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Dealing with spam is very costly, and many organizations have tried to reduce spam-related costs by installing spam filters. Relying on modern econometric methods to reduce the selection bias of installing a spam filter, we use a unique data setting implemented at a German university to measure the costs associated with spam and the costs savings of spam filters. Our methodological framework accounts for effect heterogeneity and can be easily used to estimate the effect of other IS technologies implemented in organizations.
The majority of costs stem from the time that employees spend identifying and deleting spam, amounting to an average of approximately five minutes per employee per day. Our analysis, which accounts for selection bias, finds that the installation of a spam filter reduces these costs by roughly one third. Failing to account for the selection bias would lead to a result that suggests that installing a spam filter does not reduce working time losses.
However, cost savings only occur when the spam burden is high, indicating that spam filters do not necessarily reduce costs and are therefore no universal remedy. The analysis further shows that spam filters alone are a countermeasure against spam that exhibits only limited effectiveness because they only reduce costs by one third.
Experimental evidence reveals that there is a strong willingness to trust and to act in both positively and negatively reciprocal ways. So far it is rarely analyzed whether these variables of social cognition influence everyday decision making behavior. We focus on entrepreneurs who are permanently facing exchange processes in the interplay with investors, sellers, and buyers, as well as needing to trust others and reciprocate with their network. We base our analysis on the German Socio-Economic Panel with its recently introduced questions about trust, positive reciprocity, and negative reciprocity to examine the extent that these variables influence the entrepreneurial decision processes. More specifically, we analyze whether (i) the willingness to trust other people influences the probability of starting a business; (ii) trust, positive reciprocity, and negative reciprocity influence the exit probability of entrepreneurs; and (iii) willingness to trust and to act reciprocally influences the probability of being an entrepreneur versus an employee or a manager. Our findings reveal that, in particular, trust impacts entrepreneurial development. Interestingly, entrepreneurs are more trustful than employees, but much less trustful than managers.
Grenzen : Einführung
(2012)
Innovation response behaviour is defined as individuals novelty-supporting or novelty-impeding action when navigating innovation initiatives through the organization. A typology of innovation response behaviour is developed, distinguishing between active and passive modes of conduct for novelty-supporting and novelty-impeding behaviour, respectively. The antecedents of innovation response behaviour are delineated based on West and Farr's five-factor model of individual innovation. Moreover, we argue that within organizational contexts, individuals often fail to implement their ideas due to innovation barriers, perceived as factors that are beyond their control. Based on the theory of planned behaviour, we reveal how these barriers influence individuals intentional and exhibited innovation response behaviour. Propositions about proximal and distal antecedents of individuals innovation response behaviour are derived. Proposing a research framework to study the organizational process of innovation from an actor-based perspective, this paper intends to link existing research on individual innovation with the process of innovation at the organizational level, explicitly accounting for the socio-political dynamics and arising managerial problems associated with successful innovation implementation within organizational realities. Implications for research in innovation management are discussed and avenues for future research outlined.
Corporate career presences on social network sites: an analysis of hedonic and utilitarian value
(2012)
Due to the shortage of skilled workforce and the increasing usage of social network sites, companies increasingly apply social network sites to attract potential applicants. This paper explores how corporate career presences on network sites should be realized in order to attract potential applicants. Therefore, we tested the impact of seven individual characteristics (namely Appointments, Daily Working Routine, Jobs, Corporate News, Entertainment, Media Format, and Features) of these corporate career presences that we extracted by a comprehensive pre-study on users' perceived hedonic and utilitarian value of these presences on social network sites. Based on an online survey with 470 participants, the results reveal a highly significant impact of five characteristics that corporate career presences provide both a hedonic as well as a utilitarian value to the user