Since the 1980s, there has been a growing body of critical theory in information systems research. A central theoretical foundation of this research isHabermas' theory of communicative action, which focuses on implications of speech and proposes general normative standards for communication. Habermas also places particular emphasis on the importance of the public sphere in a democratic society, critiquing the role of the media and other actors in shaping public discourse. While there has been growing emphasis on critical discourse analysis (CDA), there has been limited effort to systematically apply Habermas' validity claims to empirical research. Moreover, while critical research in information systems has examined communication within the organizational context, public discourse on information technology has received little attention. The paper makes three primary contributions: (1) it responds to Habermas' call for empirical research to ground and extend his theory of communication in every day critical practice; (2) it proposes an approach to applying Habermas' theory of communication to CDA; and (3) it extends the reach of critical research in information systems beyond micro-level organizational concerns and opens up to critical reflection and debate on the impact of systematically distorted communication about technology in the public sphere.
This paper offers a study of contradiction in the usage of mobile email. Using qualitative data, the paper identifies mobile email usage patterns that are dangerous, distracting, anti-social and that infringe on work-life boundaries. Mobile email users were forthcoming in describing these dysfunctional usage patterns, but they made a convincing argument that their mobile devices are highly functional and allow them to be efficient, to multitask without disruption to others, and to respond immediately to messages, as well as offering them the freedom to work from anywhere. These dual perspectives on mobile email (dys)functionality are explored through a metaphorical lens, showing how organisational cultures can reinforce the functional perspective while simultaneously suppressing the dysfunctional view. It is argued that it is important to understand and explore the dysfunctional perspective of mobile email adoption. The paper concludes with a series of questions that challenge organisations to reflect critically on their assumptions about mobile email usage.
Purpose-The purpose of this paper is to investigate the association between employees' perceptions of diversity training (DT) existence and effectiveness with organizational commitment (OC), and career satisfaction (CS). Design/methodology/approach-The analyses in this paper utilize survey data collected between 2006 and 2007 from over 11,000 managers, professionals, and executives working in nine large organizations in corporate Canada. The survey included questions about employees' perceptions of their work experiences and outcomes and their organizations' diversity practices. Comparisons of means as well as multivariate regression analyses were undertaken. Findings-The paper shows that employees who perceived DT to be effective were significantly more committed to their organizations and more satisfied with their careers than employees who perceived DT to be ineffective or non-existent. Research limitations/implications-The paper examines the linkages between DT, OS, and CS based on survey responses from managers, professionals, and executives. Findings may therefore not be applicable to entry level employees. Practical implications-DT, and in particular when viewed by employees to be effective, increases employees' OC and CS, which are associated with loyalty, lower turnover and higher employee engagement. Originality/value-The paper found that employees' OC and CS are highest when they perceived DT to be effective. Factors associated with OC and CS are explored based on employees' perceptions of the availability and effectiveness of DT.
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