Start Date
10-12-2017 12:00 AM
Description
The implementation of advanced Enterprise Systems enables companies to create real-time transparency of business processes and workers’ labor far beyond any magnitude envisioned in the past. While prior research almost neglected implications of increased transparency for the individual, this study provides a deeper theoretical understanding of individual-level effects of transparency in Enterprise Systems implementations. Based on extant theory on IS acceptance and use and the Job Demand-Control(-Support) model, we develop a theoretical model which links transparency to a dual perspective of job and technology appraisals, specifically perceived control, psychological contract breach, performance expectancy, and effort expectancy. These appraisals are suggested to influence individual job and technology outcomes. We present a longitudinal survey research design and first insights from an extensive qualitative substantiation of the model. Our findings are expected to contribute to existing literature on large-scale system implementation and transparency.
Recommended Citation
Nisius, Tobias; Spohrer, Kai; Hoehle, Hartmut; and Schmitz, Rainer, "Individual-Level Effects of Transparency in ES Implementations: A Dual Perspective on Job and Technology Outcomes" (2017). ICIS 2017 Proceedings. 32.
https://aisel.aisnet.org/icis2017/HumanBehavior/Presentations/32
Individual-Level Effects of Transparency in ES Implementations: A Dual Perspective on Job and Technology Outcomes
The implementation of advanced Enterprise Systems enables companies to create real-time transparency of business processes and workers’ labor far beyond any magnitude envisioned in the past. While prior research almost neglected implications of increased transparency for the individual, this study provides a deeper theoretical understanding of individual-level effects of transparency in Enterprise Systems implementations. Based on extant theory on IS acceptance and use and the Job Demand-Control(-Support) model, we develop a theoretical model which links transparency to a dual perspective of job and technology appraisals, specifically perceived control, psychological contract breach, performance expectancy, and effort expectancy. These appraisals are suggested to influence individual job and technology outcomes. We present a longitudinal survey research design and first insights from an extensive qualitative substantiation of the model. Our findings are expected to contribute to existing literature on large-scale system implementation and transparency.