D. Sandy Staples

Toward Contextualized Theories of Trust: The Role of Trust in Global Virtual Teams

Although trust has received much attention in many streams of information systems research, there has been little theorizing to explain how trust evokes sentiments and affects task performance in IT-enabled relationships. Many studies unquestionably assume that trust is intrinsically beneficial, and dismiss the possibility that the effects of trust may be dependent on the situation (or conditions) at present. This paper theoretically and empirically examines outcomes of an individuals trust in global virtual teams under differing situations (or conditions). In Study 1, we find that early in a teams existence, a members trusting beliefs have a direct positive effect on his or her trust in the team and perceptions of team cohesiveness. Later on, however, a members trust in his team operates as a moderator, indirectly affecting the relationships between team communication and perceptual outcomes. Study 2 similarly suggests that trust effects are sensitive to the particular situation or condition. Combined, the studies find that trust affects virtual teams differently in different situations. Future studies on trust will need to consider situational contingencies. This paper contributes to the literature on IT-enabled relationships by theorizing and empirically testing how trust affects attitudes and behaviors.

Dimensions of information systems success

The value added by an organization’s IT assets is a critical concern to both research and practice. Not surprisingly, a large number of IS effectiveness measures can be found in the IS literature. What is not clear in the literature is what measures are appropriate in a particular context. In this paper we propose a two-dimensional matrix for classifying IS Effectiveness measures. The first dimension is the type of system studied. The second dimension is the stakeholder in whose interests the system is being evaluated. The matrix was tested by using it to classify IS effectiveness measures from 186 empirical papers in three major IS journals for the last nine years. The results indicate that the classifications are meaningful. Hence, the IS Effectiveness Matrix provides a useful guide for conceptualizing effectiveness measurement in IS research, and for choosing appropriate measures, both for research and practice.

Exploring Perceptions of Organizational Ownership of Information and Expertise

Beliefs of organizational ownership relate to whether information and knowledge created by an individual knowledge worker are believed to be owned by the organization. Beliefs about property rights affect information and knowledge sharing. This study explored factors that help determine an individuals beliefs about the organizational ownership of information and expertise that he or she has created. Four different situations of organizational ownership (information vs. expertise/internal vs. external sharing) were considered. The study found that a belief in self-ownership was positively associated with organizational ownership - suggesting a collaborative type of ownership situation for both information and expertise and for both internal (intraorganizational) and external (interorganizational) sharing situations. Organizational culture and the type of employee also influenced the beliefs of organizational ownership in all four scenarios. We conclude the paper with implications for practice and future research.

Exploring the effects of trust, task interdependence and virtualness on knowledge sharing in teams

The sharing of knowledge within teams is critical to team functioning. However, working with team members who are in different locations (i.e. in virtual teams) may introduce communication challenges and reduce opportunities for rich interactions, potentially affecting knowledge sharing and its outcomes. Therefore, using questionnaire‐based data, this study examined the potential effects of different aspects of virtuality on a knowledge‐sharing model. Social exchange theory was used to develop a model relating trust to knowledge sharing and knowledge sharing to team effectiveness. The moderating effects of virtuality and task interdependence on these relationships were examined. A strong positive relationship was found between trust and knowledge sharing for all types of teams (local, hybrid and distributed), but the relationship was stronger when task interdependence was low, supporting the position that trust is more critical in weak structural situations. Knowledge sharing was positively associated with team effectiveness outcomes; however, this relationship was moderated by team imbalance and hybrid structures, such that the relationship between sharing and effectiveness was weaker. Organizations should therefore avoid creating unbalanced or hybrid virtual teams.

Having expectations of information systems benefits that match received benefits: does it really matter?

A study was conducted to examine the effect of implementing a new system on its users, specifically, the relationship between pre-implementation expectations and their perceived benefits based on post-implementation experience. Disconfirmation theory was used as the theoretical basis; this predicts that unrealistically high expectations will result in lower levels of perceived benefit than those associated with realistic expectations (i.e. where expectations match experience). Support was found for this prediction, refuting the predictions of dissonance theory. In addition to examining expectations of system use generally, six expectation categories were examined to identify the critical categories where managers should keep expectations from becoming unrealistically high. Significant relationships were found for three expectation categories: system usefulness, ease of use, and information quality. The results indicate that creating and maintaining realistic expectations of future system benefits really does matter.

Testing the Technology-to-Performance Chain Model

Goodhue and Thompson proposed the technology-to-performance chain (TPC) model in 1995 to help end users and organizations understand and make more effective use of information technology. The TPC model combines insights from research on user attitudes as predictors of utilization and insights from research on task-technology fit as a predictor of performance. In this article, the TPC model was tested in two settings voluntary use and mandatory use. In both settings, strong support was found for the impact of task-technology fit on performance, as well as on attitudes and beliefs about use. Social norms also had a significant impact on utilization in the mandatory use setting. Beliefs about use only had a significant impact on utilization in the voluntary use setting. Overall, the results found support for the predictive power of the TPC model; however, the results show that the relationships among the constructs in the model will vary depending on if the users have a choice to use the system or not.

Perceived value of knowledge: the potential informer's perception

Achieving value from knowledge has been illusive to the organization despite recent attempts to capitalize on it. An individuals willingness to share his or her knowledge is an essential factor in the organization benefiting from the knowledge it collectively possesses. Yet little is understood regarding what knowledge people are willing to share. This paper describes the development of a new construct, perceived value of knowledge (PVK). PVKs relationship with intentions to share knowledge is illustrated (both qualitatively and quantitatively). The qualitative study illustrates that it may influence the enablers and the barriers to knowledge sharing. The quantitative study found that PVK is positively related to intentions to share knowledge, while Uniqueness of Knowledge (a related but separate construct) is negatively related to intentions to share knowledge. Implications of perceived value of knowledge is discussed.

Exploring Traditional and Virtual Team Members’ “Best Practices” A Social Cognitive Theory Perspective

Social cognitive theory is used to develop a research model that was tested by examining employees’ experiences of being a member in a traditional or virtual team. A self-efficacy for teamwork measure was developed based on best practices identified through case studies and existing literature. Then a survey of team members demonstrated that self-efficacy for teamwork is influenced by fellow team members’ modeling practices and relates strongly to a team member’s perceptions of effectiveness. Differential outcomes for traditional and two types of technology-supported virtual teams (distributed and hybrid) were found: Self-efficacy for teamwork was more important in virtual teams, providing empirical support for the importance of the best practices in this context.

Are full and partial knowledge sharing the same

Purpose – This paper to examine full knowledge sharing (KS) and partial KS in order to test the proposition that they are separate behaviors with different characteristics, risks, and motivations for the informer and subsequently different predictors.Design/methodology/approach – Employed knowledge workers completed two questionnaires over a two‐week period regarding their attitudes, situational factors, individual differences, and KS behaviors with their close colleagues in their workplace.Findings – Results support the proposition that they are different albeit related behaviors. Full KS is enabled by intentions for full KS. Partial KS is enabled by the uniqueness of the knowledge, interpersonal distrust of close colleagues, and inhibited by perceived value of knowledge. Management support, interpersonal trust and distrust enable intentions for both full and partial KS, then propensity to share further enables full KS, and psychological ownership further enables intentions for partial KS.Research limita...

Comparing Virtual Teams to Traditional Teams: An Identification of New Research Opportunities

A growing body of literature exists on virtual (i.e., geographically dispersed) teams; however, few summaries of this knowledge are available. The purpose of this paper is to help fill this gap by reviewing empirical research that addresses the effectiveness of virtual versus traditional (i.e., co-located) teams. Based on the typical input-process-output model of team effectiveness, we classify almost 200 empirical studies on virtual teams according to key dimensions of the model, including tasks and group characteristics, contextual factors, and supervisory behaviors. We develop propositions to address neglected research areas regarding the differences between virtual and traditional teams. There is still much to learn about virtual teams and how the physical dispersion of team members affects team effectiveness. It is our hope that our review and propositions will guide future research efforts and will help human resource professionals realize the potential for distributed teams in their organizations.