Stephen C. Wingreen

Untangling the Antecedents and Covariates of E‐Commerce Trust: Institutional Trust vs. Knowledge‐Based Trust

Through experimentation, we establish a causal relationship between structural assurance and both vendor trustworthiness (knowledge‐based trust) and technology trustworthiness (institution‐based trust). We expand the definitions of structural assurance and institution‐based trust to include the element of security measures employed by the marketplace technology. Situational normality demonstrates a causal relationship with technology trustworthiness, and with vendor trustworthiness, the latter only when the covariates of familiarity with the Internet and a persons initial trust are controlled.

Resistant groups in enterprise system implementations: a Q-methodology examination

This paper is an initial investigation into types of user resistance and the management strategy expectations of users in a mandatory adoption setting. Despite its relationship to adoption, relatively little is known about user resistance. User resistance is investigated in the Enterprise System (ES) environment because the complexity and richness of ES leads users to manifest a large range of resistant behaviors and beliefs. Using Concourse Theory and Q-methodology, ES users are interviewed followed by the development of a Q-sort questionnaire, which was distributed to ES users. The results reveal eight user groups and address the management strategies preferred by each group. The results have implications for both research in the field of user resistance and adoption, and practitioners involved in system implementation.

Examining user resistance and management strategies in enterprise system implementations

This paper is an initial investigation of the management strategies best suited to address user resistance. Despite its relationship to adoption, little is known about user resistance. User resistance is investigated in the enterprise systems (ES) environment because the complexity and richness of ES leads users to manifest the full range of resistant behaviors and beliefs. The Q-methodology revealed eight naturally-existing types of ES resistance and the management strategies preferred by each respective group. The results have implications for both research in the field of user resistance and adoption, and practitioners involved in system implementation.

Transferability of Knowledge, Skills, and Abilities Along IT Career Paths: An Agency Theory Perspective

Agency theory is proposed as a framework for explaining the design of IT jobs and career paths. To support this theory, data about knowledge, skills, and abilities (KSAs) were gathered and analyzed from Fortune 500 job listings for the Programmer/Analyst → Systems Analyst → IT Manager career path. The results indicate that agency theory has significant predictive power over the type and importance of IT KSAs for job sequences along IT career paths. The results have implications for both researchers who are looking for theories that explain IT job design and career path development and managers who are challenged with decisions about how to design IT jobs and manage IT career paths.

Assessing the IT training and development climate: an application of the Q-methodology

The Q-methodology was employed to address the managerial problem of deciding which of the firms personnel development resources should be aimed at which personnel, or groups of personnel, through the various venues of development that are available to the firm for the development of its IT workforce. The procedure identified six interpretable groups of IT professionals that seem to be associated with the development priorities of the IT management, analytical, development & programming, and operations functions. Opportunities are identified for both future research and the practical application of the Q-methodology, its associated instrumentation, and analytical procedure as a managerial decision tool in the context of the internal development of the firms IT personnel to meet the firms goals.

IT professionals' person–organization fit with IT training and development priorities

Person–organization fit (P–O fit) research and practice have been hindered on account of the difficulty of operationalizing the richness, complexity and subjectivity of the P–O fit phenomenon. P–O fit for technology professionals is further complicated by the rapidly changing demands the IT profession places on its constituents to continually engage in training and development. A human capital perspective is adopted as a lens through which to view the IT professionals P–O fit, and Social Cognitive Theory is proposed as a framework within which to incorporate the principles of Concourse Theory, which is the guiding philosophy of Q‐Methodology and Q‐sorts. The Q‐methodology was used as a means to operationalize the IT professionals P–O fit with respect to IT training and development. Analysis revealed five distinct P–O fit types of perspectives that explained 35% of the population variance. Post‐hoc analysis of the five types revealed that they are interpretable through the lens of the human capital perspective. The results show promise for continued research on the subject, as well as implications for both researchers and practitioners.

Perceptions of trust in bionano sensors: Is it against our better judgement? An investigation of generalised expectancies and the emerging technology trust paradox:

This article examines the literature surrounding bionano sensors, its anticipated applications and biological risks associated with their use. Despite being largely unfamiliar with bionano technology, existing research indicates that individuals are optimistic about bionano technologies and are seemingly nonchalant about their potential risks. This would suggest individuals may hold significant positive trust beliefs in bionano sensors, contrary to the predictions of technology trust theory. This article draws on McKnight et al.’s technology trust model and generalised expectancies of technology (perceived functionality, reliability and effectiveness). Using experimental procedure, this article confirms that individuals perceive bionano sensors to be a trustworthy technology and seeks to understand this ‘emerging technology trust paradox’.

A q-methodological study of IT professionals' person-organization fit for training and development: research-in-progress

The Q-methodology was employed as a means to operationalize the IT professionals person-organization fit with respect to IT training and development content areas, resources, and venues. Analysis revealed seven distinct P-O fit types of perspectives that explained 41% of the population variance. The results show promise for continued research on the subject, as well as implications for both researchers and practitioners.

Alternative employment arrangements contribute to organizational citizenship and innovative work, or not: information technology professional's psychological contract will tell

Management of information technology (IT) human capital is more dynamic and diverse today as organizations use a variety and mixture of employment arrangements to gain IT core competency, cost, and productivity improvements, yet it is not well known how the employment arrangements affect the IT professional. Applying the psychological contract framework and social information processing theory in the investigation into the IT professionals psychological contract and the affects of their employment arrangement will bring improved understanding of their subsequent attitudes and behaviors. This study will obtain cross-sectional data from IT professionals, which is especially relevant as alternative employment strategies continue to be the trend. Goals toward organizational effectiveness can be implemented through the use of varied employment arrangements; however, ensuring the goals succeed requires new understanding of how the varied employment arrangements affect the psychological contracts of IT professionals. The anticipated findings will provide human resource managers the knowledge necessary to implement strategies toward improved psychological contracts to facilitate continued organizational citizenship and innovative work. This study extends current research on alternative employment arrangements by considering the important factors, such as psychological contracts, organizational citizenship behavior and innovative work behavior in the context of IT professionals.

Toward a social cognitive basis for the IT professional's person-organization fit research-in-progress

Development and maintenance of the corporate IT skill portfolio through the in-house development of IT talent demands that managers have a strategy for implementing the proper incentives for the IT workforce to pursue the appropriate training and skill acquisition programs. Social-cognitive theory is used as a foundation for proposing a process-oriented model and the development of instrumentation to measure the IT professionals person-organization fitting processes. The instrumentation was successfully pilot tested with respect to the initial estimates of its reliability and validity.