Influence of information and communication technologies on decentralization of organizational structure

Čudanov, Mladen; Jaško, Ondrej; Jevtić, Miloš

doi:10.2298/csis0901093c

Cited by 36 publications

(19 citation statements)

References 2 publications

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“…Measures the degree at which organizational structure influence the implementation and adoption of e-HRM system. Measurement items are drawn from studies conducted by Damanpour and Aravind (2012), Čudanov et al (2009), and Andrade and Joia (2012).…”

Section: Methodsmentioning

confidence: 99%

Examining the Effect of Organizational Leadership, Organizational Structure, and Employee Technological Capability on the Success of Electronic Human Resource Management

et al. 2022

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The advancement in usage of information technology in past decades have revolutionized the business environment. For instance, the introduction and widely acceptance of e-commerce technologies have transformed the retail landscape. Same as the emerging of streaming services and platforms like Netflix has change the entertainment especially the movie sector drastically. Like other sectors of the economy, the adoption of technology has transformed the functional activities of diverse organizations and organizational units. Specifically, the adoption of eHRM is argued to enrich organizational effectiveness. The study attempts to investigate the effect of organizational leadership, organizational structure, and employee technological capabilities on the implementation success of e-HRM system. Data is collected from a novel dataset that is based on list of human resource practitioner/professional that was made available by the Chartered Institute of Human Resource Practitioners, Ghana. The outcome of the study indicates organizational structure and employee technological efficacy/competence have a positive and significant influence on the successful implementation of e-HRM. Conversely, organizational leadership did not have significant influence on the success of e-HRM. However, it must be acknowledging internal marketing plays critical role in aligning organizational goals, employee’s capabilities, and expectation.

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Section: Methodsmentioning

confidence: 99%

Examining the Effect of Organizational Leadership, Organizational Structure, and Employee Technological Capability on the Success of Electronic Human Resource Management

et al. 2022

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“…There are numerous, both theoretical and empirical, confirmations that support this claim [3], [8], [34]. It has been proven that ICT leads to information processing cost reduction, decision-making quality improvement, decrease in the number of hierarchical levels and organization "thinning", and also to decrease in middle-level management.…”

Section: Introductionmentioning

confidence: 92%

The impact of information and communication technology on decentralization: The role of organizational culture

Janićijević¹,

Milovanović²

2015

Ekonomika preduzeca

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The paper explores the impact of organizational culture on the effects that the implementation of information and communication technology has on decentralization of organization. The starting assumption is that the implementation of information and communication technology does not have a predetermined and unique impact on centralization or decentralization of organization, but this impact rather depends on the context in which the implementation is performed. Organizational culture has a considerable influence on thinking and behavior of employees and managers since it shapes their interpretive schemes through assumptions, values, and norms that it contains. Therefore, organizational culture must be considered as one of the possible elements of the context on which the impact of information and communication technology (ICT) on structure decentralization depends. Starting with Handy's classification of organizational culture types, hypotheses on different impacts that ICT might have on decentralization in each of the culture types are generated. The conclusion is the following: ICT implementation in people culture will lead to a high decentralization, ICT implementation in task culture will lead to a moderate decentralization, ICT implementation in power culture will lead to a moderate centralization, and ICT implementation in role culture will lead to a high centralization.

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“…Together with other innovative organizational tendencies, it gives birth to novel organizational forms [35]. Among all the contributing factors, IT is frequently mentioned as one of the most significant facilitators of the growing degree of decentralization (or, vice versa, decreasing degree of centralization) [36]. The notion of decentralization is also closely related to empowerment [37,38].…”

Section: Vertical Axis Of Meso-organizational Specialization Decentralization and Chain Of Commandmentioning

confidence: 99%

Organizational Structure and Artificial Intelligence. Modeling the Intraorganizational Response to the AI Contingency

Rudko

Bonab

Bellini

2021

JTAER

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Different and profound are the consequences of the further development of artificial intelligence (AI) on society. One of the manifestations of the upcoming changes is the plethora of novel ways in which companies may organize labor and capital. So far, the influence of AI on organizational structure has been mainly studied from either a technological or a broader decision-making perspective. Our paper provides a unique take on the topic, emphasizing the distinctive role of human agency and its function in the upcoming AI-driven organizational changes. Relying on the existing academic literature, we theorized a set of hypotheses concerning best fits to the AI contingency on both macro and meso-organizational levels. To test whether the hypothesized changes might encounter organizational inertia or resistance from jobholders, multiple correspondence analysis (MCA) was applied to the online survey results. Four types of current and potential jobholders were distinguished according to their explicit attitudes towards hypothesized organizational changes: skeptics, doubtful skeptics, optimists, and doubtful optimists, the latter consisting primarily of emerging adults. Finally, we developed a model of intraorganizational response to the AI contingency based on four theoretical groups of individuals, as determined by the analysis. Our findings showed doubtful optimists to be the most important group, able to set organizational trends and positively influence skeptics and doubtful skeptics. Accordingly, promoters of AI-driven organizational changes are advised to design their communication efforts around emerging adults. As the survey was conducted amid the COVID-19 pandemic, its sociological and managerial implications are relevant to the looming reality of the postpandemic world.

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Influence of information and communication technologies on decentralization of organizational structure

Cited by 36 publications

References 2 publications

Examining the Effect of Organizational Leadership, Organizational Structure, and Employee Technological Capability on the Success of Electronic Human Resource Management

Examining the Effect of Organizational Leadership, Organizational Structure, and Employee Technological Capability on the Success of Electronic Human Resource Management

The impact of information and communication technology on decentralization: The role of organizational culture

Organizational Structure and Artificial Intelligence. Modeling the Intraorganizational Response to the AI Contingency

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