scispace - formally typeset
Search or ask a question
Author

George P. Huber

Bio: George P. Huber is an academic researcher from University of Texas at Austin. The author has contributed to research in topics: Organizational learning & Organizational effectiveness. The author has an hindex of 41, co-authored 77 publications receiving 20943 citations. Previous affiliations of George P. Huber include University of Wisconsin-Madison & University of Texas System.


Papers
More filters
Journal ArticleDOI
TL;DR: The literature on knowledge acquisition is voluminous and multi-faceted as mentioned in this paper, and so the knowledge acquisition construct is portrayed as consisting of five subconstructs or subprocesses: 1 drawing on knowledge available at the organization's birth, 2 learning from experience, 3 learning by observing other organizations, 4 grafting on to itself components that possess knowledge needed but not possessed by the organization, and 5 noticing or searching for information about the environment and performance.
Abstract: This paper differs from previous examinations of organizational learning in that it is broader in scope and more evaluative of the literatures. Four constructs related to organizational learning knowledge acquisition, information distribution, information interpretation, and organizational memory are articulated, and the literatures related to each are described and critiqued. The literature on knowledge acquisition is voluminous and multi-faceted, and so the knowledge acquisition construct is portrayed here as consisting of five subconstructs or subprocesses: 1 drawing on knowledge available at the organization's birth, 2 learning from experience, 3 learning by observing other organizations, 4 grafting on to itself components that possess knowledge needed but not possessed by the organization, and 5 noticing or searching for information about the organization's environment and performance. Examination of the related literatures indicates that much has been learned about learning from experience, but also that there is a lack of cumulative work and a lack of integration of work from different research groups. Similarly, much has been learned about organizational search, but there is a lack of conceptual work, and there is a lack of both cumulative work and syntheses with which to create a more mature literature. Congenital learning, vicarious learning, and grafting are information acquisition subprocesses about which relatively little has been learned. The literature concerning information distribution is rich and mature, but an aspect of information distribution that is central to an organization's benefitting from its learning, namely how units that possess information and units that need this information can find each other quickly and with a high likelihood, is unexplored. Information interpretation, as an organizational process, rather than an individual process, requires empirical work for further advancement. Organizational memory is much in need of systematic investigation, particularly by those whose special concerns are improving organizational learning and decision making.

8,041 citations

Journal ArticleDOI
TL;DR: This paper reviews several sources of the data inaccuracies that commonly affect retrospective data and offers guidelines for reducing the occurrence or magnitude of these inaccuracies.
Abstract: Strategic management studies frequently involve obtaining retrospective data from strategic-level managers. The use of this data acquisition methodology has received relatively little codification and little critical review or comment. This seems unfortunate, as discussion and codification of the methodology could be useful for those academic researchers and corporate staff who study strategic decisions and organizational processes and for those managers who may be asked to provide the retrospective data. This paper is an attempt to remedy the current state of affairs. In particular, the paper reviews several sources of the data inaccuracies that commonly affect retrospective data and offers guidelines for reducing the occurrence or magnitude of these inaccuracies.

1,699 citations

Journal ArticleDOI
TL;DR: This article sets forth a theory of the effects that computer-assisted communication and decision-aiding technologies have on organizational design, intelligence, and decision making, as contrasted with those that affect the production of goods and services.
Abstract: This article sets forth a theory of the effects that computer-assisted communication and decision-aiding technologies have on organizational design, intelligence, and decision making. Several components of the theory are controversial and in need of critical empirical investigation. The article focuses on those technology-prompted changes in organizational design that affect the quality and timeliness of intelligence and decision making, as contrasted with those that affect the production of goods and services.

1,307 citations

Journal ArticleDOI
TL;DR: In this paper, a set of configurational fit models that are congruent with alternative assumptions of equifinality were developed and tested empirically, and the results do not support Mintzberg's theory that organizations will be more effective to the extent that they resemble his five ideal types.
Abstract: Mintzberg's and Miles and Snow's configurational theories have both received widespread attention. Most researchers, however, have interpreted these theories in terms of categories of organizations rather than organizational configurations based on ideal types. We explicated the logical structure of configurational theories and developed a set of configurational fit models that are congruent with alternative assumptions of equifinality, which is the premise that multiple organizational forms are equally effective. Then the two theories were formalized with these models and tested empirically. Contrary to our expectations, the results do not support Mintzberg's theory that organizations will be more effective to the extent that they resemble his five ideal types. In contrast with these null results, configurational fit based on Miles and Snow's theory predicted 24 percent of the variance in overall organizational effectiveness.

1,146 citations

Journal ArticleDOI
TL;DR: This chapter discusses methods for Studying Changes in Organizational Design and Effectiveness using Longitudinal Field Research and a Primer of Sequence Methods was written by Andrew van de Ven and George P Huber.
Abstract: Introduction - Andrew H Van de Ven and George P Huber Longitudinal Field Research Methods for Studying Processes of Organization Change Images of Imaging - Stephen R Barley Notes on Doing Longitudinal Field Work A Dual Methodology for Case Studies - Dorothy Leonard-Barton Synergistic Use of a Longitudinal Single Site with Replicated Multiple Sites Building Theories from Case Study Research - Kathleen M Eisenhardt Longitudinal Field Research on Change - Andrew M Pettigrew Theory and Practice Studying Changes in Organizational Design and Effectiveness - William H Glick et al Retrospective Event Histories and Periodic Assessments Methods for Studying Innovation Development in the Minnesota Innovation Research Program - Andrew H Van de Ven and Marshall Scott Poole Alternate Approaches to Integrating Longitudinal Case Studies - Robert D McPhee A Primer of Sequence Methods - Andrew Abbott An Empirical Taxonomy of Implementation Processes Based on Sequences of Events in Information System Development - Rajiv Sabherwal and Daniel Robey Theoretical and Analytical Issues in Studying Organizational Processes - Peter R Monge Organizations Reacting to Hyperturbulence - Alan D Meyer, James B Goes and Geoffrey R Brooks

837 citations


Cited by
More filters
01 Jan 1989
TL;DR: Regression analyses suggest that perceived ease of use may actually be a causal antecdent to perceived usefulness, as opposed to a parallel, direct determinant of system usage.

40,975 citations

Journal ArticleDOI
TL;DR: In this article, the authors address the ability to predict peoples' computer acceptance from a measure of their intentions, and explain their intentions in terms of their attitudes, subjective norms, perceived usefulness, perceived ease of use, and related variables.
Abstract: Computer systems cannot improve organizational performance if they aren't used. Unfortunately, resistance to end-user systems by managers and professionals is a widespread problem. To better predict, explain, and increase user acceptance, we need to better understand why people accept or reject computers. This research addresses the ability to predict peoples' computer acceptance from a measure of their intentions, and the ability to explain their intentions in terms of their attitudes, subjective norms, perceived usefulness, perceived ease of use, and related variables. In a longitudinal study of 107 users, intentions to use a specific system, measured after a one-hour introduction to the system, were correlated 0.35 with system use 14 weeks later. The intention-usage correlation was 0.63 at the end of this time period. Perceived usefulness strongly influenced peoples' intentions, explaining more than half of the variance in intentions at the end of 14 weeks. Perceived ease of use had a small but significant effect on intentions as well, although this effect subsided over time. Attitudes only partially mediated the effects of these beliefs on intentions. Subjective norms had no effect on intentions. These results suggest the possibility of simple but powerful models of the determinants of user acceptance, with practical value for evaluating systems and guiding managerial interventions aimed at reducing the problem of underutilized computer technology.

21,880 citations

01 Jan 1996
TL;DR: The primary contribution of the paper is in exploring the coordination mechanisms through which firms integrate the specialist knowledge of their members, which has implications for the basis of organizational capability, the principles of organization design, and the determinants of the horizontal and vertical boundaries of the firm.
Abstract: Given assumptions about the characteristics of knowledge and the knowledge requirements of production, the firm is conceptualized as an institution for integrating knowledge. The primary contribution of the paper is in exploring the coordination mechanisms through which firms integrate the specialist knowledge of their members. In contrast to earlier literature, knowledge is viewed as residing within the individual, and the primary role of the organization is knowledge application rather than knowledge creation. The resulting theory has implications for the basis of organizational capability, the principles of organization design (in particular, the analysis of hierarchy and the distribution of decision-making authority), and the determinants of the horizontal and vertical boundaries of the firm. More generally, the knowledge-based approach sheds new light upon current organizational innovations and trends and has far-reaching implications for management practice.

12,839 citations

Journal ArticleDOI
TL;DR: In this paper, the authors explore the coordination mechanisms through which firms integrate the specialist knowledge of their members, which has implications for the basis of organizational capability, the principles of organization design, and the determinants of the horizontal and vertical boundaries of the firm.
Abstract: Given assumptions about the characteristics of knowledge and the knowledge requirements of production, the firm is conceptualized as an institution for integrating knowledge. The primary contribution of the paper is in exploring the coordination mechanisms through which firms integrate the specialist knowledge of their members. In contrast to earlier literature, knowledge is viewed as residing within the individual, and the primary role of the organization is knowledge application rather than knowledge creation. The resulting theory has implications for the basis of organizational capability, the principles of organization design (in particular, the analysis of hierarchy and the distribution of decision-making authority), and the determinants of the horizontal and vertical boundaries of the firm. More generally, the knowledge-based approach sheds new light upon current organizational innovations and trends and has far-reaching implications for management practice.

11,779 citations

Journal ArticleDOI
TL;DR: The objective is to describe the performance of design-science research in Information Systems via a concise conceptual framework and clear guidelines for understanding, executing, and evaluating the research.
Abstract: Two paradigms characterize much of the research in the Information Systems discipline: behavioral science and design science The behavioral-science paradigm seeks to develop and verify theories that explain or predict human or organizational behavior The design-science paradigm seeks to extend the boundaries of human and organizational capabilities by creating new and innovative artifacts Both paradigms are foundational to the IS discipline, positioned as it is at the confluence of people, organizations, and technology Our objective is to describe the performance of design-science research in Information Systems via a concise conceptual framework and clear guidelines for understanding, executing, and evaluating the research In the design-science paradigm, knowledge and understanding of a problem domain and its solution are achieved in the building and application of the designed artifact Three recent exemplars in the research literature are used to demonstrate the application of these guidelines We conclude with an analysis of the challenges of performing high-quality design-science research in the context of the broader IS community

10,264 citations