authors recommend that the model in the study be tested in other technology environments to evaluate the external validity of the research study. The research was based on an unspecific platform, but each SNS may have its singularity that should merit further consideration. Practical implicationsPeers or coworker influences were noticeable in shaping one’s normative beliefs to continue using SNS in the organization. In this regard, it will be interesting to identify the mechanisms that raise the awareness of SNS in the employees’ social networks in the organization. Specifically, it will be an advantage to reach out to peers in promoting SNS use in the organization because they speak the same language as their fellow employees. Originality/valueDespite several benefits related to SNS use in organizations, studies showed that most of these technologies are boycotted in the workplace. Although extensive studies are dedicated to understanding information and communication technology use continuance in general, this paper aims to inform both academicians interested in the use of enterprise SNS for business purposes and business actors concerned with growing SNS usage and retaining its users in their organizations. The paper will contribute to information systems continuance literature by integrating and extending two major theoretical frameworks.
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Silic, Mario, and Andrea Back. "Factors driving unified communications and collaboration adoption and use in organizations." Measuring Business Excellence 20, no. 1 (March 21, 2016): 21–40. http://dx.doi.org/10.1108/mbe-05-2015-0026.
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Purpose The purpose of this paper is to reveal factors that drive the adoption and use of unified communications and collaboration (UC&C) technology in organizations. Design/methodology/approach The authors used quantitative method to survey 296 employees from 50 different countries by conducting and international study. Partial least squares -method was used for the latent variables latent variable analysis Findings The authors found that unified theory of acceptance and use of technology constructs are mainly validated where results suggests that performance expectancy and social influence are the most influential drivers in employee acceptance and use of UC&C in organizations. Social presence, influence of peers and superiors are the main factors to take into consideration when implementation UC&C technology. Research limitations/implications The study was not longitudinal in design, which should be addressed by a future study that includes multi-cultural dimensions with a longitudinal design Practical implications Awareness through education and training of employees needs to be given very particular attention in the future mobile implementations. Moreover, management and employee support is the critical component of the effective information security governance framework implementation. Finally, mobile strategy needs to go over very precise and detailed planning process to ensure the right technology acceptance by users. Originality/value The authors close the existing research gap by providing useful insights into organizations regarding their UC&C technology adoption and use factors
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Dečman, Mitja. "Understanding Technology Acceptance of Government Information Systems from Employees' Perspective." International Journal of Electronic Government Research 11, no. 4 (October 2015): 69–88. http://dx.doi.org/10.4018/ijegr.2015100104.
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The purpose of this paper is to test the unified theory of acceptance and use of technology (UTAUT) in the government-to-government environment and determine the influence of different moderating factors of technology acceptance by government employees. By means of a thorough review of the literature in this area, the paper investigates the application of UTAUT through empirical research on the technology acceptance of the E-recovery system by government employees in different governmental organizations. The empirical data from 384 respondents revealed that performance expectancy and social influence determine employees' behavioral intention. Moreover, gender invariance was detected, but employees' age and experience difference was detected as a moderating factor of the model. The findings of the paper can help those involved in information system development, implementation, and use to take the right actions to achieve maximum adoption of the technology, especially if the use of the technology is mandatory for the users.
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Azim, Mohammad Tahlil, Luo Fan, Md Aftab Uddin, Munshi Muhammad Abdul Kader Jilani, and Sumayya Begum. "Linking transformational leadership with employees’ engagement in the creative process." Management Research Review 42, no. 7 (July 15, 2019): 837–58. http://dx.doi.org/10.1108/mrr-08-2018-0286.
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Purpose Given that individual creativity is a critical element to achieving organizational competitiveness, the purpose of this study is to attempt to investigate how transformational leadership (TL) drives employee creative process engagement (CPE) by improving their creative self-efficacy (CSE). Design/methodology/approach Analysis has been performed based on 194 responses from information and communication technology firms using a cross-sectional survey design. The study follows a deductive research approach to test the hypotheses. It uses SmartPLS2 and IBM SPSS 21 for a structural equation model. Findings The investigation finds that TL significantly predicts CPE, and CSE partially mediates the TL–CPE relationship. The result demonstrates that TL shapes an organizational climate conducive to the employees’ CPE by building employees’ self-efficacy. Research limitations/implications The study sample was drawn from a single sector of the Bangladeshi economy. The sampling design represents a limitation, for which the findings cannot be broadly generalized. Replications and augmentations of the study in various industrial areas will help test the robustness and generalizability of the discoveries. Practical implications TL and CPE are desirable organizational outcomes across all cultures. From a practical standpoint, the outcomes demonstrate that TL is linked to CPE and CSE among information and communication technology employees. This study extends the appropriateness of CSE into Asian countries. Notably, it provides additional insight into a contemporary TL model that can unequivocally impact leadership development in the Bangladeshi information and communication technology firms. Managers or chief executive officers in the small and medium enterprises are expected to exhibit TL attributes by designing a supportive organizational climate that will motivate employees to exhibit creative activities. Social implications TL transforms employees’ psychological state to get them to engage in creative processes, benefiting the organizational stakeholders by their unconventional creative behavior. The TL-driven innovative outcome through employees’ CPE contributes to the development of social well-being. Originality/value This paper adds significance to the extant literature regarding the determinants of the mediating impact of CSE on TL and CPE from the viewpoints of information and communication technology firms, particularly from developing countries, such as Bangladesh. It also contributes to reconcile the findings of the previous studies around the globe in both developed and developing countries.
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S.Baqutayan, Dr Shadiya Mohamed, and Nasser Mohammed Al-Hamami. "The Impact of Social Media on Workplace Culture." INTERNATIONAL JOURNAL OF COMPUTERS & TECHNOLOGY 11, no. 8 (November 20, 2013): 2867–72. http://dx.doi.org/10.24297/ijct.v11i8.3004.
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Social media has begun long time ago, and recently has immeasurable popularity across the globe. People tended to use this technology in making new friends, keeping up with their own friends, and most significantly sharing experiences and making life easy with the information gain from this new technology. Certainly, the most common reason for using this technology are communication and collaborations, and surrly, the reason is because it is the most easiest way tobuild relationships in disperses social communities. Sampling of 81-employees and managers assigned from organizations worldwide. Hence, their impact of social media networkingtechnology on workplace culture were measured. The aim of this research was to assess the impact of media networking on employees behaviour, job satisfaction and performance.Eventually, the result indicated that social media networking technology have great impact on employee behavior, performance, and job satisfaction. This outcome will help employee to managed their work, gain competitive advantage for business organizations, and definitely help them establish and maintain their company’s reputation, granting them more confidence, successful, and effectual ways of working.
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Primadani, Karina Armilia, Andy Alfatih, and Febrimarandi Malinda. "The Influence of Organizational Communication Climate Toward Employees Performance." Open Access Indonesia Journal of Social Sciences 1, no. 1 (June 4, 2018): 39–45. http://dx.doi.org/10.37275/oaijss.v1i1.4.
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Advances in technology and information have shaped an increasingly advanced society and make changes every life sector. This change has an impact on competition in the business world especially in Indonesia which have many companies. The research design was quantitative descriptive. Research sample was 91 respondents namely employees of PT Pertamina (Persero) RU III Plaju and data collection methods was done by questionnaire and observation. Data analysis began with validation test and questionnaire reliability test, then performed a correlation test and linear regression on the test variable. The results showed an influence of the communication environment of organization for performance of the employees of PT Pertamina (Persero) RU III Plaju was 44.7%.
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Chudoba, Katherine M., Mary Beth Watson-Manheim, Kevin Crowston, and Chei Sian Lee. "Participation in ICT-Enabled Meetings." Journal of Organizational and End User Computing 23, no. 2 (April 2011): 15–36. http://dx.doi.org/10.4018/joeuc.2011040102.
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Meetings are a common occurrence in contemporary organizations. The authors’ exploratory study at Intel, an innovative global technology company, suggests that meetings are evolving beyond their familiar definition as the pervasive use of information and communication technologies (ICTs) changes work practices associated with meetings. Drawing on data gathered from interviews prompted by entries in the employees’ electronic calendar system, the authors examine the multiple ways in which meetings build and reflect work in the organization and derive propositions to guide future research. Specifically, the authors identify four aspects of meetings that reflect work in the 21st century: meetings are integral to work in team-centered organizations, tension between group and personal objectives, discontinuities, and ICT support for fragmented work environment.
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Mayer, Peter, Nina Gerber, Ronja McDermott, Melanie Volkamer, and Joachim Vogt. "Productivity vs security: mitigating conflicting goals in organizations." Information & Computer Security 25, no. 2 (June 12, 2017): 137–51. http://dx.doi.org/10.1108/ics-03-2017-0014.
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Purpose This paper aims to contribute to the understanding of goal setting in organizations, especially regarding the mitigation of conflicting productivity and security goals. Design/methodology/approach This paper describes the results of a survey with 200 German employees regarding the effects of goal setting on employees’ security compliance. Based on the survey results, a concept for setting information security goals in organizations building on actionable behavioral recommendations from information security awareness materials is developed. This concept was evaluated in three small- to medium-sized organizations (SMEs) with overall 90 employees. Findings The survey results revealed that the presence of rewards for productivity goal achievement is strongly associated with a decrease in security compliance. The evaluation of the goal setting concept indicates that setting their own information security goals is welcomed by employees. Research limitations/implications Both studies rely on self-reported data and are, therefore, likely to contain some kind of bias. Practical implications Goal setting in organizations has to accommodate for situations, where productivity goals constrain security policy compliance. Introducing the proposed goal setting concept based on relevant actionable behavioral recommendations can help mitigate issues in such situations. Originality/value This work furthers the understanding of the factors affecting employee security compliance. Furthermore, the proposed concept can help maximizing the positive effects of goal setting in organizations by mitigating the negative effects through the introduction of meaningful and actionable information security goals.
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Ullah, Zia, Naveed Ahmad, Miklas Scholz, Bilal Ahmed, Ilyas Ahmad, and Muhammad Usman. "Perceived Accuracy of Electronic Performance Appraisal Systems: The Case of a Non-for-Profit Organization from an Emerging Economy." Sustainability 13, no. 4 (February 16, 2021): 2109. http://dx.doi.org/10.3390/su13042109.
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Performance appraisal reports provide vital information for making strategic decisions. Uniting HR practices and IT is an attempt to maximize value creation. Organizations are transforming their performance management systems from traditional to web-technology based systems to enhance accuracy and objectivity. The present study is an effort to assess employees’ perception of the accuracy of e-performance appraisal systems. To that effect, 500 close-ended questionnaires were administered to randomly selected employees working for a non-for-profit organization where e-performance appraisal is practiced. A total of 352 questionnaires were included for analysis and structural equation modeling was used to analyze the data. The results indicate that rater competence and the possibility to challenge performance appraisals judged as unfair or inaccurate highly influence the employees’ perception of accuracy of e-performance appraisals. Furthermore, a clear communication of standards and the reaction to the last rating moderately affect the employees’ perception of the accuracy of e-PA.
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Hu, Xinyu (Judy), Larissa K. Barber, YoungAh Park, and Arla Day. "Defrag and reboot? Consolidating information and communication technology research in I-O psychology." Industrial and Organizational Psychology 14, no. 3 (September 2021): 371–96. http://dx.doi.org/10.1017/iop.2021.3.
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AbstractSeveral decades of research have addressed the role of information and communication technologies (ICTs) in industrial-organizational (I-O) psychology. However, segmented research streams with myriad terminologies run the risk of construct proliferation and lack an integrated theoretical justification of the contributions of ICT concepts. Therefore, by identifying important trends and reflecting on key constructs, findings, and theories, our review seeks to determine whether a compelling case can be made for the uniqueness of ICT-related concepts in studying employee and performance in I-O psychology. Two major themes emerge from our review of the ICT literature: (a) a technology behavior perspective and (b) a technology experience perspective. The technology behavior perspective with three subcategories (the “where” of work design, the “when” of work extension, and the “what” of work inattention) explores how individual technology use can be informative for predicting employee well-being and performance. The technology experience perspective theme with two subcategories (the “how” of ICT appraisals and “why” of motives) emphasizes unique psychological (as opposed to behavioral) experiences arising from the technological work context. Based on this review, we outline key challenges of current ICT research perspectives and opportunities for further enhancing our understanding of technological implications for individual workers and organizations.
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Aurigemma, Salvatore, and Thomas Mattson. "Deterrence and punishment experience impacts on ISP compliance attitudes." Information & Computer Security 25, no. 4 (October 9, 2017): 421–36. http://dx.doi.org/10.1108/ics-11-2016-0089.
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Purpose The paper aims to examine the inconclusive impacts of sanction-related deterrence on employee information security policy (ISP) compliance from the extant literature. It proposes that the disparate findings can be partially explained by two factors: investigating the mediating impact of attitudes on sanction effects instead of directly on behavioral intentions and examining employees with and without previous punishment experiences separately. Design/methodology/approach The paper relied upon survey data from 239 employees of a large governmental organization with a robust ISP and security education and training awareness program. Findings The paper provides empirical evidence that the rational estimation of sanction effects impacts the cognitive component of attitudes to develop a positive or negative attitude toward performing the ISP directed behavior. Furthermore, this attitudinal effect (created by sanction threats) will be biased depending on whether the employee has experienced, personally or vicariously, any previous punishment for violating the ISP. Research limitations/implications Because of the chosen research approach (self-reported survey data) and context (single hierarchical organization and a very specific security threat), the research results may lack generalizability. Therefore, researchers are encouraged to test the proposed propositions further in different organizational and threat contexts. Practical implications Organizations should have a thorough understanding of how their employees’ perceive sanctions in relationship to their prior experiences before implementing such policies. Originality/value The paper addresses previous research calls for examining possible mediation variables for deterrence effects and impacts of punishment experiences on employee ISP compliance.
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Khadija, Zamil, and Alsharqi Omar. "The Effect of Information Technology on the Recruitment Process in Healthcare Organization in Makkah City." Global Journal of Health Science 11, no. 2 (January 23, 2019): 123. http://dx.doi.org/10.5539/gjhs.v11n2p123.
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As technology advances in recruitment and selection, it provides job seekers with more options for finding a career in the healthcare industry. At the same time, it helps organizations to streamline the hiring process. Internet job sites like CareerBuilder, Monster and Hot Jobs allow job seekers to post resumes which employers can view online and select qualified candidates. In addition, online candidate-tracking systems are helpful to employers. Social media forums like Facebook and LinkedIn are useful sources when selecting proper candidates for the healthcare industry. This research set aims to analyse the role of information technology in the healthcare recruitment process. The literature review demonstrates the impact of IT on the recruitment process in the healthcare sector. Literature from different secondary sources, such as books and journals, are discussed in this research. The methodology applied in this research takes a descriptive analytical and deductive approach. In the data collection and analysis part, the data were collected from 130 human-resource employees from different healthcare organizations in Makkah city. A quantitative data analysis method has been followed in order to analyse the raw data obtained in the survey. This helps to get appropriate outcome for the research by fulfilling its research aims and objectives. The outcome results from this study were as follows: First, that using information technology will be very useful in the recruitment process, because it will provide a better outcome than traditional methods. Second, there will be improvement in the quality of recruitment when using information technology in the recruitment process. Third, there will be a small improvement in communication when IT is used in the recruitment process rather than traditional methods. Finally, using IT in the recruitment process will be much more effective than the traditional way. The recommendations made from this study are the following: As outcome is one of the major components in the healthcare industry recruitment system, the applications for providing care must not vary between institutions. In order to improve quality in the healthcare recruitment process, it is necessary to apply IT in the proper way. For instance, those applications that have security issues and may lead to data leakage of candidates must be avoided. Using social media could be useful in enhancing communication in the healthcare recruitment process. The government has an important role to play in setting up standards for organizations. In turn, following these standards could be helpful in guaranteeing the effectiveness of the system.
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Mugwe, Margaret Wangui, and Dr Thomas Chuma Mose. "Effect of Diversity Management on Organizational Performance of Information, Communication and Technology Firms in Nairobi County." Human Resource and Leadership Journal 5, no. 1 (October 16, 2020): 51. http://dx.doi.org/10.47941/hrlj.459.
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Purpose: The study sought to establish the effects of diversity management on organizational performance of ICT firms in Nairobi County. The study specifically sought to establish the effects of creativity and innovation, employee commitment, corporate image and human capital pool on organizational performance of ICT firms in Nairobi County.Methodology: The study targeted ICT firms in Nairobi County categorized into networking, software development, hardware maintenance and distribution, communication and system security. The study adopted a purposive sampling technique to acquire a sample of 15 firms. The unit of observation comprised eight employees per each of the targeted firms thus making a total of 120 respondents. The study used a census survey since the population was small and adequate for study. Primary data was gathered through questionnaires. A pilot study was conducted to test the validity and reliability of the data collection instruments. The data was analyzed both qualitatively and quantitatively through SPSS, results presented in form of tables, and figures.Findings: The findings show that creativity and innovation have a positive and significant effects on the performance of ICT firms as shown by β = 0.233 and Sig = 0.010 <0.05. Employee commitment likewise, has a positive and significant effects on the performance of ICT firms as shown by β = 0.397 and Sig = 0.001 <0.05. The results further show that corporate image has a positive and significant effects on the performance of ICT firms as shown by β = 0.121 and Sig = 0.012 <0.05. In addition, human capital tool has a positive and significant effects on the performance of ICT firms as shown by β = 0.406 and Sig = 0.000 <0.05.Unique contribution to theory, practice and policy: The study recommended that the management of ICT firms in Nairobi County should focus on enhancing elements that boost the levels of innovation amongst employees in the firm since the practice bears positive and significant effects on performance of the firm. The study also recommended that the management of ICT firms in Nairobi County should focus on advancing the factors that contribute to increased levels of employee commitment in the firm since the practice bears positive and significant effects on performance of the firm. The study further recommended that the management of ICT firms in Nairobi County should focus on improving the corporate image since the practice bears positive and significant effects on performance of the firm. The study finally recommended that the management of ICT firms in Nairobi County should advance their human capital pool since the practice bears positive and significant effects on performance of the firm.
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Karlsson, Martin, Thomas Denk, and Joachim Åström. "Perceptions of organizational culture and value conflicts in information security management." Information & Computer Security 26, no. 2 (June 11, 2018): 213–29. http://dx.doi.org/10.1108/ics-08-2017-0058.
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Purpose The purpose of this paper is to investigate the occurrence of value conflicts between information security and other organizational values among white-collar workers. Further, analyzes are conducted of the relationship between white-collar workers’ perceptions of the culture of their organizations and value conflicts involving information security. Design/methodology/approach Descriptive analyses and regression analyses were conducted on survey data gathered among two samples of white-collar workers in Sweden. Findings Value conflicts regarding information security occur regularly among white-collar workers in the private and public sectors and within different business sectors. Variations in their occurrence can be understood partly as a function of employees’ work situations and the sensitivity of the information handled in the organization. Regarding how perceived organizational culture affects the occurrence of value conflicts, multivariate regression analysis reveals that employees who perceive their organizations as having externally oriented, flexible cultures experience value conflicts more often. Research limitations/implications The relatively low share of explained variance in the explanatory models indicates the need to identify alternative explanations of the occurrence of value conflicts regarding information security. Practical implications Information security managers need to recognize that value conflicts occur regularly among white-collar workers in different business sectors, more often among workers in organizations that handle sensitive information, and most often among white-collar workers who perceive the cultures of their organizations as being externally oriented and flexible. Originality/value The study addresses a gap in the information security literature by contributing to the understanding of value conflicts between information security and other organizational values. This study has mapped the occurrence of value conflicts regarding information security among white-collar professionals and shows that the occurrence of value conflicts is associated with work situation, information sensitivity and perceived organizational culture.
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Dehgani, Roya, and Nima Jafari Navimipour. "The impact of information technology and communication systems on the agility of supply chain management systems." Kybernetes 48, no. 10 (November 4, 2019): 2217–36. http://dx.doi.org/10.1108/k-10-2018-0532.
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PurposeThe impact of information technology (IT) on the agility of supply chain management (SCM) systems is very noticeable in the business world nowadays. Competition and constant changes, including product/technological innovations, decreasing product lifestyles and product proliferation, create pressure that affects the business environment. Organizations are required for answering the changes in the market to gain a competitive advantage and business success. The organizations are able to answer to unexpected market changes through supply chain market, and these changes are converted to business opportunities. Using IT to achieve the agility of SCM is one of the important factors to help the organizations. Therefore, the adoption of IT and its efficient implementation can improve the cooperation between supply chain agility through the rapid transfer, the distribution of accurate information and the use of information. This paper aims to investigate the impact of IT on the agility of SCM.Design/methodology/approachA total of 120 employees of the Golasal firm are involved in collecting data using a questionnaire. Measurements were performed in all questionnaires using a five-point Likert scale. The causal model is evaluated by structural equationmodeling technique, which is used to examine the reliability and validity of the model.FindingsThe results have shown that IT has positive influences on the agility of SCM systems. In addition, the obtained results have shown that four variables, namely, IT skills and knowledge, IT-based systems integration, IT infrastructure and design of global position system and geographic information systems, affect the agility of SCM systems.Originality/valueIn this paper, the agility of SCM systems is pointed out and the approach to resolve the problem is applied into a practical example. The presented model provides a complete framework to examine the impact of IT on the agility of SCM systems.
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Gonzalez, Reyes, Jose Gasco, and Juan Llopis. "Information and communication technologies and human resources in hospitality and tourism." International Journal of Contemporary Hospitality Management 32, no. 11 (September 29, 2020): 3545–79. http://dx.doi.org/10.1108/ijchm-04-2020-0272.
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Purpose ICTs play a key role in the tourism sector, influencing the labor context among other things. Hence, the purpose of this study: a review of the literature in which the topics of tourism, ICTs and human resources converge through an analysis of the articles published in the relevant journals, which are included in the Web of Science. Design/methodology/approach The 60 articles analyzed – published over a period of 31 years – were studied according to several criteria such as research methodology, statistical techniques used, topics dealt with, technologies addressed, authors and countries. Findings The topics under study were divided into four broad areas – technology and employees, technology and HR processes, technology and results and technology and organizational structure – the first, which focuses on how employees behave in relation to technology, received the most attention. Research limitations/implications The literature review was confined to articles on the topics of tourism, ICTs and human resources published in 73 academic journals, leaving aside other research sources, e.g. books and papers presented at conferences. This study can be useful both in the academic field and for tourism firm managers – especially those in ICT and human resources. Originality/value Although there are several previous reviews of the literature on human resource management and ICTs in the tourism sector, none of them has jointly examined these three topics.
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de Villiers-Scheepers, M. J. "Motivating Intrapreneurs: The Relevance of Rewards." Industry and Higher Education 25, no. 4 (August 2011): 249–63. http://dx.doi.org/10.5367/ihe.2011.0051.
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A challenge faced by management graduates in promoting intrapreneurship to achieve competitive advantage is the use of motivational techniques that build commitment to entrepreneurial behaviour. Despite the acknowledged importance of rewards to encourage innovation, there is surprisingly little empirical evidence to provide guidance on which rewards motivate intrapreneurs. This paper investigates the rewards that organizations use to motivate intrapreneurs in both service and information and communication technology firms in South Africa. The results indicate that an intrapreneurial reward system tends to focus on formal acknowledgement, social incentives and the organizational freedom of employees. These, rather than monetary incentives, are valued by intrapreneurs and therefore should be incorporated into the teaching curricula of business schools. It is argued that application of these findings will help managers to promote intrapreneurial behaviour and create engaged employees.
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Beal, Brian. "Helping the e-mail checking addicts." Human Resource Management International Digest 24, no. 3 (May 9, 2016): 14–16. http://dx.doi.org/10.1108/hrmid-01-2016-0009.
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Purpose This paper aims to review the demands employees face when communicating through information and communication technologies (ICTs), and relevant interventions are suggested to provide a set of evidence-based recommendations to help protect work-life balance. Design/methodology/approach The paper reviews the following demands associated with ICTs: response expectations, constant availability, increased workload and poor communication. The authors draw upon empirical research to highlight outcomes and intervention strategies, before discussing implications for research and practice. Findings The paper, which reviews four demands employees face when communicating through ICT (response expectations, constant availability, increased workload and poor communication), finds that there are diverse outcomes associated with each. The outcomes were not inherently negative, as evidence suggests that positive performance outcomes can arise from response expectations and constant availability, although there may be health and wellbeing costs. Originality/value Four interrelated demands that employees can face when communicating through technology are integrated and possible interventions are analyzed.
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Deepa, R., and Rupashree Baral. "Relationship between integrated communication effectiveness and employee-based brand equity – mediating role of psychological contract fulfillment." Journal of Product & Brand Management 30, no. 6 (May 7, 2021): 883–97. http://dx.doi.org/10.1108/jpbm-01-2019-2212.
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Purpose This study aims to expand the emerging body of literature on employer branding from the current employee perspective. It proposes that effective integrated communication helps an organization fulfill its employer value proposition or employment value proposition (EVP). A firm that fulfills its brand promise in terms of EVP will derive employee-based brand equity (EBBE) benefits. Integrated communication is effective when employees experience coordination and consistency in brand communication. This influences their perception of psychological contract fulfillment (in terms of EVP attributes), which results in positive employee behavior in the form of EBBE benefits. Design/methodology/approach The study draws insights from the signaling theory and psychological contract literature which is based on the social exchange theory. The literature on integrated communication, employer branding and internal branding was reviewed to propose the relationships between the variables of interest. Data was collected using a questionnaire survey on 520 employees from the information technology (IT)-business process management industry in India, which is a customer-oriented industry known for its exemplary employer practices. Findings The findings suggest that integrated communication effectiveness impacts the perceived fulfillment of EVP attributes and EBBE. Again, the fulfillment of the relational value dimension of EVP attributes partially mediates the relationship between integrated communication effectiveness and EBBE. Originality/value This study is one of the first to explore employees’ perception of integrated communication effectiveness and fulfillment in terms of EVP attributes as antecedents to EBBE.
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Krechetov, Andrey, Dmitry Shatko, and Pavel Strelnikov. "Optimization of an educational organization management based on the assignment management system implementation." SHS Web of Conferences 101 (2021): 02011. http://dx.doi.org/10.1051/shsconf/202110102011.
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At present, there is an a1cute problem of the low efficiency of handling assignments in the management processes of educational organizations. This is due to a number of factors, including: incorrect formulation of tasks by managers, failure to comply with the established deadlines, inconsistency of the results with the tasks set, unsatisfactory staff compliance with assignment fulfillment regulations, etc. The introduction and further use of the assignment management system based on information analysis technologies with the inclusion of an analytical module into the structure of the information management system of an educational organization can serve to efficiently solve the indicated problems. Considering the current global trends in the development of information technology, this approach is very relevant and in demand, since the use of information technology in the form of an assignments management system allows for efficient communication between managers and subordinate employees. The article discusses the issues of improving the management activities of an organization through the use of an information and analytical system. The role of information technologies in the processes of educational organizations has been investigated. The existing software products used to work with assignments have been analyzed. The procedure for working with the assignment management system is presented. The statistical data on the use of the information-analytical system in practice are presented.
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Yousifi, Dilber, and Nabaz T. Khayyat. "How Information and Communications Technology Affects the Performance of Human Resources Management in the Higher Education?" UKH Journal of Social Sciences 3, no. 1 (June 18, 2019): 36–49. http://dx.doi.org/10.25079/ukhjss.v3n1y2019.pp36-49.
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In today’s business, effective human resources management (HRM) plays an important role in organizations to cope with competition. Human capital plays a significant role in achieving competitive advantage. Hence, it is recommended for organizations to adapt HRM practices to reach the optimal level of employees’ performance. On the other hand, the information and communications technology (ICT) has become the backbone of numerous modern organizations in processing their business operations and activities. HRM has also been affected by the tremendous increase of ICT usage within the organization. The World Wide Web has transformed the human resources practices, for example, human resource planning, recruitment, selection, performance management, work flow, training, and compensation. This paper investigates the impact of ICT on HRM performance in the higher education sector in the Kurdistan Region of Iraq (KRI). In doing so, an empirical study based on survey questionnaire is conducted to gain a clear overview of where the higher education institutions stand in KRI in terms of the usage of ICT in the HRM field. The overall finding is that ICT may havea positive impact on the performance level of HRM staff in the higher education institutions in KRI. Furthermore, the level of ICT usage in KRI is not in a level where the individuals of HRM are well aware of ICT developments and E-HRM as well as the usage of computerized HRM.
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Evenstad, Solveig Beyza Narli. "“Be Excellent and Do More with Less”." International Journal of Systems and Society 2, no. 2 (July 2015): 52–67. http://dx.doi.org/10.4018/ijss.2015070104.
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It is common to think of sustainability in the context of environmental issues. However as companies are downsizing, the human dimension of sustainability, i.e. the organizational sustainability is at stake. The sole focus on cost competitiveness pushes already stressed-out employees to be excellent and do more with less at the same time. When employees are caugth between such paradoxal injunctions and organizational defense routines hinder dialog, some employees develop dysfunctional coping strategies and end up being burned out. Burnout is associated with depression, lack of motivation, absenteeism, and intention to leave. It has both human and economic consequences threatening the sustainability of an organization. The study of the experience of burnout among three Information and Communication Technology (ICT) workers in Norway conducted as an interpretative phenomenological analysis (IPA) is presented as the case and the pathological communication patterns in the organizational culture behind burnout are identified.
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Tërstena, Arben, Arta Jashari Goga, and Bujar Jashari. "Improving the efficiency of human resources with the use of new technologies and reorganization process." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 1 (December 31, 2019): 31–38. http://dx.doi.org/10.20525/ijrbs.v9i1.606.
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Information technology (IT) as a structural factor and instrument transforms the architecture of organizations, business processes, and communication which is increasingly integrated into human resource management (HRM). It is an important part of the human resources work process. IT is designed to support HR professionals at all stages of management. This paper is focused on analyzing how information technology affects the improvement of human resource efficiency. The survey was conducted in private enterprises in Ferizaj, region (Kosovo), through questionnaires. Twenty employees/managers of manufacturing enterprises were surveyed who were well informed about the role of human resources in general and the impact on the efficiency of information technology. The results of the empirical study show that the use of new information technology improves the efficiency of HR and enhances the performance of the enterprise.
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Stewart, Harrison, and Jan Jürjens. "Information security management and the human aspect in organizations." Information & Computer Security 25, no. 5 (November 13, 2017): 494–534. http://dx.doi.org/10.1108/ics-07-2016-0054.
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Purpose The aim of this study is to encourage management boards to recognize that employees play a major role in the management of information security. Thus, these issues need to be addressed efficiently, especially in organizations in which data are a valuable asset. Design/methodology/approach Before developing the instrument for the survey, first, effective measurement built upon existing literature review was identified and developed and the survey questionnaires were set according to past studies and the findings based on qualitative analyses. Data were collected by using cross-sectional questionnaire and a Likert scale, whereby each question was related to an item as in the work of Witherspoon et al. (2013). Data analysis was done using the SPSS.3B. Findings Based on the results from three surveys and findings, a principle of information security compliance practices was proposed based on the authors’ proposed nine-five-circle (NFC) principle that enhances information security management by identifying human conduct and IT security-related issues regarding the aspect of information security management. Furthermore, the authors’ principle has enabled closing the gap between technology and humans in this study by proving that the factors in the present study’s finding are interrelated and work together, rather than on their own. Research limitations/implications The main objective of this study was to address the lack of research evidence on what mobilizes and influences information security management development and implementation. This objective has been fulfilled by surveying, collecting and analyzing data and by giving an account of the attributes that hinder information security management. Accordingly, a major practical contribution of the present research is the empirical data it provides that enable obtaining a bigger picture and precise information about the real issues that cause information security management shortcomings. Practical implications In this sense, despite the fact that this study has limitations concerning the development of a diagnostic tool, it is obviously the main procedure for the measurements of a framework to assess information security compliance policies in the organizations surveyed. Social implications The present study’s discoveries recommend in actuality that using flexible tools that can be scoped to meet individual organizational needs have positive effects on the implementation of information security management policies within an organization. Accordingly, the research proposes that organizations should forsake the oversimplified generalized guidelines that neglect the verification of the difference in information security requirements in various organizations. Instead, they should focus on the issue of how to sustain and enhance their organization’s compliance through a dynamic compliance process that involves awareness of the compliance regulation, controlling integration and closing gaps. Originality/value The rapid growth of information technology (IT) has created numerous business opportunities. At the same time, this growth has increased information security risk. IT security risk is an important issue in industrial sectors, and in organizations that are innovating owing to globalization or changes in organizational culture. Previously, technology-associated risk assessments focused on various technology factors, but as of the early twenty-first century, the most important issue identified in technology risk studies is the human factor.
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Vanhala, Mika, and Paavo Ritala. "HRM practices, impersonal trust and organizational innovativeness." Journal of Managerial Psychology 31, no. 1 (February 8, 2016): 95–109. http://dx.doi.org/10.1108/jmp-03-2013-0084.
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Purpose – Organizational processes that create conditions to facilitate employee innovativeness have become topical due to the constant demand for organizations to renew themselves. Research shows that human resource management (HRM) practices can been used to create such conditions, but also the important complementary role of organizational trust has been highlighted in this context. In particular, earlier studies have mostly focused on the concept of interpersonal trust. However, impersonal trust (the individual employee’s expectations about the employer organization’s capability and fairness) has recently been suggested to be an equally or even more relevant facilitator supporting the effect of HRM practices on organizational innovativeness. The paper aims to discuss these issues. Design/methodology/approach – The hypotheses were tested with two large-scale quantitative studies from the forestry and information and communication technology industries in Finland. Structural equation modelling (with LISREL) was used to test hypothesis. Findings – This study shows that effective HRM practices indeed facilitate organizational innovativeness, and that this effect is partially mediated by impersonal trust in the organization. This result contributes to the existing literature and practice of HRM and the management of organizational innovativeness. Research limitations/implications – Future studies could include also interpersonal trust in order to study trust-innovativeness linkage. The study also examined this phenomenon only in Finnish context and this sets some limitations to the generalizability of the results. In addition, single respondents were used to assess all the variables used in the study. Further studies could improve on this by utilizing more objective measures of organizational innovativeness. Practical implications – The results suggest that organizations should pay attention to designing HRM practices so that they facilitate the building of impersonal organizational trust. In order to improve innovativeness through organizational trust, it is crucial to develop an organization-wide HRM system, since practices that are inconsistently used can lead to unwanted or inefficient results. Strategic and managerial actions related to HRM could increase employees’ trust in the organization and subsequent conditions for providing continuously innovative solutions. Originality/value – The authors add to the literature by identifying the connection of HRM practices to contributing to behavioural, process and strategic innovativeness through the mediation of impersonal trust. To the best of the researchers’ knowledge, this is one of few studies and the first systematic large sample study that examines impersonal trust and its relationship between HRM practices and different types of organizational innovativeness.
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Venkatesh, Viswanath, Hillol Bala, and Tracy Ann Sykes. "Impacts of Information and Communication Technology Implementations on Employees' Jobs in Service Organizations in India: A Multi-Method Longitudinal Field Study." Production and Operations Management 19, no. 5 (August 4, 2010): 591–613. http://dx.doi.org/10.1111/j.1937-5956.2010.01148.x.
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Wu, Lynn, and Gerald C. Kane. "Network-Biased Technical Change: How Modern Digital Collaboration Tools Overcome Some Biases but Exacerbate Others." Organization Science 32, no. 2 (March 2021): 273–92. http://dx.doi.org/10.1287/orsc.2020.1368.
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Using three years’ data from more than 1,000 employees at a large professional services firm, we find that adopting an expertise search tool improves employee work performance in billable revenue, which results from improvements in network connections and information diversity. More importantly, we also find that adoption does not benefit all employees equally. Two types of employees benefit more from adoption of digital collaboration tools than others. First, junior employees and women benefit more from the adoption of digital collaboration tools than do senior employees and men, respectively. These tools help employees overcome the institutional barriers to resource access faced by these employees in their searches for expertise. Second, employees with greater social capital at the time of adoption also benefit more than others. The tools eliminate natural barriers associated with traditional offline interpersonal networks, enabling employees to network even more strategically than before. We explore the mechanisms for these differential benefits. Digital collaboration tools increase the volume of communication more for junior employees and women, indicating greater access to knowledge and expertise than they had before adoption. The tools also decrease the volume of communication for people with greater social capital, indicating more efficient access to knowledge and expertise. An important implication of our findings is that digital collaboration tools have the potential to overcome some of the demographic institutional biases that organizations have long sought to change. It does so, however, at the expense of potentially creating new biases toward network-based features—a characteristic we call “network-biased technical change.”
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Feeney, Mary K., and Federica Fusi. "A critical analysis of the study of gender and technology in government." Information Polity 26, no. 2 (June 3, 2021): 115–29. http://dx.doi.org/10.3233/ip-200303.
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Research at the intersection of feminist organizational theory and techno-science scholarship notes the importance of gender in technology design, adoption, implementation, and use within organizations and how technology in the workplace shapes and is shaped by gender. While governments are committed to advancing gender equity in the workplace, feminist theory is rarely applied to the analysis of the use, adoption, and implementation of technology in government settings from the perspective of public managers and employees. In this paper, we argue that e-government research and practice can benefit from drawing from three streams of feminist research: 1) studying gender as a social construct, 2) researching gender bias in data, technology use, and design, and 3) assessing gendered representation in technology management. Drawing from feminist research, we offer six propositions and several research questions for advancing research on e-government and gender in public sector workplaces.
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Kufner, Brian E., and Laura E. Plybon. "The Moderating Effect of Organizational Safety Climate on Text Message Use and Work-Related Accidents." International Journal of Social and Organizational Dynamics in IT 2, no. 4 (October 2012): 52–67. http://dx.doi.org/10.4018/ijsodit.2012100104.
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Employers’ increased acceptance and use of mobile technology has provided employees with the ability to be in constant contact with their employer and clients through multiple communication platforms. While mobile technology has increased employee productivity, research is beginning to show an association between an upward trend of mobile technology use to an increase of fatal and nonfatal accidents. The purpose of this study was to determine if organizational safety climate influences the relationship between text message use and work-related accidents. A significant relationship was found between text message use and work-related accidents. However, there was no statistically significant main effect of organizational safety climate on work-related accidents, or interaction effect of text message use and organizational safety climate on work-related accidents. Additional research is recommended to investigate the relationships between the variables – both quantitative with larger and more diverse samples and qualitative for more in depth information about the phenomenon.