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As the nature of information systems (IS) has evolved from primarily standalone, to enterprise, and distributed applications, the need for a better understanding of collective IS use has become a research and practical necessity. In view of contributing to this understanding, we conceptually define collective IS use as a unit level construct, rooted in instances of individual-level IS use within the context of a common work process. Its emergence from the individual to the unit level is shaped by different configurations of task, user, and system interdependence between instances of individual-level IS use. On the basis of this definition, we propose a typology of collective IS use that comprises four ideal types, namely siloed use, processual use, coalesced use, and networked use. For each ideal type, we theorize on the emergence process from the individual to the unit level and we consider the measurement implications for each.

Self-serving leadership is a form of unethical leadership behavior that has destructive effect on its targets and the overall organization. Adopting a social cognition perspective, this study expands our knowledge of its adverse effect and the way to mitigate the effect. Integrating two sub-theories of social cognition (social information processing and social learning), we propose a theoretical model wherein self-serving leadership hinders team creativity through psychological safety as well as knowledge hiding, with task interdependence acting as a contextual condition. Results from a sample of 107 R&D teams revealed that self-serving leadership not only reduced team psychological safety, but also induced team knowledge hiding, both of which ultimately affected team creativity. The presence of high task interdependence buffered the destructive effect of self-serving leadership on team creativity via team psychological safety as well as the indirect effect via knowledge hiding.

Research Summary: This paper extends the relational view to offer a dynamic perspective on the factors that drive value creation and value capture over the alliance life cycle. We argue that access to complementary resources provides an initial rationale for forming alliances, but benefits from complementarity can attenuate over time. Indeed, viewed dynamically, factors that often lead to higher value creation—informal trust, repeated ties, customized assets—may also lead to diminished alliance performance. We highlight interdependence between the complementary resources of partners as the critical factor determining the pattern of alliance value creation, notably how quickly alliances generate value and how quickly they are likely to dissolve. We identify factors, both internal and external to the alliance, that trigger diminished value creation and increased competition for value capture among partners. Managerial Summary: The “relational view” perspective has shown that firms create value in alliances when they identify partners with complementary resources, when they build high levels of informal trust and they share knowledge and make investments that are customized to the partner. The level of resource interdependence in alliances determines how quickly alliances can reach their potential in value creation and how quickly they are likely to dissolve. Viewed dynamically, factors that often lead to higher value creation—like informal trust, repeated ties, customized assets—may also lead to diminished alliance performance. Finally, a number of factors both internal to and external to an alliance may trigger competition between the partners within an alliance to capture the value created by the alliance and also diminish the value created within the alliance.

We investigate how multiple actors accomplish interdependent routine performances directed at novel intended outcomes and how this affects routine dynamics over time. We report findings from a longitudinal ethnographic study in an automotive company where actors developed a new business model around information-based services. By analyzing episodes involving interdependent routines, we develop a process model of routine work and dynamics across routines. We identify three types of routine work (flexing, stretching, and inventing) that generate increasingly novel actions and outcomes. Flexed, stretched, and invented performances create emerging consequences for further actions across routines and surface differences between actors that could lead to breakdowns of routine work. Actors respond to such consequences through iterative and cascading episodes of routine work. We discuss how our findings provide new insights in efforts to create variable routine performances and the consequences of interdependence for routine dynamics.

Purpose This study aims to explore an interpersonal predictor of coworkers-directed knowledge hiding behavior – the leader–member exchange social comparison (LMXSC). This study integrates leader–member exchange literature with social comparison theory to hypothesize that an individual’s upward LMXSC is positively correlated with coworkers-directed knowledge hiding and that an individual’s feelings of envy are mediated by the relationship between upward LMXSC and coworkers-directed knowledge hiding behavior. Also, this study proposes two-way and three-way interaction patterns of goal interdependence, which can influence LMXSC–envy relationships. Design/methodology/approach Two independent studies are conducted to test the hypothesized relationships. In Study 1, the authors collected multi-wave data from a large public sector university in China (N = 1,131). The authors then replicated the Study 1 findings by collecting multi-source and multi-wave data from a telecom company based in China (n = 379). Findings The authors found support across both studies for the idea that upward LMXSC is a possible interpersonal predictor of coworkers-directed knowledge hiding behavior. More specifically, it was found that feelings of envy ensue from upward LMXSC, resulting in further coworkers-directed knowledge hiding behavior. Further, this study shows that the influence of upward LMXSC on knowledge hiding behavior via feelings of envy was weaker (stronger) when employees have high (low) cooperative goal interdependence with coworkers, respectively, and when employees have low (high) competitive goal interdependence with the coworkers, respectively. Originality/value This study extends current knowledge management literature by introducing LMXSC as an interpersonal predictor of coworkers-directed knowledge hiding behavior. This will help practitioners to curb such counterproductive behavior.

Objective We provide details on how relationship researchers can use Monte Carlo simulation for power estimation and sample size determination for the simple and the mediation Actor–Partner Interdependence Model (APIM). In addition to power estimates for specific sample sizes, we show how the sample size for each effect can be determined. Background Researchers designing a study commonly want to know what sample size is required to detect a specific effect or in the case after data collection is completed what the power is for a specific effect. Method The solution we present asks for the correlations among the variables and allows for the specification of skewness and kurtosis and the incorporation of missing data. For the mediation APIM, power is estimated for the direct effects, indirect effects, and total effects. Results The illustrations demonstrate that indistinguishable members require sample sizes that are about half of the sample sizes required for distinguishable members and that skewed data tend to require larger sample sizes. The illustration of the mediation APIM reveals that it is not uncommon that some of the simple indirect effects are significant, but none of the total indirect effects and none of the total effects are. Conclusion Monte Carlo simulation provides an easy‐to‐use and flexible solution to determine power and sample sizes for the simple and mediation APIM for distinguishable and indistinguishable members. Implications Recommendations are made for dyadic studies with small sample sizes and studies using the mediation APIM.

Can governments still use trade to reward and punish partner countries? While World Trade Organization (WTO) rules and the pressures of globalization restrict states’ capacity to manipulate trade policies, politicization of trade is likely to occur where governments intervene in markets. We examine state ownership of firms as one tool of government control. Taking China and India as examples, we use new data on bilateral trade disaggregated by firm ownership type as well as measures of political relations based on bilateral events and United Nations voting data to estimate the effect of political relations on import flows since the early 1990s. Our results support the hypothesis that imports controlled by state-owned enterprises are more responsive to political relations than imports controlled by private enterprises. This finding suggests that politicized import decisions will increase as countries with partially state-controlled economies gain strength in the global economy. Extending our analysis to exports for comparison, we find a similar pattern for Indian but not for Chinese exports and offer potential explanations for these differential findings.

Drawing on substitutes for leadership theory, this study examines the relationship between a sales team manager’s empowering leadership and his or her sales team’s customer knowledge creation capability. The authors develop and test a model that positions task interdependence, outcome interdependence, and their interactions as substitutes for empowering leadership. Further, the authors explore two perspectives of team-level performance—customer relationship performance and financial performance—as consequences of a sales team’s customer knowledge creation capability. Using matched data collected from sales team managers and sales team members, the authors find general support for their hypotheses. The study finds that a sales manager’s empowering leadership has a positive effect on a sales team’s customer knowledge creation capability. However, the results also suggest that the positive effect of empowering leadership on a sales team’s customer knowledge creation capability is mitigated when either outcome interdependence or both task and outcome interdependence are high. Further, as outcome interdependence and the interaction between task and outcome interdependence increases, a sales team’s customer knowledge creation capability also increases, which suggests that outcome interdependence and the combination of task and outcome interdependence replaces the role of empowering leadership. The study also finds that the greater a sales team’s customer knowledge creation capability is, the higher its customer relationship performance and sales team financial performance will be. Implications for customer knowledge creation in sales teams in the presence and absence of empowering leadership are discussed.

We explore how decision makers perceive and assess the level of risk in interdependent settings. In a series of five experiments, we examine how individuals set expectations for their own project investments when their success is contingent on the success of multiple, independent partners. We find that individuals are subjectively more confident and optimistic in an interdependent venture when its chances of success are presented as separate probabilities for each component and that this optimism is exacerbated by a greater number of critical partners, leading to (1) the inflation of project valuations, (2) the addition of excessive partners to a project, and (3) overinvestment of effort in the development of one’s own component within an interdependent venture. We examine these dynamics in settings of risky choice (with exogenously given probabilities) and in an economic coordination game (with the ambiguity of agency and strategic risk). We conduct our study with a wide range of participant samples ranging from undergraduates to senior executives. Collectively, our findings hold important implications for the ways in which individuals, organizations, and policymakers should approach and assess their innovation choices in ecosystem settings.

This study explored the relationship between employee cheating behavior and leader bottom-line mentality using the organizational shame framework. We surveyed 372 department and team heads in China using a two-wave time-lagged procedure. The results showed that employee cheating behavior increased leader bottom-line mentality by enhancing leader's shame, and the degree of leader-subordinate cooperative goal interdependence moderated this relationship. The positive effect of employee cheating behavior on leader's shame and its positive indirect effect on leader bottom-line mentality via leader's shame were more pronounced when the interdependence was high rather than low. Finally, leader's desire for control intensified the effect of the positive interaction between employee cheating behavior and leader-subordinate cooperative goal interdependence on leader's shame, and it also indirectly impacted leader bottom-line mentality through shame. These findings enrich the theoretical study of bottom-line mentality antecedents and also provide important practical insights for managing employee cheating behavior.