The burden of organizational learning surrounding software process innovations (SPIs)—and complex organizational technologies in general—creates a "knowledge barrier" that inhibits diffusion. Paul Attewell has suggested that many organizations will defer adoption until knowledge barriers have been sufficiently lowered; however, this leaves open the question of which organizations should be more likely to innovate, even in face of high knowledge barriers. It is proposed here that organizations will innovate in the presence of knowledge barriers when the burden of organizational learning is effectively lower, either because much of the required know-how already exists within the organization, or because such knowledge can be acquired more easily or more economically. Specifically, it is hypothesized that organizations will have a greater propensity to initiate and sustain the assimilation of SPIs when they have a greater scale of activities over which learning costs can be spread (learning-related scale), more extensive existing knowledge related to the focal innovation (related knowledge), and a greater diversity of technical knowledge and activities (diversity). An empirical study using data on the assimilation of object-oriented programming languages (OOPLs) by 608 IT organizations strongly confirmed the importance of the three hypothesized factors in explaining the assimilation of OOPLs.

A review of the literature suggests that few studies use formative indicator measurement models, even though they should. Therefore, the purpose of this research is to (a) discuss the distinction between formative and reflective measurement models, (b) develop a set of conceptual criteria that can be used to determine whether a construct should be modeled as having formative or reflective indicators, (c) review the marketing literature to obtain an estimate of the extent of measurement model misspecification in the field, (d) estimate the extent to which measurement model misspecification biases estimates of the relationships between constructs using a Monte Carlo simulation, and (e) provide recommendations for modeling formative indicator constructs. It has been more than two decades since Churchill (1979), Bagozzi (1980), Peter (1981), and Anderson and Gerbing (1982), among others, criticized the field of marketing for failing to pay enough attention to construct validity and associated measurement issues. A good example of this concern

This research examines the impact of primitive affective reactions to information technology on subsequent cognitive reactions and behavioral intention on IT use, and the potential change of such impact over time. We ground our work in theories of psychology and information systems and propose a theoretical model in which the user’s perceptions regarding the affective quality of an IT influences cognitive reactions and behavioral intention to use IT. The model was validated by surveys in two field studies of 226 and 196 college students, respectively, who were asked to evaluate a course management system, WebCT. The first study occurred during weeks 3 and 4 of the spring 2004 semester, when subjects were getting familiar with WebCT for their classes. The second study ran during weeks 11 and 12 of the same semester, when WebCT had been used quite intensively in the classes. The theoretical model is supported by both studies, indicating that the impact of perceived affective quality persists, even when subjects ’ familiarity with and use of the IT increases. Our research identifies perceived affective quality as another, more-fundamental, and sustained source of user intention of IT use that has not been widely recognized yet. From a theoretical perspective, this research breaks the conventional cognition-driven paradigm of studying user reactions to technology and calls for attention to affect and emotion in examining people’s everyday, normal interactions with IT. Practically, the research provides empirical evidence for IT designers, trainers, and stakeholders to better strategize their resources and emphases.

ACKNOWLEDGEMENTS: We thank the senior editor on the manuscript, V. Sambamurthy, and the anonymous associate editor and reviewers for their many insightful suggestions on earlier

The emerging work on understanding open source software has strongly argued for the importance of understanding what leads to effectiveness in OSS development, has frequently pointed to ideology and communication as probable factors in effectiveness, and has presented conflicting opinions about the role of trust in effectiveness. For all the discussion of these issues, there has been no comprehensive elaboration of what constitutes OSS ideology, and very little empirical data has been brought to bear on examining antecedents of OSS team effectiveness. This paper develops a framework of the OSS ideology (including specific norms, beliefs, and values) and a theoretical model to show how components of the ideology, combined with trust and communication, impact effectiveness in OSS teams. The research model proposes distinct roles for affective trust, cognitive trust, social communication, and task communication as determinants of OSS team effectiveness. Qualitative and quantitative data are analyzed to evaluate the model. The results suggest that in order for OSS projects to grow into the kind of large successes that prior work has studied, the teams that work on them should foster the norms and values of the larger community and maintain consistent task communication to develop cognitive trust among members. Keywords: Open Source Software, Trust, Ideology, Communication, Virtual Teams ISRL categories: DA01, DA06, DD02 EFFECTIVENESS IN OPEN SOURCE SOFTWARE DEVELOPMENT TEAMS While the practices associated with Open Source Software (OSS) development have been in use for decades, recent years have seen a surge of interest in OSS across developers, businesses, governments, and academic researchers. Since its inception, more than 67,000 projects have been registered on Sourcefo...

The extent of organizational innovation with IT, an important construct in the IT innovation literature, has been measured in many different ways. Some measures are more narrowly focused while others aggregate innovative behaviors across a set of innovations or across stages in the assimilation lifecycle within organizations. There appear to be some significant tradeoffs involving aggregation. More aggregated measures can be more robust and generalizable and can promote stronger predictive validity, while less aggregated measures allow more context-specific investigations and can preserve clearer theoretical interpretations. This article begins with a conceptual analysis that identifies the circumstances when these tradeoffs are most likely to favor aggregated measures. It is found that aggregation should be favorable when: (1) the researcher's interest is in general innovation or a model that generalizes to a class of innovations, (2) antecedents have effects in the same direction in all assimilation stages, (3) characteristics of organizations can be treated as constant across the innovations in the study, (4) characteristics of innovations can not be treated as constant across organizations in the study, (5) the set of innovations being aggregated includes substitutes or moderate complements, and (6) sources of noise in the measurement of innovation may be present. The article then presents an empirical study using data on the adoption of software process technologies by 608 US based corporations. This study—which had circumstances quite favorable to aggregation—found that aggregating across three innovations within a technology class more than doubled the variance explained compared to single innovation models. Aggregating across assimilation stages had a slight positive effect on predictive validity. Taken together, these results provide initial confirmation of the conclusions from the conceptual analysis regarding the circumstances favoring aggregation.

Computer skills are key to organizational performance, and past research indicates that behavior modeling is a highly effective form of computer skill training.The present research develops and tests a new theoretical model of the underlying observational learning processes by which modeling-based training interventions influence computer task performance.Observational learning processes are represented as a second-order construct with four dimensions (attention, retention, production, and motivation).New measures for these dimensions were developed and shown to have strong psychometric properties.The proposed model controls for two pretraining individual differences (motivation to learn and self-efficacy) and specifies the relationships among three training outcomes (declarative knowledge, post-training self-efficacy, and task performance).The model was tested using PLS on data from an experiment (N = 95) on computer spreadsheet training.As hypothesized, observational learning processes significantly influenced training outcomes. A representative modeling-based training intervention (retention enhancement) significantly improved task performance through its specific effects on the retention processes dimension of observational learning.The new model provides a more complete theoretical account of the mechanisms by which modeling-based interventions affect training outcomes, which should enable future research to systematically evaluate the effectiveness of a wide range of modeling-based training interventions.Further, the new instruments can be used by practitioners to refine ongoing training programs.

words) A relationship between board/management "involvement" and "awareness" with organizational mission and their link to "employee commitment" and "organizational performance" was modeled by drawing on previous research. The model was tested with data from 339 large Canadian and US organizations. It was determined that "mission awareness" on the part of both the board and senior management is an important consideration in the determination of employees' commitment to the mission. However, the impact of board and management involvement with the mission is not identical. The results emphasize the strong and important role that the board performs when it is actively engaged in the development of the organization's mission.

ACKNOWLEDGMENTS: The authors would like to thank Vivek Choudhury, Huigang Liang, Alexander Lopez, Nigel Melville, Waleed Muhanna, and Sandra Robinson for their valuable feedback on this manuscript. The paper has benefited from presentations at Ohio State University and the University of Cincinnati. Both authors have equally contributed to this manuscript. Psychological Contract Violation in Online Marketplaces: Antecedents, Consequences, and Moderating Role This study examines the nature and role of psychological contract violation (PCV) in online marketplaces, a critical factor that has been largely overlooked by previous research. Applied to buyer-seller relationships, PCV is defined as a buyer’s perception of having being treated wrongly regarding the terms of an exchange agreement with an individual seller. PCV with individual sellers is proposed as a formative first-order construct driven by the occurrence of fraud, product misrepresentation, contract default, delivery delay, and failure to follow product guarantees and payment policies. PCV with an individual seller is proposed to prompt a generalized perception of PCV with the entire community of sellers in a marketplace. PCV with the community of sellers is hypothesized to negatively affect buyer transaction behavior in a marketplace by directly impacting transaction intentions, price premiums, trust, perceived risk, and the

Despite their prevailing growth, little systematic evidence exists regarding the effectiveness of computermediated “virtual ” teams (VTs), especially in relation to their traditional counterpart, face-to-face teams (FtFTs). A Partial Least Squares (PLS) analysis revealed that FtFTs were more likely to demonstrate higher levels of shared leadership and a constructive interaction style than were VTs. In turn, shared leadership and a constructive interaction style were shown to positively predict cohesion, whereas a defensive interaction style was shown to negatively predict cohesion. Shared leadership was also positively associated with a constructive interaction style and negatively associated with a defensive interaction style. Finally, task performance was shown to be a function of group cohesion.