Information Technology Organizations Research Articles

Exploring idiosyncratic deal arrangements in a technology-based organisation

Orientation: This research examines the dynamics of South Africa’s technology sector, focussing on how technology professionals navigate idiosyncratic deal (i-deal) arrangements.Research purpose: The purpose of the study is to explore the nature of i-deals, the factors contributing to successful negotiations and the consequences of these negotiations on employee experiences and organisational relationships.Motivation for the study: Research on i-deals in the South African context is limited. This study seeks to address this gap by offering insights into how i-deals are negotiated and their effects on workplace outcomes.Research approach/design and method: A qualitative design was employed, using a convenience sample of 12 mid-to-senior level employees from a large information communication and technology organisation in Johannesburg. Semi-structured interviews were conducted, and thematic analysis was used to identify key themes and patterns in the data.Main findings: The study found that successful i-deal negotiations enhance job satisfaction and employee morale, while unsuccessful negotiations can lead to decreased motivation and strained relationships. Factors such as organisational culture, communication and trust were crucial in determining the success of i-deal negotiations.Practical/managerial implications: Human resource (HR) professionals should facilitate structured and transparent i-deal negotiation processes, provide training for managers and employees, and regularly monitor the impact of i-deals to ensure they benefit both the organisation and its employees.Contribution/value-add: This study contributes to the limited literature on i-deals in the South African context, offering practical insights for HR professionals to enhance employee retention and satisfaction through effective i-deal negotiations.

The impact of innovative work behavior on information technology organizations’ performance appraisal: Mediating role of impression management strategies: Evidence from kingdom of Saudi Arabia

The impact of innovative work behavior on information technology organizations’ performance appraisal: Mediating role of impression management strategies: Evidence from kingdom of Saudi Arabia

DETERMINANTS AND BENEFITS OF KNOWLEDGE MANAGEMENT: CASE OF THE DRGB SONATRACH TRC

Knowledge management has become essential for organizations seeking a sustainable competitive advantage. However, its success depends on several prerequisites. This article aims to provide an overview of knowledge management applied within an Algerian company, the Regional Directorate of Bejaia, for transporting hydrocarbons by pipelines, "DRGB SONATRACH TRC." To this end, we employed two research instruments: an interview guide for a hierarchical manager and a questionnaire addressed to employees. Our final sample consists of 51 employees from various professional categories. SPSS version 23 was used for the analysis of the collected data, and the non-parametric Spearman's rho correlation test was utilized to verify the research hypotheses. Our findings indicate that knowledge management in the studied enterprise manifests through the combination of five subprocesses: creation, acquisition, application, sharing, and storage of knowledge. These processes are influenced, to varying degrees, by the following determinants: organizational culture, leadership, information technologies, and strategy. Our study also highlighted the benefits of knowledge management, such as increased market share, improved quality of products and services offered, and enhanced company image and productivity. In light of these results, we recommend the formalization of knowledge management practices and their integration into the company’s strategy, the promotion of a flexible compensation system that includes rewards for innovative ideas and solutions, as well as the relaxation of bureaucratic procedures to encourage individual initiatives and creativity. This study enriches the existing literature, which tends to analyze the knowledge management process in a fragmented manner, by proposing a focus on concrete mechanisms applicable in practice. Its practical contribution is reflected in the identification of strengths to leverage and obstacles to overcome.

Digital transformation of primary health care in Moscow

The modern appearance of the Moscow digital clinic was mainly set in 2011 in the context of complex changes in the city management system, which subsequently took the form of the Moscow city development concept “Smart City – 2030”. The initial goals for changing primary health care included providing Muscovites with access to information and communication technologies in medical organizations, eliminating fragmentation and duplication of functions, and ensuring compatibility of data used in various information systems. Aim. To identify and describe step-by-step changes in the organization of primary health care in Moscow, related to the introduction of digital technologies and aimed at improving the organizational forms and methods of operation of public medical institutions in the capital, improving the access of the urban population to timely and high-quality medical care. Materials and methods. An analysis of regulatory legal acts and scientific literature was carried out in the “manual search” mode for the period 2011–2024. Results. Informatization of key processes in primary healthcare in the capital has reduced the waiting time for patients to receive an appointment. The number of people waiting 4 days or more to see a therapist has dropped to 2 %. An AIDS based on artificial intelligence was introduced into the practice of primary care doctors, available in all adult clinics in Moscow. Telemedicine services were provided for patients with COVID-19, which were subsequently expanded to other categories of patients. Conclusion. A review of data related to the digitalization of healthcare shows that changes in the work of clinics of the Moscow public health system are best practices that correspond to the practices of leading foreign countries, partly surpassing them in the systematicity of urban management issues.

THE IMPACT OF EMPLOYMENT CLASSIFICATION ON ORGANISATIONAL COMMITMENT: A COMPARATIVE ANALYSIS OF PERMANENT AND OUTSOURCED SOFTWARE ENGINEERS USING MEYER AND ALLEN’S THREE-COMPONENT MODEL

The study examines the impact of permanent employment versus outsourcing on organisational commitment, focusing on three key dimensions: affective, continuance, and normative commitment. The research utilises descriptive statistics and an independent samples t-test to analyse data from 200 employees (100 permanent, 100 outsourced) in a multinational information technology organisation. The results reveal significant differences in commitment levels between permanent and outsourced employees, with permanent employees demonstrating higher levels across all three dimensions. For affective commitment, permanent employees reported a mean score of 4.70, significantly higher than the 2.40 reported by outsourced employees. Similarly, permanent employees exhibited more significant continuance commitment (3.75) and normative commitment (4.59) compared to outsourced employees (2.95 and 2.72, respectively). Low standard errors, high t-values, and significant p-values in hypothesis testing confirm these differences. The effect size analysis further highlights the magnitude of these differences, with Cohen’s d values of 8.356 for affective commitment, 3.652 for continuance commitment, and 9.067 for normative commitment, indicating significant and moderate effects across all dimensions. These findings suggest that permanent employment fosters stronger emotional attachment, a greater sense of obligation, and higher perceived costs of leaving the organisation. In contrast, outsourced employment is associated with lower levels of commitment. The study contributes to understanding how employment type influences employee engagement and loyalty, offering insights for organisational policies to improve retention and foster stronger connections with employees.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0895/a.php" alt="Hit counter" /></p>

Direct and indirect effects of authentic leadership and gender on occupational well-being: mediating role of perceived barriers to career advancement

PurposeDue to dynamic work contexts, mid-level managers struggle to advance their careers in contemporary organisations. Literature has consistently showcased that leadership style and gender significantly impact subordinates’ career and work-related outcomes. This study investigates the relationship between authentic leadership, gender, perceived career barriers and occupational well-being.Design/methodology/approachUsing self-report questionnaires, we collected data from 198 mid-level managers employed in the information technology (IT) sector in Delhi-NCR. We tested two mediation models simultaneously, investigating the mediation of perceived career barriers on occupational well-being. Authentic leadership and gender were the predictors of the first and second models, respectively.FindingsAuthentic leadership was positively associated with occupational well-being but negatively with perceived career barriers. Perceived career barriers partially mediated the link between authentic leadership and occupational well-being. Gender had a significant impact on perceived career barriers. Finally, perceived career barriers fully mediated the association between gender and occupational well-being.Research limitations/implicationsThe study showed that perceived career barriers were predicted by authentic leadership perception. In the face of career-related obstacles, managers with authentic leaders tend to have better well-being at the workplace. Further, perceived career barriers are essential in the relationship between gender and occupational well-being. However, the context of India’s IT sector is unique; therefore, caution must be practised when generalising.Practical implicationsOrganisations must promote authentic leadership at the upper echelons. Such a leadership style helps reduce the hurdles for managers and improves their well-being. Furthermore, addressing gender-specific career barriers, such as lack of cultural fit, is the key to enhancing female managers’ well-being.Originality/valueWe turned towards positive psychology and utilised the construct of authentic leadership to address the issues of career barriers and diversity in IT organisations.

Impact of human resource practice on work engagement and turnover intention in information technology companies

Orientation: The information technology (IT) sector, a global economic driver, faces high employee turnover because of low work engagement. This study examines the relationship between human resource management (HRM) practices and their impact on work engagement and turnover intention (TI) in IT companies.Research purpose: The primary purpose of this research article is to investigate how HRM practices influence employee work engagement and TI in the IT sector.Motivation for the study: This study is motivated by the need to address this critical issue by exploring the role of HRM practices in shaping employee engagement and TI.Research approach/design and method: The research data came from 10 IT organisations in Pune IT parks. Non-probability convenience sampling was used to collect data. Data were analysed using Structural Equation Modelling (SEM), Statistical Package for Social Science (SPSS) and Moment Structure Analysis to evaluate the hypotheses.Main findings: The study found that HRM practices such as effective communication (EC), training satisfaction (TS), performance appraisal satisfaction (PAS), pay satisfaction (PS) and opportunities for development (OFD) positively influence work engagement among IT employees. Addressing these HRM practices can enhance employee retention and engagement in the IT sector.Practical/managerial implications: Implementing these strategies can lead to a more committed and productive workforce, improving overall organisational performance and retention.Contribution/value-add: This research offers actionable recommendations for IT companies to improve employee retention and engagement, filling a gap in existing literature by focussing exclusively on the unique challenges and dynamics of the IT industry.

DevSecOps practices and tools

Nowadays, software development happens at a fast pace. At the same time, Information Technology organizations face higher demands and competition while struggling with external threats such as cyberattacks. Therefore, many organizations adopt DevOps as a working culture to improve their Software Development Lifecycle (SDL). However, the success of DevOps adoption remains inconsistent, and recently, IEEE introduced a DevOps standard that might help improve DevOps adoption. The standard mentions DevSecOps as the security aspect of DevOps, adding security practices to the SDL from inception, but what are these practices or capabilities? Which tools can be used to implement these practices? Therefore, a Multivocal Literature Review was performed to identify DevSecOps practices and their definitions, and which tools can be used to implement them.

Digital Governance and Electronic Waste Management at Federal University of Mato Grosso do Sul – Brazil

The Federal University of Mato Grosso do Sul (UFMS) has the Information and Communication Technology Master Plan (PDTIC) to guide and monitor the performance of the Information Technology (IT) area within the institution. The IT area at UFMS has the Digital Governance Committee (CGD), responsible for drafting the Information Security Policy (PSI); the Information and Communication Technology Procurement Plan (PCTIC); the Open Data Plan (PDA); and the University's PDTIC. In addition to the Information and Communication Technology Agency (AGETIC), which is responsible for coordinating, guiding, supervising, executing, and controlling the organization's IT activities. This work aims to demonstrate that sustainability is part of both Digital Governance and the curriculum of UFMS students, focusing on the management of Waste from Electrical and Electronic Equipment (WEEE) within the University. The UFMS Solid Waste and Health Services Management Plan (PGRS/PGRSS) outlines guidelines for the management of these materials, and annually, since 2017, the Faculty of Computing (FACOM) at UFMS organizes the Electronic Waste Collection Week, a project aimed at raising awareness among the academic community about disposal, reuse, and recycling, helping to conserve the environment. This action assists in the education of these students by making them protagonists in this initiative. In each edition hundreds of electronic devices have been reused by students and community, serving as an example of socio-environmental impact action. The methodology employed by UFMS to organize and advance electronic waste management efforts involved the establishment of digital governance regulations, along with sustainability management and governance practices, in order to structure and promote electronic waste management actions at UFMS.

Exploring the impact of corporate entrepreneurship on organizational performance in the ICT companies of Jordan: The moderating role of gender-diverse leadership

This study focuses on addressing challenges faced by Jordanian Information and Communication Technology (ICT) organizations, aiming to explore solutions for sector sustainability amid troubling economic conditions. Specifically, it investigates the impacts of Corporate Entrepreneurship (CE) and Top Management Team Gender Diversity (TMTGD) on the performance of these organizations. Furthermore, it also examines the moderating role of TMTGD within this context. To achieve these objectives, the study collects data from 300 employees considered part of the top management teams within Jordan's ICT sector. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM), the study estimated both measurement and structural models to thoroughly examine the data and proposed relationships. The findings indicate that CE and TMTGD have positive and statistically significant effects on organizational performance. However, the study also uncovers a nuanced pattern of interaction between these variables. Explicitly, it suggests that the presence of gender diversity within top management teams may attenuate the otherwise positive impact of CE on organizational performance. Hence, this research suggests that ICT companies should actively cultivate a corporate entrepreneurship culture to elevate their organizational performance. Furthermore, policymakers and leaders are encouraged to initiate training and educational programs addressing gender dynamics and biases with the goal of fostering a more inclusive and equitable workplace.

Development and validation of an instrument to evaluate the perspective of using the electronic health record in a hospital setting

BackgroundEvaluating healthcare information systems, such as the Electronic Health Records (EHR), is both challenging and essential, especially in resource-limited countries. This study aims to psychometrically develop and validate an instrument (questionnaire) to assess the factors influencing the successful adoption of the EHR system by healthcare professionals in Moroccan university hospitals.MethodsThe questionnaire validation process occurred in two main stages. Initially, data collected from a pilot sample of 164 participants underwent analysis using exploratory factor analysis (EFA) to evaluate the validity and reliability of the retained factor structure. Subsequently, the validity of the overall measurement model was confirmed using confirmatory factor analysis (CFA) in a sample of 368 healthcare professionals.ResultsThe structure of the modified HOT-fit model, comprising seven constructs (System Quality, Information Quality, Information technology Service Quality, User Satisfaction, Organization, Environment, and Clinical Performance), was confirmed through confirmatory factor analysis. Absolute, incremental, and parsimonious fit indices all indicated an appropriate level of acceptability, affirming the robustness of the measurement model. Additionally, the instrument demonstrated adequate reliability and convergent validity, with composite reliability values ranging from 0.75 to 0.89 and average variance extracted (AVE) values ranging from 0.51 to 0.63. Furthermore, the square roots of AVE values exceeded the correlations between different pairs of constructs, and the heterotrait-monotrait ratio of correlations (HTMT) was below 0.85, confirming suitable discriminant validity.ConclusionsThe resulting instrument, due to its rigorous development and validation process, can serve as a reliable and valid tool for assessing the success of information technologies in similar contexts.

Construction of collective self-determination in development-oriented group discussions

PurposeThe purpose of this study is to explore the construction of collective self-determination in development-oriented group discussions. This paper provides empirical understanding of how collective self-determination is constructed in social interaction using certain communication styles.Design/methodology/approachThe qualitative data were based on four development-oriented group discussions (totaling 180 min) of supervisors from Finnish central hospital and information and communication technology organization. Participants from hospitals worked as head nurses, while those from information technology organizations worked as leaders and project managers. The data were analysed through interaction and content analyses.FindingsBased on the findings, collective self-determination is constructed in social interaction through speech sections in which individuals’ different speech acts facilitate basic psychological needs of autonomy, competence and relatedness. In collective self-determination, the individual and the collective are emphasized at the same time, meaning that collective self-determination cannot occur without individual-level self-determination.Practical implicationsOrganizations and teams should focus on finding suitable ways to implement collective self-determination and consider the importance of social interaction and certain communication styles. Moreover, employees should be offered enough resources and support to be able to work in collectively self-determined manner.Originality/valueThe study offered an approach to understand self-determination and its construction in group discussions aiming at collective learning. Collective self-determination emphasizes the group and its ability to be autonomous, responsible and capable to learn and to orient toward common goals and tasks. As such, it extends the previous understanding of self-determination as collective-level phenomenon. More research is needed in the context of working life.

Second Version on A Centralized Approach to Reducing Burnouts in the IT industry Using Work Pattern Monitoring Using Artificial Intelligence Using MongoDB Atlas and Python

Industry burnout is interlinked with cultural, individual, physical, or emotional exhaustion, and social factors, the resolution of which requires the technology-driven trends in the workplace and the technologies such as work pattern monitoring and Artificial Intelligence that can deal with large amounts of data. Industries face a gigantic problem i.e., employee burnout which can charge a firm loss in numerous hours and thousands of dollars every year. The more advanced companies use work pattern monitoring using Artificial Intelligence to make their employees work more professionally. In this research my attempts to understand the development and leadership, on the effects of work pattern monitoring using Artificial Intelligence technology on information technology organizations (Sasibhushan Rao Chanthati, 2022). In this updated second version, the data of the employees will be stored on a cloud server with governance & compliances. The study discussed the development of methods which are configured as two different system interfaces, which are of minimum valuable product (MVP) and the results obtained from the two approaches. The system will provide work pattern monitoring via the ‘Real-Time Database – MongoDB Atlas’ which will synchronize the employee burnout data to improve the employee experience. This research also illustrates the advantages and disadvantages of the proposed solutions. “Burnout Detection Mechanism” that will help Industry management and Human Resource Management to manage the emotional state of the employees, understanding their real state. The study conducted a self-survey, and the outputs of the surveys are explained in this paper. The sample data we are using is mainly focused on information technology employment perception.

The Influence of Organizational Communication, Information Technology and Motivation on Employee Performance: Job Satisfaction as an Intervening Variable

An organization can manage human resources that have performance in accordance with the goals of the organization, Low employee performance affects the image of the organization. The data analysis method uses a probability test of all population elements with a sample of 100 individuals. The study uses Structural Equation Modeling (SEM) and uses SmartPLS. For hypothesis testing, the Path Coefficient is used which aims to measure the direct effect, while the Indirect Effect is used to assess the indirect effect. Based on the results of the study, it explains that organizational communication does not affect employee performance, organizational communication does not affect job satisfaction, information technology does not affect employee performance, information technology does not affect job satisfaction, motivation affects Employee Performance, motivation affects job satisfaction, job satisfaction affects employee performance, job satisfaction does not mediate organizational communication on employee performance, job satisfaction does not mediate information technology on employee performance and job satisfaction is able to mediate motivation on employee performance at the Solok City Health Office.

Information technology and business strategic alignment in small and medium organizations: an exploratory study in Mexico

PurposeThis qualitative study aims to fill gaps in a widely studied and relevant organizational feature: the alignment between information technologies and business strategies.Design/methodology/approachThis research is a qualitative study. The authors used focus groups, content analysis and semantic networks as research approaches to identify the main factors that prevent or foster such alignment.FindingsResults reveal a leading role of innovation, organizational culture, access to information and financial factors that could promote or inhibit alignment and competitiveness.Originality/valueThis research was conducted only in small and medium organizations in Mexico, which represents about 52% of the Mexican Gross Domestic Product (for Mexico as one of the leading trade partners of the USA).

TechMark: a framework for the development, engagement, and motivation of software teams in IT organizations based on gamification.

In today's fast-moving world of information technology (IT), software professionals are crucial for a company's success. However, they frequently experience low motivation as a result of competitive pressures, unclear incentives, and communication gaps. This underscores the critical need to handle these internal marketing challenges such as employee motivation, development, and engagement in IT organizations. Internal marketing practices aiming at attracting, engaging, and inspiring employees to use excellent services have become increasingly important. Internal marketing is attracting, engaging, and motivating employees as internal customers to utilize their quality services. Gamification has emerged as a significant trend over recent years. Despite the expanding use of gamification in the workplace, there is still a lack of focus on internal marketing tactics that incorporate gamification approaches. Thus, addressing the challenges related to employee motivation, development, and engagement is crucial. Therefore, as a principal contribution, this research presents a comprehensive framework designed to implement gamified solutions for software teams of IT organizations. This framework has been tailored to effectively address the challenges posed by internal marketing by optimizing motivation, development, and engagement. Moreover, the framework is applied to design and implement a gamified work portal (GWP) through a systematic process, including the design of low-fidelity and high-fidelity prototypes. Additionally, the GWP is validated through a quasi-experiment involving IT professionals from different IT organizations to authenticate the effectiveness of framework. Finally, the outclass results obtained by the gamification-based GWP highlight the effectiveness of the proposed gamification approach in enhancing development, motivation, and engagement while fostering ongoing knowledge of the employees.

Examining the relationship between organizational capabilities and business sustainability among start-ups: a dynamic capability view

PurposeStart-ups require a competitive advantage to integrate sustainable practices and develop organizational capabilities to thrive in dynamic business environments. However, implementation of these practices presents several ethical challenges. This study aims to quantify the influence of organizational capabilities (information technology capabilities and organizational virtues) on start-ups' competitive advantage and readiness to implement environmental, social and governance practices.Design/methodology/approachThis study employed a survey design, and data were collected from 320 start-up founders and/or managers in India. The data were analyzed using Smart PLS 4.0.FindingsThe findings suggest that organizational capabilities, including information technology capabilities and organizational virtues, play an important role in enhancing start-ups' competitive advantage and readiness to implement sustainable practices. Dynamic capability mediates these relationships, while entrepreneurial orientation moderates the relationship between organizational virtues and dynamic capability.Practical implicationsThis study has significant implications for organizations implementing sustainable business practices through the development and nurturance of organizational virtues and information technology capabilities. The study is also useful for leaders, managers and entrepreneurs in training and development, managing tradeoffs and maintaining important organizational capabilities to establish a balance between people’s concerns, the environment and profits.Originality/valueFew studies have examined the role of organizational capabilities, sustainable business practices and competitive advantage in the context of start-ups. This study contributes to the literature on sustainable entrepreneurship and organizational capabilities.

Blockchain-Based Model for Incentivized Cyber Threat Intelligence Sharing

Sharing cyber threat intelligence (CTI) can significantly improve the security of information technology (IT) in organizations. However, stakeholders and practitioners are not keen on sharing CTI data due to the risk of exposing their private data and possibly losing value as an organization on the market. We present a model for CTI data sharing that maintains trust and confidentiality and incentivizes the sharing process. The novelty of the proposed model is that it combines two incentive mechanisms: money and reputation. The reputation incentive is important for ensuring trust in the shared CTI data. The monetary incentive is important for motivating the sharing and consumption of CTI data. The incentives are based on a subscription fee and a reward score for activities performed by a user. User activities are considered in the following three fields: producing CTI data, consuming CTI data, and reviewing CTI data. Each instance of user activity is rewarded with a score, and this score generates some value for reputation. An algorithm is proposed for assigning reward scores and for recording the accumulated reputation of the user. This model is implemented on the Hyperledger Fabric blockchain and the Interplanetary File System for storing data off-chain. The implemented prototype demonstrates the feasibility of the proposed model. The provided simulation shows that the selected values and the proposed algorithm used to calculate the reward scores are in accordance with economic laws.

The Integration of Information Technology in the Management and Organization of Nursing Care in a Hospital Environment: A Scoping Review.

The adoption of health technologies is occurring on an unprecedented scale, with enormous potential to improve the health of populations. In this context, information technology (IT) in nursing has emerged with a focus on quality and safety of care for the benefit of the patient. There is insufficient reliable evidence demonstrating how the integration of IT in nursing care influences methodologies for managing and organizing care in terms of structure and care practice, justifying a scoping review that synthesizes the knowledge produced so far. Online databases were used to identify papers published in 2012-2023, from which we selected nine publications that used information technology in the nursing care processes. The participants were hospital nurses and nurse managers. The results show that the integration of IT in healthcare organizations impacts the management and organization of nursing care, and changes in structure, process reorganization, management, training, and the development of nurses' skills. To minimize this impact, the organizational structure must be prepared for a cultural change, with well-defined and communicated policies and procedures, and strong leadership. Within the teams, the importance of process reorganization, continuous training, and skill development emerges, thus enhancing the integration of IT into practice environments in conjunction with care.

Gamification as a panacea to workplace cyberloafing: an application of self-determination and social bonding theories

PurposeGamification has been constantly demonstrated as an effective mechanism for employee engagement. However, little is known about how gamification reduces cyberloafing and the mechanism by which it affects cyberloafing in the workplace. This study draws inspiration from self-determination and social bonding theories to explain how game dynamics, namely, personalised challenges, social interactivity and progression status, enhance tacit knowledge sharing behaviour, which, in turn, reduces cyberloafing. In addition, the study also examines the negative moderating effect of fear of failure on the positive relationship between game dynamics and tacit knowledge sharing.Design/methodology/approachUsing a sample of 250 employees from information technology organisations, the study employed a 3-wave study to examine the conditional indirect effects.FindingsThe results ascertain that tacit knowledge sharing plays a central role in the relationship between gamification and cyberloafing. Further, game dynamics positively influenced tacit knowledge sharing, which in turn reduced cyberloafing. Especially, social interactivity and progression status greatly reduced cyberloafing behaviour when the fear of failure was low.Originality/valueThis study is one of the initial studies that suggest gamification as a progressive tool to reduce workplace cyberloafing behaviours. It utilises a problematisation approach to analyse and criticise the in-house assumptions regarding cyberloafing prevention measures. Further, the study proposes a conceptual model explaining the link between gamification and cyberloafing through alternate assumptions.