Robert F. Otondo

Web-based recruitment : effects of information, organizational brand, and attitudes toward a Web site on applicant attraction

Recruitment theory and research show that objective characteristics, subjective considerations, and critical contact send signals to prospective applicants about the organization and available opportunities. In the generating applicants phase of recruitment, critical contact may consist largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web sites); however, research has yet to fully address how all 3 types of signaling mechanisms influence early job pursuit decisions in the context of organizational recruitment Web sites. Results based on data from 814 student participants searching actual organization Web sites support and extend signaling and brand equity theories by showing that job information (directly) and organization information (indirectly) are related to intentions to pursue employment when a priori perceptions of image are controlled. A priori organization image is related to pursuit intentions when subsequent information search is controlled, but organization familiarity is not, and attitudes about a recruitment source also influence attraction and partially mediate the effects of organization information. Theoretical and practical implications for recruitment are discussed.

The complexity of richness: Media, message, and communication outcomes

Dynamic web-based multimedia communication has been increasingly used in organizations, necessitating a better understanding of how it affects their outcomes. We investigated factor structures and relationships involving media and information richness and communication outcomes using an experimental design. We found that these multimedia contexts were best explained by models with multiple fine-grained constructs rather than those based on one- or two-dimensions. Also, media richness theory poorly predicted relationships involving these constructs.

Conflict, Participative Decision-Making, and Generational Ownership Dispersion: A Multilevel Analysis

This study examines how participative decision‐making and generational ownership dispersion affect conflict in a sample of privately held U.S. family firms. Our study utilizes a hierarchical linear model approach to investigate “cross‐level” effects between variables from different levels of analysis. Participative decision‐making among family members was found to be associated with cognitive and relationship conflict. Furthermore, the relationship between participative decision‐making and conflict as individual‐level variables was moderated by generational ownership dispersion, a firm‐level variable. When ownership was dispersed through multiple generations, participative decision‐making was found to be positively related to cognitive and relationship conflict; however, in one‐ and two‐generation ownership firms participative decision‐making was found to be negatively related to cognitive and relationship conflict.

Reexamining Technology Acceptance in Online Task Behaviours

With rapid advances in information technology, information systems and software have become more versatile and multi‐functional. However, users may have varying degrees of preferences to different functions and tasks that can be accomplished using a single technology. In order to investigate this phenomenon, this study adopts a previous study by Gefen and Straub (2000) as a reference point and uses Internet technology to investigate two tasks: information search and online purchasing. The current study provides a more comprehensive picture of applying task behaviours by decomposing each variable in the technology acceptance model (TAM) according to the two online tasks. The proposed model was tested with survey data from 435 respondents. Results demonstrate that TAM holds its explanatory utility very well when applied to task behaviours. Convergent and discriminant validities indicate that each task possesses its own characteristics and variables. A structural equation modelling test was performed and the...

Requirements for the design of a protocol suite to automate DSS deployment on the World Wide Web: A client/ server approach

Abstract The purpose of this paper is to propose and justify requirements for the design of a protocol suite for deploying and sharing Specific DSSs both within and across organizations by utilizing the World Wide Web (WWW) infrastructure and a client/server decomposition model. At the heart of the model proposed for the protocol suite is an approach for inter-agent communication as adapted from the distributed artificial intelligence literature. A modularized layered approach to protocol specification, and three sample client interfaces derived from the protocol are presented. Our approach is contrasted to alternative schemes for decision model access across wide area networks.

Social comparisons and organizational support : implications for commitment and retention

Organizational support theory (OST) suggests that employees develop a general perception of the extent to which the organization values their contributions and cares about their well-being (perceived organizational support – POS), and respond to that support through attitudes and behaviors that are beneficial toward the organization. Although OST emphasizes both social exchange and self-enhancement processes, most accounts of POS’s effects are rooted in social exchange. For example, POS’s linkages with commitment and retention have been explained as an exchange of support for positive attitudes and continued employment. This research sheds light on self-enhancement’s less-understood role in fostering these reactions by demonstrating the influence of social comparison effects. Drawing on a sample of 342 employees nested in 82 work-units of a US hospitality company, our analysis demonstrates that favorable POS comparisons with peers in one’s work-unit are positively associated with commitment and retention, whereas unfavorable comparisons are negatively related. Results also show that comparisons taking place in less-supported work-units have stronger impact than comparisons made in those with better support. Our findings extend OST by revealing the importance of social comparisons in engendering responses to organizational support, and in so doing potentially explicate the differential ways social exchange and self-enhancement operate with regard to POS.

Managerial problem-solving in the adoption of Radio Frequency Identification Technologies

This study explores the ways in which managers evaluate Radio Frequency Identification (RFID) and participate in its adoption. Using in-depth qualitative focus group and published trade journal interviews, our study contributes to research on managing RFID projects in organizations by identifying salient problems and relating them to sensemaking and influencing activities across problem types and manager experience with RFID. We also identify potential dangers in applying past knowledge, cognitive patterns, and experience about information and communication technologies (ICT) to problems that arise in RFID projects. Our study provides analytic generalizability for future RFID and ICT research.

Leader reactions to follower proactive behavior: Giving credit when credit is due:

In the present study, we rely upon an integration of proactive motivation and performance theories to investigate a neglected research question – when is proactive behavior likely to be rewarded or punished? Based upon a self-determination theory perspective of proactive motivation, we hypothesize that leader feelings of responsibility for constructive change moderate the relationship between follower proactive behavior and performance evaluation. The results of a time-lagged study support this hypothesis, indicating that follower taking charge behavior is rewarded with higher performance evaluations only when leaders feel responsible for constructive change. Following the discussion of findings, we discuss practical implications, potential limitations of the present study and directions for future research.

Implications of Monitoring Mechanisms on Bring Your Own Device Adoption

ABSTRACT Bring Your Own Device (BYOD) programs permit employees to use personal devices to access organizational information. Users gain convenience, while employers benefit from increased productivity and reduced IT expense. Security boundaries must extend to personal devices to mitigate data exfiltration, thereby infringing on employees’ privacy by monitoring their personal devices. These monitoring mechanisms play a critical role in employee participation in a BYOD program. Our results demonstrate that the BYOD monitoring mechanisms and privacy concerns suppress the benefits of increased job performance expectancy when evaluating whether to participate in a BYOD program. This research identifies that tasks measured, frequency of monitoring, and organizational control are significant impediments to behavioral intention for BYOD participation.

An Empirical Study Evaluating Social Networking Continuance and Success

ABSTRACT Social networking site (SNS) use decisions have led to major economic and social transformations worldwide. While many organizations seek to use SNSs from a strategic perspective to reach their customer, it is important to understand what makes SNSs successful in order to use them for competitive purposes. The current research evaluates the influence of the social capital theory on SNS success measures. A model was developed and empirically tested using two data samples to ensure valid and reliable results for success of SNSs. The results display the importance of social capital in SNS success followed by practitioner and academic implications.