Muriel Mignerat

Positioning the institutional perspective in information systems research

In recent years, a number of studies have adopted institutional theory as a perspective for examining Information Systems (IS)/Information Technology (IT)-related phenomena such as IT innovation, IS development and implementation, and IT adoption and use. The objective of this paper is to take stock of how institutional theory is being used in IS research. To this end, it first proposes a conceptual framework to encapsulate the main concepts of institutional theory. Second, it synthesizes the findings of 53 articles that adopted an institutional perspective to study IS/IT phenomena. Finally, it identifies conceptual and methodological issues that researchers need to address when adopting an institutional perspective.

The institutionalization of information system project management practices

Considering that current structures are the result of choices made in specific contexts in the past, we adopt a historical perspective in order to understand how some information systems (IS) project management practices evolved and became norms. Using historical methods, we analyze sources of data spanning 52years of IS project management (1945-2007) - interviews with IS project managers and academics, IS project management textbooks, curricula, and the scientific and professional literature - to: (1) determine whether some IS project management practices may now be considered institutionalized, and (2) understand their institutionalization processes over time. Based on this analysis, three groups of IS project management practices may now be considered institutionalized: formal control, external integration, and project risk management.

Leveraging Social Networks in Mergers: A Roadmap for Post-Merger Integration

Abstract This chapter explains how HR executives can leverage social network understanding in order to facilitate post-merger integration. We describe two social network mechanisms (brokerage and contagion) and explain their effect on organizational functioning. We then present a framework incorporating interventions in three core areas of HR involvement in mergers and map those interventions on the timeline of the merger so as to provide a roadmap for developing and implementing interventions based on social network insight. We argue that an understanding of social networks and the proposed interventions would allow HR executives to better monitor and steer post-merger integration.