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The effect of IS-related human capital and CIOs in top management teams on green IS innovation activities

2023 | International Conference on Information Systems | Citations: 0
Authors: Strehlow, Manfred; Schulz, Colin

Abstract: Climate change and the fast-changing natural environment necessitate firms to a ... Expand

Abstract: Climate change and the fast-changing natural environment necessitate firms to adapt their way of doing business towards environmental sustainability. As information systems (IS) are seen as a potential lever to facilitate this adaptation successfully, this study focuses on the role of ISrelated human capital of top management team (TMT) members in facilitating green IS innovation activities in firms. Using a panel data set of firms listed in the S&P 500 index, this study finds that IS-related education and experience of TMT members are positively associated with green IS innovation activities. In addition, the results show that the presence of a CIO positively moderates the positive association of IS-related experience with green IS innovation activities. Consequently, this study contributes to the IS literature on the intersection of human capital theory from an upper echelon perspective and environmental sustainability. Collapse

Semantic filters: human capital theory

Topics: digital innovation human resource management innovation management Chief Information Officer environmental sustainability

Methods: theory development statistical hypothesis test longitudinal research nonlinear regression analysis instrumental variables estimation

Theories: human capital theory
Multi-organizational Embeddedness: Impacts on Developers’ Turnover and Career Mobility

2022 | Americas Conference on Information Systems | Citations: 0
Authors: Chen, Liwei; Daniel, Sherae; Windeler, Jaime

Abstract: Software development often requires developers to simultaneously engage multipl ... Expand

Abstract: Software development often requires developers to simultaneously engage multiple organizations. Outsourcing or consulting arrangements exemplify such situations. We synthesize job embeddedness theory with human capital theory to understand how a developer's engagement with other organizations influences their relationship with their primary employer, as well as their movement between employers. We test our model with two studies using survey and archival data. We find that being embedded in an OSS community increases turnover from an employer and is associated with increased job mobility. We also discuss the relationship between OSS embeddedness, intellectual capital, social capital and job mobility. KeywordsMulti-organizational embeddedness, human capital, open source software, multi-study design Collapse

Semantic filters: human capital theory

Topics: IT workforce IT career IT personell turnover social capital LinkedIn

Methods: survey archival research mixed method statistical hypothesis test structural equation modeling

Theories: human capital theory
Dissection of AI Job Advertisements: A Text Mining-based Analysis of Employee Skills in the Disciplines Computer Vision and Natural Language Processing
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2022 | HICSS | Citations: 0
Authors: Kortum, Henrik; Rebstadt, Jonas; Thomas, Oliver

Abstract: Human capital is a well discussed topic in information system research. In order ... Expand

Abstract: Human capital is a well discussed topic in information system research. In order for companies to develop and use IT artifacts, they need specialized employees. This is especially the case when complex technologies, such as artificial intelligence, are used. Two major fields of artificial intelligence are computer vision (CV) and natural language processing (NLP). In this paper skills required for CV and NLP specialists are analyzed and compared from a job market perspective. For this purpose, we utilize a text mining-based analysis pipeline to dissect job advertisements for artificial intelligence. In concrete, job advertisements of both sub-disciplines were crawled from a large international online job platform and analyzed using named entity recognition and term vectors. It could be shown that skills required differ between the two job profiles. There is no general requirement profile of an artificial intelligence specialist, and it requires a differentiated consideration. Collapse

Semantic filters: human capital theory

Topics: artificial intelligence soft skill online labor market IT skill Microsoft Azure

Methods: natural language processing term frequency–inverse document frequency named entity recognition computational algorithm

Theories: human capital theory
When to Signal? Contingencies for Career-Motivated Contributions in Online Collaboration Communities
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2022 | Journal of the Association for Information Systems | Citations: 0
Authors: Lee, Jeongsik; Park, Hyunwoo; Zaggl, Michael

Abstract: Online collaboration communities are increasingly taking on new roles beyond kn ... Expand

Abstract: Online collaboration communities are increasingly taking on new roles beyond knowledge creation and exchange, especially the role of a skill-signaling channel for career-motivated community members. This paper examines the contingency effects of job-market conditions for career-motivated knowledge contributions in online collaboration communities. From the data of individual-level activities in a computer programming-related online Q&A community (Stack Overflow), merged with job-market data for software developers, we find robust evidence of a positive association between community members' career motivations and their knowledge contributions. More importantly, we find that this positive relationship is strengthened by job-market conditions: the number of vacancies in the job market, the expected salaries from these jobs, and the transparency in the flow of careerrelated information between the community and external recruiters. We contribute to the motivation literature in online collaboration communities by identifying and substantiating the role of contextual factors in mobilizing members' career motivation. Our study thus offers novel insight into how career motivation can be effectively utilized to motivate contributors in these communities. Our findings also point to a possible paradigm change by characterizing online collaboration communities as emerging institutions for career motivation and skill signaling. Collapse

Semantic filters: human capital theory

Topics: IT career programming language IT job computer supported cooperative work intrinsic motivation

Methods: hierarchical linear modeling robustness check longitudinal research computational algorithm post-hoc analysis

Theories: human capital theory motivation theory contingency theory signaling theory expectancy theory of motivation
The Emerging Liquid IT Workforce: Theorizing Their Personal Competitive Advantage
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2022 | Information Systems Frontiers | Citations: 0
Authors: Marjanovic, Olivera; Murthy, Vijaya

Abstract: In this paper we aim to contribute to a better understanding of an emerging phen ... Expand

Abstract: In this paper we aim to contribute to a better understanding of an emerging phenomenon of ‘liquid workforce’, which according to industry press, is rapidly growing. Our specific focus is on the broad research questions: How do liquid IT workers remain competitive? What are suitable strategies for their management and engagement? Using the research insights from the interviews with independent liquid IT professionals working on the same mission-critical compliance program in a large financial institution, we propose a new conceptual model of their ‘personal competitive advantage’ (PCA). Drawing from the theories of human capital and social capital, we theorize PCA as a complex, mutually enhancing (a triple-helix-like) interplay of three highly-intertwined components of ‘Doing’, ‘Relating’ and ‘Becoming’. Based on the proposed model, we then articulate an initial set of strategies for management and engagement of the liquid workforce. In doing so, we expand and challenge the current IS research on IT workforce that remains focused on its retention and prevention of turnover. Instead, we propose to focus on specific management strategies for building and maintaining social capital within and beyond organizational boundaries. Collapse

Semantic filters: human capital theory

Topics: IT workforce social capital IT career strategic management human resource management

Methods: principal component analysis data transformation qualitative interview theory development theoretical contribution

Theories: human capital theory social capital theory
Living It Up at the Hotel California: Employee Mobility Barriers and Collaborativeness in Firms’ Innovation
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2022 | Organization Science | Citations: 0
Authors: Seo, Eunkwang; Somaya, Deepak

Abstract: Research has long recognized the importance of collaboration for innovation, but ... Expand

Abstract: Research has long recognized the importance of collaboration for innovation, but relatively little is known about the strategic drivers of collaborative innovation in firms. We posit that robust collaboration within firms can increase the interfirm mobility of inventors and increase spillovers of innovative knowledge to competitors by mobile inventors. Therefore, by mitigating these value capture hazards associated with collaboration, barriers to employee mobility may induce firms to increase collaborativeness in innovation. Additionally, consistent with the mechanism underlying this proposition, we hypothesize that firms whose innovation entails more complex knowledge, which is known to impede interfirm knowledge spillovers, will increase collaboration less when employee mobility increases. We test these hypotheses by leveraging quasi-exogenous changes in two legal mobility barriers for inventors across U.S. states and find that higher-mobility barriers are associated with greater inventor collaboration (as observed in patented innovation), and this effect is weaker for firms possessing more complex knowledge. These findings deepen our understanding of the strategic tradeoffs between value creation and value capture entailed in collaborative innovation within firms and of human capital strategies that help to manage these tradeoffs. Collapse

Semantic filters: human capital theory

Topics: innovation management knowledge spillover collaborative innovation research and development human resource management

Methods: regression analysis method qualitative interview difference in differences robustness check longitudinal research

Theories: human capital theory
Investigating the Role of Tenure Diversity in Information System Project Teams: A Multilevel Analysis
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2021 | Communications of the Association for Information Systems | Citations: 0
Authors: Bourdeau, Simon; Barki, Henri; Legoux, Renaud

Abstract: Diversity in information system project (ISP) teams can be a double-edged sword ... Expand

Abstract: Diversity in information system project (ISP) teams can be a double-edged sword. Since many ISP teams bring together different specialists who have different backgrounds, knowledge, and skills, managing their diverse nature represents an important concern in the IS field. However, so far, few studies have examined the influence that project teams' diversity has on IS project outcomes. To better understand this influence, we developed a multilevel research model that examined job tenure and organizational tenure diversity in ISP teams and their influence on team members' satisfaction. We tested our hypotheses via hierarchical linear modeling (HLM) with data that we collected from 200 participants in 41 ISP teams. Our results indicate that job tenure influences the effect that job tenure diversity has on a team member's satisfaction: while team "rookies" were more satisfied in teams that had greater job tenure diversity, team "veterans" were more satisfied when their teams had lower job tenure diversity. Via systematically applying both conceptual and methodological recommendations in combination, we address several limitations in past research and underscore the need to adopt a more nuanced and rigorous approach to examine diversity in project teams. Collapse

Semantic filters: human capital theory

Topics: user satisfaction system development method project management

Methods: survey hierarchical linear modeling statistical hypothesis test descriptive statistic theoretical contribution

Theories: human capital theory organizational behavior theory
Firm-Specific Worker Incentives, Employee Retention, and Wage–Tenure Slopes
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2021 | Organization Science | Citations: 0
Authors: Kryscynski, David

Abstract: Strategy scholars have long studied the strategic implications of firm-specific ... Expand

Abstract: Strategy scholars have long studied the strategic implications of firm-specific human capital but have almost completely ignored their conceptual dual: firm-specific worker incentives. This paper proposes that firm-level incentives can also vary in firm specificity, and accordingly, firm-specific incentives may help to explain advantages independent of the firm specificity of human capital. Results from a proprietary data set, including data from 284 software development firms and matched employee-level compensation data for 8,208 software developers in 99 of those firms, suggest that firms with higher firm specificity in their incentive bundles may have lower dysfunctional employee turnover rates as well as lower wage–tenure slopes. In other words, these firms may lose fewer employees who they would prefer to keep and may be able to do so while still offering lower wage increases over time than their competitors in the labor market. Thus, firm-specific incentives may provide a viable alternative pathway to human capital–based competitive advantages. Collapse

Semantic filters: human capital theory

Topics: human resource management software developer database system competitive advantage missing data

Methods: field study survey cross sectional research hierarchical linear modeling statistical hypothesis test

Theories: human capital theory
Board Predictive Accuracy in Executive Selection Decisions: How Do Initial Board Perceptions of CEO Quality Correspond with Subsequent CEO Career Performance?
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2020 | Organization Science | Citations: 0
Authors: Quigley, Timothy J.; Wowak, Adam J.; Crossland, Craig

Abstract: Research examining board efficacy often focuses on oversight and monitoring, par ... Expand

Abstract: Research examining board efficacy often focuses on oversight and monitoring, particularly as evidenced by the sensitivity of chief executive officer (CEO) compensation to prior firm performance. In this study, we adopt an alternative perspective on CEO compensation—specifically over/underpayment, or the extent to which a CEO’s initial compensation is above or below prevailing market norms—that allows us to assess a board’s efficacy via the accuracy of its initial CEO selection and compensation decisions. We build on and extend human capital theory to argue that boards make initial CEO compensation decisions based a range of manifestations of CEO human capital (that are both observable and unobservable to outsiders) and that initial over/underpayment represents an implicit assessment of underlying CEO quality. Using a sample of 766 CEOs, we relate initial over/underpayment to subsequent CEO career performance. Our results show that this core relationship is positively significant and economically meaningful. Thus, U.S. public company boards, as a group, do tend to be making broadly accurate initial predictions regarding the underlying capabilities of new CEO hires. This relationship is amplified in situations where board assessments of CEO human capital are more unequivocal (greater current versus prospective compensation) and when CEO human capital can be expressed most comprehensively (high managerial discretion). In supplemental analyses we show that these relationships fundamentally changed following the implementation of the Sarbanes–Oxley Act, suggesting that boards may be performing this important aspect of their governance role more effectively in recent times. We also find that our results are not symmetric—rather, they are strongest in situations where initial compensation is midrange or lower; high levels of initial overpayment are not associated with commensurate levels of career performance. Finally, we consider and account for a range of alternative explanations for our central finding. Collapse

Semantic filters: human capital theory

Topics: IT career human resource management Sarbanes–Oxley Act organizational productivity database system

Methods: machine learning descriptive statistic statistical hypothesis test generalized least square regression analysis method

Theories: human capital theory tournament theory
Connected, but Qualified? Social Affiliations, Human Capital, and Service Professional Performance
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2019 | Organization Science | Citations: 21
Authors: Gubler, Timothy

Abstract: While social capital has been found to play an important role in economic transa ... Expand

Abstract: While social capital has been found to play an important role in economic transactions when information is incomplete, it remains unclear how it interacts with human capital in transaction performance. This paper explores the complementarity between social affiliations and human capital in transaction performance, and how affiliations influence the match between qualified professionals and consumers. I argue that human capital is important to professional performance, but that social affiliations lead consumers to increasingly match with lower human capital professionals. Thus, while social and human capital function as complements in transaction performance, social capital can substitute for human capital in the selection process. I test my argument using a novel approach that pairs data from a primary real estate multiple listing service in Utah with hand-collected data on geographically assigned church congregation boundaries. This setting allows me to identify listings for which real estate agents and home sellers share a common church congregation, and to explore the impact of this affiliation, as well as human capital variables, on transaction outcomes. I find that agent performance improves when listing for affiliates, on average, and that gains increase with agent human capital. However, consistent with my theory, I find that sellers are more likely to use inexperienced and underqualified affiliated agents. Human capital deficiencies reduce benefits from social affiliations and lead to inferior transaction outcomes in extreme cases. This suggests a new underexplored dark side to social capital from human capital deficiencies, which is driven by the selection process under incomplete information. Collapse

Semantic filters: human capital theory

Topics: human resource management social capital individual productivity marketing management social norm

Methods: theory development descriptive statistic robustness check qualitative interview experiment

Theories: agency theory human capital theory

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Found 40 articles

The effect of IS-related human capital and CIOs in top management teams on green IS innovation activities

Multi-organizational Embeddedness: Impacts on Developers’ Turnover and Career Mobility

Dissection of AI Job Advertisements: A Text Mining-based Analysis of Employee Skills in the Disciplines Computer Vision and Natural Language Processing

When to Signal? Contingencies for Career-Motivated Contributions in Online Collaboration Communities

The Emerging Liquid IT Workforce: Theorizing Their Personal Competitive Advantage

Living It Up at the Hotel California: Employee Mobility Barriers and Collaborativeness in Firms’ Innovation

Investigating the Role of Tenure Diversity in Information System Project Teams: A Multilevel Analysis

Firm-Specific Worker Incentives, Employee Retention, and Wage–Tenure Slopes

Board Predictive Accuracy in Executive Selection Decisions: How Do Initial Board Perceptions of CEO Quality Correspond with Subsequent CEO Career Performance?

Connected, but Qualified? Social Affiliations, Human Capital, and Service Professional Performance