Trust in technology is an emerging research domain that examines trust in the technology artifact instead of trust in people. Although previous research finds that trust in technology can predict important outcomes, little research has examined the effect of unmet trust in technology expectations on trusting intentions. Furthermore, both trust and expectation disconfirmation theories suggest that trust disconfirmation effects may be more complex than the linear expectation disconfirmation model depicts. However, this complexity may only exist under certain contextual conditions. The current study contributes to this literature by introducing a nonlinear expectation disconfirmation theory model that extends understanding of trust-in-technology expectations and disconfirmation. Not only does the model include both technology trust expectations and technology trusting intention, it also introduces the concept of expectation maturity as a contextual factor. We collected data from three technology usage contexts that differ in expectation maturity, which we operationalize as length of the introductory period. We find that the situation, in terms of expectation maturity, consistently matters. Using polynomial regression and response surface analyses, we find that in contexts with a longer introductory period (i.e., higher expectation maturity), disconfirmation has a nonlinear relationship with trusting intention. When the introductory period is shorter (i.e., expectation maturity is lower), disconfirmation has a linear relationship with trusting intention. This unique set of empirical findings shows when it is valuable to use nonlinear modeling for understanding technology trust disconfirmation. We conclude with implications for future research.
Phishing is a major threat to individuals and organizations. Along with billions of dollars lost annually, phishing attacks have led to significant data breaches, loss of corporate secrets, and espionage. Despite the significant threat, potential phishing targets have little theoretical or practical guidance on which phishing tactics are most dangerous and require heightened caution. The current study extends persuasion and motivation theory to postulate why certain influence techniques are especially dangerous when used in phishing attacks. We evaluated our hypotheses using a large field experiment that involved sending phishing messages to more than 2,600 participants. Results indicated a disparity in levels of danger presented by different influence techniques used in phishing attacks. Specifically, participants were less vulnerable to phishing influence techniques that relied on fictitious prior shared experience and were more vulnerable to techniques offering a high level of self-determination. By extending persuasion and motivation theory to explain the relative efficacy of phishers' influence techniques, this work clarifies significant vulnerabilities and lays the foundation for individuals and organizations to combat phishing through awareness and training efforts.
Taking a control theory view of software process innovation, we tested prevalent beliefs regarding software process maturity and Information Systems employee attitudes and perceptions by surveying 736 IS professionals in 10 organizations at varying levels of the CMM (capability maturity model). Although anecdotal reports and the scant empirical studies to date suggest job attitudes and perceptions are more positive for employees in organizations at higher levels of software process maturity, we found evidence of a more complex picture. While our data supported expectations that role conflict and perceived work overload were lower for IS professionals in organizations at a level of maturity where software process behavioral controls are implemented, other results were not fully in line with prevalent beliefs. Most notably, IS workers reported significantly lower professional efficacy and lower job satisfaction in organizations at CMM Level 3, where behavioral controls are the dominant form of formal control, than in organizations at Level 1, which is relatively free of formal controls. Some anticipated positive attitudes and perceptions surfaced in organizations at the highest rungs of software process maturity (CMM Levels 4/5), where the established behavioral controls are supplemented by substantial outcome controls, as IS professionals reported lower role ambiguity and higher job satisfaction than did their counterparts in organizations at CMM Level 3.
Recent work, in journals such as MIS Quarterly and Management Science, has highlighted the importance of evaluating the influence of common method bias (CMB) on the results of statistical analysis. In this research note, we assess the utility of the unmeasured latent method construct (ULMC) approach in partial least squares (PLS), introduced by Liang et al. (2007). Such an assessment of the ULMC approach is important, because it has been employed in 76 studies since it appeared in MIS Quarterly in early 2007. Using data generated via Monte Carlo simulations, we use PLS structural equation modeling (SEM) to demonstrate that the ULMC approach of Liang et al. is neither able to detect, nor control for, common method bias. Method estimates using this approach resulted in negligible estimates, regardless of whether there were some, large, or no method bias introduced in the simulated data. Our study contributes to the IS and research methods literature by illustrating that, and explaining why the ULMC approach does not accurately detect common method bias in PLS. Further, our results build on prior work done using covariance-based SEM questioning the usefulness of the ULMC technique for detecting CMB.
Grounded in the theory of trying, this study examines the influence of the work environment and gender on trying to innovate with information technology. The study extends the innovation diffusion literature by offering a theory-driven explanation for examining trying to innovate with IT and a parsimonious measure for this construct. Drawing on the theory of reasoned action, we argue that work environment impediments render intentions inadequate for examining post-adoption IT use. Instead of examining intentions, we introduce the goal-based construct of trying to innovate with IT as an appropriate dependent variable for examining post-adoption IT use. Statistical analysis supports the reliability and validity of a parsimonious measure of trying to innovate with IT. The study focuses on two research questions. First, do perceptions of the work environment such as overload and autonomy influence individuals' trying to innovate with IT? Second, does gender influence the relationship between perceptions of the environment and trying to innovate with IT? The model articulates how perceptions of the environment moderated by gender may influence trying to innovate with IT. Results provide evidence that overload and autonomy are antecedents to trying to innovate with information technology. Further, findings confirm that autonomy interacts with overload to determine trying to innovate with IT and that these relationships vary by gender. Implications for research and practice are offered.
This paper presents and tests a conceptual model linking perceptions of the internal work environment and external markets to information technology (IT) worker turnover. The model focuses on organizational commitment (OC) as the primary predictor of turnover intention. We suggest that OC mediates perceptions of the workplace and external environment on turnover intention. Specifically, we hypothesize that OC mediates the influence of (1) job satisfaction, (2) perceived job characteristics, (3) perceived competitiveness of pay, and (4) perceived job alternatives on turnover intention. Also, perceived job alternatives are modeled as having a direct effect on turnover intention. Analysis provides moderate empirical support for the research model. OC and perceived job alternatives demonstrated distinct effects on turnover intention. In addition, OC mediated the influence of job satisfaction, perceived job characteristics, and perceived competitiveness of pay on turnover intention. Findings suggest that through cultivating positive beliefs about the job and attitudes toward the employer, managers may counter the influence of external markets on IT workers' turnover intention.
To better understand how individual differences influence the use of information technology (IT), this study models and tests relationships among dynamic, IT-specific individual differences (i.e., computer self-efficacy and computer anxiety), stable, situation-specific traits (i.e., personal innovativeness in IT) and stable, broad traits (i.e., trait anxiety and negative affectivity). When compared to broad traits, the model suggests that situation-specific traits exert a more pervasive influence on IT situation-specific individual differences. Further, the model suggests that computer anxiety mediates the influence of situation-specific traits (i.e., personal innovativeness) on computer self-efficacy. Results provide support for many of the hypothesized relationships. From a theoretical perspective, the findings help to further our understanding of the nomological network among individual differences that lead to computer self-efficacy. From a practical perspective, the findings may help IT managers design training programs that more effectively increase the computer self-efficacy of users with different dispositional characteristics.