The Effects of Process and Outcome Similarity on Users' Evaluations of Decision Aids*

Decision aids (DA) used in online shopping contexts have been shown to improve users' product choices. Given that previous research (e.g., Byrne & Griffitt, 1973 ) has demonstrated the positive effects of perceived similarity on an individual's evaluation of others, this study investigates the effects of users' perceived similarity with a DA on their evaluations of that DA. More specifically, we investigate the effect of users' perceptions of the similarity between their own decision process and that followed by the DA to arrive at a recommendation (decision process similarity), as well as the similarity between the recommendations made by the DA and users' initial choices (outcome similarity), on their evaluations of the DA's usefulness and trustworthiness. The results of this study show that perceived process similarity exerts positive and significant effects on users' perceptions of the DA's usefulness and trustworthiness. However, the effects of perceived outcome similarity on trust are completely mediated by perceived process similarity. It is also observed that the level of the user's domain knowledge moderates the effects of perceived decision process similarity on both perceived usefulness and trustworthiness. These results have implications for DA design. It is important that designers consider the process by which users make decisions for themselves and align the DA's decision process with those of the user's, especially for the novice user. The full mediation of the effect of outcome similarity on trust by process similarity highlights how a similar decision process can mitigate some of the negative effects of outcome dissimilarity.     

An Investigation of Equity as a Determinant of User Information Satisfaction

This paper reviews equity theory and proposes that perceived inequity in the allocation of management information systems (MIS) resources is likely to influence overall user information satisfaction (UIS). Therefore, in addition to currently identified factors such as quality of information products (QIP), user's knowledge and involvement level (KIL), and EDP staff and services (ESS), equity is also likely to be a relevant factor in determining overall UIS. The paper reports on a cross-sectional survey to obtain data for testing the relevance of equity related issues in the MIS context. Responses from 226 users showed a strong correlation (.67, p > .001) between equity and overall UIS. Further, the addition of equity to the previously identified factors that influence overall UIS (i.e., QIP, KIL, and ESS) significantly increased the explained variance (from .48 to .56). The results support the relevance of equity related issues in determining user attitudes. It is recommended that MIS researchers and professionals take into account the likely influence of equity perceptions on user attitudes and behavior, and strive to develop and implement equitable resource allocation mechanisms. Implications of the findings for future research in the areas of MIS, UIS construct, systems implementation, and management of MIS are also discussed.     

A Congruence Construct of User Involvement

The MIS literature has devoted considerable attention to the relationship between user involvement and MIS success; unfortunately, this research has produced conflicting results. Recent research on a discrepancy model of user involvement has provided a framework for reconciling studies showing positive, negative, or no impact of involvement on user satisfaction. In this discrepancy model, individual differences between perceived and desired levels of involvement define three conditional states or frames of reference that govern the relationship between involvement and end-user satisfaction. The discrepancy model indicates that studies of user involvement need to control for individual differences by dividing respondents into three groups corresponding to these conditional states. Building upon the discrepancy concept, this paper presents a congruence construct of user involvement (i.e., a measure of involvement “relative” to an individual's desire to get involved) as an alternative way of modeling this contingency relationship. The reliability and validity of the involvement congruence construct are assessed. Perceived and congruence constructs of involvement are compared as predictors of end-user computing satisfaction. The results suggest that involvement congruence is a better predictor than perceived involvement and may offer theoretical as well as empirical advantages over the use of component measures. Furthermore, the congruence method of modeling the discrepancy effect has research design advantages (i.e., it does not require dividing respondents by frame of reference).     

New job – new ideas: the relationship between tenure and perceived creative climate

Human resource development (HRD) practices are intertwined with organizational creative climate (CC). Understanding the factors that influence CC is important since CC influences not only employees' possibilities to share and develop ideas, but also potentially employees' decision to leave their current organization. This study focuses on how perceptions of CC is related to tenure in organizations by analysing perceived CC in a random sample of unionized Swedish white-collar workers (n = 1303). It finds tenure to be negatively related to perceived CC for the first few years of employment. The level of knowledge required for a position does not moderate this relationship, but more knowledge-intensive work in itself tends to be associated with higher levels of perceived CC. Implications for HRD are discussed.     

A Model of the Antecedents of Perceived Ease of Use: Development and Test*

The Technology Acceptance Model (TAM) has been widely used to predict user acceptance and use based on perceived ease of use and usefulness. However, in order to design effective training interventions to improve user acceptance, it is necessary to better understand the antecedents and determinants of key acceptance constructs. In this research, we focus on understanding the determinants of perceived ease of use. Data from three experiments spanning 108 subjects and six different systems supported our hypothesis that an individual's perception of a particular system's ease of use is anchored to her or his general computer self-efficacy at all times, and objective usability has an impact on ease of use perceptions about a specific system only after direct experience with the system. In addition to being an important research issue in user acceptance research, understanding antecedents of perceived ease of use is also important from a practical standpoint since several systems in which millions of dollars are invested are rejected because of poor user interfaces. Moreover, the actual underlying problem might be low computer self-efficacy of the target user group. In such cases, training interventions aimed at improving computer self-efficacy of users may be more effective than improved interface design for increasing user acceptance.     

Reactions of leaders to 360-degree feedback from subordinates and peers

The current study examined factors related to leaders' reactions to 360-degree feedback. The total sample consisted of 220 supervising managers from a large public utility. We collected data in three waves which involved pretest, performance rating, and posttest surveys (49 leaders had valid data from all three waves of measurement). We hypothesized that overall ratings, organizational support, and perceived rater ability would be positively related to four reaction criteria (acceptance and perceived usefulness of subordinate feedback and peer feedback). Results showed that overall ratings were related to acceptance of peer and subordinate feedback, but were less consistently related to perceptions of feedback usefulness. For perceived usefulness of subordinate feedback, organizational support accounted for unique variance beyond overall ratings, and perceived rater ability was marginally significant. None of the predictions for perceived usefulness of peer feedback were significant. The authors discuss limitations, implications, and suggestions for future research.     

Organizational climate and burnout in a New Zealand social service agency

A two-phase study was conducted on the relationship between organizational climate variables and burnout among personnel in a multifunction community service agency. Initial interviews with a small pilot sample identified major sources of stress, which were then incorporated into a second-phase questionnaire to all staff. Multiple regression analyses illustrated that perceived interactions between head office administrators and sections of the agency contributed significantly to emotional exhaustion, whereas perceptions of within-section interactions and involvement in decision-making had a positive impact on personal accomplishment. Perceived communication levels, however, were negatively related to personal accomplishment. The findings suggest the importance of organizational variables and highlight strategies for burnout reduction and effective stress management in human service organizations.     

Perceptions of leader charisma and effectiveness: The effects of vision content,delivery, and organizational performance

This study examined the effects of vision content, delivery and organizational performance on perceptions of leader charisma and effectiveness. Subjects included 304 undergraduates who were presented videotaped speeches by a bogus CEO of a software company. A 2 × 2 × 2 design was employed in which message content (visionary/non-visionary), delivery (strong/weak), and organizational performance (high/low) were manipulated. A modified, 7-item version of Meindl and Ehrlich's (1988) Romance of Leadership Scale (RLS-D) served as a covariate. A MANCOVA analysis indicated significant effects of delivery, content, and organizational performance on both perceived leader charisma and effectiveness. The RLS-D was unrelated to either dependent variable as a covariate. The results suggest that strength of delivery is an especially important determinant of perceptions' of leader charisma and effectiveness. Although speech content and organizational performance cues likewise accounted for variance in these perceptions, their effects were at times offset by those of delivery.     

User involvement during information systems development: a comparison of analyst and user perceptions of system acceptance

A sample of 150 users and analysts from multiple organizations and many system projects provided field questionnaire data to test hypotheses about the differences in their perceptions of user involvement (UI) and system acceptance. The Franz and Robey [Franz, C.R., Robey, D., 1986. Organizational context, user involvement, and the usefulness of information systems. Decision Sciences, Vol. 17, No. 3, pp. 329–356.] instrument was used for data collection and factor analyzed, resulting in more focused and specific measures. Analysis of the data showed that users and analysts did not agree on the user's involvement nor did they agree on their perceptions of the acceptability of the system to the user. Relationships of self-ratings of UI with system usage and system acceptance by the user demonstrated high correlations, which were attributed to the narrow focus of the UI and system acceptance measures rather than the original more global measure. Analyst perceptions of UI showed no correlation with a user's perceptions of system acceptance.     

Leader–member exchange,feelings of energy,and involvement in creative work

This study examined how leaders create the impetus for creativity at work. One hundred ninety-three employees occupying a variety of jobs in Israeli organizations completed surveys at two points in time to assess their perceptions of the quality of their relationship with their leader (LMX), their level of energy, and their creative work involvement. SEM and regression analyses showed that LMX was positively related to employees' feelings of energy, which in turn were related to a high level of involvement in creative work. Factors that leaders should take into consideration in promoting followers' creative behaviors are discussed.     

Toward an Understanding of the Behavioral Intention to Use an Information System

Organizational investment in information systems is often large and risky given the variety of information requirements placed on systems today. To make more informed decisions and to meet the challenge of developing systems that satisfy these demands, system developers need to achieve a better understanding of factors that ultimately lead to system usage. To enhance this understanding, we posit a holistic framework to examine several constructs suggested in the literature that lead to the behavioral intention to use an information system. Our framework includes situational involvement, intrinsic involvement, argument for change, perceived usefulness, ease of use, prior usage, and attitude constructs. We extend the Davis, Bagozzi, and Warshaw Technology Acceptance Model (TAM), which is founded on the Theory of Reasoned Action. A diverse sample from industry is used to test our model. Structural equation modeling is used to examine the entire pattern of intercorrelations among the constructs and to test related propositions. A hierarchical structure is used to compare the explanatory ability of TAM with our extension. Our model explains a large portion of the covariance among the constructs that lead to a user's behavioral intention to use an information system and compares favorably with TAM. The results indicate that (1) the direct effect of situational involvement on behavioral intention as well as attitude is significant in the negative direction, (2) attitude seems to play a mediating role, and (3) intrinsic involvement plays a significant role in shaping perceptions. Finally, we conclude that the user involvement construct needs to be separated into its psychological as well as its participative components for developers to understand its impact on the systems development process.     

Training and organizational commitment among nurses following industry and organizational change in New Zealand and the United States

This survey study examines the relationship between employee attitudes related to training and organizational commitment among a sample of nurses in New Zealand and the United States. The magnitude of recent restructuring to New Zealand's public health system allows for an examination of employee attitudes towards training and organizational commitment in comparison to nurses from similar sized hospitals in the United States. Results show that perceived access to training, supervisory support for training, motivation to learn from training and perceived benefits of training were positively related to the affective and normative components of organizational commitment. Several significant differences were found on both training and organizational commitment variables between New Zealand and the United States. The findings are discussed in terms of their theoretical and practical application to human resource development (HRD) outcomes and the management of HRD in health care settings.     

Concepts,Theory, and Techniques: FACTORS AFFECTING THE PERCEIVED UTILIZATION OF COMPUTER-BASED DECISION SUPPORT SYSTEMS IN THE OIL INDUSTRY

This study investigates factors that may affect the use of decision support systems. The independent variables investigated included: characteristics of the decision makers such as age, educational level, experience, and cognitive style; characteristics of the decision support system such as response time, accuracy, timeliness, relevancy of output, format, and the distance traveled to interact with the system; and characteristics of the implementation process such as user involvement, user training, and top management support. The study included 8 systems and 64 subjects from the oil industry. The results indicated that the most important variables affecting decision support system usage were accuracy of output, user training, relevancy of output, and the decision maker's experience. Subject Areas: Decision Support Systems, Information Management, and Organizational Behavior.     

Organizational climate and burnout in a New Zealand social service agency

Abstract

A two-phase study was conducted on the relationship between organizational climate variables and burnout among personnel in a multifunction community service agency. Initial interviews with a small pilot sample identified major sources of stress, which were then incorporated into a second-phase questionnaire to all staff. Multiple regression analyses illustrated that perceived interactions between head office administrators and sections of the agency contributed significantly to emotional exhaustion, whereas perceptions of within-section interactions and involvement in decision-making had a positive impact on personal accomplishment. Perceived communication levels, however, were negatively related to personal accomplishment. The findings suggest the importance of organizational variables and highlight strategies for burnout reduction and effective stress management in human service organizations.     

Leader diffuse status and leadership outcomes: Towards an integrative framework

This review seeks to enrich our understanding of how a leader's status influences leadership outcomes such as motivation to lead, leader emergence and perceived leader effectiveness. The focus is on the leader's diffuse status, that is, status derived from demographic (e.g., gender and race) and physical (e.g., height and body shape) characteristics. Drawing insights from empirical findings and their theoretical underpinnings, we (1) highlight the need to explicitly model the leader's diffuse status as a mediator in the relationship between leader demographic and physical characteristics and leadership outcomes, (2) differentiate the effects of the leader's diffuse status as perceived by others (interpersonal level) and the leader's diffuse status as perceived by the leader (intrapersonal level) and (3) synthesize a wide range of contextual factors that influence the degree to which the leader's demographic and physical characteristics affect leadership outcomes through the leader's diffuse status. Moreover, we explain how other status types, such as status derived from the leader's position in the organizational hierarchy and status related to task-relevant leader characteristics, can moderate the effects of the leader's diffuse status. Finally, we discuss the utility of our proposed integrative framework for researchers and practitioners and outline promising future research opportunities.     

Design of a strategic planning management information system

Information systems that are to support strategic planning must be developed on bases that reflect the unique nature of strategic organizational decisions. This paper presents a systems design methodology which implements five basic criteria for the design of a strategic planning Management Information System (MIS). The methodology uses discriminant analyses of the perceived importance to managers of various categories of strategic information to delineate the most significant information requirements of various managerial groups. These results are augmented with similar analyses based on the personal characteristics of the potential system users in order to implement a design criterion related to the integrated nature of a planning MIS and a ‘teaching’ objective which is posited to be valid and feasible for such a system.     

Predictors of Parental Risk Perceptions: The Case of Child Pedestrian Injuries in School Context

The objective of this article is to explore the factors that influence parental risk perceptions of child pedestrian injuries in the elementary school context. Parents (n= 193) from six different schools responded to a questionnaire on road safety, including a measure of their risk perception. Results of bivariate analyses show that eight variables are significantly related to risk perception. Environmental variables, as we measure them, were not significant, contrary to our initial hypotheses. Only three variables, parent's gender, perceived primary source of danger, and sense of control remained significant in OLS regression analyses (adjusted R² of 0.16, F= 9.27; p= 0.00). Since parents’ perceptions of road risks are an important factor in their road safety practices and in their choice of transportation mode used for their child's journey to school, our analysis elucidates factors underlying these choices. Our results can help decisionmakers to design traffic injury prevention measures and to promote physical activity through the use of active modes of transport.     

Organizational and supervisory justice effects on experienced threat during change: The moderating role of leader in-group representativeness

We explore the complex interplay between organizational justice and supervisory justice when predicting group members' threat perceptions in a context of organizational change. Based on the assumptions of relational models of procedural justice and prior research done in the multifoci justice framework, we hypothesize that the extent to which a supervisor is seen to embody and represent key in-group attributes will moderate the interaction between the supervisor's own interactional justice and the overall organizational procedural justice. Specifically, organizational justice is expected to decrease employees' feelings of threat particularly when the supervisor treats group members fairly and is perceived to be in-group representative rather than non-representative. We found support for this hypothesis across two studies, a cross-sectional survey and a scenario experiment. The findings confirm the particularly powerful role that an in-group representative leader's interactional fairness has in managing group members' responses to fundamental organizational processes. The implications for further research and practice are discussed.     

Behavioural aspects of marketing information systems

A survey of 84 users of marketing information systems in 33 companies was conducted to determine the relationship between usage of their systems and (i) attitude factors, (ii) perceived organizational factors, (iii) personality dimensions. Principal components analysis was used to derive underlying attitude and organizational factors as measured by responses to a series of statements derived from exploratory research. Personality was measured by means of the Eysenck Personality Inventory. Usage of the system was measured by seven usage variables constructed to capture the various dimensions of usage identified at the exploratory stage of the research. A series of multiple regressions were used to relate the criterion variables (usage dimensions) to each of the predictor variables (attitude factors, perceived organizational factors, and personality). A number of attitude factors, and perceived organizational factors was found to be significantly related to usage. In the main, personality was not related to usage. The results support earlier research in the USA which indicate association between attitudes and usage, and point to the importance of researching organizational aspects which may affect usage. A number of specific features of marketing information systems design is supported by the results of this study. The paper, therefore, provides an analysis of a wider number of factors which may be related to use than earlier studies, provides statistical support for a number of design issues, relates American findings to British experience and is based upon a larger and more comprehensive sample than previous research.     

Group Support Systems,Power, and Influence in an Organization: A Field Study

Emerging group technologies are attracting attention from researchers and practitioners for the benefits they potentially offer in terms of communications, productivity, and decision-making capabilities within an organization. To date, research in this area has focused on process or outcome variables, substantively ignoring organizational context issues. This paper reports on a field study that investigated users' perceptions of the impact of group support systems on power and influence within the organization. The study was conducted within a division of a major U.S. software company specializing in the development of business software tools for desktop PCs. Fifteen purposively selected managers and nonmanagers, spanning diverse functional areas, were extensively interviewed for this study. Evidence gathered suggested that group support systems are perceived to exert an equalizing force on power and influence by (1) increasing participation in the decision-making process, (2) improving access to information, (3) improving access to persons, (4) reducing the “power distance” to key individuals, and (5) providing increased opportunities to influence the opinions of others. These results provide a basis for future studies that will attempt to clarify the relationships between organizational context and group technology usage.