IT Organizations Research Articles

Adopting emerging information technology: A new affordances process framework

The adoption of emerging IT in organizations often involves dealing with high levels of uncertainty. In response to this challenge, we propose a framework that combines affordances theory and the resource orchestration process to explain the steps that organizations take to actualize the affordances of emerging IT. Our framework is supported by empirical data gathered from three case studies involving organizations that implemented big data analytics (BDA). We introduce a novel phase in the affordances process called affordances preparation. This phase occurs between affordances perception and affordances actualization and explains how organizations bridge the gap between their existing capabilities and resources and those required to use emerging IT, such as BDA. During this preparation stage, the organizations studied engaged in orchestration processes that combined external and internal resources and technologies, creating autonomous organizational structures to implement BDA. Additionally, these organizations invested in training, consulting, and outsourcing, embracing new development methods within multidisciplinary teams with user involvement. These actions resulted in the cultural changes necessary for fostering a data-driven culture in these organizations.

A user acceptance model for e-HRM system implemented in IT and Non-IT business organizations

BACKGROUND: Nowadays organizations have made their human resource management process more strategic and serve as a strategic tool for achieving competitive advantage for the organization with the development of electronic-Human Resource Management (e-HRM) Systems. To measure e-HRM system acceptance for performing various HR functions of an organization, especially the HR department, a perception model for acceptance of e-HRM systems in IT and Non-IT organizations has been developed in this research paper. OBJECTIVE: The objective of the study is to derive an acceptance model that can predict the acceptability and the factors affecting the acceptance of e-HRM systems in IT and Non-IT organizations. For this purpose, an electronic-survey-based questionnaire with a set of questions with categorical response options has been developed and the responses collected through this questionnaire are eligible to measure the acceptance level with effectiveness and usefulness of the e-HRM systems by IT and Non-IT business organizations. METHODS: Here, the questionnaire has 22 parameters. During data collection, 400 samples are obtained from 20 IT and 20 Non-IT (other services) organizations where ten employees from each organization participated in the survey. For the Data analysis for the acceptance model and also for testing of the hypothesis, several statistical-based data analysis techniques such as Data Reliability, Cross Tabulation, Normality test, Correlation ∖& Regression-based analysis, Factor Analysis, along with Pearson Chi-Square, Mann-Whitney U, Wilcoxon W for hypothetical testings are done. Apart from these criteria, using the data analysis techniques, a well-known technology acceptance model for the e-HRM system has also been employed to test with variables of the proposed questionnaire for the acceptance of e-HRM systems. RESULTS: All the statistical tests and testing of hypotheses are done in a sequential manner for comparison purposes of factors that affect e-HRM systems in IT and Non-IT organizations. The results are reported in detail with explanations and justifications. CONCLUSION: The results of the data analyses can be concluded with finding and discussing that the acceptability of e-HRM systems by the end users in IT firms is much higher than in other service organizations because of the significant difference in presence of external factors, perceived usefulness, perceived ease of use, user attitude, and behavior between the IT and Non-IT groups of organizations.

Should I adopt AI during talent acquisition? Evidence from HR professionals of Indian IT organisations

PurposeThe purpose of our study was two-fold: (1) to examine the effect of perceived value derived from perceived benefits and sacrifices in the adoption of artificial intelligence (AI) in talent acquisition and (2) to investigate the moderating role of human resource (HR) readiness in the association between perceived value and AI adoption intention.Design/methodology/approachA structured questionnaire was administered to 198 talent acquisition executives and HR professionals of Indian IT companies based on a purposive sampling technique. Partial least squares structural equation modeling (PLS-SEM) was used on the Smart PLS 2.0 platform to analyse the data and test the model.FindingsResults revealed that perceived benefits and sacrifices significantly predict perceived value which significantly affects the HR professional’s AI adoption intention. The study further found that HR readiness moderates the link between perceived value and the intention of HR professionals to adopt AI in the talent acquisition process in the Indian IT industry.Practical implicationsIT companies are advised to continuously monitor and evaluate the performance of AI tools to ensure that they are meeting the recruitment process needs to leverage AI’s benefits in talent acquisition. This study seeks to provide the impetus for a planned AI adoption in talent acquisition.Originality/valueThis research provides ample evidence for the existing technology adoption theories. It explored the predictors of adoption by validating the value-based adoption model in the Indian context. It provides valuable insights into the practice of acquiring talents in the IT sector using artificial intelligence.

IT PROJECT MANAGEMENT: OPPORTUNITIES AND SOFTWARE ANALYSIS

The article considers the role of the IT industry in the economy of Ukraine, its revival and development against the background of difficult conditions. The authors emphasize the importance of optimizing management processes. IT service management includes the design, provision, administration and improvement of IT services in an organization or company. Thanks to this, the IT organization can support all business processes as much as possible, because existing software tools can be used not only to optimize IT. In recent years, they have been increasingly used for business processes and other industries. Means of automatic rescheduling of tasks become especially important for large projects taking into account resource limitations, when the manager is not able to independently analyze the reasons for the lack of resources and find a solution for each specific type of work. The publication analyzes modern software tools for IT project management, focusing on three key tools: Jira, Miro and Figma. These programs help streamline project management, increase the efficiency of IT companies and reduce time and resource costs. The article also covers popular alternatives to these tools such as Lucidchart, Cacoo, RealtimeBoard, and Conceptboard. It is the services discussed in the article that are designed to automate current tasks, and a single data environment helps to improve methodology, communication and speed up the work of service departments. Tracking completed tasks and evaluating employee performance makes it easier to distribute the workload of an enterprise's IT team, as well as evaluate its effectiveness. Thus, thanks to its clear structure, IT product management allows to create effective and sustainable solutions. In the future, it is planned to conduct research aimed at summarizing the practice of using software products in the IT industry.

Generativity of enterprise IT infrastructure for digital innovation

PurposeDigital innovation requires organizations to reconfigure their information technology infrastructure (ITI) to cultivate creativity and implement fast experimentation. This research inquiries into ITI generativity, an emerging concept demoting a critical ITI capability for organizational digital innovation. More specifically, it conceptualizes ITI generativity across two dimensions—namely, systems and applications infrastructure (SAI) generativity and data analytics infrastructure (DAI) generativity—and examines their respective social and technical antecedents and their impact on digital innovation.Design/methodology/approachThis research formulates a theoretical model to investigate the social and technical antecedents along with innovation outcomes of ITI generativity. To test this model and its associated hypotheses, a survey was administered to IT professionals possessing knowledge of their organization's IT architecture and digital innovation performance. The dataset, comprising responses from 140 organizations, was analyzed using the partial least squares technique.FindingsResults reveal that both dimensions of ITI generativity contribute to digital innovation performance, with the effect of DAI generativity being more pronounced. In addition, SAI and DAI generativities are driven by social and technical factors within an organization. More specifically, SAI generativity is positively associated with the usage of a digital application services platform and IT human resources, whereas DAI generativity is positively linked to the usage of a data analytics services platform, data analytics services usability and data analytics human resources.Originality/valueThis research contributes to the literature on digital innovation by introducing ITI generativity as a crucial ITI capability and deciphering its role in digital innovation. It also offers useful insights and guidance for practitioners on how to build ITIs to achieve better digital innovation performance.

The health belief model and phishing: determinants of preventative security behaviors

Abstract Email is frequently the attack vector of choice for hackers and is a large concern for campus IT organizations. This paper attempts to gain insight into what drives the email security behaviors of students, faculty, and staff at one midwestern public, master’s granting university. The survey relies on the health belief model as its theoretical basis and measures eight constructs including email security behavior, perceived barriers to practice, self-efficacy, cues to action, prior security experience, perceived vulnerability, perceived benefits, and perceived severity. Barriers to practice, self-efficacy, vulnerability, benefits, and prior experience variables were found to be significant determinants of self-reported email security behaviors. Additional discussion of results based on subgroups of the respondents and interaction models is included in this paper. The findings of this study may help shed light on how universities can better prepare students, faculty, and staff to handle this critical information security concern. Given the makeup of the subject population, some findings may be applicable to businesses beyond academic institutions.

High-performance work practices impacting employee satisfaction and retention : Evidence from IT sector

High-performance practices have become essential for improving organisational performance and gaining competitive advantage. Therefore, organisations need to invest and improve employment outcomes in the world of competition to sustain the performance of the organisations. However, most companies worldwide place management objectives over employee satisfaction and retention. Therefore, the study investigated major HR practices prevailing in Delhi-NCR IT companies and explored how high-performance practices influence employee satisfaction and retention. 350 respondents from five IT organizations in Delhi-NCR participated in the study using a quantifiable methodology. Regression and Correlation analysis was employed to analyse the data. Hence, the present study includes a detailed study on linking these high-performance practices with employee satisfaction and retention. The study’s findings demonstrate that innovative HR practices significantly impact employee retention and satisfaction in IT organisations. Multiple regression revealed how employee satisfaction, retention and high-performance practices related.

Examining The Diffusion Trajectory Of Technology Awareness Initiative In An IT Organization: Insights For Persona Based Organizational Capability Building

This study investigates the diffusion patterns of technology awareness campaigns within a large IT organization. It uses a 21-month cybersecurity awareness initiative as a case study to explore the relationship between awareness diffusion and employee personas (Tech Enthusiasts, Visionaries, Pragmatics, Conservatives, and Skeptics) based on the frameworks of Everett Rogers' "Diffusion of Innovation" theory and Geoffrey Moore's "Crossing the Chasm". While the traditional diffusion pattern suggests a bell curve, the analysis reveals a trajectory characterized by multiple, gradually diminishing spikes. An employee survey revealed that the dominance of Tech Enthusiasts, due to the IT-oriented nature of the workforce, contributed to this deviation. Furthermore, the study identified two "chasms" – a deviation from Moore's single-chasm model. Key stakeholder interviews provided insights into how the organization successfully bridged these chasms. Based on these findings, the study offers practical recommendations for organizations planning and implementing awareness campaigns. Overall, this research provides valuable insights for organizations aiming to develop their workforce capabilities in new technologies and methodologies.

THORIN: an Efficient Module for Federated Access and Threat Mitigation in Big Stream Cloud Architectures

In order to make cloud services attractive for several IT organizations, it is necessary to provide access control and to implement safe and reliable mechanisms of Identity and Access Management (IAM). In this work, we focus on security issues and challenges in the design and implementation of cloud architectures and, in particular, for the management of Big Stream applications in Internet of Things (IoT) scenarios. The proposed work introduces a new set of modules allowing a federated access control policy for cloud users. An analysis of possible threats and attacks against the proposed Big Stream platform is presented, investigating the system performance in terms of detection and elimination of malicious nodes. In particular, we propose a new module, denoted as Traffic Handler Orchestrator & Rapid Intervention (THORIN), which is very efficient in counteracting botnet-based threats.

Enhancing Creative Excellence in the Southern Indian IT Sectors: The Role of Autonomous Motivation in Inclusive Leadership Practices

The Southern Indian IT sector thrives on innovation but promoting employee creativity requires specific leadership approaches. This study aims to explore the influence of inclusive leadership on employee creative behavior, considering the mediating factor of autonomous motivation in southern Indian IT. The study situates the relationship between these variables within the framework of the self-determination theory. The survey, conducted with convenience sampling, involved 354 participants employed in the southern region of Indian IT sectors. The suggested simple mediation model was scrutinized by employing PLS-SEM. The findings indicated a favorable influence of inclusive leadership on the promotion of employee creative behavior, and autonomous motivation. Inclusive leadership practices cultivate an environment that fosters intrinsic motivation increasing employee creativity. The reliability of the outcomes may be impaired because of the limited sample size and the utilization of a cross-sectional study design. Also, these results imply that organizations and managers who want to see more employee creative behavior from their employees could do so by implementing inclusive leadership practices. This research contributes to the understanding of leadership style and employee creativity in the southern Indian IT sector. By highlighting the mediating role of autonomous motivation, the study encourages IT organizations to adopt inclusive leadership practices that develop intrinsic motivation and liberate employee creative potential. This promotes competitive advantages in the dynamic IT sector.

Unifying Educational Theory with Change Management in IT Environments: Empowering Employee Engagement through Educational Strategies

This study investigates the influence of change management on employee engagement and performance in IT organizations located in Chennai. The research emphasizes the importance of effective communication, training, leadership support, and recognition in promoting excellent employee outcomes throughout organizational transformations, based on data gathered from 148 individuals. An analysis demonstrates a robust association between these tactics for managing change and enhanced employee engagement and performance. The results emphasize the importance of tackling resistance to change and fostering a culture that is open to adapting. This study offers useful insights for firms seeking to improve productivity and attain long-term success in a rapidly changing business environment.

An Experimental Study to Assess Effectiveness of Music Therapy on Level of Depression among IT Employees in Selected IT Companies of Ahmedabad City, Gujarat State

Background: The purpose of the study was to determine the impact of music therapy on the degree of depression experienced by IT workers in a subset of Ahmedabad, Gujarat state, IT organizations.Materials and Methods: Pre-experimental research methodology and a single group pre- and post-test study design were employed. It was conducted with 40 IT workers who met the inclusion requirements. The sampling strategy employed was non-probability purposive sampling. Beck’s Depression Inventory-II was the instrument used to gather data and determine the degree of depression experienced by a subset of IT workers from a subset of IT organizations. Using the test-retest approach, the reliability of the Beck Depression Inventory-II was calculated, and the result was 0.92.Analysis and Interpretation: The mean difference was found to be 5.0, with the mean pre-test score being 22.83 and the mean post-test score being 17.83. It demonstrates that there was a substantial difference between the mean pre-test and post-test scores. At the 0.05 level of significance, the tabulated “t” value is 1.685 and the computed “t” value is 19.949. There is a difference between the computed and tabulated “t” values. As a result, the research hypothesis was supported and the null hypothesis was rejected.Conclusion: The results showed that music therapy is useful in lowering IT workers’ depression levels.

Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai

Green Human Resource Management (GHRM) is the implementation of Human Resource Management (HRM) policies to encourage the sustainable use of resources inside businesses. Because of increasing awareness and legislation related to sustainability of environment, the idea of GHRM has been proposed in the search for active Environmental Management (EM) inside organisations. GHRM aids in increasing production while reducing costs. It contributes to the reduction of environmental waste by maximizing the use of restored HR items, equipment, and procedures. Its goal is to encourage employee involvement in a work atmosphere that permits the organization to operate in a green way. Currently, almost all types of businesses are taking steps to ensure their long-term viability. However, most businesses’ first goal is to make more money, which is only temporary, therefore businesses must focus on their long-term viability. The main purpose of this work is to investigate how GHRM practices affect the performance of organizations, enhancing sustainability of organizations and elaborate the function of employee and environmental performance as mediators. Data was collected using a survey questionnaire approach from 320 respondents working in an IT organization. In corporate, GHRM is a new trend which is meant to raise awareness about global warming and pollution in organizations. The study reveals that while green HR practices are widely implemented in Chennai, certain practices are not as outstanding. Organizational sustainability was found to be significantly impacted by GHRM activities such development and training, performance assessment, and incentive and compensation. This study also looks at how environmental performance and employee performance can influence the connection between GHRM practices and long-term organizational viability. In order to help businesses, make ecologically responsible decisions, this research provides innovative methods for improving green employment strategy, green staffing, green selection, green development, and green training. More study is required to determine the impact of GHRM practices in the IT sector and to identify sustainability concerns in poorer countries, where GHRM is still a relatively new concept.

<i>AssessITS</i>: Integrating Procedural Guidelines and Practical Evaluation Metrics for Organizational IT and Cybersecurity Risk Assessment

<i>AssessITS</i>: Integrating Procedural Guidelines and Practical Evaluation Metrics for Organizational IT and Cybersecurity Risk Assessment

A Review of Industry 4.0 Maturity Models: Theoretical Comparison in The Smart Manufacturing Sector

The purpose of this study is to conduct a theoretical review of the existing Industry 4.0 (I4.0) Maturity Models (MM) in the manufacturing sector, with a focus on both large and small and medium enterprises (SMEs), to gain an in-depth understanding of the present state-of-the-art A comprehensive analysis was conducted on a total of sixteen maturity models within the manufacturing sector, encompassing a range of scopes and stages. Notably, only six of these studies specifically focused on SMEs. In order to achieve this objective, the present study has identified the common scopes of MM (manufacturing sector) that have been examined in the context of both large/multinational enterprises and SMEs. These scopes include organizational strategy, smart factory, smart operation, smart product, vertical integration (VI), horizontal integration (HI), employees, leadership, customers, culture, governance, technology, data-driven governance, IT infrastructure, and information systems. In the context of MM stages, research emphasized on an initial/basic stage level that enables SMEs to facilitate the adoption of I4.0 in the manufacturing sector.

The Role of Big Data Analytics Capability to Achieve Competitive Advantage with the Mediation of Business Model Innovation: A Dynamic Capability View

The research aims to identify the function of big data analytics to attain competitive advantage through the mediation of business model innovation.260 samples were taken from experts in Pakistan's manufacturing & service sectors. Data analysis was done using (Smart PLS). The findings demonstrate that big data analysis capability (BDAC) has a considerable impact on competitive advantage. By using big data, companies can make rational, data-driven decisions to satisfy customers, sustain and resilient supply chain management, low production costs, and efficient and effective business operations. Similar to how BC affects competitive advantage, business model innovation partially mediates this effect. Additionally, the influence of BDAC on both competitive advantages & new business model innovation is moderated by organizational IT infrastructure. This research presents a unique scenario of big data analytics in which firms use bid data inside to innovate their established business models, resulting in considerable competitive advantage in emerging countries like Pakistan.

Factors affecting job performance of Sri Lankan IT professionals working from home.

This study investigated the influence of the physical work environment, work life balance, work flexibility, and effective communication on the job performance of IT professionals in Sri Lanka's IT industry who work from home (WFH). A standard questionnaire was used to collect data from 293 IT specialists in 50 different IT organizations in Sri Lanka, and a stepwise probit model was employed for data analysis. According to the findings, both the physical work environment and work life balance had a significantly positive effect on job performance. A one-unit increase in the physical work environment and work life balance increased the likelihood of high job performance by 0.21% and 0.19%, respectively. In contrast, work flexibility had a negative effect on job performance, with an increase of one unit resulting in a 0.18% decrease in the likelihood of high job performance. The positive impact of effective communication on job performance was less significant. The study emphasises the significance of providing a conducive work environment and promoting work life balance to enhance the job performance of IT professionals in Sri Lanka's IT industry who WFH.

Business IT Alignment - Status Quo on a Survey Amongst Top It Managers in German Speaking Countries: A Replication Study

This research-in-progress paper describes how Companies and especially IT Organizations manage the Business-IT-Alignment between the Management including its Top Management Team and the Chief Information Officer (CIO). This is necessary as near to all companies are part of aworld where volatility, uncertainty, complexity, and ambiguity (VUCA) drive the constant adaption of Business strategy, business models, and Technology to stay either ahead of the competition or at least be able to compete head to head with the other market players. The CIO whose Role more and more is described as an executive one, rather than an operative one, needs to drive this process actively. The Scope of this research are bigger companies in the German-speaking DACH (Germany, Austria, and Switzerland) region from all industries. Excluded from the survey were state agencies. As the survey was purposely only offered in German language, a referral to other countries has been prevented. Purpose: To give interested practitioners and researchers an overview over the status quo. Additionally the outcome will be used to design research models for further analysis. Methodology: Based on data acquired in an online survey in the German-speaking DACH region, methods of descriptive statistics have been used to visualize the nature of the results. The results of this research are based on 168 individuals which held the position of a top IT manager. Results and conclusions: This paper gives a structured overview of key figures regarding IT Organization’s setup, CIO’s strategic work, and Business-IT-Alignment. The data suggest that IT organizations today are on the same level as other operational business processes and that CIOs are fully accepted as part of the top management team. This results in the fact that business IT alignment leads to the situation that most companies report that the IT architecture supports the business strategy very well. Yet, the participants report that their involvement in the development of the company strategy is average, which might cause issues in the future as new digitally enabled business models are more and more needed in a VUCA environment.

The Assessing Cimenyan Village's IT Readiness for Digital Transformation in West Java

Digital Village Development has become an important agenda in efforts to modernize and improve the quality of life in rural areas. This transformation relies on the use of information and communication technology (ICT) to increase convenience and efficiency in various fields.
 The success of developing a Digital Village depends on the readiness of ICT infrastructure. The village office, which is the center for administration and services to the community, must have adequate ICT infrastructure as the main requirement for activating various digital initiatives.
 The research was conducted to determine the current state of readiness of Cimenyan village, Bandung Regency in implementing ICT in village government offices. The readiness level analysis is prepared based on the COBIT framework in 3 domains, namely: IT process domain PO1 (defining IT strategic plans), PO2 (determining information architecture), and PO4 (defining IT processes, IT organization, and their relationships)
 The results of the analysis will be mapped based on the maturity level of each domain in COBIT. The level of maturity obtained will help the Cimenyan Village government to make appropriate preparations for implementing ICT so that the goal of Cimenyan Village becoming a digital village in West Java can be achieved.

System Architecture for IT Talent Ecosystem Using Service Oriented Approach

The purpose of this research is to propose a System Architecture to facilitate the IT Talent ecosystem using a service-oriented approach. The need for this is important to support digital transformation in the IT Talent ecosystem. Human resources in the IT field are one of the key factors in implementing IT in organizations. However, the availability of IT human resources has not been able to meet the needs and challenges of the organization in synergizing IT and business. Meanwhile, on the other hand, the qualifications of IT human resources do not meet the existing competency standards. In this research, we use a service-oriented system development method. It consists of three stages, such as (1). Analysis and Observation, (2). Analysis from an in-depth interview, and (3) System Architecture Design, which includes Analysis Features of the Systems, Service Analysis and Identification, Specification of Architecture, and Layering. The novelty and findings of this research are a system architecture, which is called a middleware architecture, that can bridge entities in the IT Talent ecosystem to provide and use services to each other for support collaboration. In this study, we proposed a system architecture that acts as middleware to support collaboration and integration in the IT Talent ecosystem. We proposed TALENT-IT, which acts as a service bus mechanism. We used a service-oriented approach to develop this platform. The results of this study are: list of features, list of services, SOA layer, SOA architecture, and monetization feasibility and challenges. Doi: 10.28991/HIJ-2023-04-04-03 Full Text: PDF