Veröffentlichungen von Thomas Wirtky


Wirtky, T., Laumer, S., Eckhardt, A., and Weitzel, T. (2016)
On the Untapped Value of IT in HRM - a Literature Review
Communications of the Association for Information Systems (CAIS) 38:2, , (VHB-JOURQUAL 3 Rating: C)

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The "war for talent" is still on. Annually conducted surveys have indicated for years that one third of all organizations are unable to fill vacant job positions with suitable candidates. Responding to these and other challenges, human resource management (HRM) is expected to transform itself. General opinion holds that the HRM transformation has just begun and that the potential of IT in HRM is not yet fully exploited. Examining the value potential of IT in HRM, existing IS research predominately studies the impact of IT on HRM. We contribute by examining the reverse impact in three steps. First, we use Thompson's theory of organizations in action to examine the expected impact of the HRM transformation on IT ("to-be" situation). Second, we use Kohli and Grover's IT value typology and review 20 years of the publication history ("as-is" situation). Finally, we relate expectations to actual review findings. We find that the HRM transformation should lead to a major shift in technology type used in organizations. However, this shift is not recognized yet, which is why our literature review reveals considerable unaddressed value potential of IT in HRM. We finish the paper by outlining IS research avenues in the context of HRM.


Wirtky, T. (2014)
Understanding Corporate E-Learning Use: Does Cognitive Style Matter?
Proceedings of the 22nd European Conference on Information Systems (ECIS), Tel Aviv, Israel

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Learning is becoming increasingly digital not only in the academic context, but also in the corporate context. Research on how to adapt e-learning courses to the learner's individual cognitive style is gaining momentum. However, especially in the corporate context, some more basic questions appear to be still unanswered such as whether differences in cognitive style explain differences in corporate learners' usage behavior. Based on data including both users and non-users of a globally operating professional service firm, I identify differences in behavior and attempt to explain them with cognitive style theory. The findings include distinct pattern in usage behavior, which cognitive style surprisingly does not explain. Implications for future research and practice are discussed.


Wirtky, T., Laumer, S., Eckhardt, A., and Weitzel, T. (2013)
Using Social Software for Enhancing IS Talents' E-Learning Motivation
Proceedings of the 2013 ACM SIGMIS Conference on Computers and People Research, Cincinnati (OH)

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In the aftermath of the global economic recession, 34% of all companies struggle to fill open positions. IS talents are the top-5 employees in demand. The countries' education systems are not flexible enough to provide enough workers with the right skills at the right point in time. E-learning could be part of the solution, if it were realizing its potential. The facts indicate that success of elearning in the academic context is considerable, but users are not enough motivated to participate in corporate e-learning inhibiting life-long learning. Given the advent of social software and its potential to increase user motivation, this paper specifically develops a model predicting the impact of social software features on user motivation to participate in corporate asynchronous elearning activities. Providing guidance for future e-learning research and implementations, it bases its findings on broad literature reviews.

Wirtky, T. (2013)
Improving E-Learning Motivation Using Social Software
Proceedings of the 2013 ACM SIGMIS CPR Conference, Doctoral Consortium, Cincinnati (OH)

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Trained personnel are crucial for success in a knowledge society. Unsurprisingly, e-learning is expected to provide more than operational efficiency in organizations, which it did in the academic context, but did not in the corporate context. This research proposal argues that human motivation is the key difference between the two contexts. Social software seems to positively impact motivation, but how and which social software features to implement in a corporate e-learning context is still unknown. Hence, this research hypothesizes and analyzes the impact of social software features on user motivation to participate. It develops a model explaining why social software impacts motivation and ultimately uses experiments embedded in a design science approach to explain how and which social software features to implement in a given context. This proposal details this approach and provides intermediate findings in the quest for personnel motivation and corporate e-learning success.

Wirtky, T., Laumer, S., Eckhardt, A., and Weitzel, T. (2013)
Towards understanding social software and its impact on corporate e-learning motivation
Proceedings of the 11th International Conference on Wirtschaftsinformatik, Leipzig

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This research combines recent discussions in the cross-disciplinary areas of e-learning, social software, and training motivation. On the one hand, e-learning with its role in a fast paced knowledge society, its potential to revolutionize education and the gap between research and practitioners is already in discussion for years. Discussions are becoming more intense with the rise of social software. On the other hand, human resources, life-long learning, and motivating employees to participate in trainings appear critical to organizations. This research focuses on e-learning in the corporate context and examines the impact of social software features on user motivation based on a review of training motivation literature and on 39 interviews conducted in an international IT services company. Findings suggest that the impact of social software features is still unknown, and that differentiating them by the learner's needs leads to further insights.


Wirtky, T., Eckhardt, A., Laumer, S., Wild, U., and Weitzel, T. (2011)
Going beyond operational efficiency in HR using IT - A Literature Review of Human Resources Information Systems
Proceedings of the 17th Americas Conference on Information Systems (AMCIS), Detroit (MI)

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Leading academics claim that the management of human resources will be most critical in gaining competitive advantage. Today, the human resources departments (HR) are transforming themselves from an administrative cost-center to an internal partner delivering additional business value. In this transformation process, information technology (IT) could play a key role. Therefore, this paper aims to unfold both the current state of knowledge concerning the value contribution of information systems (IS) for the HR function and approaches that go even beyond operational efficiency. Reviewing nearly 8,000 articles, published in the proceedings of eight major IS conferences reveals that in total 35 articles exclusively deal with the topic of human resources information systems (HRIS) but only very few research approaches show, how HRIS could help to go beyond operational efficiency. Furthermore, the literature analysis identifies that approaches dealing with the IT support for HR planning processes are completely missing so far.