The overall objective of this dissertation is to contribute to knowledge and theory about the influence of information technology (IT) on organizations and their members. This dissertation is composed of three related studies, each examining different aspects of the relationship between IT and organizations. The objective of the first study is to provide an overview of the dominant theoretical perspectives that IS researchers have used in the last five decades to study the influence of technology on organizations and their members. Without being exhaustive, this study seeks more specifically to identify, for each decade, the dominant theoretical perspectives used in the IS field. These dominant theoretical perspectives are illustrated by the selection and description of exemplars published in the decade and their implications for researchers and practitioners are discussed. This review is useful not only for understanding past trends and the current state of research in this area but also to foresee its future directions and guide researchers in their future research on the influence of IT on organizations and their members. The objective of the second study is to theorize how IT artifacts influence the design and performance of organizational routines. This study adopts organizational routines theory as its theoretical lens. Organizational routines represent an important part of almost every organization and organizational routines theory is an influential theory that explains how the accomplishment of organizational routines can contribute to both organizational stability and change. However, the current form of this theory has several limitations such as its neglect of the material aspect of artifacts and the distinctive characteristics of IT artifacts, and its treatment of artifacts as outside of organizational routines. This study seeks to overcome these limitations by extending organizational routines theory. The objective of the third study is to develop a better understanding of information security standards by analyzing the structure, nature and content of their controls. This study investigates also the mechanisms used in the design of information security standards to make them both applicable to a wide range of organizations and adaptable to various specific organizational settings. The results of this study led to the proposition of a new theory for information systems called generative control theory.

In 1996, the U.S. Congress initiated a change to the Department of Defense (DOD) military family housing program. Applying organizational learning and change theories, this study of the Department of the Air Force (AF) reveals how the AF used $617 million of federal funds and $8.3 billion of matching private investment to significantly upgrade or construct and manage 53,323 AF family housing units. Using an outcome-oriented process tracing methodology, I examine the process changes, organizational structure modifications, and strategy adjustments the AF instituted to implement this latest attempt at providing military family housing. To understand how those adjustments occurred, this research uses organizational routine theory to help explain how organizations generate change by performing their day-to-day activities. This single-case historical study of AF family housing privatization, used process tracing to identify five primary organizational routines that determine know when there is a minimally sufficient explanation of how the AF learned and changed while privatizing the existing military family housing stock. These organizational routines help to clarify the organizational strategy, implementation process, and structure changes that emerged during privatization to address the quality, quantity, affordability, and timeliness of AF military family housing. The AF approach to transforming military family housing might be applicable to other publicly funded housing programs. / Ph. D.

企業常藉由採納新科技的作法提升本身的競爭力，科技因此成為創造企業核心競爭力的關鍵。但是要讓科技在組織中發揮其功能，並不是一件容易的事，科技的導入常伴隨著新工作方式的產生，而團隊成員不一定能馬上轉換工作方式，或接受新的工作方式，因此需要經歷過一段調適的過程，使得科技能融入到組織的工作例規當中，成為組織例規的一部份。過去的文獻從例規的觀點談科技採納並不多，本研究從組織例規的觀點著手，探究科技採納的過程中科技與組織的調適行為。 本研究以質性研究的方法進行，長期觀察與分析一家台灣知名的電腦代工廠商，研究其導入產品生命週期管理系統以提升其設計鏈績效的歷程。透過分析優品公司採納產品生命週期管理系統的前後時期，工作例規與審核變化的變化；以及分析內嵌在產品生命週期管理系統中的組織例規，以瞭解組織中的工作例規與審核例規變化的情形。最後，本研究發現有一種例規衝突的現象，我稱之為「例規越界」，這是過去文獻所未曾提及的情況，但是卻對科技採納產生重大的影響。這是科技中的組織例規與採納科技後組織的新例規之間的衝突，我將在研究中呈現不同例規間的衝突對於科技採納的影響。 本研究在學理上的貢獻有三：首先，反思在科技調適的文獻中，是否忽略了科技精神的重要性？調適不能只重視功能面的調適，更需要注重精神面的調適。其次是，透過反思審核例規背後的精神，去凸顯出當使用者在與科技進行調適時，是如何產生學習上的失靈。當使用者能有效的解讀科技的精神時，調適才有可能更有效。最後，回應Feldman的單一例規變化的主張，進行延展性解釋，本研究發現例規是否成為變動的來源取決於例規間互動的關係，其中例規變動的方向，不僅取決於例規間變動的關係，還取決於使用者是否能反思例規的內涵。因此，本研究認為組織例規不只是像Feldman所主張的「例規是變革的來源」，而且還是「例規的反思是變革的路徑」。 / The organization always promotes its competitive ability by adopting new technology. Therefore, technology has been a key element to build core competitive for organization. However, it is a hard work for technology to develop its performance in organization. When organization adopts a new technology, organization will accompany to develop a new work routine. But a lot of organization members could not switch or accept their work routines to new routines. Therefore, organization needs a period of time to adapted technology, then the technology will embed in organizational routine to be a part of organizational routines. In past literatures, there are seldom use “organizational routine” to explore technology adoption. The study will take the “organizational routine” view to understand adoptive process in technology and organizational adaption. The study is an qualitative research that reviews and analysis a famous computer OEM ( Original Equipment Manufacturer) in Taiwan. The study explore the process of a company adopted the PLM（product Lifecycle Management） to improve the performance of design-chain management. In the study , I analysis the organizational routines and the organizational routines embedded in PLM that before and after adopt PLM. And, the study find a routines conflict phenomenon that I call “routine crossover”. It is a important phenomenon in technology adoption that never discuss in prior research. The theoretical contribution as followings: First, the study reflected whether those prior literatures ignore the important of the “Technology Spirit” ? The technology adaption could not only focus on functional level but also spirit level. Second, by to reflect the spirit that embedded in technology, the study illustrate that the “learning disfunction” and argued that the effective technology adaption was come from effective interpret the technology spirit. Third, the study respond Feldman’s argument that “Organizational routines as a source of continuous change”, extend to “The reflect of organizational routines is a path of change.”

Développement de la démocratie participative, mouvement de décentralisation à l’échelle européenne...: les dernières décennies sont marquées par la légitimation d’une pluralité d’acteurs autres que l’État central dans la construction de l’action publique. Si le développement du terme de « gouvernance » pour désigner l’action publique contemporaine décrit bien cette évolution, il laisse en suspens la question du rôle de l’Etat et de son administration dans ce renouvellement, alors même que les principes d’action et les modes d’organisation de l’administration publique sont eux-­‐mêmes en redéfinition, théorique et empirique. Notre thèse propose d’étudier la question suivante : qu’est ce qu’ « administrer » dans un contexte de gouvernance ? A partir de l’étude d’un cas d’émergence et de mise en place d’une nouvelle activité (l’Autorité Environnementale) au sein de l’administration publique d’État française, nous mettons tout d’abord en lumière les incertitudes et les tensions auxquelles donne lieu le développement d’une activité administrative, certes fortement insérée dans les circuits administratifs traditionnels, mais pour contribuer à la réalisation d’une action publique conçue dans une logique de gouvernance, c’est-­à-­dire s’appuyant sur la pluralité des acteurs, leurs influences et leurs interactions dans différentes configurations. Nous analysons ensuite la manière dont se construit sur le terrain, dans le travail des agents publics, une action qui se révèle hétérogène et variable, ce qui constitue à la fois un problème et une ressource pour l’action publique. A partir d’une théorisation de cette hétérogénéité et variabilité dans le cadre des dynamiques de routines organisationnelles et sur la base de propositions de dispositifs de gestion, nous montrons qu’administrer en contexte de gouvernance se définit dans la capacité de l’organisation à en même temps développer et réguler l’hétérogénéité et la variabilité de l’action administrative. / The development of participatory democracy, a wave of decentralization in all Europe...: over the last decades, the legitimization of a plurality of actors, besides the Central State, has been a cornerstone of public action. The increasing use of the notion of « Governance » to describe public action is one the main illustrations of this evolution, but the role of the Central State and its administration in this new context remains hardly known, at a time when public administration, its action and its organization, are precisely in a process of being re-­‐defined, empirically as much as theoretically. Our thesis ambitions to explore the following question: what does « administrating » involve in a context of governance? Drawing on the case of the emergence and implementation of a new activity in the French public administration (the Environmental Authority), we highlight the state of uncertainty and tension generated by the development of this new activity, which is rooted in the traditional administrative organization but needs to contribute to a new form of public action, conceived with a governance logic, in other words based on a multiplicity of actors with various influences and interactions in different configurations. We then analyze how a heterogeneous and variable public action is developed empirically through public officers’ daily work. It is argued that this is both a difficulty and a resource for public action. Drawing on the organizational routine dynamics framework, this heterogeneity and variability of public action is theorized. Then, based on the proposition of different management dispositif, we show that « administrating » in a context of governance can be conceived as the capacity to both develop and regulate heterogeneity and variability in administrative action.

Made available in DSpace on 2016-03-15T19:25:56Z (GMT). No. of bitstreams: 1 Simone Basile Alves.pdf: 1982195 bytes, checksum: 167f0712dcb66c27f479920e3d831afc (MD5) Previous issue date: 2012-08-09 / Fundo Mackenzie de Pesquisa / The challenge of competing in highly dynamic and complex environments, which involve high technology and knowledge and resources distributed among different agents, encourages organizations to develop strategic alliances contract. Alliances are a way to expand the boundaries and a way to transfer knowledge and to access complementary assets. However, a large number of alliances fail to meet expectations of the partners involved. In this work, there is the question of how the ability to manage strategic alliances contract relates to the performance of alliances. The relevance of the research is to conduct a qualitative study to complement previous theoretical and quantitative studies and seeking to expand the understanding of the relationships between the processes of relational capacity and performance of alliances. To study this question we chose to map the alliances in the sector of pharmaceutical biotechnology, in human health segment. Noteworthy is the fact that the Brazilian government has chosen this sector as a central tenet of its industrial policy through several incentive programs. This sector is highly complex and dependent on multidisciplinary knowledge, and is characterized by the distribution of knowledge and resources needed by the agents, with a large number of alliances involving activities such as research, development, innovation, clinical testing, marketing, which are crucial to the good performance and competitive advantage. For the study we opted for the methodology of multiple case studies. We studied three biotechnology organizations, and one alliance from each organization. We interviewed managers of rank 1 and 2 (directors and managing partners), one manager for each alliance. Data were analyzed through categorical thematic analysis, with categories defined a priori from the literature on the subject. The main categories and cases have been crossed. It was concluded that the business model through alliances is very present in biotechnology sector, and the ability to manage alliances have a value for organizations, as it contributes to the performance of alliances. Another highlight is the importance of the relationship of cooperation and trust between partners, for the good performance of alliances. / O desafio da competição em ambientes altamente dinâmicos, complexos e que envolvem alta tecnologia, com conhecimento e recursos distribuídos entre diferentes agentes, estimula as organizações a desenvolverem alianças estratégicas contratuais. As alianças são uma forma de expandir as fronteiras e um meio de transferência do conhecimento e de acesso a ativos complementares. No entanto, um grande número de alianças não atendem às expectativas dos parceiros envolvidos. Neste trabalho, coloca-se a questão de como a capacidade de gestão de alianças estratégicas contratuais se relaciona com o desempenho das alianças. A relevância da pesquisa está em realizar um estudo qualitativo que complemente estudos teóricos e quantitativos anteriores, buscando ampliar o entendimento das relações processuais entre a capacidade relacional e o desempenho das alianças. Para estudar esta questão optou-se por mapear as alianças no setor de biotecnologia farmacêutica, segmento de saúde humana. Destaca-se o fato do governo brasileiro ter escolhido esse setor como um dos eixos centrais de sua política industrial por meio de diversos programas de incentivo. Esse setor é altamente complexo e dependente de conhecimento multidisciplinar, e se caracteriza pela distribuição dos conhecimentos e recursos necessários pelos agentes, apresentando um grande número de alianças envolvendo atividades como pesquisa, desenvolvimento, inovação, testes clínicos, comercialização, as quais são cruciais para o bom desempenho e para a vantagem competitiva. Para a realização do estudo optou-se pela metodologia de estudos de casos múltiplos. Foram estudadas alianças de três organizações de biotecnologia, sendo uma aliança de cada organização. Foram entrevistados gestores do nível hierárquico 1 e 2 (diretoria e sócios-diretores), sendo um gestor para cada aliança. Os dados foram analisados via análise temática categorial com categorias definidas a priori a partir da literatura sobre o tema. As principais categorias e casos foram cruzados. Concluiu-se que o modelo de negócios via alianças está muito presente no setor de biotecnologia, e que a capacidade de gestão de alianças tem um valor para as organizações, na medida em que contribui para o bom desempenho das alianças. Outro ponto de destaque é a importância da relação de cooperação e de confiança entre os parceiros, para o bom desempenho das alianças.

Made available in DSpace on 2010-04-20T20:08:10Z (GMT). No. of bitstreams: 1 71060100679.pdf: 2964392 bytes, checksum: 3f94f5eec2544cf6962a3ad75c321e50 (MD5) Previous issue date: 2010-02-09T00:00:00Z / Esta pesquisa investigou a construção de um cotidiano organizacional intercultural a partir da convivência entre brasileiros e estrangeiros em três organizações multinacionais que possuem sedes administrativas em Curitiba-Pr. A interação entre profissionais cria um cotidiano intercultural que é constituído de aspectos estruturais como as relações hierárquicas, o processo decisório, a metodologia de trabalho e os indicadores de desempenho. Também é formado por aspectos subjetivos e informais que englobam a percepção e o compartilhamento de valores e normas, os elementos do relacionamento inter e intrapessoal, a negociação e a gestão de conflitos, a motivação e o comprometimento. As referências teóricas foram formadas por uma base interdisciplinar que contou com contribuições da Psicologia Social, Sociologia, Antropologia e História para interpretação e análise do cotidiano, além dos fundamentos e pesquisas do campo dos Estudos Organizacionais, especificamente sobre a administração intercultural. A pesquisa foi do tipo exploratório e descritivo, de abordagem qualitativa e interpretativista. O método empregado foi a etnometodologia, pois ela visa o conhecimento e interpretação de um grupo de indivíduos acerca de suas interações e atividades cotidianas. Foi utilizada a entrevista semi-estruturada como instrumento principal de coleta de dados. Ao todo, foram realizadas trinta e três entrevistas com três tipos de respondentes: a) gestores de mobilidade internacional; b) profissionais estrangeiros; e c) profissionais locais que convivem com estrangeiros no ambiente de trabalho. Também foram coletados documentos oficiais das três organizações que tratavam de suas diretrizes oficiais e suas políticas de mobilidade internacional. Foram encontradas representações, estratégias e táticas comuns as três organizações, bem como alguns aspectos específicos de cada cotidiano organizacional. Concluiu-se que quanto mais o indivíduo participa de ambientes multiculturais e de interações interculturais, mas ele trata com desembaraço as questões ligadas às rotinas de trabalho e a convivência com chefias, subordinados e colegas de outras culturas. Isto reforça o conceito de mobilidade como capital apresentado por Freitas (2009). Este tipo de interação demanda abertura e desprendimento, principalmente quando em missão internacional, na qual o indivíduo precisa adaptar comportamentos e costumes. As missões internacionais auxiliam no processo de capacitação intercultural dos profissionais e no desenvolvimento de competências culturais no que diz respeito à melhoria da leitura do cenário organizacional e de negócios; à superação de preconceitos culturais e forma etnocêntrica de ver o mundo, o trabalho e as pessoas; à condução de ações derivadas de estratégias globais; ao entendimento das capacidades e limitações dos outros e as suas próprias; ao entendimento e aceitação das diferentes formas de perceber as tarefas cotidianas de trabalho. Isto ocorre não somente com aqueles que aceitam o desafio de viver no estrangeiro, mas também com aqueles que recebem estes profissionais e com eles convivem cotidianamente. / This research investigated the construction of intercultural organizational routine in brazilian and foreign interaction into three multinational corporations. These corporations have their brazilian headquarters at Curitiba-PR. The professional’s interaction creates an intercultural routine based on structural aspects like hierarchical relations, decision making process, methodological aspects and performance indicators. Also, it is formed by the subjective aspects like values and awareness and sharing rules; inter and intra relationship elements; the negotiation and conflict management; the motivation and commitment. The interdisciplinary theoretic references are constituted by Social Psychology, Sociology, Anthropology and History contributions to interpretation and analysis of everyday life and Organizational Studies field research about intercultural management. This research is um exploratory and descriptive study, with qualitative and interpretativist approach. The etnomethodology was used because this method helps to analysis the knowledge and interpretation of a group with their interactions and activities. The main instrument of data collect was semi structured interview with thirty three individuals. There were three types of interviewers: a) international mobility managers; b) foreign employees and c) local employees who interact with foreign people into work environment. Also, official documents were consulted to analyze international mobility strategies and politics. Some representations, strategics and tactics are common in the three organizations, as well as some aspects are specific to each organizational routine. It was concluded that the participation at the multicultural environments and the intercultural interactions are very important to individual to deal with work routine issues and hierarchical and colleagues relationship that evolves local culture and foreign culture. This enforces the mobility concept like symbolic capital (FREITAS, 2009). It is important to highlight this opened mind that this interaction demands, mainly, to adapt to different behaviors and costumes. The international assignments help individual in the intercultural capabilities process and in the cultural competence development to getting better the organizational and business scenario reading; the cultural preconception and ethnocentric view reduction; the conduction of global strategies actions; the comprehension of others capabilities and limitations and their selves; the different ways to perceive work routines. It happens with people who accept to live abroad with its challenges and also it happens with people who receive foreign at work environment.