The objective of this dissertation study is to provide the theoretical foundation for collaborative information technology moderation on team performance and give empirical evidence to support this relationship. The model provided in this study is supported by analytical proofs for the proposed hypotheses to define relationships among constructs in this research including departure (reduction in the number of team members), collaborative information technology functionality, transactive memory strength, and team performance. This research offers a theory that utilizes transactive memory systems (TMS) to examine the departure problem. The main research question is: Can collaborative information technologies (CIT) alleviate negative effects of departure? The theory in this study is structured around the indicators of TMS: specialization, coordination, and credibility. Findings showed that CIT functionality level plays a role in enhancing the group performance. This role is not direct but instead, is a moderation effect that alleviates the negative departure impact. In absence of departure, CIT impact can be confusing as it can be either positive or negative. My analytical results explain why information systems literature has had conflicting arguments on the role of technology. I propose that particular dynamic events and incidents, such as employee departure, help us understand the impact of CIT more clearly. Moreover, I employ transactive memory theory to explain how individuals develop and exchange knowledge in a group and how skills and knowledge can be lost due to departure. I also explain why and how team performance benefits from CIT when departure occurs. / text

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Background: Cultural differences provide challenges for multinational corporations, due to the differences in norms, values, and beliefs accompanying national cultures. Multinational corporations must adapt to the new environment to achieve optimal performance and attain competitive advantages. One of these challenges is motivation, which is crucial for employee performance and hence the pursuit of competitive advantage. Vietnam and Sweden, two cultural contexts having remarkable cultural distances, are the specific focus of this study.    Purpose: This study aims to explain the effect cultural differences have on job motivation and satisfaction. The authors investigated six motivation factors deemed to lead to job satisfaction based on Herzberg’s Two-Factor theory. The study’s framework is constructed also by four cultural distance factors according to Hofstede's Cultural Dimensions Theory to test the moderation effect of cultural differences on the relationship between motivation and job satisfaction.    Method: A quantitative research was conducted on a sample of 79 employees from two MNCs: Samsung in Vietnam and Husqvarna in Sweden. An online survey was distributed to respondents to gather primary quantitative data. The survey questions were based on previous studies to ensure validity in measuring the scales. Finally, two main testing analyses namely multiple linear regression and moderation effect were undertaken in SPSS.   Conclusion: The satisfying motivation factors included in Herzberg’s Two-Factor theory correlated positively to employees’ job satisfaction in both countries, although it was evident that each of the six factors contribute to job satisfaction at varying degrees. Furthermore, the finding of the culture dimensions as moderator variables showed that different levels of culture factors could either weaken, strengthen, or had no effect on the relationship between employee satisfaction and the six motivation factors.

Divers modèles théoriques suggèrent que le soutien social peut modérer le lien entre l'exposition à des stresseurs et l'adaptation et la santé mentale (Pearlin et Bierman, 2013). En se centrant sur le lien entre l'exposition récente à des stresseurs et le décrochage scolaire, l’objectif premier de cette étude était d’examiner le rôle modérateur potentiel du soutien offert par les parents, les pairs, le personnel scolaire ou les professionnels de la santé mentale. L'objectif secondaire était de décrire les associations directes entre ces sources de soutien et le décrochage. L'échantillon (n = 545) était composé d'adolescents âgés de 14 à 18 ans (M = 16,5 ; ET = 0,9) de 12 écoles secondaires socio économiquement défavorisées de Montréal et de régions avoisinantes. Des associations bivariées positives entre le soutien des adultes à l'école et des professionnels de la santé mentale et le décrochage scolaire sont devenues non-significatives dans les modèles de régressions logistiques multiples incluant les deux variables indépendantes principales (exposition à des stresseurs et sources de soutien). En effet, dans ces modèles, aucune des sources de soutien n’était significativement associée au décrochage scolaire, en interaction ou directement. Ces résultats suggèrent que les adolescents exposés à davantage d’adversité ont reçu plus de soutien des adultes dans leur l'école et la communauté, mais que ce soutien n'était pas suffisant pour atténuer les impacts néfastes de l’adversité sur la persévérance scolaire ou réduire les risques de décrochage. Ainsi, en contexte d’adversité, le soutien social ordinaire pourrait ne pas être suffisant pour soutenir la persévérance. / Various theoretical models suggest that social support can moderate the impact of stressor exposure on adjustment and mental health outcomes (Pearlin & Bierman, 2013). This study examined whether support offered by parents, peers, school personnel, or mental health professionals moderated the association between recent stressor exposure and high school dropout. The secondary goal was to describe direct associations between these sources of support and high school dropout. The sample (n = 545) consisted of adolescents between 14 and 18 years old (M = 16.5; SD = 0.9) from 12 socioeconomically disadvantaged schools in Montreal and neighbouring regions. Positive bivariate associations between support from adults at school and from mental health professionals and dropout became non-significant in multiple logistic regression analyses including the two main independent variables (stressor exposure and sources of support). In fact, in these models, no form of social support was significantly associated with dropout, either in interaction or directly. These results suggest that adolescents with more needs received more support from adults in their school and community, but that this support was not sufficient to moderate the link between stressor exposure and dropout. Thus, it is possible that when the amount of adversity and stressors in students’ lives is too high, typical support might not be sufficient to buffer their deleterious impact on school engagement and dropout. Keywords: stress, social support, high school dropout, at-risk students, adolescence, moderation effect.

Research Summary Despite a plethora of studies, the moderating effects of contingency factors regarding the relationship between corporate planning (CP) and organizational performance (OP) remain open to discussion. Our meta-analysis analyzes 183 independent study samples, 84 of which are examined for the first time. We expand on previous meta-analyses by correcting for measurement error and dichotomization, and we use moderation analyses and meta-analytical regressions to explain heterogeneity in these studies. We find evidence for the moderating effects of task interdependence and uncertainty avoidance as contingency factors. Unexpectedly, we identify an interaction of the measurements of OP and CP with uncertainty avoidance. Our results provide new insights into the relationship between CP and OP. Management Summary Managers who may doubt whether planning is still fruitful in turbulent times obtain a clear answer from our study: Yes, it is. CP is definitely correlated with OP. The effect sizes are stable over time and for different types of planning. However, the effect of CP on performance depends on the organizational context. Manufacturing firms benefit more than nonmanufacturing firms, and larger firms benefit more than smaller firms. Organizations in countries with high uncertainty avoidance show larger effects in relation to those in countries with low uncertainty avoidance. Finally, organizations facing high environmental uncertainty show higher effects of CP than organizations in more stable environments. However, the identified effects are conditional on the type of measurement of performance and CP.