Business Commons^™

An Architectural Framework For Global Talent Management, Shad S. Morris, Scott Snell, Ingmar Björkman

Faculty Publications

A unique characteristic of the multinational corporation is that it consists of culturally diverse employees that embody both firm-specific and location-specific human capital. This paper takes an architectural approach to describe how different types of human capital develop from the individual level, to the unit level, and then to the firm level in order to build a talent portfolio for the multinational corporation. Depending on the company’s strategy (multidomestic, meganational, transnational), different configurations of the talent portfolio tend to be emphasized and integrated to achieve competitive advantage. Implications for theory and practice are discussed and a research agenda is introduced.

From Warning To Wallpaper: Why The Brain Habituates To Security Warnings, Bonnie Anderson, Anthony Vance, C. Brock Kirwan, Jeffrey L. Jenkins, David Eargle

Faculty Publications

Warning messages are fundamental to users' security interactions. Unfortunately, research has shown that they are largely ineffective. A key contributor to this failure is habituation: decreased response to a repeated warning. Previous research has inferred the occurrence of habituation to warnings or measured it indirectly, such as through the proxy of a related behavior. Therefore, there is a gap in our understanding of how habituation to security warnings develops in the brain. Without direct measures of habituation, we are limited in designing warnings that can mitigate its effects. In this study, we use neurophysiological measures to directly observe habituation as …

Compliance Police Or Business Partner? Institutional Complexity And Occupational Tensions In Human Resource Managment, Kurt Sandholtz, Tyler N. Burrows

Faculty Publications

Faced with institutional demands, organizations often create departments whose work is divorced from technical imperatives. This paper examines workers in one such department: Human Resources. Analysis of HR's recent history and evidence from an ethnographic study of HR work highlight the institutional origins of conflict between HR's established "compliance police" role and the "business partner" expectations of line managers. The paper outlines a theory of how organizational responses to institutional complexity contribute to persistent tension in HR and other heteronomous occupations.

More Harm Than Good? How Messages That Interrupt Can Make Us Vulnerable, Jeffrey L. Jenkins, Bonnie Anderson, Anthony Vance, C. Brock Kirwan, David Eargle

Faculty Publications

System-generated alerts are ubiquitous in personal computing and, with the proliferation of mobile devices, daily activity. While these interruptions provide timely information, research shows they come at a high cost in terms of increased stress and decreased productivity. This is due to dual-task interference (DTI), a cognitive limitation in which even simple tasks cannot be simultaneously performed without significant performance loss. Although previous research has examined how DTI impacts the performance of a primary task (the task that was interrupted), no research has examined the effect of DTI on the interrupting task. This is an important gap because in many …

How Users Perceive And Respond To Security Messages: A Neurois Research Agenda And Empirical Study, Bonnie Anderson, Anthony Vance, C. Brock Kirwan, David Eargle, Jeffrey Jenkins

Faculty Publications

Users are vital to the information security of organizations. In spite of technical safeguards, users make many critical security decisions. An example is users' responses to security messages—discrete communication designed to persuade users to either impair or improve their security status. Research shows that although users are highly susceptible to malicious messages (e.g., phishing attacks), they are highly resistant to protective messages such as security warnings. Research is therefore needed to better understand how users perceive and respond to security messages. In this article, we argue for the potential of NeuroIS—cognitive neuroscience applied to information system (IS)—to shed new light …

Pipes, Pools And Filters: How Collaboration Networks Affect Innovative Performance, Harpeet Singh, David Kryscynski, Xinxin Li, Ram Gopal

Faculty Publications

Innovation requires inventors to have both "new knowledge" and the ability to combine and configure knowledge (i.e. "combinatory knowledge") and such knowledge may flow through networks. We argue that both combinatory knowledge and new knowledge are accessed through collaboration networks, but that inventors' abilities to access such knowledge depends on its location in the network. Combinatory knowledge transfers from direct contacts, but not easily from indirect contacts. In contrast, new knowledge transfers from both direct and indirect contacts, but is far more likely to be new and useful when it comes from indirect contacts. Exploring knowledge flows in 69,476 patents …

Scaling Up Your Story: An Experiment In Global Knowledge Sharing At The World Bank, Shad Morris, James B. Oldroyd, Sita Ramaswami

Faculty Publications

Timely and effective knowledge transfer is increasingly important in today’s technologically advanced global market. However, a myopic focus on efficiency has frequently rendered most organizational knowledge ineffective. By coupling technology with a formal system that captures informal stories in an engaging and entertaining way, actors within an organization may be more willing to listen to what geographically dispersed colleagues are doing, and may be more likely to ascribe value to that information. Focusing on the International Finance Corporation of the World Bank Group, we conducted interviews with those sharing and using knowledge, and performed content analyses of 175 knowledge-sharing narratives. …

Firm-Specific Human Capital Investments As A Signal Of General Value: Revisiting Assumptions About Human Capital And How It Is Managed, Shad S. Morris, Sharon A. Alvarez, Jay B. Barney, Janice C. Molloy

Faculty Publications

Research Summary:

Prior scholarship has assumed that firm-specific and general human capital can be analyzed separately. This paper argues that, in some settings, this is not the case because prior firm-specific human capital investments can be a market signal of an individual’s willingness and ability to make such investments in the future. As such, the willingness and ability to make firm-specific investments is a type of general human capital that links firm-specific and general human capital in important ways. The paper develops theory about these investments, market signals, and value appropriation. Then the paper examines implications for human resource management …