Gary F. Templeton

A methodology for construct development in MIS research

This paper presents a comprehensive methodology for developing constructs in MIS research. It is applicable to both individual and organizational levels of analysis, depending on the nature of the concept under study. The methodology is presented as a research guide progressing through three stages: (1) domain definition, (2) instrument construction, and (3) evaluation of measurement properties. The methodology addresses six key measurement properties (content validity, factorial validity, reliability, convergent validity, discriminant validity, nomological validity), which are discussed in detail. An assessment of the proposed methodology indicates that its adoption in MIS research would greatly improve the rigor of construct development projects. This is evidenced by the wide range of quality publications that have used its techniques and its performance when compared to a number of prominent standards for assessing construct development research.

Development of a Measure for the Organizational Learning Construct

The concept of organizational learning (OL) is receiving an increasing amount of attention in the research and practice of management information systems (MIS) due to its potential for affecting organizational outcomes, including control and intelligence, competitive advantage, and the exploitation of knowledge and technology.As such, further development of the salient issues related to OL is warranted, especially measurement of the construct. Based on a domain definition grounded in the literature, this research represents the initial work in developing an empirically reliable and valid measure of organizational learning. The rigorous method utilized in the derivation of this measure, which integrates two methodological frameworks for instrument development, is the main strength of this work. The result is an eightfactor, 28-item instrument for assessing OL, derived from a sample of 119 knowledge-based firms. The empirically derived factors are awareness, communication, performance assessment, intellectual cultivation, environmental adaptability, social learning, intellectual capital management, and organizational grafting. MIS function managers can use these factors to gauge organizational or subunit success in the creation and diffusion of new applications of information technology.

A framework for spyware assessment

One of the most challenging problems confronting the IT community is responding to the threat of spyware. Recent research, legislative actions, and policy changes have been hastened to counter spywares threat to the privacy and productivity of both individuals and organizations [2, 10--12].

Determinants of the Relative Advantage of a Structured SDM During the Adoption Stage of Implementation

This research investigates a new theoretical model for examining the relationships between user perceptions during innovation adoption. We have taken several innovation-related variables and constructed a framework for assessing the ability of a technology to improve worker performance. Prior research has not addressed the appropriate relationship between innovation adoption-related variables as applied to information systems development methodologies (SDM). This study attempts to use innovation-related variables created by Moore and Benbasat (Information Systems Research 2(3) (1991) 192–222) and Davis (MIS Quarterly 13(3) (1989) 319–340) to propose a framework useful by project managers in designing innovations that will successfully support the efforts of technology users. A framework is proposed, tested, and modified in the context of using an SDM to govern large systems development operation. Forty-seven users within a military software development organization were surveyed about their perceptions of a recently implemented structured SDM. A proposed model of innovation adoption perceptions was tested using correlation and partial least squares regression. Findings suggest a model for predicting the perceived relative advantage of SDMs in the adoption stage of their implementation which is useful in designing techniques in the IS development organizational function.

Factors Influencing the Success of Organizational Learning Implementation: A Policy Facet Perspective

Despite a cumulative tradition of over 50 years, the organizational learning (OL) literature contains very little research on its implementation into practice. Because OL is a multidisciplinary topic and consequently has a myriad of diverse definitions, research on getting organizational members to adopt its tenets has been scarce. Using the policy facet of the theoretical multi-faceted model (MFM) of OL, this paper presents 10 propositions intended to spur OL implementation research. Each of these propositions is aimed at advancing one of three expressed policies: (1) commitment to learning, which involves the symbolic behavior of managers which influences member learning; (2) tolerance for failure, which involves policies that do not punish (but even reward) errors; and (3) commitment to the workforce, which is policy guiding behavior that will lead to increased member commitment to the organization. Pertinent literature was reviewed to provide greater specificity and explanation of the antecedents of ‘productive learning’ in the MFM framework. Implications are that managers can influence OL implementation success through the design of these three organizational policies. The paper discusses: how these propositions contribute to MFM; a causal model developed from the propositions; prescriptive implications for practice and research; and measurement and testing issues. It is concluded that this research can contribute to the demystification of OL, especially as it pertains to MFM and its policy facet.

Managing P2P security

Considering the potential benefits and trade-offs of file-sharing systems.

Methodological and Thematic Prescriptions for Defining and Measuring the Organizational Learning Concept

Despite the long tradition of research on organizational learning (OL), theoretically acceptable definitions and empirically derived measures of the concept have not been developed. This paper introduces theoretical proclamations and a methodological plan that can guide researchers towards the goal of operationalizing OL into a valid and reliable instrument. It includes (1) practical and scientific motivations for advancing and measuring the OL construct, (2) a suggested methodology for operationalization of definitions of OL, (3) theoretical and operational themes found in the literature, and (4) scale and subscale expectations. Organizational researchers are encouraged to use the directions embodied in this research to guide attempts at developing measures of organizational learning, in hopes of advancing the field beyond normal science.

Leader personal influences on membership decisions in moderated online social networking groups

Moderated online social networking (MOSN) groups have become a prominent way for Internet users to form relationships, learn about specialized topics, and share their understandings with others. However, unlike traditional social and work groups, very little research has addressed the individual and collective characteristics influencing MOSN group membership decisions. This paper is concerned with the roles of leader and member personality and values characteristics in the formation of MOSN groups. Using data from 583 MOSN group members (including 38 leaders), we investigated three hypotheses concerning: 1) the presence of personality and values homogeneity, 2) the congruence between leader and member personality and values, and 3) whether leadership style is related to modal personality and values. We found partial support for all three hypotheses, which implies that MOSN group membership decisions are related to the personality and values traits of the leader. Findings suggest that in a clicks-and-mortar organization, an IS functional manager may consider enlisting personnel having the traits desired of the MOSN group membership to serve as the group leader. Furthermore, replacing the leaders of strategically important MOSN groups should be done with regard to personality and values continuity, since likely changes in the composition of the group may also change its strategic orientation.

Managing the diffusion of organizational learning behavior

This paper addresses the need for organizations to manage the transformation from traditional hierarchical models to ‘learning organizations.’ We propose a five-stage methodology useful in the diffusion of behaviors associated with organizational learning (OL) theory. The stages of OL diffusion are (1) agenda-setting, (2) matching, (3) restructuring, (4) clarifying, and (5) routinizing. Each stage involves both managerial (structural) or member (cultural) influences on organizational memory (OM). Salient definitions are provided and the OM aspects and deliverables associated with each OL diffusion stage are discussed. This research provides a theoretically-driven approach to help change agents diffuse and realize the potential of OL behavior in the firm.

Precursors, contexts and consequences of organisational learning

This paper presents a framework for organisational learning (OL) research and management. Organisational learning precursors, contexts, and consequences are articulated, as drawn from an extensive literature review, and integrated into the proposed frameworks. Precursors managers should use to stimulate OL include organisational structure and culture, both of which include stimuli and impediments. Precursors to two primary modes of learning behaviour, single-loop and double-loop learning are also described. The paper also describes internal and external organisational contexts that facilitate organisational learning processing. OL consequences include the organisations ability to respond to environmental turbulence.