- Resistance to IT-induced Change - Theoretical Foundation and Empirical Evidence (2012)
- In this PhD thesis the question “Why do people reject technologies?” is investigated and a variety of theoretical founded and empirical evaluated answers are given. Too many IT implementation and organizational change projects in firms still fail as the underling Information Systems are inadequately used. The thesis evaluates the reasons for user resistance behavior including individual characteristics such as personality traits, process characteristics, technology characteristics, and characteristics of the change process. Moreover, it can be shown that user resistance is not only related to the observed usage behavior, but also in work- and process-related consequences. The results contribute not only to IT adoption and change management literature, but also to the literature on Human Resources Information Systems (HRIS) as the thesis investigates employees’ reactions to information systems in HR departments.
- Towards understanding social software and its impact on corporate e-learning motivation (2013)
- This research combines recent discussions in the cross-disciplinary areas of e-learning, social software, and training motivation. On the one hand, e-learning with its role in a fast paced knowledge society, its potential to revolutionize education and the gap between research and practitioners is already in discussion for years. Discussions are becoming more intense with the rise of social software. On the other hand, human resources, life-long learning, and motivating employees to participate in trainings appear critical to organizations. This research focuses on e-learning in the corporate context and examines the impact of social software features on user motivation based on a review of training motivation literature and on 39 interviews conducted in an international IT services company. Findings suggest that the impact of social software features is still unknown, and that differentiating them by the learner's needs leads to further insights.
- Recruiting Trends 2011 Schweiz - Eine empirische Untersuchung mit den Top-500-Unternehmen aus der Schweiz (2011)
- Who Will Remain? An Evaluation of Actual Person-Job and Person-Team Fit to Predict Developer Retention in FLOSS Projects (2012)
- Today businesses and private households worldwide rely on Free Libre Open Source Software (FLOSS). Most FLOSS-projects however are threatened in their existence due to a lack of sustained contributors. The early identification of developers who are likely to remain at the project is an eminent task for the management of FLOSS-initiatives. Previous research showed that the subjective judgment of individuals is often inaccurate emphasizing the need to objectively assess retention behavior. Consistent with the concepts Person-Job (P-J) and Person-Team (P-T) fit from recruitment literature, we derive objective measures to predict developer retention in FLOSS-projects. To evaluate our proposed measures we assess the retention of former Google Summer of Code (GSoC) students. The results show that students' prior level of project experience, expertise and communication intensity correlates strongly with their ongoing participation. Surprisingly, our analysis reveals that students with abilities that are underrepresented in the project do not remain considerably longer.
- The Implementation of Large-Scale Information Systems in Small and Medium-Sized Enterprises - A Case Study of Work-and Health-Related Consequences (2012)
- 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.
- Opening the Black Box of Outsourcing Knowledge Intensive Business Processes - A Longitudinal Case Study of Outsourcing Recruiting Activities (2012)
- 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.
- Recruiting Trends im Mittelstand 2012 - Eine empirische Untersuchung mit 1.000 Unternehmen aus dem deutschen Mittelstand (2012)