Large Information Technology Company Research Articles

How transparent are transparency reports? Comparative analysis of transparency reporting across online platforms

Over the last decade, transparency reports have been adopted by most large information technology companies. These reports provide important information on the requests tech companies receive from state actors around the world and the ways they respond to these requests, including what content the companies remove from platforms they own. In theory, such reports shall make inner workings of companies more transparent, in particular with respect to their collaboration with state actors. They shall also allow users and external entities (e.g., researchers or watchdogs) to assess to what extent companies adhere to their own policies on user privacy and content moderation as well as to the principles formulated by global entities that advocate for the freedom of expression and privacy online such as the Global Network Initiative or Santa Clara Principles. However, whether the current state of transparency reports actually is conducive to meaningful transparency remains an open question. In this paper, we aim to address this through a critical comparative analysis of transparency reports using Santa Clara Principles 2.0 (SCP 2.0) as the main analytical framework. Specifically, we aim to make three contributions: first, we conduct a comparative analysis of the types of data disclosed by major tech companies and social media platforms in their transparency reports. The companies and platforms analyzed include Google (incl. YouTube), Microsoft (incl. its subsidiaries Github and LinkedIn), Apple, Meta (prev. Facebook), TikTok, Twitter, Snapchat, Pinterest, Reddit and Amazon (incl. subsidiary Twitch). Second, we evaluate to what degree the released information complies with SCP 2.0 and how it aligns with different purposes of transparency. Finally, we outline recommendations that could improve the level of transparency within the reports and beyond, and contextualize our recommendations with regard to the Digital Services Act (DSA) that received the final approval of the European Council in October 2022.

Analysis of Characteristics of Cooperation Network of Smart Agriculture Technology Companies: China as an Example

The development of new technology and the Internet has provided opportunities for the development of smart agriculture, but at present, the development of smart agriculture is still in the primary stage and faces many urgent technical problems, so most companies enhance their technological innovation capabilities through cooperation with other companies. This paper analyzes the characteristics of cooperation networks of smart agriculture technology companies and the differences in different stages by collecting companies with which smart agriculture technology companies have cooperation relationships and applying social network analysis. The results show that there are few cooperative relationships between smart agriculture technology companies, mostly with large information technology companies (e.g., Huawei and Alibaba), research institutes, and other non-agricultural companies. In the cooperation network, large information technology companies such as Huawei and Alibaba, China Agricultural University, Chinese Academy of Sciences, and Chinese Academy of Agricultural Sciences occupy important positions. However, the overall network density is low, and the cooperation is not tight enough, indicating that the development of smart agriculture technology companies needs to be improved. The findings of the study can provide suggestions for the development of smart agricultural technology companies.

Implicit bias and negative stereotyping in global software development and why it is time to move on!

AbstractPrior research documents how the use of national cultural differences when used as an argument for failed collaboration is problematic and makes information technology (IT) companies blind to the challenges in global software development (GSD). Nevertheless, we still witness how issues in GSD work are kept explained, applied, and predicted through generic descriptions of national cultural behavior. Based on two ethnographic studies conducted within two large Danish IT companies, we extend prior work on implicit bias. The paper presents empirical examples on the widespread practice of using racist and stereotypical rhetoric in GSD, which initially motivated us to look for alternative strategies for analyzing the actual and locally situated collaboration‐related problems within organizations involved in GSD. Our contributions are threefold: (1) We show how the widespread practice of using negative stereotypical rhetoric is weaved into the fabric of GSD engagements; (2) we present the empirical results of attending to implicit bias as an approach to explore and combat pervasive practices that deploy static cultural narratives and stereotypes in GSD; and (3) we propose three areas in GSD that software organizations should investigate to identify and address the implicit biases that potentially challenge or shatter their distributed collaborative work.

Exhaustion while teleworking during COVID-19: a moderated-mediation model of role clarity, self-efficacy, and task interdependence

Research background: The global COVID-19 pandemic created an unprecedented challenge not only for employees? well-being, but also for the nature of their work, as teleworking became the norm for many of them almost overnight. Thus, there is a need to a more fine-grained understanding of the specific job demands experienced while teleworking during COVID-19, and the specific resources that mitigate the detrimental effects of demands and help employees to adopt resilient responses during and beyond COVID-19.
 Purpose of the article: Drawing upon the job demands-resources model, the present study aims at investigating the link between work overload (a job demand) and employee well-being (i.e., burnout), considering role clarity (a job resource) as a mediator, and task interdependence and self-efficacy as two potential boundary conditions.
 Methods: In order to examine the link between work overload, role clarity and emotional exhaustion moderated by task interdependence and self-efficacy, we used survey data from 701 Romanian employees at a large information technology company, who worked from home during COVID-19. We employed regression-based path analysis to examine the hypothesized relations.
 Findings & value added: The results reveal that role clarity partially mediates the relation between work overload and emotional exhaustion while teleworking during COVID-19. Moreover, the results from the moderated mediation analysis show that role clarity, self-efficacy, and task interdependence interact in their effects on emotional exhaustion. This study has important theoretical and managerial implications for employee well-being that go beyond the pandemic. As this study shows, when high levels of workload and task interdependence cannot be avoided, employees? personal (self-efficacy) and job (role clarity) resources might be particularly useful to reduce their exhaustion while teleworking. Based on these results, managers can design better jobs for remote workers and more flexible work arrangements in the future.

How Large Information Technology Companies Use Twitter: Arrangement of Corporate Accounts and Characteristics of Tweets

Twitter is widely used by companies to reach various stakeholders, but how they use this social media platform is still unclear. To investigate how companies use Twitter, this study analyzes the content of the Twitter accounts of four large information technology companies, focusing on the arrangement of different Twitter accounts and on message characteristics (content, message elements, and communication strategies). The results show that companies used architectures of different Twitter accounts to serve various stakeholder groups. The companies’ tweets covered diverse topics within the corporate, marketing, and technical communication domains. The tweets focused more on providing information and promoting action than on facilitating dialogue.

Discretionary HR practices and employee well-being

PurposeThe more HRM systems invest in employees’ work life and career growth beyond legal requirements, the happier employees are. The purpose of this paper is to examine the role of discretionary HR practices in promoting employee well-being as well as mechanisms underlying this effect.Design/methodology/approachThe participants for the study came from retail shops of a large information technology company in Ho Chi Minh City, Vietnam. The data set collected from these participants was analyzed through multilevel structural equation modeling and bootstrapping methods.FindingsThe results of this study provided empirical support for the relationships between discretionary HR practices and the psychological, physical and social dimensions of employee well-being. Job crafting was found to serve as a mediator for these relationships. Abusive supervision played a role in attenuating the effects of discretionary HR practices on the dimensions of employee well-being as well as job crafting.Originality/valueThis inquiry extends the research stream on the HRM-employee well-being relationship by examining the predictive role of discretionary HR practices.

Experience Design Applied to Research

An accurate understanding of users' needs is essential for the development of innovative products. This article presents an exploratory method of user centered research in the context of the design process of technological products, conceived from the demands of a large information technology company. The method is oriented - but not restricted - to the initial stages of the product development process, and uses low-resolution prototypes and simulations of interactions, allowing users to imagine themselves in a future context through fictitious environments and scenarios in the ambit of ideation. The method is effective in identifying the requirements of the experience related to the product’s usage and allows rapid iteration on existing assumptions and greater exploration of design concepts that emerge throughout the investigation.

I can do it, so can you: The role of leader creative self-efficacy in facilitating follower creativity

Creativity scholars have long called for more research on the effects of leader characteristics on employee creativity. Answering this call, this study draws on social cognitive theory to examine the effect of leader creative self-efficacy (CSE) on follower creativity. Using a sample of 544 employees nested under 106 supervisors at a large information technology company in the U.S., we obtained support for the indirect effect of leader CSE on follower creativity via leader encouragement of creativity and follower creative process engagement. In addition, follower leader–member exchange (LMX) strengthened the relationship between leader encouragement of creativity and follower creative process engagement. Thus, in the presence of higher LMX, leader CSE is likely to have a stronger positive impact on employee creativity through leader encouragement of creativity and, subsequently, follower creative process engagement. Our findings contribute to a better understanding of the role of leader attributes in employee creativity.

Governmental Cloud - Part of Cloud Computing

Large IT (Information Technology) companies propose cloud government's (G-Cloud) development model through investment from the private sector, which will facilitate the access of users from public sector to the new generation IT services. Through the G-Cloud private operators that operate governmental cloud infrastructure by adding specific SaaS (Software as a Service) functionalities, proposed model by big companies, supports public institutions in optimizing costs and increased operational efficiency, bringing tangible benefits in relation with citizens and thus with the whole society. These optimizations are achieved by moving the initial investment to the private sector, through type subscription model cost by eliminating dependency on human factors (technical) and by providing a low cost [1]. This paper aims to bring to the attention of specialists, some aspects of Governmental Cloud from the European Union (EU) countries to be understood and implemented in Romania.Keywords: Cloud Computing, Governmental Cloud, Big Data Analytics1 IntroductionGovernment Cloud is a concept already introduced in other European countries such as Great Britain (under the name of G-Cloud), providing quality public services and much more easily accessible to citizens. Large IT companies bring on the Romanian market the technology and the expertise to provide innovative solutions for the public cloud sector.Creating an integrated and unified government cloud market, assumes the emergence of private operators to manage the access to cloud solutions and which operate in an efficient infrastructure of public institutions. Through collaboration, major IT companies intend to facilitate the access and the use of integrated IT solutions at the national level, in cloud, with minimal investment from the state budget [2].2 Cloud in the European Union2.1 A short history of cloud in the EUIn September 2012, the European Commission (EC) adopted a strategy for Unlocking the potential of cloud in Europe [3]. The strategy aims to encourage the use of cloud in all sectors of the EU economy and the group of experts is a key element in this strategy and the Commission's efforts to encourage further development of the unique digital market.The strategy is based on other legislative initiatives, such as EU reform of data protection [4] and the optional European legislation proposal in sales area [5]. Expert Group helps the Commission to examine how to improve the legal framework for cloud contracts for consumers and SME's [6], in order to strengthen the confidence of consumers and SMEs on the usage of cloud contracts.Cloud computing concept describes the procedure for storing data (such as text files, pictures and videos) and the use of software on remote computers accessed by users, through the internet , using any device they want. This method is faster, cheaper, and more flexible and potentially more secured than local IT solutions.Many services such as Tace hook, Spotify and web-based email, use cloud technologies, but the real economic benefits are obtained only when these cloud solutions are widely adopted by companies and public sector organizations.2.2 EC Strategy in cloud domainThe Commission's strategy on cloud includes three key actions, one of these aiming to identify secure and fair contractual terms and conditions for cloud contracts. The existence of standard contractual clauses can contribute to the facilitation of contractual agreements between service providers and cloud consumers or small businesses. These can also facilitate the application of the EU rules data protection, to the extent that respective terms are relevant to the cloud contracts. European Commission's proposals for reforming the data protection, which received an overwhelming majority of votes in the European Parliament [4], will introduce also a framework that will contribute and encourage the development of cloud services. …

What Affects the Performance of Knowledge Workers?

• Purpose. The purpose of this research is to examine pay satisfaction, intrinsic and extrinsic job satisfaction and performance for employees at a large software company.• Design. This paper draws on a case study using a survey, open-ended comments, in a large IT company in Australasia. • Findings. We find that Information Technology (IT) professionals, our knowledge workers, who are satisfied with pay, have higher job satisfaction. We find support for intrinsic job satisfaction as a mediating variable in the pay satisfaction to job performance relationship. Whereas, extrinsic and overall job satisfaction did not have a mediating role. Further, the positive association between pay satisfaction and intrinsic job satisfaction challenges the arguments of the crowding out theory.• Research implications. For knowledge intensive industries such as IT, intrinsic job satisfaction is a powerful driver of individual performance. Pay satisfaction as a lever for improving performance, seems to influence intrinsic satisfaction. This would suggest further research into extrinsic and intrinsic motivation, including examining autonomous motivation along the lines of Gagne and Deci (2005).• Practical implications. Our findings have implications for designers of pay for performance plans used to align highly skilled and motivated IT professionals who are at the coal face in creating value for the business and customers. • Novelty. This paper examines pay satisfaction, job satisfaction and performance for knowledge workers in an IT company, and draws on multiple theoretical perspectives.

Reciprocal Relationships between Leader-Member Exchange (LMX) and Job Satisfaction: A Cross-Lagged Analysis

While previous research has mainly emphasised the importance of leader– member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high-quality supervisor–employee relationships. A full cross-lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N = 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees’ workplace outcomes. Our findings are discussed in terms of positive psychology theory.

EMPOWERING LEADERSHIP AND TEAM CREATIVITY: THE ROLES OF TEAM LEARNING BEHAVIOR, TEAM CREATIVE EFFICACY, AND TEAM TASK COMPLEXITY.

Building on and extending Amabile’s (1983, 1996) componential theory of creativity and Amabile and Pratt’s (2016) dynamic componential theory of creativity, we developed and tested a theoretical model that links empowering leadership with team creativity through the mediating effects of team learning behavior and team creative efficacy. Using three-wave time lagged data from 102 research and development teams across three large information technology companies, we found that empowering leadership positively influenced team creativity through the full mediations of team learning behavior and team creative efficacy. In addition, moderated path analysis indicated that team task complexity strengthened the direct effect of empowering leadership on team learning behavior and team creative efficacy, and its indirect effect on team creativity.

Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement

Synthesizing theories of leadership, empowerment, and creativity, this research built and tested a theoretical model linking empowering leadership with creativity via several intervening variables. Using survey data from professional employees and their supervisors in a large information technology company in China, we found that, as anticipated, empowering leadership positively affected psychological empowerment, which in turn influenced both intrinsic motivation and creative process engagement. These latter two variables then had a positive influence on creativity. Empowerment role identity moderated the link between empowering leadership and psychological empowerment, whereas leader encouragement of creativity moderated the connection between psychological empowerment and creative process engagement.

How effective are professional development activities for R&D engineers?

Despite the many claims by scholars and managers regarding the importance of professional development activities to organizations, few studies have examined the effectiveness of such activities. Using data from 498 engineers of an R&D organization of a large information technology company, we explore the effect of six professional development activities (attending conferences, reading trade publications, conducting stretch assignments, making customer contacts, taking short courses, and taking university courses) on the assessment of the employee's relative contribution to the organization's success. Results reveal that only making customer contacts and attending conferences are positively related to the engineers' relative contributions to the organization's success, while the other activities are not related. Implications of these surprising results are discussed for both academics and practitioners.