High-tech Organization Research Articles

The Case of Tulasi: Positioning a Traditional Indian Vegetarian Restaurant to Openai Enhanced Brand

This case study presents the applications of OpenAI to enhance performance for Tulasi Restaurant, a newly acquired business by BLM8, Holding Pte LLC., a leading high-tech organization, in Singapore. Applying the Brand Positioning Process Model, Mr. Reddy, the CEO of the BLM8 intended to transform the traditional Indian restaurant to it new food and beverage brand with cutting edge technology. A list of Open AI applications including ChatGPT to restaurant operations, from marketing, menu creation to employee training, to enhance its competitive advantages was addressed. With potential issues and strategic alternatives, if you were Mr. Reddy, what would you do?

Deep Play, Work Engagement, and Creative Problem Solving in a High-tech Organization

Deep Play, Work Engagement, and Creative Problem Solving in a High-tech Organization

ИСПОЛЬЗОВАНИЕ СКОРИНГОВЫХ МОДЕЛЕЙ ДЛЯ ОЦЕНКИ КОМПЕТЕНЦИЙ ОРГАНИЗАЦИИ

The article deals with the issue of building a scoring model for assessing the competencies of a high-tech organization. On the basis of such a scoring, a conclusion is made about the ability of the organization to create and produce new products.

Career self-management perceptions reflected in the psychological contract of virtual employees: a qualitative and quantitative analysis

PurposeThe question of responsibility for career development is critical for virtual employees who work remotely. The purpose of this paper is to (1) compare the perceptions of virtual and on-location employees in the high-tech industry about where responsibility lies for career management, as reflected in their psychological contract (PC) and (2) evaluate the ability of virtual employees to exercise behaviors capable of enhancing their career development.Design/methodology/approachA mixed-methods approach was used for this study. Study 1 consisted of semi-structured interviews (N = 40) with virtual and on-location employees working for the same high-tech organization, exploring perceptions responsibility for career self-management as captured by their PCs. Study 2, a quantitative survey of virtual and on-location employees (N = 146) working for various organizations in the high-tech sector, examined perceptions of career self-management through the perceived PC, as well as the perceived ability to exercise behaviors that would enhance career development.FindingsBoth categories of employees assumed that they, together with their direct manager, had responsibility for managing their career development. Nevertheless, virtual employees had lower expectations of support from their managers in this respect (Study 1) and felt that they actually received less support from their managers (Study 2). The results of both studies show, however, that virtuality does not have any significant effect on employees’ self-reported proactive career-influencing behaviors.Originality/valueThe study contributes to existing research by highlighting the perceived joint responsibility for career management and the critical role played by line management in this regard and by showing that virtuality does not have a significant effect on employees’ self-reported proactive career-influencing behaviors.

ВИБІР НАПРЯМКУ РЕФОРМУВАННЯ ОРГАНІЗАЦІЇ В ПРОЕКТНОМУ СИСТЕМНОМУ УПРАВЛІННІ РОЗВИТКОМ

The subject of research in the publication is the process of managing the development of a high-tech organization. The object of research is project system development management. The work aims to choose the current direction of reforming a high-tech organization in conditions of limited opportunities. The article solves the following tasks: analyzes the problems of managing the development of the organization, identifies the main areas of reform associated with ensuring the competitiveness of the organization in the market of high-tech products. To substantiate the choice of the current direction of reform external experts are involved to assess several possible areas of development, considering the state and level of maturity of the organization, readiness for reforms, existing business process model, financial opportunities for development processes. Then based on expert assessments and the method of full factorial experiment, the analysis, and comparison of reform options is carried out to select the most relevant direction in the task of project development management. The limited resources of the enterprise and the requirements for the timeliness of reforms lead to the task of optimizing resources for the implementation of the reform project. The multiplicity of options for allocating resources at different stages of the reform project leads to the use of targeted search in the task of resource optimization. The optimization problem is set based on integer (Boolean) programming in two views: local and multi-criteria optimization. Costs, project deadlines, and the risk of successful project implementation were used as criteria for assessing the allocated resources and the success of the reform project. For multicriteria optimization, the significance of individual criteria is assessed. As a comprehensive criterion, a simple additive convolution of local criteria was used. To assess the correctness of the chosen reform option, the method of agent modeling is added. A set of agents has been formed, with the help of which all stages of the development project are simulated. This takes into account the time factor, allocated funds (costs of the organization), the risks of individual stages. The results of agent modeling will allow concluding the expediency and relevance of the choice of development direction for the subsequent project management of the reform. The scientific novelty of the publications to create a method by which derivative data are formed for the enterprise reform project. The publication uses the following methods: system analysis to justify and choose the direction of development; expert assessments for the formation of a factor experiment plan; the method of full factorial experiment, which allows to evaluate several options for reform and choose the current direction of development of the organization; method of integer (Boolean) programming for the purposeful choice of means during project implementation for development; the method of agent simulation modeling to simulate the implementation of individual stages of the development project. Conclusions: the proposed approach allows at the stage of a preliminary study of the development of the organization to choose the current direction of reform, considering the state of the high-tech organization, readiness to reform, as well as limited opportunities in the face of challenges and threats in the economy.

МЕТОДИКА ОЦІНЮВАННЯ ЕФЕКТИВНОСТІ ЛОГІСТИКИ ВИСОКОТЕХНОЛОГІЧНОЇ ОРГАНІЗАЦІЇ

In today's post-industrial society and the information economy, high-tech organizations, which are based on using modern information technologies and the Internet as a technological platform, are of great importance. Such organizations have a well-developed information infrastructure that determines the specifics of all areas of the company's activity, including logistics and supply. In its turn, this specificity imposes certain limitations and peculiarities of implementation of logistic processes of the organization, which determine the aspects of performance evaluation. This article presents a methodology for evaluating the efficiency of logistics of a high-tech organization in today's information economy. The experience indicates that in today's context of post-industrial society and the information economy, high-tech organizations, which are based on using modern information technologies and the Internet as a technological platform, are of great importance. The characteristic feature of high-tech organizations in the article is the developed information infrastructure, which determines the specifics of all spheres of activity of the company, including logistics and supply. The system of indicators of efficiency of logistic processes is offered. The paper indicates that in the process of optimization of the main financial parameters of logistics processes of the organization it is necessary to monitor the achieved level of efficiency. The paper states that it is expedient to carry out risk management of logistic processes of an organization in the context of their main classification groups. The components of the stabilization mechanism for the risk points of the logistics chains are offered. Submitted articles are a methodological justification of the logistics process of a high-tech organization based on the risks and characteristics of the Internet as a business environment. A further direction of this research may be the technique of managing the commercial transactions of a high-tech organization in the logistics chain of strategic partners. The result of the work was a methodological substantiation of the logistics process of a high-tech organization on the basis of taking into account the risks and characteristics of the Internet as a business environment. A further direction of this research may be the method of managing the commercial transactions of a high-tech organization in the logistics chain of strategic partners.

The Use of Enterprise Social Media and Its Disparate Effects on the Social Connectivity of Globally Dispersed Workers

Research has suggested that the use of enterprise social media (ESM) can help employees enhance their social connectivity. Despite the potential benefits, the effects of ESM use can be multifaceted since workers may engage with the tool in varied ways. Drawing on the three metaphors of ESM as a social lubricant, leaky pipe, and echo chamber, this study investigates different patterns of ESM use and their influences on distributed workers’ social networks. The analysis of full network data collected in a global high-tech organization revealed that ESM use for company-wide communication was positively associated with globally dispersed workers’ network size, betweenness, and external connections. By contrast, ESM use for private group communication was negatively linked to their network size and betweenness. The findings indicate that ESM use may lead to disparate social connectivity outcomes, depending on the usage patterns that vary by groups and individuals.

Faultlines as the “Earth’s Crust”: The Role of Team Identification, Communication Climate, and Subjective Perceptions of Subgroups for Global Team Satisfaction and Innovation

Distributed teams in organizations are ubiquitous, use digital technologies extensively, and have the potential to be innovative due to the level of diversity of their members, but they face many challenges. Demographic differences can often result in the activation of team faultlines (overlap of surface-level differences), leading to formation of subgroups and negative impacts on group outcomes. This study examines the relationships between faultlines and their outcomes to discover how certain team processes mitigate the negative effects of dormant faultlines on team outcomes in globally distributed teams. The analysis of a survey of 165 global team members representing 27 teams in a multinational high-tech organization demonstrated that psychologically safe communication climate (PSCC) and team identification moderated the relationship between faultlines and perceived subgroups. Specifically, in teams with low PSCC and identification, dormant faultlines predicted an increase in perception of subgroups. The findings also indicate that perceived subgroups moderate the relationship between dormant faultlines and team satisfaction. When subgroups are less perceived by team members, faultlines predict an increase in satisfaction.

When Gendered Logics Collide: Going Public and Restructuring in a High-Tech Organization

Gender scholars argued that gendered organizations theory needs updating as organizational logic has shifted amid neoliberal workplace transformations. This qualitative case study of a high-tech firm reveals how features of the traditional work logic remain resilient. I analyze the gendered implications of a high-tech startup restructuring and going public, finding the flexible organization to bureaucratize, implementing specialized jobs and a hierarchy with standardized career ladders. Going public creates conflicting gendered logics that place women at a structural disadvantage, relegating them to low-status, narrow jobs while simultaneously demanding masculine ideal worker norms of visibility and self-promotion. Despite networking, women experience job insecurity and a glass ceiling, while men are assumed ideal workers and advance. By tracing one high-tech firm’s restructuring from a startup to public company, I demonstrate how the collision of new and traditional workplace logics perpetuates gender inequalities.

True Play and Hard Work

Based on an ethnographic field study, we examine how work and play coexist in a high tech organization. We found that play was spatially and temporally interlaced with intense work. Apart from the diversionary and serious play already studied by organizational scholars, we also found a new type of play not presently documented in work organizations and which we call true play because of its strong resemblance to the play described in anthropology (Huizinga, 1955). True play is intense and absorbing, volitional, visible, collective, not related to the task in hand and enjoyable. We also identify the mechanisms that enable people to move between work and play: the meaning of true play for employees, similarities between work and play, and constant calculations about work results. These mechanisms provide an explanation of the way work gets accomplished in a play-intensive organization. Our study enriches our understanding of the nature of work and play, contributes to control theories, and extends anthropological theories of play.

Proactivity and supervisor support in creative process engagement

The aim of this study is to investigate the relationship between subfacets of creative process engagement and how these are moderated by proactivity and supervisor support. On the basis of self-reported data from 747 professional-level employees from a Dutch high-tech organization, we show the moderating effect of proactivity and supervisor support on different stages of the creative process, namely problem identification, information search, and idea generation. We find that proactivity positively and significantly moderates the relationship between the first two phases in the creative process. Supervisor support negatively and significantly moderates the relationship between the last two phases in the creative process.

Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work

PurposeThe purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset.Design/methodology/approachThe study is based on survey data from 259 employees of an internationally operating high-tech organization in the Netherlands.FindingsIn line with prior studies, support is found for positive significant relationships of proactive personality and transformational leadership with engagement. Additionally, transformational leadership is found to moderate the relationship between proactive personality and work engagement, but only when employees have a growth mindset.Originality/valueThe study advances the literature that investigates the proactive personality-engagement relationship. Specifically, this study is the first to examine a possible three-way interaction that may deepen the insights for how proactive personality, transformational leadership and growth mindset interact in their contribution to work engagement.

Перспективы инновационного развития высокотехнологичной организации с выходом на зарубежные рынки Азиатского региона (на примере области защищенной полиграфии)

Перспективы инновационного развития высокотехнологичной организации с выходом на зарубежные рынки Азиатского региона (на примере области защищенной полиграфии)

Challenges to the learning organization in the context of generational diversity and social networks

PurposeThe purpose of this paper is to gain a better understanding of the challenges to the emergence of a learning organization (LO) posed by a context of generational diversity and an enterprise social networking system (ESNS).Design/methodology/approachThis study uses a qualitative methodology based on an analysis of 20 semi-structured interviews in a high-tech organization and internal company documents relating to the introduction of a new, centralized ESNS.FindingsThis study uncovers fundamental differences between Generation X and Y employees regarding their ESNS adoption and use. While Xers take more time to adopt the new centralized ESNS introduced into the company, their use seems in line with the company culture and corporate norms of behavior. At the same time, even if Yers are faster ESNS adopters, they use it as they use Facebook disregarding the hierarchy and organizational boundaries. This creates tensions between Generation X and Y and undermines the formation of the LO.Research limitations/implicationsAs conclusions are specific to a context of a single organization, the authors recommend other case studies, to enrich the findings.Originality/valueBy highlighting how the use of social networks modifies who has the power and the control over knowledge in an organization, this paper enriches the theory on the LO. It has implications for managers wishing to design LOs in the context of intergenerational diversity.

Differential Impacts of Functional, Geographical, and Hierarchical Diversity on Knowledge Sharing in the Midst of Organizational Change

Organizations have been diversifying their workforce to better respond to fast-changing environments. However, research has indicated that the effects of diversity can vary by a number of contextual influences. This study examines the differential impacts of functional, geographical, and hierarchical diversity on expertise awareness, knowledge transfer, and knowledge acquisition during a large-scale organizational change. The analysis of full network data ( N = 211) collected from a multinational high-tech organization demonstrated that (a) geographical diversity was negatively associated with expertise awareness and knowledge sharing, (b) functional diversity was negatively related to expertise awareness, (c) hierarchical diversity had a positive effect on knowledge acquisition and expertise awareness, and (d) emotionally close ties contributed to expertise awareness and knowledge sharing. The findings indicate that hierarchical diversity and emotional closeness can promote knowledge sharing when members face new demands in the midst of organizational change.

‘It’s Play Time’: Work and True Play in a High Tech Organization

Based on an ethnographic field study, we examine how playfulness coexists with work in organizations. Our findings reveal true play as a new kind of play in work organizations, a type of play which is intense and absorbing, volitional, and spatially and temporally interlaced with work. We identify the enabling conditions that allow people to maintain a dual focus on both intense work and true play. Our findings enrich the literature on play and work in organizations, and extend Huizinga’s anthropological theory of play.

Knowledge asymmetry and brokerage: Linking network perception to position in structural holes

Although brokers who span structural holes have been shown to occupy a valuable position in organizations, emerging research suggests that the returns to these brokers can vary depending on whether alters can credibly threaten to disintermediate the broker and close the structural hole. Yet, the factors that shape the likelihood of disintermediation have not been extensively explored. In this article, we build from the premise that an alter’s knowledge about the structural hole is a necessary condition for disintermediation. Without this knowledge, the alter will not know with whom to disintermediate. Drawing on research about cognitive social structures, we argue that individuals are most likely to be in a structural hole under the condition of knowledge asymmetry—that is, when brokers know about the structural hole, but alters do not—which reduces the likelihood of disintermediation by alters and increases the benefits for brokers. Using advice network data from a high-tech organization, we find evidence of knowledge asymmetry in existing structural holes, and moderation of this relationship by two factors also related to disintermediation: (1) broker’s reputation and (2) alter’s position as a provider (vs. acquirer) of resources. We also show that knowledge asymmetry is related to higher returns for brokers. The broader theoretical contribution is a better understanding of how network perceptions are related to positions across structural holes, an important structure from which power is derived in organizations and markets.

The invisible wand: Magic circles of play and work in a high-tech organization

Based on an ethnographic study, we examine the way work is done in a play-intensive organization. We show playfulness to take the form of ‘true play,’ i.e. volitional, intense, and non-work related...

Pragmatic adaptation of the ISO 31000:2009 enterprise risk management framework in a high-tech organization using Six Sigma

Purpose– This case study aims to present a viable solution to how organizations can adapt and customize the ISO 31000:2009 enterprise risk management framework to suits its needs and requirements.Design/methodology/approach– Approach used for this case study is via adopting Six Sigma DMAIC (Define, Measure, Analyze, Improve and Control phases) methodology.Findings– Key finding is the importance of stakeholders’ feedbacks which are taken into consideration during the designing of the new customized enterprise risk management framework, integrated with all supporting processes, tools and resources.Originality/value– The ISO 31000:2009 enterprise risk management framework dictates that it is not a one-size-fits-all. Rather, organizations who wish to adapt this framework need to customize accordingly, but there is no indication on how organizations can do it. This case study presents a viable solution to this challenge.

Assessing The Factors Enabling Systematic Change

The goal of this research article is to examine the relationships between the research variables change-management actions, change readiness, and systematic change. Change management is defined by three factors: leadership, project management, and learning. Change readiness is defined by two factors: knowledge and resources. Systematic change is defined by one factor of carefully sequenced actions that align customers, products/services, processes/tools, structure, and skill mix. This framework is operationalized and applied using a survey of participants in a high-tech organization's transformation. The results show that as change-management actions increases or decreases, there is an increase or decrease in change readiness, which supports systematic change. Managers can use the findings to assess the effectiveness of their change actions, change readiness in their organizations, and outcomes of their systematic change efforts. Managers can also use the findings to define their specific change-managemen...