College of Business Administration

Two paradigms characterize much of the research in the Information Systems discipline: behavioral science and design science. The behavioral-science paradigm seeks to develop and verify theories that explain or predict human or organizational behavior. The design-science paradigm seeks to extend the boundaries of human and organizational capabilities by creating new and innovative artifacts. Both paradigms are foundational to the IS discipline, positioned as it is at the confluence of people, organizations, and technology. Our objective is to describe the performance of design-science research in Information Systems via a concise conceptual framework and clear guidelines for understanding, executing, and evaluating the research. In the design-science paradigm, knowledge and understanding of a problem domain and its solution are achieved in the building and application of the designed artifact. Three recent exemplars in the research literature are used to demonstrate the application of these guidelines. We conclude with an analysis of the challenges of performing high-quality design-science research in the context of the broader IS community.

This research addresses three questions: (1) Why are some organizations more market-oriented than others? (2) What effect does a market orientation have on employees and business performance? (3) Does the linkage between a market orientation and business performance depend on the environmental context? The findings from two national samples suggest that a market orientation is related to top management emphasis on the orientation, risk aversion of top managers, interdepartmental conflict and connectedness, centralization, and reward system orientation. Furthermore, the findings suggest that a market orientation is related to overall (judgmental) business performance (but not market share), employees' organizational commitment, and esprit de corps. Finally, the linkage between a market orientation and performance appears to be robust across environmental contexts that are characterized by varying degrees of market turbulence, competitive intensity, and technological turbulence.

The overall test for lack of fit in autoregressive-moving average models proposed by Box & Pierce (1970) is considered. It is shown that a substantially improved approximation results from a simple modification of this test. Some consideration is given to the power of such tests and their robustness when the innovations are nonnormal. Similar modifications in the overall tests used for transfer function-noise models are proposed

Introduced in this paper is a family of statistics, G , that can be used as a measure of spatial association in a number of circumstances. The basic statistic is derived, its properties are identified, and its advantages explained. Several of the G statistics make it possible to evaluate the spatial association of a variable within a specified distance of a single point. A comparison is made between a general G statistic and Moran's I for similar hypothetical and empirical conditions. The empirical work includes studies of sudden infant death syndrome by county in North Carolina and dwelling unit prices in metropolitan San Diego by zip‐code districts. Results indicate that G statistics should be used in conjunction with I in order to identify characteristics of patterns not revealed by the I statistic alone and, specifically, the G i and G i * statistics enable us to detect local “pockets” of dependence that may not show up when using global statistics.

Consumer researchers' growing interest in consumer experiences has revealed that many consumption activities produce both hedonic and utilitarian outcomes. Thus, there is an increasing need for scales to assess consumer perceptions of both hedonic and utilitarian values. This article describes the development of a scale measuring both values obtained from the pervasive consumption experience of shopping. The authors develop and validate the scale using a multistep process. The results demonstrate that distinct hedonic and utilitarian shopping value dimensions exist and are related to a number of important consumption variables. Implications for further applications of the scale are discussed. Copyright 1994 by the University of Chicago.

A comparative model of organizations as interpretation systems is proposed. The model describes four interpretation modes: enacting,discovering, undirected viewing, and conditioned viewing. Each mode is determined by (1) management’s beliefs about the environment and (2)organizational intrusiveness. Interpretation modes are hypothesized to be associated with organizational differences in environmental scanning,equivocality reduction, strategy, and decision making.

This research addresses three questions: (1) Why are some organizations more market-oriented than others? (2) What effect does a market orientation have on employees and business performance? (3) Does the linkage between a market orientation and business performance depend on the environmental context? The findings from two national samples suggest that a market orientation is related to top management emphasis on the orientation, risk aversion of top managers, interdepartmental conflict and connectedness, centralization, and reward system orientation. Furthermore, the findings suggest that a market orientation is related to overall (judgmental) business performance (but not market share), employees’ organizational commitment, and esprit de corps. Finally, the linkage between a market orientation and performance appears to be robust across environmental contexts that are characterized by varying degrees of market turbulence, competitive intensity, and technological turbulence.

The statistics G i (d) and G i *(d), introduced in Getis and Ord (1992) for the study of local pattern in spatial data, are extended and their properties further explored. In particular, nonbinary weights are allowed and the statistics are related to Moran's autocorrelation statistic, I. The correlations between nearby values of the statistics are derived and verified by simulation. A Bonferroni criterion is used to approximate significance levels when testing extreme values from the set of statistics. An example of the use of the statistics is given using spatial‐temporal data on the AIDS epidemic centering on San Francisco. Results indicate that in recent years the disease is intensifying in the counties surrounding the city .

Agency theory argues that shareholder interests require protection by separation of incumbency of rôles of board chair and CEO. Stewardship theory argues shareholder interests are maximised by shared incumbency of these rôles. Results of an empirical test fail to support agency theory and provide some support for stewardship theory.

A brand community from a customer-experiential perspective is a fabric of relationships in which the customer is situated. Crucial relationships include those between the customer and the brand, between the customer and the firm, between the customer and the product in use, and among fellow customers. The authors delve ethnographically into a brand community and test key findings through quantitative methods. Conceptually, the study reveals insights that differ from prior research in four important ways: First, it expands the definition of a brand community to entities and relationships neglected by previous research. Second, it treats vital characteristics of brand communities, such as geotemporal concentrations and the richness of social context, as dynamic rather than static phenomena. Third, it demonstrates that marketers can strengthen brand communities by facilitating shared customer experiences in ways that alter those dynamic characteristics. Fourth, it yields a new and richer conceptualization of customer loyalty as integration in a brand community.

A new theory of competition is evolving in the strategy literature. The authors explicate the foundations of this new theory, the “comparative advantage theory of competition,” and contrast them with the neoclassical theory of perfect competition. They argue that the new theory of competition explains key macro and micro phenomena better than neoclassical perfect competition theory. Finally, they further explicate the theory of comparative advantage by evaluating a market orientation as a potential resource for comparative advantage.

The concept of consumer ethnocentrism is introduced and a corresponding mea-sure, the CETSCALE, is formulated and validated. Four separate studies provide support for the CETSCALE's reliability and convergent and discriminant validity. A series of nomological validity tests show consumer ethnocentrism to be moderately predictive of theoretically related constructs.

Experimental economists are leaving the reservation. They are recruiting subjects in the field rather than in the classroom, using field goods rather than induced valuations, and using field context rather than abstract terminology in instructions. We argue that there is something methodologically fundamental behind this trend. Field experiments differ from laboratory experiments in many ways. Although it is tempting to view field experiments as simply less controlled variants of laboratory experiments, we argue that to do so would be to seriously mischaracterize them. What passes for “control” in laboratory experiments might in fact be precisely the opposite if it is artificial to the subject or context of the task. We propose six factors that can be used to determine the field context of an experiment: the nature of the subject pool, the nature of the information that the subjects bring to the task, the nature of the commodity, the nature of the task or trading rules applied, the nature of the stakes, and the environment that subjects operate in.

Commitment is an essential part of successful long-term relationships. Whereas commitments by both parties in an exchange can provide the foundation for development of relational social norms, disproportionate commitments can lead to opportunism by the less committed partner. The authors study the effect of the credibility and proportionality of commitment inputs in an exchange upon the development of relational social norms, opportunism, and long-term commitment intentions. They also investigate longitudinal effects of the credibility of long-term commitment intentions, relational social norms, and opportunism in one time period on commitment inputs and long-term commitment intentions in later periods. Data gathered from a behavioral simulation suggest that (1) the credibility of commitment inputs in exchange is positively related to the development of relational social norms, (2) and is positively related to long-term commitment intentions in the same time period, (3) relational social norms may be undermined by opportunistic conduct, and (4) the presence of relational social norms in one time period is positively related to commitment inputs and long-term commitment intentions in later periods.

We would like to acknowledge helpful reviews on earlier drafts of this paper from Michael Dooris, Janet Dukerich, Marlene Fiol, Kristian Kreiner, Ajay Mehra, and Majken Sqhultz. We also acknowledge the assistance of Shawn Clark, David Ketchen, Lee Ann Joyce, and Mark Youndt in the data analysis. This study investigates how top management teams in higher education institutions make sense of important issues that affect change in modern academia. We used a two-phase research approach that progressed from a grounded model anchored in a case study to a quantitative, generalizable study of the issue interpretation process, using 611 executives from 372 colleges and universities in the United States. The findings suggest that under conditions of change, top management team members' perceptions of identity and image, especially desired future image, are key to the sensemaking process and serve as important links between the organization's internal context and the team members' issue interpretations. Rather than using the more common business issue categories of threats and opportunities, team members distinguished their interpretations mainly according to strategic or political categorizations.'

ABSTRACT A thorough understanding of internal incentive structures is critical to developing a viable theory of the firm, since these incentives determine to a large extent how individuals inside an organization behave. Many common features of organizational incentive systems are not easily explained by traditional economic theory—including egalitarian pay systems in which compensation is largely independent of performance, the overwhelming use of promotion‐based incentive systems, the absence of up‐front fees for jobs and effective bonding contracts, and the general reluctance of employers to fire, penalize, or give poor performance evaluations to employees. Typical explanations for these practices offered by behaviorists and practitioners are distinctly uneconomic—focusing on notions such as fairness, equity, morale, trust, social responsibility, and culture. The challenge to economists is to provide viable economic explanations for these practices or to integrate these alternative notions into the traditional economic model.

The authors develop and test a model of service employee management that examines constructs simultaneously across three interfaces of the service delivery process: manager-employee, employee-role, and employee-customer. The authors examine the attitudinal and behavioral responses of customer-contact employees that can influence customers’ perceptions of service quality, the relationships among these responses, and three formal managerial control mechanisms (empowerment, behavior-based employee evaluation, and management commitment to service quality). The findings indicate that managers who are committed to service quality are more likely to empower their employees and use behavior-based evaluation. However, the use of empowerment has both positive and negative consequences in the management of contact employees. Some of the negative consequences are mitigated by the positive effects of behavior-based employee evaluation. To increase customers’ perceptions of service quality, managers must increase employees’ self-efficacy and job satisfaction, and reduce employees’ role conflict and ambiguity. Implications for the management of customer-contact service employees and directions for further research are discussed.

This paper reports on a participant-observation study in a large office-supply firm of how people perform stories to make sense of events, introduce change, and gain political advantage during their conversations. The story was not found to be a highly agreed-upon text, told from beginning to end, as it has been studied in most prior story research. Rather, the stories were dynamic, varied by context, and were sometimes terse, requiring the hearer to fill in silently major chunks of story line, context, and implication. Stories were frequently challenged, reinterpreted, and revised by the hearers as they unfolded in conversation. The paper supports a theory of organization as a collective storytelling system in which the performance of stories is a key part of members’ sense making and a means to allow them to supplement individual memories with institutional memory.*

Based on empirical survey data, this paper uses concepts from sociotechnical theory and role theory to explore the effects of stress created by information and computer technology (ICT)—that is, "technostress"—on role stress and on individual productivity. We first explain different ways in which ICTs can create stress in users and identify factors that create technostress. We next propose three hypotheses: (1) technostress is inversely related to individual productivity, (2) role stress is inversely related to individual productivity, and (3) technostress is directly related to role stress. We then use structural equation modeling on survey data from ICT users in 223 organizations to test the hypotheses. The results show support for them. Theoretically, the paper contributes in three ways. First, the different dimensions of technostress identified here add to existing concepts on stress experienced by individuals in organizations. Second, by showing that technostress inversely affects productivity, the paper reinforces that failure to manage the effects of ICT-induced stress can offset expected increases in productivity. Third, validation of the positive relationship between technostress and role stress adds a new conceptual thread to literature analyzing the relationship between technology and organizational roles and structure. In the practical domain, the paper proposes a diagnostic tool to evaluate the extent to which technostress is present in an organization and suggests that the adverse effects of technostress can be partly countered by strategies that reduce role conflict and role overload.

James W. Carland, Frank Hoy, William R. Boulton, Jo Ann C. Carland, Differentiating Entrepreneurs from Small Business Owners: A Conceptualization, The Academy of Management Review, Vol. 9, No. 2 (Apr., 1984), pp. 354-359