Companies throughout the world have been challenged by poor retention and high turnover of their information systems (IS) employees. The United States Air Force (USAF) has experienced the same trend in its IS workforce. This study measured the career anchors, job satisfaction, and turnover intention of USAF IS workers (n = 2,724) to determine if those whose job type and career anchor matched reported higher satisfaction and lower turnover intention than those whose job type and career anchor did not match. Results suggest that USAF IS workers are significantly different than civilian IS workers in what they consider important in a career. Specifically, USAF IS workers appear to place an overriding importance on job security, service, and life-style factors, but do exhibit underlying technical and managerial anchors as was discovered through an analysis of "relative anchors". Finally, results suggest that job type and career anchor compatibility alone may not be an adequate predictor of job satisfaction or turnover intention.
{"title":"Career anchors of United States Air Force information systems workers: a turnover predictor?","authors":"L. A. Wynne, T. Ferratt, D. Biros","doi":"10.1145/512360.512379","DOIUrl":"https://doi.org/10.1145/512360.512379","url":null,"abstract":"Companies throughout the world have been challenged by poor retention and high turnover of their information systems (IS) employees. The United States Air Force (USAF) has experienced the same trend in its IS workforce. This study measured the career anchors, job satisfaction, and turnover intention of USAF IS workers (n = 2,724) to determine if those whose job type and career anchor matched reported higher satisfaction and lower turnover intention than those whose job type and career anchor did not match. Results suggest that USAF IS workers are significantly different than civilian IS workers in what they consider important in a career. Specifically, USAF IS workers appear to place an overriding importance on job security, service, and life-style factors, but do exhibit underlying technical and managerial anchors as was discovered through an analysis of \"relative anchors\". Finally, results suggest that job type and career anchor compatibility alone may not be an adequate predictor of job satisfaction or turnover intention.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"395 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2012-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117346328","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study explains the mismatch between the planned domain of integrated information systems and the existing territorial rationalities. We define a territorial rationality as a collective perspective which serves as a philosophical basis or a conceptual lens for decision-making. We define a territorial entity as members of an organization (or orgartizationa) who hold this territorial rationality. When these territorial entities interact among each other, their territorial rationalities are transformed by three major modes: authori~, exchange, and persuasion. These new concepts can. be used to predict how multiple subunits in organizations strategically respond to the integration of disparate information systems. Possible themes for the responses range from local autonomy versus central control, to knowledge diffusion versus knowledge specialization, to resource redistribution versus resource alignment. We argue that the changes in territorial rationalities and entities explain the divergent organizational responses to the integration of information systems.
{"title":"Integrating territories: information systems integration & territorial rationality","authors":"Yang W. Lee, S. Madnick","doi":"10.1145/144001.144070","DOIUrl":"https://doi.org/10.1145/144001.144070","url":null,"abstract":"This study explains the mismatch between the planned domain of integrated information systems and the existing territorial rationalities. We define a territorial rationality as a collective perspective which serves as a philosophical basis or a conceptual lens for decision-making. We define a territorial entity as members of an organization (or orgartizationa) who hold this territorial rationality. When these territorial entities interact among each other, their territorial rationalities are transformed by three major modes: authori~, exchange, and persuasion. These new concepts can. be used to predict how multiple subunits in organizations strategically respond to the integration of disparate information systems. Possible themes for the responses range from local autonomy versus central control, to knowledge diffusion versus knowledge specialization, to resource redistribution versus resource alignment. We argue that the changes in territorial rationalities and entities explain the divergent organizational responses to the integration of information systems.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"110 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117216596","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study compares the effectiveness of on-line training and traditional training of students in a computer literacy course. Scores on lab exercises and exams measured training effectiveness. Student learning style measures were included in the analysis. The analysis suggests that learning style does influence training effectiveness and that on-line training is significantly less effective for some learning styles.
{"title":"Training effectiveness, on-line delivery and the influence of learning style","authors":"Harry C. Benham","doi":"10.1145/512360.512368","DOIUrl":"https://doi.org/10.1145/512360.512368","url":null,"abstract":"This study compares the effectiveness of on-line training and traditional training of students in a computer literacy course. Scores on lab exercises and exams measured training effectiveness. Student learning style measures were included in the analysis. The analysis suggests that learning style does influence training effectiveness and that on-line training is significantly less effective for some learning styles.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"331 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123099935","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This panel is intended to explore factors related to the successful management of Global IT initiatives. There are many unique challenges. Multi-national organizations often want to standardize the processes and systems they use. However, customization may be required to meet local requirements and compete with indigenous organizations. Operating across time zones, makes synchronous collaboration difficult. Rapid development methodologies, which usually require multiple design iterations, have to be modified. Cultural differences often require unique approaches to local management, but have to be bridged to support global initiatives. Interpretation of design communications may vary significantly from country to country. Management philosophies vary widely and management techniques are changing rapidly as collaboration technologies evolve. Successful organizations often use counter-intuitive models. A model for the characterization of global IT organizations, will be used to compare the approaches utilized by successful organizations, and discuss CSFs. Practitioners and academics on the panel will present cases related to CSFs, and interpret these cases with respect to management models.
{"title":"Paradigms for organizing a global IT workforce","authors":"P. Weinberg","doi":"10.1145/512360.512361","DOIUrl":"https://doi.org/10.1145/512360.512361","url":null,"abstract":"This panel is intended to explore factors related to the successful management of Global IT initiatives. There are many unique challenges. Multi-national organizations often want to standardize the processes and systems they use. However, customization may be required to meet local requirements and compete with indigenous organizations. Operating across time zones, makes synchronous collaboration difficult. Rapid development methodologies, which usually require multiple design iterations, have to be modified. Cultural differences often require unique approaches to local management, but have to be bridged to support global initiatives. Interpretation of design communications may vary significantly from country to country. Management philosophies vary widely and management techniques are changing rapidly as collaboration technologies evolve. Successful organizations often use counter-intuitive models. A model for the characterization of global IT organizations, will be used to compare the approaches utilized by successful organizations, and discuss CSFs. Practitioners and academics on the panel will present cases related to CSFs, and interpret these cases with respect to management models.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114643666","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this paper, we report the results of focused interviews with six large companies about skill needs for new IT graduates. They describe what it takes to succeed in their organization, areas in which new graduates are adequately (and not adequately) prepared, and topics they would like to see added to information systems/technology curricula. A summary of conclusions and overall findings points out the good (and the bad) in our newly minted IT professionals.
{"title":"Newly minted IT professionals: a conversation with their perspective employers","authors":"S. Yager, Thomas P. Schambach","doi":"10.1145/512360.512384","DOIUrl":"https://doi.org/10.1145/512360.512384","url":null,"abstract":"In this paper, we report the results of focused interviews with six large companies about skill needs for new IT graduates. They describe what it takes to succeed in their organization, areas in which new graduates are adequately (and not adequately) prepared, and topics they would like to see added to information systems/technology curricula. A summary of conclusions and overall findings points out the good (and the bad) in our newly minted IT professionals.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124799568","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
C. Beise, Neela Chevli-Saroq, S. Andersen, Martha E. Myers
The purpose of this study is to investigate the factors that attract as well as discourage women and other students who display an initial interest in IT careers. Of particular interest is the comparison of computer science (CS) and information systems (IS) majors because prior research has focused almost exclusively on CS students. An initial investigation of success rates in the first programming course at two universities indicates that neither gender nor age is a good predictor of success in this course. This paper presents a research model based on review of the literature and on Vroom's expectancy theory. Future research will examine the relationships between predictor variables and valence and expectancy regarding IT as a career.
{"title":"A model for examination of underrepresented groups in the IT workforce","authors":"C. Beise, Neela Chevli-Saroq, S. Andersen, Martha E. Myers","doi":"10.1145/512360.512385","DOIUrl":"https://doi.org/10.1145/512360.512385","url":null,"abstract":"The purpose of this study is to investigate the factors that attract as well as discourage women and other students who display an initial interest in IT careers. Of particular interest is the comparison of computer science (CS) and information systems (IS) majors because prior research has focused almost exclusively on CS students. An initial investigation of success rates in the first programming course at two universities indicates that neither gender nor age is a good predictor of success in this course. This paper presents a research model based on review of the literature and on Vroom's expectancy theory. Future research will examine the relationships between predictor variables and valence and expectancy regarding IT as a career.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"24 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125112280","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Turnover is an important issue for organizations that employ Information Technology (IT) professionals. Much of the prior research on IT professionals has searched for causes of turnover from the perspective of the individual worker, examining factors such as job dissatisfaction, career orientation mismatch, and job compensation inadequacies. In this study, we examine the role of Internal Labor Market Strategies (ILMs) in retaining IT workers. We examine data collected from multiple informants on the ILM strategies for major IT occupations in IT organizations using agglomerative hierarchical clustering techniques. Our results suggest that there are distinct patterns in organizations' IT human resource strategies, that these strategies relate to differential turnover rates, and that organizational contingencies influence the deployment of these strategies.
{"title":"Internal labor market strategies and turnover of information technology professionals","authors":"S. Slaughter, Soon Ang","doi":"10.1145/512360.512392","DOIUrl":"https://doi.org/10.1145/512360.512392","url":null,"abstract":"Turnover is an important issue for organizations that employ Information Technology (IT) professionals. Much of the prior research on IT professionals has searched for causes of turnover from the perspective of the individual worker, examining factors such as job dissatisfaction, career orientation mismatch, and job compensation inadequacies. In this study, we examine the role of Internal Labor Market Strategies (ILMs) in retaining IT workers. We examine data collected from multiple informants on the ILM strategies for major IT occupations in IT organizations using agglomerative hierarchical clustering techniques. Our results suggest that there are distinct patterns in organizations' IT human resource strategies, that these strategies relate to differential turnover rates, and that organizational contingencies influence the deployment of these strategies.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122689851","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper discusses the outsource solution that was selected during the deployment of an Information Technology (IT) project concerning the introduction of a Clinical Information System (CIS) in a Greek state hospital. During the early stages of the project, it was realized that the Management Information Systems (MIS) department was unable to satisfy the unexpectedly increased users' needs and provide to them the adequate supporting services. Also, it was noticed the rather negative reaction of the users to the newly computerized working environment. Certain corrective actions and measures had to be taken in order to protect the investment and to end the project successfully. The decision focused on two issues, first, the outsourcing of the entire CIS operation, and second, the outsourcing of the data entry operations. A year later that decision proved to be adequate having a Clinical Information system operating in an acceptable manner and at the same time having users who are performing a number of the CIS operations without the assistance of the outsource personnel.
{"title":"IT outsourcing in the healthcare sector: the case of a state general hospital","authors":"J. Sarivougioukas, Aristides Th. Vagelatos","doi":"10.1145/512360.512372","DOIUrl":"https://doi.org/10.1145/512360.512372","url":null,"abstract":"This paper discusses the outsource solution that was selected during the deployment of an Information Technology (IT) project concerning the introduction of a Clinical Information System (CIS) in a Greek state hospital. During the early stages of the project, it was realized that the Management Information Systems (MIS) department was unable to satisfy the unexpectedly increased users' needs and provide to them the adequate supporting services. Also, it was noticed the rather negative reaction of the users to the newly computerized working environment. Certain corrective actions and measures had to be taken in order to protect the investment and to end the project successfully. The decision focused on two issues, first, the outsourcing of the entire CIS operation, and second, the outsourcing of the data entry operations. A year later that decision proved to be adequate having a Clinical Information system operating in an acceptable manner and at the same time having users who are performing a number of the CIS operations without the assistance of the outsource personnel.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125957596","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
As virtual work becomes more common among information technology (IT) professionals, it is important to understand the differences between traditional and virtual employment arrangements. Based on an examination of literature on psychological contracts and work arrangements and interviews with virtual IT workers and IT HR managers, six dimensions of employment arrangements -- length, depth, discretion, career development opportunities, compensation level, and risk -- are identified to illuminate these differences. How well employers meet IT professionals' preferences for the valued outcomes represented by these dimensions, i.e., IT professionals' satisfaction with their employment arrangements (or employment arrangement fit), is the central construct in the conceptual model elaborated here. A methodology for empirically investigating this conceptual model is outlined.
{"title":"Antecedents and consequences of traditional and virtual IT professionals' satisfaction with employment arrangements","authors":"H. Enns, T. Ferratt, J. Prasad","doi":"10.1145/512360.512387","DOIUrl":"https://doi.org/10.1145/512360.512387","url":null,"abstract":"As virtual work becomes more common among information technology (IT) professionals, it is important to understand the differences between traditional and virtual employment arrangements. Based on an examination of literature on psychological contracts and work arrangements and interviews with virtual IT workers and IT HR managers, six dimensions of employment arrangements -- length, depth, discretion, career development opportunities, compensation level, and risk -- are identified to illuminate these differences. How well employers meet IT professionals' preferences for the valued outcomes represented by these dimensions, i.e., IT professionals' satisfaction with their employment arrangements (or employment arrangement fit), is the central construct in the conceptual model elaborated here. A methodology for empirically investigating this conceptual model is outlined.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"37 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132040426","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Today's information technology (IT) environment dictates speed, flexibility and a people-centered focus. Many of the new emerging agile software development processes accomplish these goals by calling for team collaboration in face-to-face settings. Globalization and the pressure to lower development costs have increased the utilization of virtual teams. These virtual teams represent a new organizational form that does not provide for same proximity collaboration. We propose an experiment that explores the impacts of different communication modalities in face-to-face and global virtual software development environments.
{"title":"Applying agile software development processes to global virtual teams: a study of communication modalities","authors":"M. Domino, A. Hevner, R. Collins","doi":"10.1145/512360.512377","DOIUrl":"https://doi.org/10.1145/512360.512377","url":null,"abstract":"Today's information technology (IT) environment dictates speed, flexibility and a people-centered focus. Many of the new emerging agile software development processes accomplish these goals by calling for team collaboration in face-to-face settings. Globalization and the pressure to lower development costs have increased the utilization of virtual teams. These virtual teams represent a new organizational form that does not provide for same proximity collaboration. We propose an experiment that explores the impacts of different communication modalities in face-to-face and global virtual software development environments.","PeriodicalId":441845,"journal":{"name":"Special Interest Group on Computer Personnel Research Annual Conference","volume":"106 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2002-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124097584","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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