A framework for developing business intelligence systems: a knowledge perspective

2018 ◽  
Vol 41 (12) ◽  
pp. 1358-1374 ◽  
Author(s):  
Mandana Farzaneh ◽  
Mohammad Taghi Isaai ◽  
Mohammad Reza Arasti ◽  
Gholamhossein Mehralian
Keyword(s):  
Business Intelligence ◽  
Success Probability ◽  
Influential Factors ◽  
Successful Development ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Business Intelligence Systems ◽  
Knowledge Perspective ◽  
Comprehensive Framework

PurposeThe purpose of this research is to propose a framework for developing business intelligence systems (BIS).Design/methodology/approachFollowing a qualitative research method, a comprehensive framework at organizational and individual level, as well as team level, was developed.FindingsThe findings revealed that team-level influential factors play a more significant role in BIS development success. The results also indicate that BIS development relies on suppliers, customers and their relationships, whereas the supplier side has a more significant impact on determining successful development. Drawing on these findings, embedded knowledge, knowledge management process capability and project team members’ interaction were identified at team level on supplier side which significantly influence the success of BIS development.Practical implicationsThis research provides insights into a framework toward successful development of BIS.Originality/valueThe findings of this exploratory study would be useful for planners and managers of BIS development projects to enhance success probability of such projects.

Innovation with IS usage: individual absorptive capacity as a mediator

2014 ◽  
Vol 114 (8) ◽  
pp. 1110-1130 ◽  
Author(s):  
Weiwei Wang ◽  
Luning Liu ◽  
Yuqiang Feng ◽  
Tienan Wang
Keyword(s):  
Absorptive Capacity ◽  
Business Intelligence ◽  
Structural Equation ◽  
Equation Modeling ◽  
Research Model ◽  
Content Type ◽  
Is Implementation ◽  
Business Intelligence Systems ◽  
Investment Returns ◽  
Innovation Model

Purpose – After information systems (IS) implementation, many organizations report that system underutilization causes the failure to meet expected IS investment returns. It is imperative to understand the way to leverage employees’ fullest potential in the IS usage. The paper aims to discuss these issues. Design/methodology/approach – Anchoring on absorptive capacity (ACAP) theory, the authors develop an employee innovation model. Using survey data and structural equation modeling, this research investigates how perceived organizational levers affect innovation with IS usage (INVU) by introducing individual ACAP as a mediator. Findings – The authors find general support for the research model through a survey of 205 employees using SAP business intelligence systems in China. The empirical data shows that three interrelated components of individual ACAP significantly contribute to INVU. The findings also suggest that, both fairness of reward and job autonomy are key organizational levers for the utility of individual ACAP. Furthermore, their effects on INVU can be fully mediated by individual ACAP. Originality/value – The authors empirically unpack and validate individual ACAP in IS innovation situation. The findings provide academics and practitioners with an understanding of how management can inspire employees’ potential in implemented system innovation.

scholarly journals Business intelligence systems and operational capability: an empirical analysis of high-tech sectors

2020 ◽  
Vol 120 (6) ◽  
pp. 1195-1215
Author(s):  
L.M. Daphne Yiu ◽  
Andy C.L. Yeung ◽  
Abe P.L. Jong
Keyword(s):  
Firm Size ◽  
Business Intelligence ◽  
Contextual Factors ◽  
High Tech ◽  
Content Type ◽  
Operational Capability ◽  
Business Intelligence Systems ◽  
Study Methodology ◽  
The Impact ◽  
Practical Implications

PurposeIn this research, we empirically examine the impact of Business Intelligence (BI) systems on operational capability in high-tech sectors. We also seek to understand the contextual factors that facilitate the adoption of BI systems.Design/methodology/approachWe adopt Propensity Score Matching (PSM) and event study methodology, and analyze the financial data for a sample of 144 US firms which adopted BI systems from 2005–2014, and compare them to control firms without BI systems.FindingsWe find that the implementation of BI systems leads to higher operational capability, particularly for large high-tech firms with high technology intensity. We further show that technology intensity and firm size are important contextual factors for firms to reap the benefits of BI systems.Practical implicationsWe demonstrate how benefits from the adoption of BI systems are likely to be strengthened. The benefits of BI systems depend on firms' technology intensity and firm size of high-tech firms. Accessing relevant and timely reports for decision-making is particularly important in the highly dynamic, volatile and competitive high-tech sectors.Originality/valueWe contribute to the literature by providing empirical evidence that the adoption of BI systems can improve firms' operational capability and show that technology intensity and firm size are important contextual factors for firms to reap the benefits of BI systems. We advance the understanding regarding the contextual factors in which firms are more likely to gain additional benefits from their adoptions of BI systems.

Envy climate and group performance in full-service hotels: the roles of intragroup relationship conflict and competitive climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wen Wu ◽  
Dan Ni ◽  
Shaoxue Wu ◽  
Lu Lu ◽  
Xijing Zhang ◽  
...  
Keyword(s):  
Group Performance ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Functional Perspective ◽  
Group Members ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose The extant literature mainly focuses on the antecedents and outcomes of envy at the individual level. Workgroups have become ideal units for research on envy given the ubiquitous teamwork in organizations. This study aims to examine whether, how and when envy climate can influence group performance. Design/methodology/approach The authors analyzed data collected in three waves from a sample of 72 groups with 475 team members in full-service hotels in China. Findings Envy climate was negatively associated with group performance via intragroup relationship conflict. Furthermore, competitive climate moderated the effect of envy climate on intragroup relationship conflict and the indirect effect of envy climate on group performance through intragroup relationship conflict. Practical implications The present research offers organizations valuable insights into how to minimize the climate of envy and competition within a group and relieve the relationship conflict that may damage group performance. Originality/value Drawing on a social functional perspective of emotions, this study enriches the envy research by conceptualizing envy climate as a collective perception and clarifying its effect on group performance. The authors extend the understanding of envy climate by showing how a climate of envy embedded in a group influences group performance and also explain when group members may be more likely to act in a destructive way to respond to such a climate.

Team political skill and team performance

2017 ◽  
Vol 32 (3) ◽  
pp. 239-253 ◽  
Author(s):  
Thorsten Semrau ◽  
Norbert Steigenberger ◽  
Hendrik Wilhelm
Keyword(s):  
Team Performance ◽  
Political Skill ◽  
Professional Background ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Team Commitment ◽  
The Mean ◽  
Team Characteristics ◽  
The Relationship

Purpose The purpose of this paper is to examine the relation between team political skill, i.e., the mean level of political skill among team members, and team performance. Specifically, it proposes that the link between team political skill and team performance is ambiguous and contingent upon a common professional background as well as collective team commitment within the team. Design/methodology/approach Data from 45 service teams with 295 team members and their supervisors were analyzed. Hypotheses were tested using OLS regression. Findings The results show that a common professional background and collective team commitment serve as crucial contingencies for the relationship between team political skill and team performance. Research limitations/implications This study complements previous individual-level research demonstrating a positive relation between political skill and relevant outcomes by highlighting that the link between team political skill and team performance is ambiguous and contingent upon other team characteristics. Practical implications To enhance team performance, managers should carefully consider the interplay between team political skill and other team characteristics when making staffing decisions. Originality/value The study highlights the relation of political skill with team performance and points to a potential downside of political skill in organizations.

Crossover specificity of team‐level work‐family conflict to individual‐level work‐family conflict

2009 ◽  
Vol 24 (3) ◽  
pp. 254-268 ◽  
Author(s):  
I.J. Hetty van Emmerik ◽  
Maria C.W. Peeters
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Content Type ◽  
Team Members ◽  
Family Work ◽  
Individual Level ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

PurposeThis study aims to investigate the crossover specificity of team‐level stressors to individual‐level work‐family conflict.Design/methodology/approachThe paper takes the form of a multilevel analyses with data from 428 employees of a Dutch municipality working in 49 teams.FindingsThe results indicate the expected crossover specificity of different types of work‐family conflicts. After controlling for individual‐level demands there is little evidence that team‐level work demands influence work‐family conflict (WFC) or family‐work conflict (FWC), but team‐level WFC and FWC do influence individual‐level WFC and FWC, respectively.Research limitations/implicationsThe paper distinguishes two types of WFC, but it did not distinguish between strain‐ and time‐based conflicts. Further, it did not pay attention to individual differences (e.g., susceptibility to distress of team members), although such differences may be important moderators of the crossover process.Originality/valueThis study is one of the first that empirically linked team‐level stressors and WFC to individual‐level WFC and that tested crossover specificity. Findings indicated the associations of team‐level WFC and FWC and focal employees' WFC and FWC respectively, thereby underscoring the importance of crossover specificity.

The role of knowledge sharing and LMX to enhance employee creativity in theme park work team

2018 ◽  
Vol 30 (5) ◽  
pp. 2343-2359 ◽  
Author(s):  
Shu-hsien Liao ◽  
Chih-chiang Chen ◽  
Da-chian Hu
Keyword(s):  
Knowledge Sharing ◽  
Theme Park ◽  
Employee Creativity ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Member Exchange ◽  
Multi Level ◽  
Customer Services ◽  
The Individual

Purpose This paper aims to empirically test individual, team and multi-level relationships among knowledge sharing (KS), leader–member exchange (LMX), employee creativity (EC) and team innovation (TI). The study tests how KS affects EC via LMX at lower and multi levels. At a higher level, how creativity affects TI is also tested. Design/methodology/approach Questionnaires were sent to 43 team leaders and 215 team members from the largest theme park in Taiwan, E-DA, who are engaged in offering creative and innovative customer services. Multilevel analysis was conducted based on the questionnaires received. Findings Major findings agree the contention that KS can improve EC via LMX at both employee and multi-level. The results also indicate that KS affects team creativity (TC) at the team level; however, TC and TI do not have a significant positive relationship. Originality/value The study examined how to enhance employees’ creativity from the individual and team levels in a theme park, an area with rare literature. The authors found that LMX is an important mediator between KS and EC. The mediated effect of KS on EC through LMX is higher in a cross level than individual level. In addition, a team’s KS has more effect on EC than the individual level.

scholarly journals Attitudes towards CBT in trainee clinical psychologists

2020 ◽  
Vol 15 (5) ◽  
pp. 275-286
Author(s):  
Laura Jane Hancox ◽  
David M. Gresswell ◽  
Danielle De Boos
Keyword(s):  
Clinical Practice ◽  
Small Sample Size ◽  
Behavioural Therapy ◽  
Influential Factors ◽  
Small Sample ◽  
Clinical Psychologists ◽  
Mixed Effect ◽  
Content Type ◽  
Individual Level ◽  
Significant Positive Change

Purpose This paper aims to address how one Doctorate in Clinical Psychology (DClinPsy) programme contributes to the shaping of attitudes of its trainee clinical psychologists (TCPs) towards cognitive behavioural therapy (CBT). Design/methodology/approach A total of 28 TCPs completed an online, mixed-methods questionnaire relating to their attitudes towards CBT, what factors had influenced their attitude and how competent they felt in applying CBT to clinical practice. Findings The majority of respondents reported a positive attitude towards CBT. There was a statistically significant positive change at an individual level in TCPs’ views of CBT between the point at which they applied for the DClinPsy and the present day. Thematic analysis of qualitative data identified influential factors on the development of TCP attitudes towards CBT. The vast majority of TCPs reported that they felt competent applying CBT in their clinical practice. Research limitations/implications Overall, the DClinPsy has a positive effect on TCPs’ attitudes towards CBT. However, the influence of placements has a more mixed effect on attitudes. A small sample size reduced the reliability of these conclusions. Recommendations for further evaluation have been made. Originality/value This paper evaluates the effect of a DClinPsy programme on TCPs’ attitudes towards CBT. The value is that it establishes which components of the course have different effects on trainee attitudes.

Collective personality fit and diversity – how effective are they in predicting relationship conflict?

2019 ◽  
Vol 31 (2) ◽  
pp. 201-219
Author(s):  
Jee Young Seong ◽  
Doo-Seung Hong
Keyword(s):  
Work Teams ◽  
Interactive Effect ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Level ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the interactive effect of collective personality fit and its diversity on relationship conflict in a team context. Design/methodology/approach Data were collected from 1,265 employees and their leaders in 110 work teams in a Korean manufacturing company. Findings The results show that the two-way interaction between collective personality fit and its dispersion affects relationship conflict in teams. The effect of collective fit on relationship conflict was found to be weaker when the dispersion of collective fit is low than when it is high. This study reports that a high level of collective fit dispersion may help resolve relationship conflict in certain conditions, such as when the level of collective fit is high. Practical implications This paper implies that the diverse perception of fit does not always hamper intragroup consonance, and relationship conflict can be reduced as long as the overall level of collective fit is high. The diverse or heterogeneous personalities of team members contribute unique attributes of each member to the success of the team because some members of a heterogeneous team may play the role of filling the gap left by others. Originality/value This study argues that collective fit is a new construct, not a simple aggregation of individual fit traits, and the pattern of relationships at the individual level is not replicated at the group level, either conceptually or empirically.

scholarly journals How asymmetrical task dependence and task interdependence interact

2014 ◽  
Vol 29 (8) ◽  
pp. 1115-1132 ◽  
Author(s):  
Simon B. de Jong ◽  
P. Matthijs Bal
Keyword(s):  
Affective Commitment ◽  
Work Teams ◽  
Practical Implication ◽  
Task Interdependence ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Task Dependence ◽  
The Individual ◽  
And Task

Purpose – The purpose of this paper is to investigate whether research and practice on task design and work teams could benefit from a more nuanced perspective on task (inter)dependencies among team members. Prior research often overlooked that task interdependence captures the average exchange of resources, while asymmetrical task dependence captures the inequalities within an individual's work relationships. To date, no study on work teams has combined the two aspects. Design/methodology/approach – Data were obtained from 262 individuals working in 67 work teams. Multilevel and bootstrapping analyses were used. Findings – Drawing from interdependence theory and power-dependence theory it was argued, and subsequently found, that asymmetrical task dependence interacts with task interdependence, and affects the job satisfaction of individuals and their affective commitment to their team. Practical implications – A key practical implication is that both asymmetrical task dependence and task interdependence should be taken into account when optimizing intra-team task dependencies, for instance when (re-)designing jobs or teams. Originality/value – This study contributes to research on asymmetrical task dependence within work teams, by investigating its interaction with task interdependence, its effects on the affective reactions of workers, and its effects on the individual level of analysis.

Reciprocity of trust between managers and team members

2019 ◽  
Vol 49 (2) ◽  
pp. 653-669
Author(s):  
Vicente Martínez-Tur ◽  
Agustín Molina ◽  
Carolina Moliner ◽  
Esther Gracia ◽  
Luisa Andreu ◽  
...  
Keyword(s):  
Service Quality ◽  
Critical Role ◽  
Well Being ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
The Individual ◽  
High Engagement

Purpose The purpose of this paper is to propose that the manager’s perception of the service quality delivered by his/her team acts as a precursor of his/her trust in team members. In turn, the manager’s trust in team members is related to team members’ trust in the manager. Furthermore, engagement and burnout at the individual level are considered outcomes of trust reciprocity. Design/methodology/approach The authors test this trust-mediated multilevel model with a sample of 95 managers and 754 team members working in services for people with intellectual disability. These services are delivered by team-based structures of workers who perform coordinated tasks. Findings The findings suggest that service quality delivered by team members is positively and significantly related to the manager’s trust in them. The results also suggest that the manager’s trust in team members leads to the trust that managers received by team members. Finally, team members who trust their managers show less burnout and high engagement. Research limitations/implications Previous literature has neglected the reciprocity of trust. In contrast, this research study considered the perspective of both managers and team members and how this reciprocity of trust is related to service quality and well-being at work. Practical implications The current study highlights the critical role of service quality and achieving high-quality relationships between managers and team members. Originality/value Performance and well-being are compatible because team members’ efforts are compensated by forming relationships with managers based on trust, and the quality of these relationships, in turn, prevents burnout and stimulates engagement among employees.

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