IT Software Development Offshoring

2010 ◽  
pp. 2211-2230
Author(s):  
Fred Niederman ◽  
Sumit Kundu ◽  
Silvia Salas
Keyword(s):  
Software Development ◽  
Complete Picture ◽  
Future Research ◽  
Economic Phenomenon ◽  
Multi Level ◽  
The Individual

The offshoring of IT development is a significant global economic phenomenon. It influences the lives and fortunes of individuals, organizations, and nations/regions. However, because offshoring so broadly affects different stakeholders, a multi-level theory is required so that influences that may positively affect one set of stakeholders while negatively affecting another are not misinterpreted by an overly narrow analysis. This chapter discusses how IT development is differentiated from other global labor sourcing and argues that it is worthy of investigation as an offshoring domain. The chapter proposes that the study of IT development offshoring needs to recognize precursors and results as they affect individuals, organizations, and nation/regions, and presents examples and discussion in each of these areas. The chapter further argues that the domain of IT development offshoring is incomplete without consideration of interactions between the individual and nation/region as well as between the organization and nation/region. The chapter concludes by considering the complexity of presenting a complete picture in this domain and suggesting some areas for future research.

IT Software Development Offshoring

2008 ◽  
pp. 768-787
Author(s):  
Fred Niederman ◽  
Sumit Kundu ◽  
Sylvia Salas
Keyword(s):  
Software Development ◽  
Complete Picture ◽  
Future Research ◽  
Economic Phenomenon ◽  
Multi Level ◽  
The Individual

The offshoring of IT development is a significant global economic phenomenon. It influences the lives and fortunes of individuals, organizations, and nations/regions. However, because offshoring so broadly affects different stakeholders, a multi-level theory is required so that influences that may positively affect one set of stakeholders while negatively affecting another are not misinterpreted by an overly narrow analysis. This chapter discusses how IT development is differentiated from other global labor sourcing and argues that it is worthy of investigation as an offshoring domain. The chapter proposes that the study of IT development offshoring needs to recognize precursors and results as they affect individuals, organizations, and nation/regions, and presents examples and discussion in each of these areas. The chapter further argues that the domain of IT development offshoring is incomplete without consideration of interactions between the individual and nation/region as well as between the organization and nation/region. The chapter concludes by considering the complexity of presenting a complete picture in this domain and suggesting some areas for future research.

IT Software Development Offshoring

2011 ◽  
pp. 59-84 ◽  
Author(s):  
Fred Niederman ◽  
Sumit Kundu ◽  
Silvia Salas
Keyword(s):  
Software Development ◽  
Complete Picture ◽  
Future Research ◽  
Economic Phenomenon ◽  
Multi Level ◽  
The Individual

The offshoring of IT development is a significant global economic phenomenon. It influences the lives and fortunes of individuals, organizations, and nations/regions. However, because offshoring so broadly affects different stakeholders, a multi-level theory is required so that influences that may positively affect one set of stakeholders while negatively affecting another are not misinterpreted by an overly narrow analysis. This chapter discusses how IT development is differentiated from other global labor sourcing and argues that it is worthy of investigation as an offshoring domain. The chapter proposes that the study of IT development offshoring needs to recognize precursors and results as they affect individuals, organizations, and nation/regions, and presents examples and discussion in each of these areas. The chapter further argues that the domain of IT development offshoring is incomplete without consideration of interactions between the individual and nation/region as well as between the organization and nation/region. The chapter concludes by considering the complexity of presenting a complete picture in this domain and suggesting some areas for future research.

scholarly journals Behavioural strategy: Adaptability context

Management ◽  
2016 ◽  
Vol 20 (1) ◽  
pp. 256-276 ◽  
Author(s):  
Katarzyna Piórkowska
Keyword(s):  
Strategic Management ◽  
Organizational Level ◽  
Future Research ◽  
Adaptive Performance ◽  
Research Directions ◽  
Individual Level ◽  
Behavioural Strategy ◽  
Future Research Directions ◽  
Multi Level ◽  
The Individual

SummaryThe paper is embedded in the following fields: strategic management in terms of behavioural strategy concept, adaptability construct, and micro-foundations realm as well as organizational theory and psychology. Moreover, the paper concerns to some extent a multi-level approach in strategic management involving individual, team, and organizational level. The aim of the paper is to contribute to extend, on one hand, the ascertainment set in the field of behavioural strategy as behavioural strategy encompasses a mindboggling diversity of topics and methods and its conceptual unity has been hard to achieve (Powell, Lovallo, Fox 2011, p. 1371), and on the other hand, to order mixed approaches to adaptability especially to gain insights on micro-level adapting processes (individual adaptability and adaptive performance) in terms of the multi-level approach. The method that has been used is literature studies and the interference is mostly deductive. The structure of the manuscript is four-fold. The first part involves the considerations in the field of adaptability and adaptive performance at the individual level. The issues of adaptability and adaptive performance at the team level have been presented in the second part. The third part encompasses the organizational adaptability assertions. Finally, the conclusion, limitations of the considerations highlighted as well as the future research directions have been emphasized. The overarching key finding is that the behavioural strategy concept may constitute the boundary spanner in exploring and explaining adaptability phenomenon at different levels of analysis.

scholarly journals Multi-Level Driver Workload Prediction using Machine Learning and Off-the-Shelf Sensors

2018 ◽  
Vol 2672 (37) ◽  
pp. 141-152 ◽  
Author(s):  
Paul van Gent ◽  
Timo Melman ◽  
Haneen Farah ◽  
Nicole van Nes ◽  
Bart van Arem
Keyword(s):  
Machine Learning ◽  
Future Research ◽  
Learning Methods ◽  
Workload Prediction ◽  
Machine Learning Methods ◽  
Driver Workload ◽  
Multi Level ◽  
Driving Conditions ◽  
The Individual ◽  
Lane Keeping

The present study aims to add to the literature on driver workload prediction using machine learning methods. The main aim is to develop workload prediction on a multi-level basis, rather than a binary high/low distinction as often found in literature. The presented approach relies on measures that can be obtained unobtrusively in the driving environment with off-the-shelf sensors, and on machine learning methods that can be implemented in low-power embedded systems. Two simulator studies were performed, one inducing workload using realistic driving conditions, and one inducing workload with a relatively demanding lane-keeping task. Individual and group-based machine learning models were trained on both datasets and evaluated. For the group-based models the generalizing capability, that is the performance when predicting data from previously unseen individuals, was also assessed. Results show that multi-level workload prediction on the individual and group level works well, achieving high correct rates and accuracy scores. Generalizing between individuals proved difficult using realistic driving conditions but worked well in the highly demanding lane-keeping task. Reasons for this discrepancy are discussed as well as future research directions.

scholarly journals Antecedents of Organisational Creativity: A Multi-Level Approach

2016 ◽  
Vol 17 (2) ◽  
pp. 167-177 ◽  
Author(s):  
Ritu Gupta ◽  
Pratyush Banerjee
Keyword(s):  
Literature Review ◽  
Future Research ◽  
Social Inhibition ◽  
Cognitive Interference ◽  
Member Exchange ◽  
Multi Level ◽  
Research Propositions ◽  
The Individual ◽  
Culture And Climate ◽  
Organisational Level

The purpose of this literature review is to provide a better understanding of the antecedents of organisational creativity with a multi-level approach. Organisational creativity is a sum total of the creativity accounted for by the individual employees of the organisation, the cumulative creativity of a team or group and creativity arising out of different structural components of an organisation. Some of the antecedents identified from the literature include personality, intrinsic motivation, group cohesion, social inhibition, cognitive interference, leader member exchange, organisational culture and climate, amongst others at individual, group and organisational level. Based on the literature review, suggestions for future research and research propositions have been proposed.

Resource Passageways and Caravans: A Multi-level, Multi-disciplinary Review of the Antecedents of Resources over the Lifespan

2021 ◽  
Author(s):  
Lee Sarandopoulos ◽  
Prashant Bordia
Keyword(s):  
Older Workers ◽  
Working Life ◽  
Well Being ◽  
Institutional Factors ◽  
Future Research ◽  
Limited Attention ◽  
Older Worker ◽  
Multi Level ◽  
The Rich ◽  
The Individual

Abstract Resources are vital for older worker effectiveness and well-being, yet limited attention has been paid to the antecedents of resources. Drawing together the rich cross-disciplinary literature on resources, and through the lens of cumulative disadvantage and resource passageways, we review the individual, organizational, and institutional factors that influence the resources available to people in late working life. The review provides a more nuanced perspective on older workers as agentic actors. We highlight how agency can be constrained via a person’s resources, which are shaped by structural influences. Knowledge of structural influences on resources is important for understanding the experiences of older workers and their continued effectiveness in the work domain. We outline avenues for future research on resources and aging at work that incorporates these multi-level influences.

Mind: the gap – to advance CSR research, think about stakeholder cognition

2016 ◽  
Vol 2 (1) ◽  
pp. 4-17 ◽  
Author(s):  
Michael L. Barnett
Keyword(s):  
Social Responsibility ◽  
Cognitive Process ◽  
Design Methodology ◽  
Business Case ◽  
Future Research ◽  
Socially Responsible ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
Corporate Social

Purpose The purpose of this paper is to develop a better understanding of how, and how well, stakeholders make decisions about rewarding firms for acts of social responsibility and punish firms for their lack thereof. Design/methodology/approach The author integrates factors at the individual, firm, and industry levels that cause variation in how stakeholders attend to corporate social (ir)responsibility. Findings The author explicates the multi-level cognitive process stakeholders undertake in attending to firm’s actions and identifies limits on their ability to fulfill their central role in conditioning firms to be more socially responsible. Research limitations/implications The author outlines areas for future research that can fill gaps in the understanding of how stakeholders notice, make sense of, and respond to corporate social practices. Social implications The author argues that, under many conditions, business case or self-regulatory solutions may be inadequate to increase corporate social responsibility (CSR), and instead, formal regulatory solutions may prove necessary. Originality/value This paper brings needed structure to the literature on CSR. By delving deeper into the minds of stakeholders and outlining a multi-level cognitive process, it enables scholars to better address the key managerial issue of when, not simply whether, it pays to be good.

“Opting Out” or “Pushed Out”? Integrating Perspectives on Women’s Career Equality for Gender Inclusion and Interventions

2016 ◽  
Vol 43 (1) ◽  
pp. 228-254 ◽  
Author(s):  
Ellen Ernst Kossek ◽  
Rong Su ◽  
Lusi Wu
Keyword(s):  
Organizational Factors ◽  
Social Contexts ◽  
Three Dimensions ◽  
Future Research ◽  
Career Preference ◽  
Research Perspectives ◽  
Gender Inclusion ◽  
Multi Level ◽  
Work Family ◽  
The Individual

This paper integrates the rapidly growing literatures on the individual and organizational factors that contribute to women’s career equality. We organize studies into three research perspectives: career preference, gender bias, and work-family explanations. These literatures diverge on whether women “opt out” or are “pushed out” of leadership positions in organizations. Further, the interconnectedness of these “pushes” and “pulls” and micro-macro linkages are not well-integrated. This creates a lack of clarity about what scholars should study and what practices organizations should implement. We define women’s career equality as an individual and organizational phenomenon involving the degree to which women (a) have equal access to and participation in career opportunities, and (b) experience equal intrinsic and extrinsic work and nonwork outcomes compared to men. We bridge the interdisciplinary divides by developing an integrative multi-level model of women’s career equality. We propose that individuals’ career perceptions and experiences are embedded in social contexts reflecting the climate for gender inclusion and interact with these contexts to shape women’s career equality outcomes. The climate for gender inclusion has three dimensions: fairness, leveraging talent, and workplace support. We identify coalescing themes to stimulate future research, including attention to national socio-economic influences, improving metrics and measurement of gender inclusion climate, multi-level career equality outcomes, a joint focus on implicit and explicit bias, and designing cross-disciplinary interventions for experiments. In order to foster theory-based research that is linked to practice, we suggest implementing and scientifically evaluating comprehensive workplace interventions that integrate perspectives and levels.

scholarly journals Preparing Workplaces for Digital Transformation: An Integrative Review and Framework of Multi-Level Factors

2021 ◽  
Vol 12 ◽  
Author(s):  
Brigid Trenerry ◽  
Samuel Chng ◽  
Yang Wang ◽  
Zainal Shah Suhaila ◽  
Sun Sun Lim ◽  
...  
Keyword(s):  
Business Models ◽  
Well Being ◽  
Digital Transformation ◽  
Organizational Level ◽  
Future Research ◽  
Related Factors ◽  
Individual Level ◽  
Work Related ◽  
Multi Level ◽  
The Individual

The rapid advancement of new digital technologies, such as smart technology, artificial intelligence (AI) and automation, robotics, cloud computing, and the Internet of Things (IoT), is fundamentally changing the nature of work and increasing concerns about the future of jobs and organizations. To keep pace with rapid disruption, companies need to update and transform business models to remain competitive. Meanwhile, the growth of advanced technologies is changing the types of skills and competencies needed in the workplace and demanded a shift in mindset among individuals, teams and organizations. The recent COVID-19 pandemic has accelerated digitalization trends, while heightening the importance of employee resilience and well-being in adapting to widespread job and technological disruption. Although digital transformation is a new and urgent imperative, there is a long trajectory of rigorous research that can readily be applied to grasp these emerging trends. Recent studies and reviews of digital transformation have primarily focused on the business and strategic levels, with only modest integration of employee-related factors. Our review article seeks to fill these critical gaps by identifying and consolidating key factors important for an organization’s overarching digital transformation. We reviewed studies across multiple disciplines and integrated the findings into a multi-level framework. At the individual level, we propose five overarching factors related to effective digital transformation among employees: technology adoption; perceptions and attitudes toward technological change; skills and training; workplace resilience and adaptability, and work-related wellbeing. At the group-level, we identified three factors necessary for digital transformation: team communication and collaboration; workplace relationships and team identification, and team adaptability and resilience. Finally, at the organizational-level, we proposed three factors for digital transformation: leadership; human resources, and organizational culture/climate. Our review of the literature confirms that multi-level factors are important when planning for and embarking on digital transformation, thereby providing a framework for future research and practice.

Development of a German-Language Questionnaire to Measure Collective Orientation as an Individual Attitude

2017 ◽  
Vol 76 (3) ◽  
pp. 91-105 ◽  
Author(s):  
Vera Hagemann
Keyword(s):  
Team Performance ◽  
Reliability And Validity ◽  
Future Research ◽  
German Language ◽  
Team Members ◽  
Collective Orientation ◽  
Team Research ◽  
German Speaking ◽  
Individual Variables ◽  
The Individual

Abstract. The individual attitudes of every single team member are important for team performance. Studies show that each team member’s collective orientation – that is, propensity to work in a collective manner in team settings – enhances the team’s interdependent teamwork. In the German-speaking countries, there was previously no instrument to measure collective orientation. So, I developed and validated a German-language instrument to measure collective orientation. In three studies (N = 1028), I tested the validity of the instrument in terms of its internal structure and relationships with other variables. The results confirm the reliability and validity of the instrument. The instrument also predicts team performance in terms of interdependent teamwork. I discuss differences in established individual variables in team research and the role of collective orientation in teams. In future research, the instrument can be applied to diagnose teamwork deficiencies and evaluate interventions for developing team members’ collective orientation.

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