The Challenges and Benefits of Using Quantitative Research and Evaluation Methodologies in an Organisational Context

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The evaluation of information systems in the organisational context of the National Health Service. Available in 2 volumes.

This thesis describes a project which has investigated the evaluation of information systems. The work took place in, and is related to, a specific organisational context, that of the National Health Service (NHS). It aims to increase understanding of the evaluation which takes place in the service and the way in which this is affected by the NHS environment. It also investigates the issues which surround some important types of evaluation and their use in this context. The first stage of the project was a postal survey in which respondents were asked to describe the evaluation which took place in their authorities and to give their opinions about it. This was used to give an overview of the practice of IS evaluation in the NHS and to identify its uses and the problems experienced. Three important types of evaluation were then examined in more detail by means of action research studies. One of these dealt with the selection and purchase of a large hospital information system. The study took the form of an evaluation of the procurement process, and examined the methods used and the influence of organisational factors. The other studies are concerned with post-implementation evaluation, and examine the choice of an evaluation approach as well as its application. One was an evaluation of a community health system which had been operational for some time but was of doubtful value, and suffered from a number of problems. The situation was explored by means of a study of the costs and benefits of the system. The remaining study was the initial review of a system which was used in the administration of a Breast Screening Service. The service itself was also newly operational and the relationship between the service and the system was of interest.

Development of performance models for co-operative information systems in an organisational context

The thesis reports of a study into the effect upon organisations of co-operative information systems (CIS) incorporating flexible communications, group support and group working technologies. A review of the literature leads to the development of a model of effect based upon co-operative business tasks. CIS have the potential to change how co-operative business tasks are carried out and their principal effect (or performance) may therefore be evaluated by determining to what extent they are being employed to perform these tasks. A significant feature of CIS use identified is the extent to which they may be designed to fulfil particular tasks, or by contrast, may be applied creatively by users in an emergent fashion to perform tasks. A research instrument is developed using a survey questionnaire to elicit users judgements of the extent to which a CIS is employed to fulfil a range of co-operative tasks. This research instrument is applied to a longitudinal study of Novell GroupWise introduction at Northamptonshire County Council during which qualitative as well as quantitative data were gathered. A method of analysis of questionnaire results using principles from fuzzy mathematics and artificial intelligence is developed and demonstrated. Conclusions from the longitudinal study include the importance of early experiences in setting patterns for use for CIS, the persistence of patterns of use over time and the dominance of designed usage of the technology over emergent use.

Differential perception of innovation with particular reference to the organisational context

Differential perception of innovation is a research area which has been advocated as a suitable topic for study in recent years. It developed from the problems encountered within earlier perception of innovation studies which sought to establish what characteristics of an innovation affected the ease of its adoption. While some success was achieved In relating perception of innovation to adoption behaviour, variability encountered Within groups expected - to fercelve innovation similarly suggested that the needs and experiences of the potential adopter were significantly affecting the research findings. Such analysis being supported by both sociological and psychological perceptual research. The present study sought to identify the presence of differential perception of innovation and explore the nature of the process. It was decided to base the research in an organisational context and to concentrate upon manufacturing innovation. It has been recognised that such adoption of technological innovation is commonly the product of a collective decision-making process, involving individuals from a variety of occupational backgrounds, both in terms of occupational speciality and level within the hierarchy. Such roles appeared likely to significantly influence perception of technological innovation, as gathered through an appropriate measure and were readily identifiable. Data vas collected by means of a face-to-face card presentation technique, a questionnaire and through case study material. Differential perception of innovation effects were apparent In the results, many similarities and differences of perception being related to the needs and experiences of the individuals studied. Phenomenological analysis, which recognises the total nature of experience in infiuencing behaviour, offered the best means of explaining the findings. It was also clear that the bureaucratic model of role definition was not applicable to the area studied, it seeming likely that such definitions are weaker under conditions of uncertainty, such as encountered in innovative decision-making.

Employee relations in an organisational context

In this textbook, Kathy Daniels writes about Employee Relations from an organisational context perspective. It is an ideal book for students studying Employee Relations modules on HR and business degree programmes at undergraduate level. It is also suitable for the CIPD elective, covering all the CIPD standards in this area, and provides a strong legal background to the topic. Online resource centre - PowerPoint slides - Lecturer's guide The success or failure of organisations is, in part, dependent on the success or failure of its employees and the relationship that they have with each other. Looking at Employee Relations from an organisational context perspective, this text is designed specifically to cater for the CIPD Employee Relations PDS module and for Employee Relations modules on HR and business degree programmes at both undergraduate and postgraduate levels.

Organisational receptivity for change:combining context and capability to explain competitive advantage

This thesis explores efforts to conjoin organisational contexts and capabilities in explaining sustainable competitive advantage. Oliver (1997) argued organisations need to balance the need to conform to industry’s requirements to attain legitimization (e.g. DiMaggio & Powell, 1983), and the need for resource optimization (e.g. Barney, 1991). The author hypothesized that such balance can be viewed as movements along the homogeneity-heterogeneity continuum. An organisation in a homogenous industry possesses similar characteristics as its competitors, as opposed to a heterogeneous industry in which organisations within are differentiated and competitively positioned (Oliver, 1997). The movement is influenced by the dynamic environmental conditions that an organisation is experiencing. The author extended Oliver’s (1997) propositions of combining RBV’s focus on capabilities with institutional theory’s focus on organisational context, as well as redefining organisational receptivity towards change (ORC) factors from Butler and Allen’s (2008) findings. The authors contributed to the theoretical development of ORC theory to explain the attainment of sustainable competitive advantage. ORC adopts the assumptions from both institutional and RBV theories, where the receptivity factors include both organisational contexts and capabilities. The thesis employed a mixed method approach in which sequential qualitative quantitative studies were deployed to establish a robust, reliable, and valid ORC scale. The adoption of Hinkin’s (1995) three-phase scale development process was updated, thus items generated from interviews and literature reviews went through numerous exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to achieve convergent, discriminant, and nomological validities. Samples in the first phase (semi structured interviews) were hotel owners and managers. In the second phase, samples were MBA students, and employees of private and public sectors. In the third phase, samples were hotel managers. The final ORC scale is a parsimonious second higher-order latent construct. The first-order constructs comprises four latent receptivity factors which are ideological vision (4 items), leading change (4 items), implementation capacity (4 items), and change orientation (7 items). Hypotheses testing revealed that high levels of perceived environmental uncertainty leads to high levels of receptivity factor. Furthermore, the study found a strong positive correlation between receptivity factors and competitive advantage, and between receptivity factors and organisation performance. Mediation analyses revealed that receptivity factors partially mediate the relationship between perceived environmental uncertainty, competitive advantage and organisational performance.

The case for the organisational use of simulation

This paper describes the use of simulation in a large manufacturing organisation and analyses how it could have been used more fully. Although the benefits from using simulation were clear, it was seen that the technique could have been deployed more effectively by considering the organisational context of the use. From the analysis of the case study, certain recommendations are made on how to maximise the benefits from simulation within the organisation, thereby extending the benefits from what is often a considerable investment in developing a simulation model. Recent developments in simulation software in terms of improvements in usability and integration with organisational data are seen to increase the feasibility of a wider role for simulation if the organisational barriers discussed can be overcome.

An exploration of the determinants of innovation:the top management team, organisational climate and organisational learning

Some researchers argue that the top team, rather than the CEO, is a better predictor of an organisation’s fate (Finkelstein & Hambrick, 1996; Knight et al., 1999). However, others suggest that the importance of the top management team (TMT) composition literature is exaggerated (West & Schwenk, 1996). This has stimulated a need for further research on TMTs. While the importance of TMT is well documented in the innovation literature, the organisational environment also plays a key role in determining organisational outcomes. Therefore, the inclusion of both TMT characteristics and organisational variables (climate and organisational learning) in this study provides a more holistic picture of innovation. The research methodologies employed includes (i) interviews with TMT members in 35 Irish software companies (ii) a survey completed by managerial respondents and core workers in these companies (iii) in-depth interviews with TMT members from five companies. Data were gathered in two phases, time 1 (1998-2000) and time 2 (2003). The TMT played an important part in fostering innovation. However, it was a group process, rather than team demography, that was most strongly associated with innovation. Task reflexivity was an important predictor of innovation time 1, time 2). Only one measure of TMT diversity was associated with innovation - tenure diversity -in time 2 only. Organisational context played an important role in determining innovation. This was positively associated with innovation - but with one dimension of organisational learning only. The ability to share information (access to information) was not associated with innovation but the motivation to share information was (perceiving the sharing of information to be valuable). Innovative climate was also associated with innovation. This study suggests that this will lead to innovative outcomes if employees perceive the organisation to support risk, experimentation and other innovative behaviours.

Práticas de gestão de recursos humanos em PME’s portuguesas

O presente estudo tem como principal objectivo caracterizar as práticas de Gestão de Recursos Humanos mais desenvolvidas em pequenas e médias empresas (PME’s) portuguesas. Embora parte integrante de uma investigação mais ampla, a qual resultou numa dissertação de mestrado que pretendeu estudar as práticas de Gestão de Recursos Humanos (GRH) nas empresas de média dimensão do distrito de Aveiro, este estudo pretende apresentar uma das suas principais dimensões de análise. De referir que a investigação inicial abrangia o conceito de média empresa (de 50 a 500 trabalhadores). No entanto, e para conferir originalidade ao estudo que agora se apresenta publicamente, a realidade empírica em estudo foi circunscrita às denominadas PME’s (50 a 249 trabalhadores). Para melhor contextualizar a realidade objecto de estudo, tomou-se como ponto de partida a abordagem teórica sobre as diferentes fases evolutivas do conceito e conteúdo da GRH e, consequentemente, a sua caracterização no nosso país. Adicionalmente é analisado o papel que o departamento de recursos humanos assume no desenvolvimento da GRH no interior das PME’s através da disseminação que faz das suas diferentes práticas, previamente identificadas a partir da revisão de literatura analisada. A partir da literatura revista foi identificado um conjunto de 21 práticas de GRH como as mais comummente desenvolvidas em contexto organizacional. Dado ser objectivo principal perceber se a GRH das PME’s portuguesas acompanha a tendência evolutiva desta disciplina de gestão a nível internacional, fez-se a diferenciação entre aquelas que são consideradas práticas tradicionais e práticas estratégicas de GRH. Delimitado ao distrito de Aveiro, de um universo constituído por 613 empresas, foi aplicado um inquérito por questionário, via postal, tendo sido recolhidos 111 questionários válidos. A análise dos resultados permite concluir que não obstante predominarem em Portugal as PME’s, estas apresentam pouca intensidade no desenvolvimento de práticas de GRH, ao mesmo tempo que se apresentam como limitadoras do grau de intervenção do departamento de RH, no desenvolvimento dessas práticas. Há, portanto, motivos para propor alguns desafios de mudança à GRH vigente neste grupo de empresas, ainda muito dependente dos processos burocrático-administrativos na gestão do recurso mais dinâmico das organizações: as pessoas. É ainda longo o caminho a percorrer para que se possa falar numa efectiva gestão estratégica de recursos humanos nas PME’s portuguesas. Contudo, os primeiros passos estão dados. Este estudo permitiu não só uma primeira aproximação a um conjunto de PME’s portuguesas bem como a obtenção de maior conhecimento da função recursos humanos das PME’s estudadas. As principais conclusões extraídas deste estudo pretendem ser um importante input que auxilie as empresas portuguesas com esta tipologia a melhorarem a sua eficiência no domínio da GRH.

Práticas de gestão de recursos humanos em pequenas e médias empresas

O presente estudo tem como principal objectivo caracterizar as práticas de Gestão de Recursos Humanos mais desenvolvidas em pequenas e médias empresas (PME’s) portuguesas. Para melhor contextualizar a realidade objecto de estudo, tomou-se como ponto de partida a abordagem teórica sobre as diferentes fases evolutivas do conceito e conteúdo da GRH e, consequentemente, a sua caracterização no nosso país. Adicionalmente, é analisado o papel que o departamento de recursos humanos assume no desenvolvimento da GRH no interior das PME’s através da disseminação que faz das suas diferentes práticas, previamente identificadas a partir da revisão de literatura analisada. Foi identificado um conjunto de 21 práticas de GRH como as mais comummente desenvolvidas em contexto organizacional. Conclui-se que as PME’s apresentam pouca intensidade no desenvolvimento de práticas de GRH, ao mesmo tempo que se apresentam como limitadoras do grau de intervenção do departamento de RH, no desenvolvimento dessas práticas.

El contenido de los puestos de trabajo de los traductores: el caso de los traductores internos en las empresas de traducción de Barcelona

El presente informe es la memoria final de la beca FI que recoge la mayor parte (años 2006-2009) de la investigación realizada en el marco de nuestra tesis doctoral. Se sitúa en el ámbito de la traductología e incorpora elementos conceptuales de la sociología del trabajo y de la organización de empresas. Trata sobre el contenido del trabajo y sus componentes, propios de los puestos de trabajo internos en las empresas de traducción. En la parte conceptual, enfocamos dicho contenido dentro del contexto organizativo de la empresa, dentro del contexto situacional del trabajo real y dentro del contexto del proceso de trabajo que se desarrolla en cada empresa de traducción, cuyo propósito final es producir un servicio de traducción. Además, identificamos la dimensión organizativa e individual del contenido del trabajo. En la parte empírica, analizamos datos procedentes de cuatro empresas de traducción del norte de Francia (fase exploratoria) y de diez empresas situadas en la ciudad de Barcelona (estudio empírico definitivo). Los datos han sido obtenidos mediante entrevistas y observación directa (datos primarios) y mediante los informes de alumnos de prácticas (datos secundarios). Puesto que actualmente (enero de 2010) nos encontramos en la fase del análisis del material empírico recogido, el informe concluye con un primer esbozo de los principales componentes del contenido del trabajo, identificados por nosotros en las empresas de traducción estudiadas. Esperamos ofrecer las conclusiones completas en nuestra tesis doctoral, a punto de finalizar.

Pouvoir discrétionnaire et redevabilité de la bureaucratie de guichet : les taxateurs d'une caisse de chômage comme acteurs de mise en oeuvre

Résumé en français La thèse de doctorat porte, de manière générale, sur le rôle des acteurs administratifs dans la mise en oeuvre de l'action publique. En particulier, dans le contexte de l'implémentation de la politique suisse d'assurance-chômage, la recherche se focalise sur l'étude de la bureaucratie de guichet, à savoir un type spécifique d'administrations et d'agents publics situés aux premières lignes de l'action étatique et qui sont en contact direct et quotidien avec les usagers. La thèse a pour objectif principal d'obtenir une compréhension détaillée des impacts concrets dont sont porteurs deux types de réformes majeures du secteur public : les réformes de Nouvelle Gestion Publique (NGP) et les nouvelles technologies informatiques. Le questionnement central de la recherche consiste en une étude approfondie des effets de ces réformes sur les bureaucraties de guichet, et en particulier sur deux aspects centraux les concernant : d'une part, le niveau de pouvoir discrétionnaire que les agents publics de base disposent dans l'application de la loi fédérale sur l'assurance-chômage, autrement dit leur marge de manoeuvre ; d'autre part, les manières au travers desquelles ces mêmes agents sont appelés à rendre des comptes quant à leurs actions et leurs décisions, à savoir l'enjeu plus large de la redevabilité publique des acteurs administratifs. Ces enjeux ont été analysés au niveau empirique dans le contexte organisationnel d'une caisse publique cantonale de chômage ayant expérimenté les réformes évoquées ci-dessus. L'organisation choisie a été investiguée au travers d'une étude de cas ethnographique approfondie (observation directe du travail quotidien des agents, entretiens semi-directifs, analyse de documents) pendant une période de six mois environ entre 2008 et 2009. L'analyse empirique fournit quatre résultats : a) de manière générale, les taxateurs de la caisse de chômage disposent d'un faible niveau de pouvoir discrétionnaire ; b) le degré de pouvoir discrétionnaire varie selon le type de tâche ; c) les agents sur le terrain rendent des comptes auprès d'une multiplicité d'acteurs, sur une variété d'aspects de leur travail et au travers de différents mécanismes de contrôle ; d) les outils de NGP et les nouvelles technologies informatiques ont peu d'impact sur l'étendue du pouvoir discrétionnaire des agents mais contribuent à influencer le type de redevabilité publique pratiquée à ce niveau. Summary in English This PhD dissertation deals with the role of public administration in policy implementation. In the Swiss context of unemployment insurance policy, it focuses on street-level bureaucracy, a specific type of public organisations and agents located at the frontline of public action, that is to say low-level civil servants who are in direct, daily and face-to-face contact with citizens. The dissertation aims at a deep understanding of what are the concrete impacts of two main important changes touching public sector organizations : New Public Management reforms (NPM) and Information and Communication technologies (ICT). The main research question consists in assessing the impacts of those reforms on two central issues regarding street-level bureaucrats : on the one hand, the effective degree of discretion frontline agents do have in implementing the federal law on unemployment insurance ; on the other hand, the ways through which these bureaucrats are held accountable about their action and decisions, i.e. accountability regimes at the street-level. These issues have been empirically addressed in the organisational context of a cantonal Unemployment Insurance Funds having experienced the above mentioned reforms. The organisation has been investigated through an in-depth ethnographic case-study (direct observation of daily work, semi-structured interwiews, documentary analysis) in 2008 and 2009 for approximately six months. The empirical analysis indicates that a) in general, street-level agents do exert low degree of policy discretion; b) the level of discretion is variable from one specific task to another ; c) frontline workers are held accountable to many actors, on various aspects of their work and through different mechanisms of control ; d) NPM and ICT instruments have few impact on the issue of policy discretion but more on the type of street-level accountability which is concretely practised at this level.

Sistemes de gestió de continguts en la gestió del coneixement

Since the second half of the 1990s, knowledge management has taken shape and has been firmly consolidated as a new discipline within the realm of organisations. The principal objective of this work is to determine whether content management systems (CMS) can become the most appropriate technological standard for consolidating this field. The article describes and analyses the major functions (publishing and exploitation) of these new systems. It then examines the field of knowledge management ¿what are the different types of knowledge that we can find within an organisational context¿ and then identifies and analyses the operations critical to managing it appropriately. The article concludes by evaluating the extent to which technological solutions provided by CMS can assist in properly implementing these critical operations.