Toward the development of a big data analytics capability

The era of big data has begun such that organizations in all industries have been heavily investing in big data initiatives. We know from prior studies that investments alone do not generate competitive advantage; instead, firms need to create capabilities that rival firms find hard to match. Drawing on the resource-based theory of the firm and recent work in big data, this study (1) identifies various resources that in combination build a big data analytics (BDA) capability, (2) creates an instrument to measure BDA capability of the firm, and (3) tests the relationship between BDA capability and firm performance. Results empirically validate the proposed theoretical framework of this study and provide evidence that BDA capability leads to superior firm performance.     

Business intelligence and analytics use,innovation ambidexterity,and firm performance: A dynamic capabilities perspective

To survive in a dynamic and hyper-competitive business environment, firms are compelled to simultaneously introduce incremental and radical innovations. While it is recognised that business intelligence and analytics (BI&A) can support innovation and provide organisational value, the literature provides a limited understanding of its impact on balancing different innovation activities and ensuring performance gains. In this study, we examine the relationship between BI&A use, innovation ambidexterity, and firm performance by relying on the process theory of IS value creation as well as the dynamic capabilities perspective. We test our model using data collected from medium- and large-sized firms in Slovenia, applying partial least squares modelling. The results support the notion that BI&A use is positively associated with successful balancing between explorative and exploitative innovation activities, which in turn enhances firm performance. Our results also indicate that innovation ambidexterity is enhanced in two ways: indirectly through interaction with the firm’s absorptive capacity, and directly by increasing the possibilities of faster experimentation with offerings of products or services and improved predictability of the value of new products or services.     

Enabling firm performance through business intelligence and analytics: A dynamic capabilities perspective

This study draws on the sense-seize-transform view of dynamic capabilities as the theoretical lens for examining the role of BI&A in organizations. It views BI&A as the sensing and seizing components of dynamic capabilities that contribute to firm performance by enabling business process change. Findings confirm a positive relationship between BI&A and performance, mediated by business process change capabilities. This study answers the call for a theoretically grounded examination of the relationship between BI&A and firm performance by highlighting the significance of the BI&A seizing capabilities, and the importance of business process change in translating BI&A output into improved performance.     

An empirical study of the effects of knowledge sharing and learning behaviors on firm performance

Knowledge sharing and learning behaviors in the workplace are believed to be very important to the success of firms. In this study, the relationships between knowledge sharing and learning behaviors, business process improvement, product and service offerings, and organizational performance are examined based on a sample of 134 firms engaged in manufacturing, and wholesale or retailing operations. Data analyses using the partial least squares statistical technique revealed that knowledge sharing and learning behaviors are positively associated with business process improvement, and product and service offerings. Business process improvement and product and service offerings are positively associated, and they in turn are positively related to organizational performance. The findings reinforce the importance of knowledge sharing and learning to companies. Executives should encourage knowledge management and organizational learning activities within their firms, and give proper considerations to the strategies and implementation of programs supporting these activities in order to enhance firm performance.     

Advancing artificial intelligence research and dissemination through conference series: Benchmark,scientific impact and the MICAI experience

This article presents an overview, analysis and benchmark of the best-known artificial intelligence (AI) conferences, including the Mexican International Conference on Artificial Intelligence (MICAI) conference series, and describes how MICAI has contributed to both the growth of artificial intelligence (AI) research in Mexico and the advancement of AI research worldwide. Among the prestigious AI conferences examined are the IJCAI, AAAI, ECAI, IBERAMIA, AAJCAI and PRICAI. Features analyzed include number of papers, acceptance rate and the h index as a measure of the scientific impact. The MICAI has been held in Mexico since 2000, when the National Meeting on AI, held by the Mexican Society for Artificial Intelligence (SMIA) since 1983, and the International Symposium on Artificial Intelligence (ISAI), organized by Tecnológico de Monterrey (ITESM) since 1988, merged into a single conference. Conference trends and future developments are also explained.     

IT centrality,IT management model,and contribution of the IT function to organizational performance: A study in Canadian hospitals

The characterization of the IT function in organizations represents a central topic of investigation in the information systems field. The main purpose of this study was to predict the contribution of the IT function to organizational performance by focusing on the centrality of IT and the IT management profile as primary determinants. A cross-sectional survey of CIOs working in Canadian hospitals reveals that IT centrality positively influences the strategic orientation of the IT management model. In turn, the stronger the strategic orientation of the IT management model in place, the greater is the IT function’s contribution to organizational performance.     

Recognizing CEO personality and its impact on business performance: Mining linguistic cues from social media

Upper echelons theory suggests that CEO personality will influence organizational performance. However, difficulty in measuring CEO personality restrains related research. We capture linguistic cues CEOs leaving on social media and recognize their personality by text mining. To our knowledge, it is the first study introducing social media text mining approaches into the research stream that empirically inquires and extends upper echelons theory. Then, we investigate the CEO personality’s impact on both operational and financial performance. Results show that CEO Extraversion, Emotional Stability, and Agreeableness improve Cost Efficiency and Profitability, while CEO Conscientiousness reduces them. CEO Openness to Experience negatively influences Profitability, and all facets of CEO personality improve Employee Productivity except for CEO Conscientiousness. The contribution of our research is multi-sided: (1). methodologically, we introduce a text mining approach to measure CEO personality; (2). theoretically, we provide empirical evidence for upper echelons theory; (3). practically, our results help companies evaluate CEO candidates from a personality perspective.     

The influence of individual,family, and social capital factors on expatriate adjustment and performance: The moderating effect of psychology contract and organizational support

This research is conducted to get more understanding about the antecedents and consequences of expatriate adjustment. Expatriate adjustment is a very important factor for the expatriate and for the organization. As prior studies have explained that family, individual, and social capital factors significantly related to expatriate adjustment, but these studies did not integrate the antecedents and consequences of expatriate adjustment into a more comprehensive research model. Therefore, this study aims to integrate relevant research streams into a more comprehensive model of expatriate adjustment and empirically test the viability of the model. The results of this study illustrated that expatriates with higher emotional intelligence, cultural intelligence, and experience abroad can adjust more easily in the new work environment. Also, family support and family adaptability have positive influence on expatriate adjustment. Expatriates who had prior experiences on parental demand and family to work conflict tend to be able to manage these problems more easily. Furthermore, social capital and mentoring behavior are also important factors that can enhance the success of expatriate adjustment which could further influence expatriate performance, innovative work behavior, knowledge transfer, and organizational performance. Finally, this study also identified that psychological contract and organizational support as two important moderators that can enhance expatriate adjustment and success.