Remote Workers’ Privacy Concerns, Psychological Climate for Face Time, and Organizational Affective Commitment

2023 | HICSS | Citations: 0

Authors: Afota, Marie-Colombe; Cañibano, Almudena; Ollier-Malaterre, Ariane; Provost Savard, Yanick; Léon, Emmanuelle

Abstract: During the Covid-19 pandemic, the shift to high-intensity remote work—three days ... Expand

Abstract: During the Covid-19 pandemic, the shift to high-intensity remote work—three days or more a week—accelerated the digitalization of work processes on platforms such as Slack or Teams and the blurring of boundaries between work and personal life through videoconferencing and the use of personal devices for work. This paper explores the relationships between high-intensity remote workers’ information and communication technologies (ICT) privacy concerns, psychological climate for face time, and organizational affective commitment. Building on organizational support and social information processing theories, we argue that ICT privacy concerns and perceptions that an organization values physical presence in-office may undermine commitment to the organization. Based on a two-wave study of 1065 remote workers in a large multinational bank, we find that ICT privacy concerns and psychological climate for face time reinforce one another and are negatively associated with subsequent affective organizational commitment. Collapse

Topics: information privacy concern organizational commitment remote work IT supported collaboration privacy

Methods: statistical hypothesis test chi squared test longitudinal research SEM tool structural equation modeling

Theories: social information processing theory

Why to gamify performance management? Consequences of user engagement in gamification

2023 | Information & Management | Citations: 0

Authors: Bizzi, Lorenzo

Abstract: Gamification offers one of the most promising solutions for information technolo ... Expand

Abstract: Gamification offers one of the most promising solutions for information technology (IT) managers to innovate performance management systems. Yet, evidence on its benefits is limited, and IT managers are left without a clear guidance on why to implement it. To solve the problem, this article shows the benefits of gamification for overall job performance and the intermediating mechanisms through which it exercises its advantageous effects. It is theorized that employees’ engagement in gamification favorably alters their cognitions, transferring their effect onto employee attitudes and behaviors in the workplace. First, user engagement in gamification alters cognitions about the performance management system, making employees perceive justice, which, in turn, af­ fects their satisfaction with the performance system. Second, user engagement in gamification alters cognitions about the job, influencing the perceptions of job stressors that affect job satisfaction. Third, user engagement in gamification alters cognitions about the organization, making employees perceive organizational support, which translates into higher organizational commitment. The improved cognitions then transfer their beneficial effect onto overall job performance as justice is found to exercise a mediating effect. The findings from 268 employees in a human resource service organization support the hypotheses and provide concrete evidence for the benefits of gamification in performance management. Collapse

Topics: gamification task productivity organizational commitment job satisfaction organizational context

Methods: mediation analysis statistical hypothesis test survey survey design factor analysis

Theories: distributive justice theory

MEETINGS AT DIGITAL WORKPLACES – AN EXPERIMENTAL APPROACH TO ANALYZE GROUP ATTACHMENT AND ORGANIZATIONAL COMMITMENT IN DIGITAL WORLDS

2023 | European Conference On Information Systems | Citations: 0

Authors: Gleich, Tristan; Schöbel, Sofia; Janson, Andreas

Abstract: After facing the COVID-19 pandemic, organizations request their employees to wo ... Expand

Abstract: After facing the COVID-19 pandemic, organizations request their employees to work from home permanently. For an organization, this provides positive benefits such as reducing costs for rent. From an employee perspective, working from home can cause a feeling of isolation towards co-workers and lower attachment to an organization. One way to counteract this problem is to transfer the office to the digital world, especially spurred by the metaverse discussion to represent processes of our real world in digital environments that allow us to do everything in the same way digitally as we are doing in the real world. In this paper, we present a theoretical model for conducting a 2x2 between-subject experiment to analyze how digital real-world meeting experiences influence team attachment and organizational commitment. We contribute to theories such as the need of belonging and transfer them to digital environments and provide practical implications for designing digital offices. Collapse

Topics: virtual reality organizational commitment remote work IT supported collaboration virtual workplace

Methods: experiment qualitative interview theoretical contribution design artifact simulation

Motivation to Lead of IT Professionals: The Role of IT Occupational Culture, Commitment and Gender Equality Policies in Latin America

2023 | Americas Conference on Information Systems | Citations: 0

Authors: Guzman, Indira; Sanchez, Aurora; Lopez, Rolando Gonzales

Abstract: Organizations are being impacted by the rapid advances in Information Technolog ... Expand

Abstract: Organizations are being impacted by the rapid advances in Information Technology (IT), and motivated IT leaders are critical. Gender is also an issue in IT since women are underrepresented in IT leadership positions worldwide and in Latin America. This research in progress aims to assess a model of factors that could impact the motivation to lead of IT professionals. The proposed model integrates the occupational culture framework and the construct of the importance of gender equality policies. Previous research found that people in the IT occupation have unique characteristics that are different from other occupations. The theoretical frameworks of motivation to lead and IT occupational culture (ITOC) serve as a foundation for our research model. In addition, the construct importance of gender policies was designed and validated for this research. This research will be undertaken in the context of IT professionals in four countries in Latin America. Collapse

Topics: IT workforce organizational commitment

What are the trend and core knowledge of information security? A citation and co-citation analysis

2023 | Information & Management | Citations: 0

Authors: Shiau, Wen-Lung; Wang, Xiaoqun; Zheng, Fei

Abstract: Information technology brings business success opportunities, but also causes po ... Expand

Abstract: Information technology brings business success opportunities, but also causes potential safety hazards to orga­ nizations. In response to the increasing academia and industry concerns regarding information security (ISec), this study systematically explored extant ISec research and identified eight core knowledge groups, including (1) intrusion detection, (2) privacy protection, (3) secure machine learning, (4) cryptosystem, (5) data service se­ curity, (6) malware analysis, (7) security decision-making, and (8) security management. The detection of research hotspots shows that data service security and risk management garner the most current research attention. Furthermore, we establish a comprehensive ISec framework to help systematically understand and achieve ISec. Collapse

Topics: privacy decision making intrusion detection system malware database system

Methods: co-citation analysis cluster analysis literature sample hierarchical clustering multidimensional scaling

Are IT Professionals Unique? A Second-Order Meta-Analytic Comparison of Turnover Intentions Across Occupations

2023 | Management Information Systems Quarterly | Citations: 0

Authors: Zaza, Sam; Joseph, Damien; Armstrong, Deborah

Abstract: Information technology (IT) professionals are a strategic human resource for en ... Expand

Abstract: Information technology (IT) professionals are a strategic human resource for enabling competitive advantage through the application of data and technologies. Yet, it remains a challenge for organizations to retain top IT talent as the business context and the nature of work change. Retention strategies that have worked with other business professionals have faced limited success with IT talent, leading some scholars to ask whether the latter are unique in terms of culture, personality, and tools. This study seeks to address this question by (1) undertaking a meta-analysis of studies investigating the turnover intentions of IT professionals, and by (2) conducting a second-order meta-analysis to compare findings between IT and non-IT professionals. The meta-analytic findings identify new antecedents more recently examined in information systems (IS) research while confirming enduring relationships between antecedents and turnover intention. The second-order meta-analysis provides intriguing findings regarding the potential uniqueness of IT professionals. We provide an integrative discussion on the state of turnover intention research within the IS discipline, start a dialog on interdisciplinary comparisons, and offer a forwardlooking agenda for future research. We conclude by calling on scholars to revitalize turnover intention research within the IS field by moving toward fresh theories, fresh constructs, and fresh approaches. Collapse

Topics: IT workforce IT personell turnover IT career job satisfaction database system

Methods: meta analysis literature sample descriptive statistic literature study Student's t-test

He’s Overqualified, She’s Highly Committed: Qualification Signals and Gendered Assumptions About Job Candidate Commitment

2022 | Organization Science | Citations: 0

Authors: Campbell, Elizabeth Lauren; Hahl, Oliver

Abstract: Evidence suggests that possessing more qualifications than is necessary for a jo ... Expand

Abstract: Evidence suggests that possessing more qualifications than is necessary for a job (i.e., overqualification) negatively impacts job candidates’ outcomes. However, unfair discounting of women’s qualifications and negative assumptions about women’s career commitment imply that female candidates must be overqualified to achieve the same outcomes as male candidates. Across two studies, experimental and qualitative data provide converging evidence in support of this assertion, showing that gender differences in how overqualification impacts hiring outcomes are due to the type of commitment—firm or career—that is most salient during evaluations. Overqualified men are perceived to be less committed to the prospective firm, and less likely to be hired as a result, than sufficiently qualified men. But overqualified women are perceived to be more committed to their careers than qualified women because overqualification helps overcome negative assumptions that are made about women’s career commitment. Overqualification also does not decrease perceptions of women’s firm commitment like it does for men: supplemental qualitative and experimental evidence reveals that hiring managers rationalize women’s overqualification in a way they cannot for men by relying on gender stereotypes about communality and assumptions about candidates’ experiences with gender discrimination at prior firms. These findings suggest that female candidates must demonstrate their commitment along two dimensions (firm and career), but male candidates need only demonstrate their commitment along one dimension (firm). Taken together, differences in how overqualification impacts male versus female candidates’ outcomes are evidence of gender inequality in hiring processes, operating through gendered assumptions about commitment. Funding: This research was funded by internal faculty research funds provided by Tepper School of Business, Carnegie Mellon University. Supplemental Material: The online appendices are available at https://doi.org/10.1287/orsc.2021.1550. Collapse

Topics: IT career organizational commitment LinkedIn accounting internet technology

Methods: theory development experiment mediation analysis personal interview ANOVA

Workgroup Embeddedness and Professionalism among IT Professionals: Impacts on Work-Life Conflict and Organizational Citizenship

2022 | Journal of the Association for Information Systems | Citations: 0

Authors: Dinger, Michael; Thatcher, Jason; Grover, Varun; Tripp, John

Abstract: Over the course of their careers, IT professionals become embedded in their wor ... Expand

Abstract: Over the course of their careers, IT professionals become embedded in their workplace. In the organizational behavior literature, research has found that job embeddedness provides direct, positive benefits for employers, including lower turnover intention, lower levels of withdrawal behaviors, lower actual turnover, and more. In this paper, we present a more nuanced view, namely that embeddedness among IT professionals may influence the development of professionalized mindsets, which, in turn, has a mix of positive and negative consequences. To understand these relationships, we introduce a concept called workgroup embeddedness (WGE). WGE captures how IT professionals become embedded in their organizational workgroup or unit. We report a multiphase study that (1) developed a measure of WGE, (2) established the validity of WGE, and (3) evaluated the implications of WGE among 150 IT professionals using data collected at two points in time. We found that WGE drives an increase in professionalism, which, in turn, increases work-life conflict. Also, we found that both WGE and professionalism positively influence organizational citizenship behaviors. These findings indicate that WGE may play a role in socializing and driving more professionalized mindsets among IT professionals, such as professional identification, which leads to positive outcomes like citizenship behaviors but may come at the expense of negative consequences in professionals' nonwork lives. Post hoc findings highlight that belief in public service and identification with the IT profession influence work-life conflict and organizational citizenship. We conclude with implications for research and practice. , where he enjoyed the mountain life and beach life. Jason's research examines topics such as technology use, IT strategy, cybersecurity, and IT human resource management. Collapse

Topics: IT workforce IT work human resource management IT career IT manager

Methods: post-hoc analysis psychometrics partial least squares path modeling survey meta analysis

Theories: organizational behavior theory utility theory attachment theory

Is Organizational Commitment to IT Good for Employees? The Role of Industry Dynamism and Concentration

2022 | Management Information Systems Quarterly | Citations: 1

Authors: Engelen, Andreas; Rieger, Verena; Wehner, Marius; Heidemann, Fabian

Abstract: While research on the consequences of organizational commitment to IT has focuse ... Expand

Abstract: While research on the consequences of organizational commitment to IT has focused on outcomes of interest to shareholders, such as profitability and firm value, recent research has also considered other stakeholders that might benefit from an increased organizational commitment to IT, especially customers. We extend this line of the literature by investigating the benefits of a firm’s organizational commitment to IT for firms’ employees, a stakeholder group that uses and depends heavily on IT in its daily work. This exploratory study links a firm’s organizational commitment to IT with the nonmonetary employee metrics of job satisfaction and work-life balance and embeds these associations in the industry’s dynamism and concentration. We test our research model with a multi-industry dataset of 523 firms from the S&P 500 (2008-2017 period). Our findings indicate that an organizational commitment to IT may facilitate job satisfaction and work-life balance but only when industry dynamism and industry concentration are low. Additional analyses show that IT commitment’s influence on these outcomes depends on the firm’s commitment to particular IT technologies; for instance, organizational commitments to cloud technology and remote technology are particularly positively associated with work-life balance. Collapse

Topics: organizational commitment job satisfaction cloud computing computer supported cooperative work remote work

Methods: Compustat robustness check survey regression analysis method Anderson-Darling test

Theories: stakeholder theory theory of job satisfaction resource based view of the firm

Psychological empowerment and user satisfaction: Investigating the influences of online brand community participation

2022 | Information & Management | Citations: 5

Authors: Hsieh, Sara H.; Lee, Crystal T.; Tseng, Timmy H.

Abstract: The exponential growth of online brand communities has created a platform where ... Expand

Abstract: The exponential growth of online brand communities has created a platform where empowered consumers can share knowledge and experiences and participate in community activities. Drawing from psychological empowerment theory, this study proposes a comprehensive framework integrating both social and functional views to investigate the determinants that enhance psychological empowerment and user satisfaction, which consequently influence online brand community participation. By shedding light on the explanatory path routes and highlighting the underexplored and distinctive role of psychological empowerment, this study provides theoretical contributions to illustrate how an enabling environment can be cultivated to drive consumer participation in brand value co-creation. Collapse

Topics: user satisfaction data quality system quality word of mouth online community

Methods: survey partial least squares path modeling design methodology theoretical contribution PLS tool

Theories: uncertainty reduction theory