Business Research - Assignment Example

?Research Questions The article by Lapointe and Rivard discusses the major question of how the resistance can be shown to the implementation of the information technology projects. ( Lapointe,& Rivard, 2005) By discussing the group dynamics of the resistance, authors have outlined the resistance to implementation as one of the key variables to be dealt with at the multilevel. Since resistance to change often falls within the domain of HRM and also requires motivating employees so that change can be facilitated easily therefore the different research questions raised in the article directly link with the implementation of change and the role of HRM in managing such change at organization wide level. Article by Ferratt, Agarwal, Brown and Moore is also focused on the HRM related issues with IT and explore the question of whether the different IT HRM configurations are associated with different IT staff turnover rates. This question therefore attempts to link the strategic view of HRM and how IT can effectively contribute towards its development at the organization wide level. The overall arguments behind the key research question are based upon the view that Human Resource of an organization serves as a strategic asset and should be dealt strategically. Article by Ang, Yee, Koh and Joseph also explores the major question of IT employee turnover and how different factors such as availability of better job alternative as well as lack of desire to move or switch the job can affect employee turnover. The overall context of the research is therefore based upon linking the peculiar factors related with IT professionals and resulting employee turnover. Theories and Methods Lapointe and Rivard use extant model of resistance to the implementation of information technology however, they have also discussed the interaction theory in order to describe the theoretical foundations for describing resistance and its interaction with Information technology. Authors have also used semantic analysis in order to identify different components of resistance and their interaction with the implementation of information technology. Further a case study approach has been undertaken to explore the dynamics behind group resistance to the implementation of information technology. Ferratt, Agarwal, Brown and Moore however, have used the general arguments in favor of the use of human resource as the strategic asset for the firm. However, authors have also used configurational theories to find out the strategic relationship between the different IT HRM configuration and employee turnover. Authors have also used correlation analysis to explore the correlation between different components of configuration with the turnover. Ang, Yee, Koh and Joseph use narrative review as a research method to understand and explore the turnover of information technology professionals. (Joseph, Ng, K, Koh, & Ang, 2007). By using meta-analytic techniques authors have actually explored various relationships. Narrative review offers an insight into different turnover theories including Met expectations theory, Linkage Model as well as job embeddiness theory to discuss turnover of the IT professionals and how the overall increase or decrease in turnover can actually affect an organization. Methods such as Meta Analytic Structural Equation Modeling techniques have also been used in the meta-analytic review of the underlying research questions. Main contribution and findings Lapointe and Rivard’s article suggest that during the process of implementation of the information technology the overall group resistance vary. At different stages of the implementation the overall response could change and as such the overall resistance also changes as the implementation process passes through different stages. It has also been concluded that the level of resistance change as the perceived threats from the implementation of the same also change and as such group wide resistance could make significant difference in the overall implementation process of different IT related projects. Ferratt, Agarwal, Brown and Moore’s work suggests that long term focus on generating different HRM configurations can result into lower turnover as compared to the short term focus. The research also suggests that the overall conceiving and implementation of the strategic HRM may be different as compared to the actual outcomes obtained after the implementation of such configurations. Further a careful investment in improving the human resource capital of information technology professionals can provide long term benefits to the organization. Ang, Yee, Koh and Joseph propose a new model for the future research on the subject of the IT professional turnover and how it can be improved and studied under the wider context of the organization. By presenting a narrative and meta-analytic review, authors have proposed a revised framework for future research. The study further suggests that different factors such as employee satisfaction etc can actually help to retain the IT professionals within the organization. Similarities and differences In order to explore and understand the similarities and differences between the works of all these authors, it is important to understand that the key differences lie in the use of different statistical and analysis techniques used by the authors. Some have used advanced analysis techniques to not only provide review of the prior theory and work but also offer an insight into how the research could actually be improved in the future. The major similarity between all three articles is that they have attempted to study the role of HRM within the context of Information technology and IT professionals. How the interaction of two could actually improve the overall outcomes for the organizations and how the combination of two could actually result into better strategic management process for the organizations. Two of the articles relatively explored the similar dimensions of HRM and IT however, the overall context of the research was different and resultantly the outcome was also different in each of the research study. The key difference in three articles is based upon the overall statistical methods use for the purpose of analysis. The use of different statistical and analysis techniques can offer different and relatively unique perspective to the researchers. However, the inherent limitations of these analysis methods can also result into non-plausible research outcomes. The use of techniques such as narrative and meta-analytic review was not used by other authors whereas the use of correlation and configuration techniques has been used by other authors. Implications and suggestions for the future work The first study by Lapointe and Rivad is limited to the physicians and has been performed within the setting of hospitals. As such authors have left a note of caution to direct the future research studies. This is also based on the fact that Physicians in any given hospital tend to have higher power therefore they can dictate different aspects of the use and implementation of information technology. Ferratt, Agarwal, Brown and Moore also suggest that the use of configurational studies as well as the different IT HRM dimensions could serve as an important starting point for the future research. Authors therefore have suggested a launching pad for an alternative view of research under which the future research can be designed and developed in relatively different manner. ( Ferratt, Agarwal, Brown, & Moore, 2005). However, authors have also listed the inherent weaknesses in the different research methods used and how the same could actually result into the distortion for future research. Authors therefore have acknowledged that the lack of different intensities and focus at the different organizations could restrict the ability of the researchers to obtain consistently successful results in exploring the IT turnover and SHRM. The last study outlines that the combination of both the narrative as well as meta-analytic review can allow researchers to obtain better results. Further, authors have offered a theoretical coherence to existing literature so that future researchers can take advantage of the comprehensive synthesis of the literature made in this review. It is also critical to understand that the authors have offered a unique theoretical model to understand IT turnover. The uniqueness of this new model therefore could allow the researchers to have a ready made model available to further explore different dimensions of IT turnover and its relationship with strategic HRM within the organization. IR Guzman’s study is one of the key studies in this regard wherein the author has actually used the theoretical foundations used in the studies mentioned above. Guzman studies the cultural dimensions of the employee turnover however, he has attempted to study both sides of the arguments i.e. how culture can help attract the IT professionals and how it can actually derive away the IT talent. What is also significant to note that Guzman has taken the same approach of using both the qualitative as well as quantitative techniques to study and understand the different underlying variables? He specifically focused on the women as well as ethnic minorities and how they fit into the new dimensions of IT. His focus is also on the exploration of the different factors related with the newcomers in the industry and how they adjust within such environment. ( Guzman,, & Stanton, 2009) Guzman’s study therefore is of critical importance because it has undertaken similar arguments while exploring the question of the interaction between the information technology and HRM and how the combination of both can actually provide strategic insight for the organizations and how the cultural fit between newcomers and the organizations can actually be achieved. References Ferratt, T. W., Agarwal, R., Brown, C. V., & Moore, J. E. (2005). IT Human Resource Management Configurations And IT Turnover: Theoretical Synthesis And Empirical Analysis. Information Systems Research, 16(3), 237-328. Guzman, I. R., & Stanton, J. M. (2009). IT Occupational Culture: The Cultural Fit and Commitment of New Information Technologists. Information Technology & People, 22(2), 157-187. Joseph, D., Ng, K.-Y., Koh, C., & Ang, S. (2007). Turnover Of Information Technology Professionals: A Narrative Review, Meta-Analytic Structural Equation Modeling, And Model Development. MIS Quarterly, 31(3), 547-577 Lapointe, L & Rivard, S (2005) A Multilevel model of resistance to information technology implementation, MIS Quarterly, 29(3), 461-491 Read More