• 인터넷정보학회논문지
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• 제19권5호
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• pp.123-131
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• 2018

A virtual team consists of various members with a range of professional skills. An IT virtual team can confer such advantages as improving creativity and solving problems in e-business. However, virtual teams are less cohesive than off-line based teams, at least partly because they do not meet face-to-face to solve problems. If the cohesion of the members in a team is weak, overall performance can decrease. Therefore, this study seeks to understand the specific types of leadership needed to increase the cohesiveness of the members in a virtual team. Leadership is the most important factor for the successful operation of a virtual team. Leaders engage members with goals, and motivate them by creating positive relationships. This study describes the idealized influence of transformational leadership in which a leader directly engages members in a goal, and the role of participative goal setting in which members set their own goals. In addition, this research demonstrates the benefits of a positive attitude of a leader towards their team members and the influence of leader-member exchanges. If the cohesion of virtual teams is improved through specific leadership, the team members will be more committed to their teams and work, and the team's performance will improve. Furthermore, the successful operation of virtual teams will provide an opportunity for companies in e-business to gain a competitive advantage in the contemporary environment, where creativity is important.

• Journal of Information Technology Applications and Management
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• 제17권3호
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• pp.83-97
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• 2010

The purpose of this study is to examine the impacts of media symbol variety on group performance in virtual teams. Symbol variety is defined as the number of ways in which information can be communicated and includes Daft and Lengel [1986]'s multiplicity of cues and language variety. According to media richness theory and media synchronicity theory, the use of media with high symbol variety is assumed to facilitate and promote communications among virtual team members. Therefore, it is expected that the media symbol variety is positively associated with group performance in virtual teams. Furthermore, online relationship building is expected to mediate the impacts of symbol variety on the performance. To confirm the suppositions, a controlled lab experiment was conducted with 60 undergraduate students as subjects. In the experimental virtual teams, subjects were allowed to communicate with other members using text-based messenger with emoticons. Subjects in the control virtual teams were allowed to communicate using only text-based messenger. The direct impact of symbol variety on group performance in virtual teams was found insignificant. However, the online relationship was found to completely mediate the positive impact of symbol variety on group performance. The implications and limitations of this study are also discussed for future research.

• Industrial Engineering and Management Systems
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• 제10권2호
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• pp.109-114
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• 2011

The number of small and medium enterprises (SMEs), especially those involved with research and development (R&D) programs and employed virtual teams to create the greatest competitive advantage from limited labor are increasing. Global and localized virtual R&D teams are believed to have high potential for the growth of SMEs. Due to the fast-growing complexity of new products coupled with new emerging opportunities of virtual teams, a collaborative approach is believed to be the future trend. This research explores the effectiveness of virtuality in SMEs' virtual R&D teams. Online questionnaires were emailed to Malaysian manufacturing SMEs and 74 usable questionnaires were received, representing a 20.8 percent return rate. In order to avoid biases which may result from pre-suggested answers, a series of open-ended questions were retrieved from the experts. This study was focused on analyzing an open-ended question, whereby four main themes were extracted from the experts' recommendations regarding the effectiveness of virtual teams for the growth and performance of SMEs. The findings of this study would be useful to product design managers of SMEs in order to realize the key advantages and significance of virtual R&D teams during the new product development (NPD) process. This is turn, leads to increased effectiveness in new product development's procedure.

• 경영정보학연구
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• 제11권1호
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• pp.1-17
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• 2009

국경을 넘어선 가상조직이 증가함에 따라 가상조직의 성과향상에 문화적 다양성이 미치는 영향도 점점 중요해지고 있다. 문화적 다양성은 조직 내 창의성을 향상시키기도 하지만, 조직원간의 상호간에 문제를 발생시켜 성과에 부정적 영향을 주기도 한다. 따라서 본 연구는 문화적 다양성이 가상조직의 성과에 미치는 영향을 실증적으로 분석하고자 했다. 실험과 설문을 통해 검증한 본 연구의 결과에 따르면, 문화적 다양성은 조직 내 갈등과 혼돈을 초래해 결과적으로 조직의 성과에 부정적인 영향을 끼치는 것으로 나타났다. 본 연구는 문화적 다양성과 갈등, 혼돈, 그리고 성과간의 관계를 실증적으로 분석한 최초의 연구라는 점에서 그 의의를 찾을 수 있겠다.

• KSII Transactions on Internet and Information Systems (TIIS)
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• 제11권8호
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• pp.4105-4119
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• 2017

Creativity is crucial in an ever-changing e-business environment. The creation of new value is essential for companies to gain the competitive edge and to pioneer new markets in e-business. Hence, many companies in e-business operate virtual teams as they are suitable to generate creativity. Even so, virtual teams possess the inherent weakness of a lack of cohesiveness. Hence, for a virtual team to be creative, team members should help each other and share information. This study emphasizes the importance of information sharing that is supposed to improve creativity and explains how to increase them for virtual teams. To explain these relationships, three dimensions are routinely examined in organizational behavior studies: leaders, teams, and members. As a consequence, and through empirical analysis, authentic leadership, sharing team climate, and psychological empowerment enhances information sharing and creativity through their respective roles, in addition to information sharing directly increasing creativity. To improve creativity and information sharing of virtual team members in e-business, this article has highlighted the importance of the three roles stated prior. Such factors can increase information sharing and creativity, and will help virtual teams and organizations to be more successful in e-business.

• Asia pacific journal of information systems
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• 제20권1호
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• pp.101-125
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• 2010

This paper uses the status inconsistency theory to identify factors related to team members' (dis)satisfaction with the composition of virtual IT project teams in order to predict their turnover intentions. Our approach is based on the premise that virtual teams, although increasingly popular among global organizations, create an environment replete with cultural and functional diversity. Yet, a paradox exists: increasing diversity in virtual teams maximizes the creation and use of organizational knowledge while simultaneously increasing dissatisfaction and turnover. This is a critical issue in the formation and management of virtual teams. Therefore, we investigate how team members' perceptions of differences among themselves (i.e. foreignness) impact the stability of team membership, leading to what we describe as a 'liability of foreignness.' Findings indicate that a member's perception of foreignness has a detrimental effect on satisfaction with his or her team members while satisfaction is likely to decrease turnover intention. This may be an implication that managers need to maintain a balance in order to discourage member turnover and the loss of key players.

• 한국산업정보학회논문지
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• 제6권4호
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• pp.61-67
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• 2001

가상조직 구성원들간의 신뢰도가 비가상조직 구성원들간의 신뢰도 보다 떨어지므로 비가상조직이 가상조직 보다 효과적이라는 것이 전통적인 믿음이었다. 이러한 이유 때문에 가상조직은 비가상조직으로는 풀어내기 어려운 상황 (inevitable situation)에만 제한적으로 활용된다고 믿어왔다. 그러나, 비가상조직으로 해결할 수 있는 경우(evitable situation)에도 가상조직이 좀 더 효과적인 경우가 있을 것이라 믿는다. 이러한 관점에서 본 논문에서는 가상조직이 신뢰를 잃지 않고 가장 효과적으로 활용될 수 있는 상황을 제시하고자 한다.

• 한국실천공학교육학회논문지
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• 제4권2호
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• pp.24-32
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• 2012

본 연구에서는 온라인 학습환경에서 수강자들간 발생하는 스터디 그룹의 유형과 그 특성을 밝히고자 한다. 이를 위하여 Neiderman & Beise(1999)의 네 가지 이론적 유형(typology)을 바탕으로 연구분석틀을 구성하고, 실제 데이터를 활용하여 실증적 유형(taxanomy)을 도출하고자 하였다. 데이터는 259명의 두 개 대학교 대학생을 대상으로 구성된 46개 팀을 대상으로 하였다. 군집분석 결과 실증적 유형은 Neiderman & Beise(1999)의 이론적 유형에서 수동적 유형(inactive type)을 제외하고 세 가지의 유형이 도출되었다. 또한 학습성과 측면에서는 온오프라인 전방위활용(fully-supported) 유형의 성과가 상대적으로 가상중심형(highly-virtual) 유형 보다 높은 것으로 나타났다.

• 한국IT서비스학회지
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• 제12권3호
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• pp.253-271
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• 2013

Innovation becomes norm rather than exception in today's business, and accordingly firms are working on how to make their employees to work smarter using information systems and technologies. Smart work demands virtual collaboration and cooperation among team members in different places and different time. Sharing of knowledge among team members in these innovative activities are critical in every sense for the successful performance. This study explores the antecedents of knowledge sharing among team members in team-based innovation activities. Five factors (pleasure of knowledge sharing, self-efficacy, management support, rewards, and system usage) are identified through extant review of literature and an instrument is adopted and validated from previous studies. The instrument is adminitered against 138 individuals in and across 54 teams in a telecommunication firm. Except self efficacy, all the paths in the proposed research model is confirmed with different levels of relational coefficients towards the levels of knowledge sharing and innovation activities in teams. Surprisingly, findings indicate that intrinsic pleasure of sharing is most critical than management support, organizational rewards or system usage. This study fills the research gap in team management. Findings provide important implications for managing teams in coming virtual and smart environment.

• 산업경영시스템학회지
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• 제32권2호
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• pp.112-119
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• 2009

Telecare, one of the e-healthcare services with lCT, is a promising technology which aims to monitor the state of patients and then provide the medical services appropriately in remote sites. Virtual telecare team based on the concept of virtual collaborative teams which consist of a patient, a doctor, and a telecare team, operates on a temporary basis in need. Reputation, which means the degree of a patient's belief to a doctor in consideration, is the most important factor to make the virtual telecare team trustable. In this paper, we propose the fuzzy reputation model of a virtual telecare team, which is a reputation-based trust model based on fuzzy set theory. An illustrative example is also given in order to show the applicability of the model to the concept of a virtual telecare team.