231 search hits
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The Importance of Industry- and Company-Specific Attractiveness for Employer Brand Image
(2012)
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L. Nekic
Isabelle Hillebrandt
Björn S. Ivens
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What is it that matters? A Managerial Perspective on Employer Value Propositions
(2012)
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Isabelle Hillebrandt
Sybille Böttner
Björn S. Ivens
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How to measure Employer Brands? The Development of a Comprehensive Measurement Scale
(2012)
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Isabelle Hillebrandt
Björn S. Ivens
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Online Gaming to Find a New Job – Examining Job Seekers' Intention to Use Serious Games as a Self-Assessment Tool
(2012)
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Sven Laumer
Andreas Eckhardt
Tim Weitzel
- Serious games can be used as self-assessment tools in recruiting processes. We develop a model explaining jobseekers' intentions to use these applications, which help them to gain a realistic idea of the job at hand and allows them to submit their application only if the job truly fits their individual profile. Drawing on organizational justice theory and the technology acceptance literature, our model is empirically evaluated using data from 1,882 jobseekers. The results indicate that jobseekers' intention to use self-assessments is driven in particular by its perceived ease of use, perceived usefulness, perceived enjoyment, and perceived selection fairness. In contrast, the issue of privacy security has no significant impact on jobseekers' intentions. For firms, using serious games as a self-assessment tool can lead to a reduction in the total number of unsuitable applications they receive.
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Analyzing and managing the impact of cultural behaviour patterns on social capital in multinational IT project teams - A case study approach
(2012)
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Alexander von Stetten
Daniel Beimborn
Tim Weitzel
- This paper contributes to a better understanding and to mitigate negative consequences of cultural diversity in multinational IT project teams. Our research explores how culture-specific behaviours impact social capital among team members and how firms can manage the strains. In the existing IS culture literature, culture-specific behaviours are - if at all - traced back to single culture dimensions. In contrast, the approach proposed in this article goes one step further suggesting that it is necessary to combine several culture dimensions to better understand a certain culture-specific behaviour and consequently be able to better manage resulting relationship problems in multinational settings. Conducting exploratory case studies in six multinational IT projects, two exemplary cultural behaviour patterns (face maintenance in India and post-communism in the Czech Republic) are identified, and management actions to avoid project performance problems are derived. The results contribute to a better understanding and management of the negative impact of culturespecific behaviours in IT project teams and corroborate that research based on culture dimensions, such as those conceptualized by Hofstede or House et al., is valuable for understanding multi-country IS projects. The findings in particular suggest that aggregating these dimensions to cultural behaviour patterns improves their explanatory power and consequently the management's capability to mitigate the negative consequences of cultural diversity.
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Do Service-Oriented IT Architectures facilitate Business Process Outsourcing? A Study in the German Service Industry
(2012)
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Daniel Beimborn
Nils Joachim
Tim Weitzel
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Reconsidering the Dimensions of Business-IT Alignment
(2012)
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Frank Schlosser
Heinz-Theo Wagner
Tim Coltman
- While the literature on business-IT alignment has become increasingly mature in the past 20 years, different definitions and conceptualizations have
emerged. Several dimensions like strategic, intellectual, structural, social, and cultural alignment have been developed. However, no integrated and broadly accepted categorization exists and these dimensions are non-selective and do overlap. In this
paper, we critically compare and reflect the existing dimensions of alignment and synthesize what has been
researched about alignment and guide future research by revealing gaps in alignment research suggesting an
agenda for future research. In regard to analyzing alignment, we propose to
clearly separate between the organizational level and the content of alignment, for which we suggest three
distinct dimensions: (1) human dimension; (2) social dimension; (3) intellectual dimension. The result is a
consolidated grid of alignment studies allowing to identify both areas with a mature and rich strand of literature and those lacking research.
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Aligning Multiple Definitions of Alignment - A Literature Review
(2012)
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Katja Walentowitz
- Business/IT alignment is an important driver of ITbusiness-value, thus, an important topic on researchers' and practitioners' agendas. Achieving alignment is a major goal of IT governance. Accordingly, many articles around alignment have been published. However, they describe a wide range of different sometimes overlapping alignment types. Yet, research depends on precise, unambiguous concepts. While previous reviews on alignment only list and describe alignment definitions, this literature-review-based research develops the Alignment Map, a structured overview of alignment types describing their relations to one another, and describes an approach to locate additional alignment definitions amongst existing ones. It is centred around the SAM whose two dimensions are complemented by a social dimension, highlighting the importance of social aspects in recent alignment literature. The Alignment Map, to my knowledge, is the first tool allowing researchers to locate their understanding of alignment amongst existing definitions, and thus promotes exchange between different alignment research streams.
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Opening the Black Box of Outsourcing Knowledge Intensive Business Processes - A Longitudinal Case Study of Outsourcing Recruiting Activities
(2012)
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Sven Laumer
Nadine Blinn
Andreas Eckhardt
- Knowledge intensive business services (KIBS) play an increasing role in business and economics as they serve as service providers for organizations outsourcing their knowledge intensive business processes (KIBP). Our literature analysis shows that KIBP as outsourcing objects remain considered as "black boxes". Based on the assumptions of the Resource Based View of the Firm, we shed light into the black box. Within a longitudinal case study, we present the motivation of a company outsourcing its recruitment activities since 2003 and the lessons learnt derived from the project during the last eight years opening the black box of outsourcing KIBP. Human Resources (HR) belongs to the back office function of organizations and recruitment in particular is considered to be a KIBP. The results of the case study indicate that business process standardization, identifying knowledge intensive sub-processes that provide value to the process outcomes and defining explicit service levels are key success factors for KIBP outsourcing. In addition, the results show that outsourcing KIBP can be beneficial for organizations and can results in better process determinants in terms of cost, time and quality.
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The Implementation of Large-Scale Information Systems in Small and Medium-Sized Enterprises - A Case Study of Work-and Health-Related Consequences
(2012)
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Sven Laumer
Christian Maier
Tim Weitzel
Andreas Eckhardt
- Using a case study of a financial service provider, this research provides a next step toward an answer to the question about the importance of an employee's attitude toward a newly introduced information system in light of a mandatory usage setting. Based on the Commitment to Change Model, the paper argues theoretically and provides case study evidence that negative attitudes toward new information systems influence work-related and health-related outcomes. The observed case indicates that a negative evaluation of a new financial information system leads to negative consequences such as decreased organizational commitment and overall job satisfaction as well as an increased turnover intention and a higher number of sick days. The results implicate that work- and health-related consequences are potential dependent variables for technology adoption research and that practitioners have to address these issues during the implementation of information systems in organizations.