Virtual Collaboration, Organizations, and Networks

Permanent URI for this collectionhttps://hdl.handle.net/10125/107415

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Now showing 1 - 6 of 6

Uncovering Cultural Differences in Organizational Readiness for Artificial Intelligence: A Comparison between Germany and the United States
(2024-01-03) Zöll, Anne; Eitle, Verena; Hendriks, Patrick
Artificial Intelligence (AI) transforms the business world by enabling organizations to leverage new business opportunities through its unique capabilities of self-learning and autonomous decision-making. To unlock the disruptive potential of AI, organizations seek to implement AI applications throughout their business landscape. However, from a cross-cultural perspective, national culture can influence the way organizations implement AI applications. To better understand cross-cultural differences on AI adoption, our study combines Hofstede’s national cultural framework with the organizational readiness concept for AI. We examined the moderating role of Hofstede’s national cultural dimensions on the organizational readiness factors of AI-process fit, financial resources, upskilling, collaborative work, and data quality. By conducting a multi-group analysis, we aim to identify national cultural differences between Germany and the US in AI adoption.
How to establish a lasting remote work concept in organizations: A classification for the operational design of remote work
(2024-01-03) Schuh, Günther; Herkenrath, Clara; Boos, Wolfgang; Hoeborn, Gerrit; Boenig, Julian
Reinforced through the pandemic and shaped by digitalization, today's professional working environment is in a state of transformation. Working remotely has become a vital component of many professions' regular routines. The design of remote work environments presents challenges to organizations of all sizes. By providing a classification, this paper reveals a comprehensive understanding of the fields of design to be considered to establish lasting remote work concepts in organizations. A hierarchical classification with four dimensions consisting of human, technology, organization, and culture, seven design elements and, twenty design parameters indicates to organizations the fields of design that need to be examined. To satisfy both the theoretical foundation and the practical application, design elements are derived by implementing a systematic review of the literature that represents key areas of interest for remote work. Additionally, these are verified and complemented by a dedicated case study research to incorporate practice-oriented design parameters.
What is Community?: Informing the Design of a Community Building Platform for Low-Income Black and Latino Residents
(2024-01-03) Mcleod, Cynthia; Gonzales, Amy; King, Jesse; Hui, Julie; Israni, Aarti
Online communities can offer under-resourced populations an avenue for upward social mobility by capitalizing on community connections and the pooling of resources. UpTogether, a non-profit organization, attempted to access this potential by providing its members with a novel social media platform to interact with like-minded others. Yet, despite members' interest in building greater connections within the community, few people utilized the platform to engage with their groups. By examining 25 participant interviews, we explore participants’ conceptualizations of community and their experience on the platform. With this, we identify their expectations of community and pose recommendations for future initiatives aimed at building community–online and offline.
Hybrid Work as the Holy Grail? The Influence of Telework Intensity on Envy and Professional Isolation
(2024-01-03) Meier, Florian
The emergence of hybrid work has transcended organizational boundaries, trailblazed by post- pandemic outlooks. Hybrid work, enabled through information- and communication technologies, has the potential to harmonize the advantages of traditional office work and telework for employees. However, there exists a dearth of research on this promising paradigm, particularly concerning the impact of varying levels of telework intensity within hybrid work setups – spanning from full-time office work to complete telework. This study aims to empirically investigate how different telework intensities influence employees' negative emotions, specifically professional isolation and envy, and how these emotions, in turn, affect turnover intentions and perceived job performance. Our findings show that lower to no telework intensity is prone to the development of envious feelings. Surprisingly, office workers feel more professionally isolated than teleworking peers. Both envy and professional isolation significantly correlate with heightened turnover intentions and reduced perceived job performance.
Onboarding in Global Virtual Teams: The Case of a Global Financial Organization
(2024-01-03) Chamakiotis, Petros; Panteli, Niki; Pérez-Arechaederra, Diana
We explore onboarding in the context of global virtual teams (GVTs) with our findings from a qualitative case study with a leading global organization in the financial services industry. Through interviews with GVT members and leaders, we contribute to the literature in three ways: (a) revealing that onboarding in GVTs with dynamic membership is an ongoing practice (instead of a one-off activity); (b) identifying two categories of practices (known onboarding practices from the traditional literature and GVT-specific practices); and (c) suggesting that onboarding in GVTs with dynamic membership is not the organization’s and the leader’s responsibility alone, but existing and incoming members have a role to play too. We discuss our theoretical and practical contributions, and close with our study’s limitations and future research directions.
Introduction to the Minitrack on Virtual Collaboration, Organizations, and Networks
(2024-01-03) Cogburn, Derrick; Espinosa, J. Alberto; Clark, Mark; Nordbäck, Emma

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