Information Technology & People

Information Technology & People
Global boundaries, task processes and IS project success: a field study

J. Alberto Espinosa William DeLone Gwanhoo Lee
Article information:
To cite this document:
J. Alberto Espinosa William DeLone Gwanhoo Lee, (2006),"Global boundaries, task processes and IS
project success: a field study", Information Technology & People, Vol. 19 Iss 4 pp. 345 - 370
Permanent link to this document:
Downloaded by WEIZMANN INSTITUTE OF SCIENCE At 06:18 30 January 2016 (PT)
http://dx.doi.org/10.1108/09593840610718036
Downloaded on: 30 January 2016, At: 06:18 (PT)
References: this document contains references to 88 other documents.
To copy this document: [email protected]
The fulltext of this document has been downloaded 1764 times since 2006*
Users who downloaded this article also downloaded:
Professor Helen Walker, Professor Stefan Seuring, Professor Joseph Sarkis, Professor Robert Klassen,
(2014),"Sustainable operations management: recent trends and future directions", International
Journal of Operations & Production Management, Vol. 34 Iss 5 pp. - http://dx.doi.org/10.1108/
IJOPM-12-2013-0557
Vanessa Ratten, (2015),"A cross-cultural comparison of online behavioural advertising knowledge,
online privacy concerns and social networking using the technology acceptance model and social
cognitive theory", Journal of Science and Technology Policy Management, Vol. 6 Iss 1 pp. 25-36 http://
dx.doi.org/10.1108/JSTPM-06-2014-0029
William C. Moncrief, Emin Babakus, David W. Cravens, Mark Johnston, (1997),"Examining the antecedents
and consequences of salesperson job stress", European Journal of Marketing, Vol. 31 Iss 11/12 pp.
786-798 http://dx.doi.org/10.1108/03090569710190532
Access to this document was granted through an Emerald subscription provided by emerald-srm:236839 []
For Authors
If you would like to write for this, or any other Emerald publication, then please use our Emerald for
Authors service information about how to choose which publication to write for and submission guidelines
are available for all. Please visit www.emeraldinsight.com/authors for more information.
About Emerald www.emeraldinsight.com
Emerald is a global publisher linking research and practice to the benefit of society. The company
manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as
providing an extensive range of online products and additional customer resources and services.
Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee
on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive
preservation.
*Related content and download information correct at time of download.

The current issue and full text archive of this journal is available at
www.emeraldinsight.com/0959-3845.htm
IS project
Global boundaries, task processes success: a field
and IS project success: study
a field study
345
J. Alberto Espinosa, William DeLone and Gwanhoo Lee
Kogod School of Business, American University, Washington, DC, USA
Abstract
Purpose – The purpose of the paper is to better understand how global boundaries affect global
information system (IS) project success and which mediating process variables increase the chance of
success.
Design/methodology/approach – Based on the literature on IS success and global teams, an
input-process-output framework is adopted to develop the research model for the study. This research
is based on semi-structured interviews with 22 global IS project managers. An attribution analysis is
used to identify common themes and patterns of the interview results.
Findings – Global IS project managers identified time separation and cultural differences as the most
significant barriers to project success. Our findings suggest that effective teams were able to overcome
these barriers to achieve success, but this success was achieved through the implementation of special
coordination, communication and cognitive processes tailored to help teams overcome global barriers
and through considerable additional cost and effort.
Practical implications – This study furthers understanding of the global boundaries affecting
global IS project success and the most effective processes that teams use to overcome global barriers.
Originality/value – Despite the increasing attention to global IS work, there is limited
understanding of why and how global IS projects succeed or fail. The present study, investigates
not only how multiple global boundary variables (e.g. geographic dispersion, time separation,
language differences, cultural differences, etc.) affect IS project success, but also which processes
teams use to cope with the challenges presented by these global boundaries.
Keywords Information systems, Project management, Project teams, Team working
Paper type Research paper
Introduction
Information system (IS) projects increasingly involve global teams as organizations
seek to make the most of internal and external resources that are globally dispersed. IS
project teams often consist not only of domestic employees, but also of employees and
outsourcing personnel from other countries. While such “global” work contexts often
afford proximity to clients and skilled personnel, they make it more difficult for team
members to communicate task information and coordinate task execution and increase
project complexity, which can undermine IS project performance (Xia and Lee, 2004,
2005). Therefore, one of the key challenges for IS organizations today is to find ways to
make their global project teams work effectively and to deliver quality systems on time
and within budget. Despite the increasing attention to global IS work, there is limited Information Technology & People
Vol. 19 No. 4, 2006
pp. 345-370
q Emerald Group Publishing Limited
This study was funded by the Center for Information Technology and the Global Economy, 0959-3845
Kogod School of Business, American University. DOI 10.1108/09593840610718036
ITP knowledge of why and how global IS projects succeed or fail, partly because of the
19,4 difficulty in understanding how various global barriers jointly affect IS project success.
Global teams working on IS (Orlikowski, 2002) and other projects (Drucker, 1993;
DeSanctis and Poole, 1997) are often divided by multiple boundaries, including time
zones, geographic distance, and cultural differences, which present substantial
challenges for team members who need to bridge the “discontinuities” caused by the
346 presence of these boundaries (Chudoba et al., 2002). Past studies have mainly focused
on just one or two boundaries, often ignoring other important boundaries
(Watson-Manheim et al., 2002a). Because global boundary variables often co-vary,
the respective effects of a given global boundary variable on IS project success can be
confounded if the effects of other global boundary variables are not accounted for
(Espinosa et al., 2003). In the present study we attempt to fill this gap by empirically
investigating the simultaneous effect of these various global team boundaries on
various dimensions of IS project success and by identifying the most effective
processes for bridging those boundaries. We draw on prior research on global teams,
virtual teams and IS success to formulate and empirically validate our framework for
global IS project success, which extends prior frameworks suggested for virtual teams
research (Powell et al., 2004) by including additional processes specifically
implemented to effectively bridge global boundaries. This study is exploratory and
qualitative in nature and therefore cannot completely tease out all the various effects.
Nevertheless it represents the first attempt to empirically investigate which global
boundary variables have the strongest effect on IS project success when considered
jointly. Our findings contribute to research and practice by helping us understand how
dependencies across global boundaries can be managed more effectively.
Our two research questions are, therefore:
RQ1. When considered jointly, which global boundary variables have the
strongest effect on global IS project success, and how?
RQ2. Which mediating task process variables increase the chance of success,
given the presence of these boundary variables, and how?
This study investigates these questions empirically based on 22 interviews with global
IS project managers. In the following section we present the theoretical foundations of
our study and propose a research framework. Subsequent sections include research
methodology, results, discussion and concluding remarks.
Theoretical framework
The research framework for this study follows the “input-process-outcome” (I-P-O)
model widely used to study group effectiveness (McGrath, 1984; Hackman, 1987).
Powell and colleagues (1996) used an I-P-O framework, illustrated in Figure 1, to
Figure 1.
Powell et al. virtual team
research framework
conduct an extensive literature review on global teams and further categorized process IS project
variables into socio-emotional and task processes. The research framework for the success: a field
present study is based on Powell et al.’s I-P-O framework.
The inputs in the I-P-O model in the present study are global boundaries and other study
project context variables. With respect to process variables, our study focuses on task
processes because we are interested in learning what global teams do to accomplish
their IS project goals. We build upon and extend the Powell et al. framework by: 347
distinguishing between general task process that traditional teams use to carry out
their teamwork and coping processes utilized to bridge global boundaries; focusing
more specifically on the latter; including cognitive process variables. The outcome
variables represent IS project success variables and other outcomes. The extended
framework adopted by this study is further discussed and illustrated in the following
sections.
Outcomes: global IS project success

The research literature suggests that IS project performance consists of two different
dimensions: process performance and product performance (Cooprider and Henderson,
1991; Nidumolu, 1995; Wixom and Watson, 2001). Process performance refers to how
well the IS project process has been undertaken. It is measured by on-time/on-budget
completion of the project, user participation, team member satisfaction and morale, etc.
(Powers and Dickson, 1973; Nidumolu, 1995; Deephouse et al., 1996). Product
performance refers to the performance of the information system, including system
quality, system functionality, system impact, and user satisfaction about the system.
Based on these studies and the DeLone and McLean’s (2003) updated IS Success Model,
this study includes the following measures of IS project success: on-time completion,
within-budget completion, system costs/effort, meeting system requirements, system
quality, user satisfaction, project team satisfaction, system use, and net system
benefits.
Inputs: global team boundary variables

The main input variables of interest for our study are global team boundaries.
Research with software organizations (Orlikowski, 2002), published articles on virtual
teams (Watson-Manheim et al., 2002b), and case studies (Espinosa et al., 2003) have
identified boundaries that global team members need to bridge to work together,
including geographic distance, time separation, organizational, functional, and
cultural. As more of these boundaries are present, the “virtuality” of the team increases
(Lu et al., 2006), creating “fault lines” (Lau and Murnighan, 1998) making it more
difficult for team members to work together.
Geographic distance. A number of research studies have examined the effects of
distance on teamwork (Conrath, 1973; Allen, 1977; Van den Bulte and Moenaert, 1998).
Geographic separation is generally associated with: increased coordination challenges,
more delays, communication problems, and differences in feedback cycles (Carmel,
1999; Herbsleb et al., 2000); misunderstandings and conflict escalation (Armstrong and
Cole, 2002); reduced informal or spontaneous communication and social cohesion
(Kiesler and Cummings, 2002); reduced interaction and shared understanding of the
task context (Malhotra et al., 2001); less familiarity about the task and team members
ITP (Hinds and Bailey, 2003); and lower levels of collective knowledge (Griffith et al., 2003).
19,4 These factors affect the team members’ ability to coordinate their task activities.
Time separation. Global collaborators are often separated by time due to differences
in working hours, time zones, and/or working cycles. This reduces the time available
for synchronous interaction (Espinosa et al., 2003; Espinosa and Carmel, 2004),
particularly when team members are scattered from east to west (O’Leary and
348 Cummings, 2002). Such time separation makes it difficult to coordinate and
communicate, making teams more “virtual” (Griffith et al., 2003), particularly as more
time zones are represented (Espinosa and Pickering, 2006).
Organizational differences. The increasing popularity of global outsourcing
(Carmel, 2005) is leading to an increase in the utilization of teams that cross
organizational boundaries (Yan and Louis, 1999; Majchrzak et al., 2000). Research on
distributed work groups often examines teams representing multiple organizations
(Robey et al., 2000; Cramton, 2001; Armstrong and Cole, 2002). Differences in
organizational affiliations can: reduce shared understanding of context, inhibit a
group’s ability to develop a shared sense of identity, and affect communication and
performance effectiveness (Zack and McKenney, 1995); and increase hidden costs
(Barthelemy, 2001) because client organizations need to communicate work
requirements to information technology (IT) service providers and monitor
contractual obligations.
Functional diversity. Some problems in global work have to do with functional
differences that may exist between sites (Olson and Olson, 2000) when more than one
area of functional expertise is represented within a team (Ancona and Caldwell, 1992;
Eisenhardt and Tabrizi, 1995; Denison et al., 1996). Functional differences can influence
team processes, which in turn can affect the group’s performance (Jehn and Northcraft,
1999; Pelled et al., 1999).
Cultural differences. Cultural differences can make collaboration and
communication more difficult (Carmel, 1999; Orlikowski, 2002; Watson-Manheim
et al., 2002b). Studies of global software teams have found that distance alone might
not be the only cause of observed problems, but that cultural and other differences also
can play a role (Cramton, 2001; McDonough et al., 2001), and that indeed some of the
problems of geographic dispersion have to do with cultural differences when work is
done globally (Olson and Olson, 2000).
Language differences. Global team members also need to bridge language
differences within the team, which can be an impediment for global collaboration,
particularly when there is ambiguity and lack of visual channels in the task (Olson and
Olson, 2000).
Other input variables. Input variables other than global boundaries that which may
affect the effectiveness of global collaboration and project outcomes include: prior
global work experience, prior work experience with team members (Goodman and
Leyden, 1991) and task context and dependency (McGrath, 1984).
Task process variables

A review of the literature identified two main categories of task process variables that
influence performance. The first category is task coordination, which is important in IS
projects (Curtis et al., 1988; Kraut and Streeter, 1995; Crowston and Kammerer, 1998),
particularly when the work is carried out globally (Herbsleb and Grinter, 1999;
Espinosa et al., 2002, 2003). The second category includes cognitive variables, which IS project
are important for global team work because they help members work more effectively success: a field
with reduced communication because members can make “unspoken assumptions
about what others in the group are likely to do” (Wittenbaum and Stasser, 1996). study
Coordination: task programming and team communication. Coordination involves
managing dependencies among task activities (Malone and Crowston, 1990, 1994),
which is a difficult thing to do across multiple global boundaries. Team members use 349
two types of coordination mechanisms: task programming and team communication
(March and Simon, 1958; Thompson, 1967; Van de Ven et al., 1976). Coordination of
repetitive and routine aspects of the task can be “programmed” using mechanisms like
tools, schedules, plans, division of labor, project controls and specifications. But more
uncertain or less routine aspects of the task can be more effectively coordinated
through communication, which can be synchronous (e.g. face-to-face, telephone, instant
messaging) or asynchronous (e.g. electronic mail, shared databases). When
collaborators are in close proximity they often meet spontaneously and coordinate
their work informally (Perry et al., 1994; Kraut and Streeter, 1995; Teasley et al., 2002).
As global barriers impair communication among members, task programming
mechanisms can help members coordinate with reduced communication.
Team cognition. Team cognition can be a great complement to traditional
coordination mechanisms because it helps teams coordinate implicitly with reduced
communication. This study explores three types of team cognition: shared knowledge,
shared beliefs and trust. Studies have shown that shared knowledge has a positive
effect on IS project outcomes (Nelson and Cooprider, 1996). It provides a common
ground for effective communication (Cramton, 2001) with less complex messages
(Maznevski and Chudoba, 2000) and a common knowledge base that helps team
members tap into expert knowledge sources within the team (Alavi and Leidner, 2001).
Beliefs that team members share about things like goals, strategies, individual
capabilities, and task priorities are also important because members have a shared
understanding of the group’s task and each other, which helps members plan their
individual actions more effectively (Cannon-Bowers et al., 1993; Klimoski and
Mohammed, 1994; Rentsch and Hall, 1994; Cooke et al., 2000; Mathieu et al., 2000),
especially with IS project teams (Crowston and Kammerer, 1998).
Trust is important for global IS project success because it can reduce transaction
costs (Cummings and Bromiley, 1996) and facilitate information exchange (Earley,
1986). Trust lowers transaction costs of relationships because individuals engage less
in self-protective actions (Kramer and Tyler, 1996). Trust is also critical in preventing
geographical distance from leading to psychological distance within a global team
(Snow et al., 1996). However, global boundaries like geographic distance and cultural
differences may make it difficult to develop trust (O’Hara-Devereaux and Johansen,
1994; Handy, 1995; Lee and Kim, 1999). Based on the theoretical foundations discussed
above and summarized in Table I, the research framework and model for this study are
represented in Figures 2 and 3.
Research methodology
Research context and sample
We conducted semi-structured interviews face-to-face and by telephone with managers
of global IS projects. Interviews are a widely used method in information systems
ITP
Input variables
19,4 Global team boundaries (Lau and Murnighan, 1998; Orlikowski, 2002;
Watson-Manheim et al., 2002b; Espinosa et al., 2003; Lu et al.,
2003)
Geographic distance Conrath, 1973; Allen, 1977; Van den Bulte and Moenaert,
1998; Carmel, 1999; Herbsleb et al., 2000; Malhotra et al.,
350 2001; Armstrong and Cole, 2002; Kiesler and Cummings,
2002; Griffith et al., 2003; Hinds and Bailey, 2003)
Time separation (O’Leary and Cummings, 2002; Espinosa et al., 2003; Griffith
et al., 2003; Espinosa and Carmel, 2004; Espinosa and
Pickering, 2006)
Organizational differences (Zack and McKenney, 1995; Yan and Louis, 1999; Majchrzak
et al., 2000; Robey et al., 2000; Barthelemy, 2001; Cramton,
2001; Armstrong and Cole, 2002)
Functional diversity (Ancona and Caldwell, 1992; Eisenhardt and Tabrizi, 1995;
Denison et al., 1996; Jehn and Northcraft, 1999; Pelled et al.,
1999; Olson and Olson, 2000)
Cultural differences (Carmel, 1999; Olson and Olson, 2000; Cramton, 2001;
McDonough et al., 2001; Orlikowski, 2002; Watson-Manheim
et al., 2002b).
Coping process variables
Coordination (Curtis et al., 1988; Malone and Crowston, 1990, 1994; Kraut
and Streeter, 1995; Crowston and Kammerer, 1998; Herbsleb
and Grinter, 1999; Espinosa et al., 2002, 2003)
Communication (March and Simon, 1958; Thompson, 1967; Van de Ven et al.,
Task programming 1976; Allen, 1977; Perry et al., 1994; Kraut and Streeter, 1995;
Teasley et al., 2002)
Team cognition (Wittenbaum and Stasser, 1996)
Shared knowledge (Nelson and Cooprider, 1996; Alavi and Leidner, 2001;
Cramton, 2001)
Shared beliefs (Cannon-Bowers et al., 1993; Klimoski and Mohammed,
1994; Rentsch and Hall, 1994; Crowston and Kammerer,
1998; Cooke et al., 2000; Mathieu et al., 2000)
Trust (Earley, 1986; Jarvenpaa and Ives, 1994; O’Hara-Devereaux
and Johansen, 1994; Handy, 1995; Cummings and Bromiley,
1996; Kramer and Tyler, 1996; Snow et al., 1996; Jarvenpaa
et al., 1998; Jarvenpaa and Leidner, 1999; Lee and Kim, 1999)
Outcome variables
IS project success (Cooprider and Henderson, 1991; Nidumolu, 1995; Wixom
and Watson, 2001; DeLone and McLean, 2003)
On time; (Powers and Dickson, 1973; Nidumolu, 1995; Deephouse
On budget; et al., 1996)
System quality;
Cost/effort meet requirements;
User satisfaction;
Team satisfaction;
Table I. System use;
Literature support for Net system benefits
research model for global
IS project success Note: the numbers indicate the number of interviews in which the success measure was mentioned
IS project
success: a field
study
351
Figure 2.
Research framework for

this study
Figure 3.
Research model for IS
project success with
variables of interest
research for exploratory studies (Orlikowski, 1993; Majchrzak et al., 2000; Malhotra
et al., 2001; Orlikowski, 2002). Interview questions focused on the relationships
between global boundaries and project performance, and also inquired about the
processes employed to mitigate the potential negative impacts of global boundaries.
We used the criterion of “theoretical saturation” recommended by grounded theory to
set the sample size, which recommends concluding the interview process when the last
few interviews do not contribute new insights to the inquiry (Strauss and Corbin, 1998).
This criterion yielded 22 interviews of global IS project managers from seven different
organizations located in Australia, India, Ireland, Mexico, South Africa, the UK and the
USA (east coast and west coast).
The seven organizations in our study sample represent the automotive, music,
computer, financial, and IT services industries. All participants had significant
responsibilities for their projects, ranging from development to project management.
Six participants were IT executives and another 16 participants were managers. On
average, they had 6.6 years of work experience managing global software projects.
Most of the software projects in our sample were application development or
enhancement projects; 14 projects involved one or more outsourcing partners while the
other projects were globally insourced. The projects involved from two to 12
development sites; 13 projects reported project budgets ranging from $500,000 to $45
ITP million, with the mean of $11 million, and two additional projects reported scope in
19,4 terms of 6,100 and 13,600 person-hours. Project duration ranged from six months to
five years, with the mean of 2.2 years. Projects involved from one to 28 corporate
divisions, with a median of four divisions. In summary, the sample projects were global
and large in scale.
352 Data collection

Interviews averaged 45 minutes and were audio taped with permission from the
participant. Participants were first asked a few background questions and then were
asked to define how they measured success of IS projects (i.e. the dependent variable).
Participants were then asked questions intended to generate attributions about the
general effect of global boundary variables on success outcomes (I(O) without tying
these answers to specific projects. Finally, participants were asked to identify a recent
important global IS project that was salient in their minds, and all remaining questions
were asked in reference to that specific project. These questions were intended to
generate attributions about which task processes were employed to work across global
boundary variables (I(P) and how these processes impacted project success (P(O). The
interview instrument can be found in the Appendix.
Coding and data analysis

The interviews were transcribed verbatim into 283 single-spaced pages of text with
117,478 words in total. The text was first analyzed and open coded to discover
recurrent themes around attributions and then axial coded to find relationships among
themes (Strauss and Corbin, 1998) in order to develop a template with hierarchical
codes, which we then used for codebook analysis (King, 1998). The hierarchical codes
contained three primary high-order codes (i.e. I: input variable; P: process variable; and
O: outcome variable). The sub-codes in the hierarchy identified the specific type of
variable associated with the high-order variable. For example, P.Cm.S is a code that
identified synchronous (S) communication (Cm), which is a process variable (P). We
also included a valence dimension on outcome variables to identify the direction of the
success outcome as P, N and 0 for positive, negative and no effect, respectively. The
interview text was then coded one final time to identify general attributions (Silvester,
1998) of the effect of one type of variable over another. For example, a code of
“I.D ! O.T-N” identifies a statement in which the input variable (I) geographic distance
(D) was attributed as affecting the success outcome variable (O) on-time delivery (T),
and that this effect was negative (N).
The first few interviews were coded independently by each of the researchers and
all coding differences were discussed and resolved by consensus, after which the
remaining interviews were coded, resulting in 703 unique coded text segments. An
external coder was trained on the coding scheme and then instructed to code a few
cases. After analyzing all discrepancies with the external coder, these were resolved by
mutual agreement and the external coder re-coded this initial set of interviews and then
coded all remaining interviews. The final reliability between the researchers’
consensus coding and the external coder was 71.5 percent, measured as the number of
agreements over agreements plus disagreements (Miles and Huberman, 1994),
indicating an acceptable level of reliability (Landis and Koch, 1977; Miles and
Huberman, 1994).
In total, 683 of the coded text segments contained I ! O, I ! P or P ! O attributions, IS project
or an average of 31.0 attributions per interview. Of these, 245 were I ! O attributions success: a field
or 11.1 per interview; 274 were I ! P attributions or 12.4 per interview; and 164 were
P ! O attributions or 7.8 per interview. We then analyzed the text data by sorting all study
coded segments by their respective cause and effect attribution variables and
analyzing all similar attributions made in an interpretative manner to identify
cause-effect trends. All trends identified were jointly discussed, evaluated and agreed 353
upon by all researchers.
Results
Outcomes: global IS project success

Despite the risks inherent in multiple global boundaries, participants rated 21 of the 22
projects as successful based on a variety of global IS success measures. However,
several project managers indicated that budgets and timelines had to be revised at
least once during a project to account for the additional effort needed to make global
projects succeed in the presence of global barriers. One manager estimated that
budgeted resources and timelines for global projects were 1.5 times larger and longer
than budgeted resources and timelines for same size domestic projects.
Attributions involving global boundary and other input variables

Table II summarizes attributions about the impacts of input variables on project
outcomes, indicating the total number of unique attributions made by participants and
the total number of projects in which these attributions were made. Note that the
“General Outcome” category refers to generic success attributions that did not identify
a specific success measure such as on-budget. We now discuss these attributions
starting with the most frequently cited variables.
Time separation. Discussed by 17 or 77 percent of the participants, time separation
was by far the most frequently cited global boundary variable affecting project
outcomes. Time separation is an interesting global variable in that it can be used
advantageously because team members can advance project work during other
members’ off-work hours. Eight participants discussed the beneficial effects of time
separation; five of them specifically mentioned its positive effect on on-time delivery;
and two others mentioned that it actually reduced effort. However, time separation can
be detrimental when the timing of the work can’t be programmed with certainty, when
there are tight deadlines or when the team needs to interact frequently. In total, 13
participants stated that time separation had a negative effect on project outcomes;
eight mentioned that it had a detrimental effect on on-time delivery; and four others
stated that it required more effort.
A number of factors affect the difficulty of working across time zones, including:
whether time differences are aligned with workflows (i.e. work is handed over at the
end of the work day to a site whose work day is just beginning); the number of different
time zones represented within a team; and the magnitude of the time difference. As one
participant commented, “we only had a two-hour time window to work together, which
is difficult . . . a task that should take two or three weeks might take a month or two.”
An important consequence of time separation is that collaborators need to make
conscious choices about the timing and mode of interaction (i.e. communicate
asynchronously during non-overlapping hours or wait until overlapping hours to
ITP
19,4
354
Table II.
on outcomes (I ! O)
Attributions about the
effect of input variables
Outcome
General On Costs and Syst On Meet Subtotal unique Total
Input variable outcome budget effort quality time reqs attributions projects
Global boundary
variables
Geographic distance 8 5 1 3 1 18 11
Time separation 16 11 11 38 17
Organizational
differences 6 1 1 1 2 11 7
Functional diversity 3 1 1 5 2
Cultural differences 12 1 2 2 3 20 13
Language differences 8 2 1 11 8
Other input variables
Prior global experience 9 1 7 1 18 10
Prior experience w/team 1 1 2 1 5 5
Task
context/dependencies 3 1 1 1 3 9 6
Total 66 4 30 8 26 1 135 79
Note: the numbers indicate the number of interviews in which the attribution was made
communicate synchronously). Time differences bring about a substantial burden in the IS project
time demands and personal lives of team members. One participant commented that success: a field
the way they addressed problems of time difference was by being available 24 hours a
day to their team members through pagers and mobile phones, often having to study
communicate from their homes. The benefits of spontaneous team interaction within
teams without such practices are severely hampered with time separation.
Cultural differences. Cultural differences were attributed to project outcomes by 13 355
participants, most of whom discussed negative effects on project performance in terms
of time overruns, budget overruns, higher cost/effort, and lower system quality. Project
team members from different countries often had different perspectives on issues and
different ways of communicating and resolving them. Team members often
experienced difficulties in understanding and predicting other members’ behavior

and working as one team. Subtle cognitive differences due to cultural gaps require
more time and effort to resolve. “It takes a lot longer time to figure out certain things
that would probably get resolved by a five minute phone call . . . they dwell on the issue
or problem for probably a week or two weeks,” said a participant. In particular,
differences between Asian culture and Western culture often created confusion and
hindered project success. For example, Asian team members hesitated to say no to
others or to openly bring up potential problems, as one participant commented:
“they’re very reluctant to let you know if something is not going to schedule . . . they
feel that if they’re telling you a problem, it reflects badly on them.”
The negative effect of cultural differences on project performance seemed especially
salient in the initial phase of projects, making it important to take early measures to
address cultural differences within teams. Early awareness of cultural differences
helped project team members mitigate potential problems and risks. As people
accumulate work experience with people from different cultures, they become better
equipped to cope with the challenge.
Language differences. Language differences caused time overruns, extra cost and
effort, and lower system quality in eight projects. In virtually all projects, English was
used as a common business language when project team members spoke different
languages. However, even when all team members spoke a common business
language, various problems emerged. Non-native speakers usually had difficulties in
reading between the lines and understanding subtle differences in what is being
communicated. As a result, language barriers caused reduced project participation of
non-native speakers, less frequent communications, longer time for communications,
and misunderstandings, which eventually led to lower project performance, as this
participant suggested: “when you’re dealing with people who are not native speakers
of English, then suddenly the ability to really get across nuances of what’s really going
on becomes an issue.”
Geographic distance. Distance was attributed to project outcomes in 11 projects.
Interestingly, contrary to the conventional belief, geographic distance was not a major
impediment according to half of the participants. Comments ranged from “I didn’t see
it [distance] as a problem” to “[distance is] part of the reason the project wasn’t working
so well in that everybody was working remotely”. However, reducing or eliminating
the impact of geographic dispersion was costly. For example, five participants stated
that they had to invest more resources to overcome the difficulties of working over
geographic distance. As one participant explained “[the project] required frequent
ITP travel and one of the impacts was that we had a significant budget for travel in the
19,4 project financials”. Another participant characterized such frequent travel as “reducing
the psychological distance” among team members because familiarity with teammates
and their contexts reduces this “perceived” distance.
Organizational differences. Seven of the 14 projects with outsourcing arrangements
stated that organizational boundaries affected project outcomes. Interestingly, the
356 impacts were found to be both positive and negative. In some cases, working with
multiple external organizations was viewed as an advantage because multiple
companies may reduce project risks, increase and diversify skill sets and create
competition that leads to better project performance. On the other hand, managing
multiple vendors increases project complexity as a result of different and sometimes
conflicting sets of goals, agreements, responsibilities and success measures. As one

participant commented “[vendors] . . . have their own vested interest, or the way they
look at the project’s success may be different from somebody trying to manage the
overall global project.”
Prior experience with team. Prior experience working with the current team
members had a positive efect on global project success outcomes according to five
participants, as this comment illustrates: “sure, it [prior work experience with the team]
makes a lot of difference because everybody understands each other, the way they
work, and what is the performance level of each individual, and you have worked as a
team . . . It will surely give a positive impact.” Two participants indicated that their
team did not have such experience working together, so they had to spend some time
building team relations at the beginning of the project.
Prior global project experience. Understanding how to work in the global context is a
significant factor for project success. Prior global project experience impacted success
in ten projects (with 18 outcome attributions). Lack of prior work experience with
global projects can cause problems; as one manager indicated: “[the lack of success on
the project] was a reflection of the fact that it was one of the first true global projects
that my company tried to do . . . it was different at the beginning, but we have learned a
lot and now we are more successful at it.” As another participant commented, lack of
global work experience brings about a “sheer amount of virtualness.” This in turn can
lead organizational members to make erroneous assumptions and undermine their
ability to deliver projects on time and on budget.
Attributions involving process variables

In this section we discuss how global boundary variables influence the use of coping
process variables, and how these variables impact project outcomes in turn. Table III
summarizes the number of attributions connecting global boundary variables with
coping process variables. Note that “General” attributions were those that did not
identify a specific subcategory of process variable. Table IV shows the number of
attributions linking process variables to outcomes.
Coordination: communication. As Table III shows, communication was the type of
process variable most affected by global boundary variables, especially by time
separation and geographic distance. Interestingly, as Table IV shows, communication,
however, was only the second most important coping process that affected outcomes.
As we discuss in the next section, the adoption and use of task programming processes
had a stronger impact on project success. Various forms of communications were used
Process
Communication Task programming Cognitive
Total
Sub Project Info Sub Shared Shared Sub unique
Input variables General Synch Asynch total General ctrls tech Other total belief knowl Trust Other total attrib
Global boundary variables

Geographic distance 11 6 1 18 5 7 3 3 18 6 5 5 1 17 53
Time separation 11 8 3 22 7 6 2 5 20 2 1 1 2 6 48
Organizational boundaries 1 1 3 3 1 7 2 2 4 12
Functional differences 1 1 1 1 1 1 3
Cultural differences 10 10 1 1 5 2 1 8 19
Language differences 8 2 2 12 1 1 2 1 2 3 17
Other input variables
Prior global experience 2 2 1 1 1 1 4
Prior experience w/team 0 1 1 2 4 1 7 8
Task context/dependencies 2 2 4 1 5 1 1 8
Total 46 16 6 68 19 21 5 11 56 15 15 12 6 48 172
Note: the numbers indicate the number of interviews in which the attribution was made
study
IS project
success: a field
on process variables
effect of input variables
Attributions about the
Table III.
357
(I ! P)
ITP
Outcome
19,4 General On Costs and Syst On Meet
Process outcome budget effort quality time reqs Total
Communication
General 15 1 1 3 1 21
358 Synchronous 9 1 10
Asynchronous 2 1 3
Subtotal 26 1 2 0 4 1 34
Task programming
General 8 1 1 4 14
Project controls 13 1 1 2 1 18
Information technology 5 1 6
Other 6 6
Subtotal 32 2 2 2 5 1 44
Cognitive
Shared beliefs 7 1 2 1 11
Shared knowledge 4 1 3 2 1 11
Trust 2 2
Other 2 2
Table IV. Subtotal 15 0 1 4 4 2 26
Attributions about the Total 73 3 5 6 13 4 104
effect of process variables
on outcomes (P ! O) Note: the numbers indicate the number of interviews in which the attribution was made
in global IS projects. We found that many project teams used synchronous

communication methods even if they often caused inconveniences such as adjustments
of work hours or work days, or working late at home. While face-to-face
communication was largely being replaced by advanced communication
technologies such as teleconference or videoconference, many participants still
indicated a preference for face-to-face communication. Face-to-face communication was
especially effective when global project teams consisting of people from different
cultures worked on critical, complex tasks. “We tried web meetings, conference calls,
all those things and I can tell you there is no substitute for sitting down face to face. It
allows us to build better working relationships with those people you can’t build over
the telephone or via email. It allows us to get through more work in a short period of
time,” said a participant.
Cultural and language differences affected the amount and frequency of
communication, formality of communication, and people’s willingness to
communicate difficult issues. A participant said, “Within our team, when people
don’t understand things, just pick up the phone and call someone and ask
questions. However, we don’t see that as much with our offshore partners. They
tend to sit on problems and try to figure out those problems on their own rather
than picking up the phone and calling us.” English proficiency greatly affected
communication effectiveness. When people did not speak English fluently enough,
sharing complex ideas became very challenging, if not impossible.
While advanced communication technologies have diminished the impact of
geographic distance on team communication, time separation continues to be a
problem requiring special processes. To cope with this, teams implemented daily IS project
or weekly meetings, regular conference calls, and regular reporting of the project. success: a field
Some teams opened “a [communication] command center structure that runs 24
hours” to “take the time difference out of the picture,” as one participant described. study
Some participants also stated that they tried to make communications as clear
as possible and free of ambiguities, which required more formal communication
practices and more detailed documentation. For example, one team implemented 359
“understanding documents” for members to record their understanding of what
they had been told by other members to avoid hidden issues and
misunderstandings. Some teams also rotated people to different locations and
encouraged frequent on-site meetings. By so doing, project team members were
able to overcome some of the problems due to cultural differences, time separation
and geographic distance.
Coordination: task programming. While the use of task programming mechanisms
is effective for routine tasks, they are also key success factors in global collaboration in
which communication is impaired. “Basically in the global project, you need to get in
place lots of things that you can take for granted when you are localized,” said one
participant. As we discussed in the previous section, while communication is important
for global IS project success, task programming is most effective in offsetting the
communication problems in global teams. This is an interesting finding because the
literature on team communication argues strongly about the importance of
communication for teamwork and coordination (Fussell and Krauss, 1992; Kiesler
and Cummings, 2002), especially with globally distributed teams (Cramton, 2001;
Kiesler and Cummings, 2002), but our study shows that when global boundary
variables make it difficult to communicate, teams adopt alternative coordination
mechanisms like task programming.
Among the most frequently mentioned task programming mechanisms were
rigorous documentation, common processes, strict project controls and detailed project
planning. Effective global collaborators put more effort and rigor into formal
documents and processes, as illustrated by these comments made by two participants:
“when you work a distance from a client and with a geographically dispersed team,
you have to have clearly written requirements” and “the fact that the programmer is
not seated next to you makes you have to write specifications in much more detail.”
Common processes helped eliminate a significant amount of communication by
establishing protocols and clarifying issues related to processes and tools so that teams
could channel their attention to more substantive issues and problems. For example,
one organization had developed a common global solutions management system
across all development sites.
Other task programming processes used for coordination include task organization,
division of labor, collaboration technology tools and the adoption of common technical
environments at each site. Task organization involved placing key personnel at other
sites, having redundant roles and coordinator roles, and assigning tasks based on local
expertise and workflow needs. Division of labor not only helped de-couple
dependencies across sites, but also helped members locate expertise, allocate tasks
more effectively, and work more independently, thus reducing the need to
communicate. Project managers also advocated using a portfolio of collaboration
technologies to offset their reduced communication including project automation tools,
ITP instant messaging, tele and video conferencing, web meetings with shared document
19,4 capabilities. Teleconferencing was most often cited as an effective
technology-mediated communication method, while e-mail was considered inferior
when common understanding was needed.
Time separation was the most frequent reason for the use of task programming
mechanisms (20 unique attributions). Teams separated by many time zones required
360 more task organization and coordinated meeting and communications schedules. As
two participants stated: “one of the things we did was . . . to have a slight overlap of
working hours so we managed to set up meetings that were sort of at the end of
someone’s day or the start of someone else’s day . . . ” and “what we do is make sure
that whatever deliverables we are sending people offshore is with them before they
reach the office . . . so they don’t lose any time essentially in the process.”
External organizational boundaries had significant impacts on process variables
such as project control mechanisms in three cases. For example, client companies
needed tighter control mechanisms to prevent the outsourcing partners from
opportunistic behavior. “They [outsourcing partners] don’t plan; an employee is sick or
basically needs to take a vacation but he’s in the middle of your project,” said one
participant. Multiple companies also need to negotiate their work procedures,
processes, and quality standards in the early stages of their project lifecycle.
Team cognition. Geographic distance was discussed as the most significant factor
affecting members’ ability to develop shared knowledge (five participants). Ironically,
it is precisely in geographically dispersed contexts in which communication is
impaired that shared knowledge can be most valuable for coordination. As one
participant commented “knowledge sharing is important and it is imperative for
programmers there to understand the business . . . we traveled to India to educate them
about the specifications.” Knowledge sharing also has positive interaction effects with
communication and task programming because it provides a common knowledge base
that can make communication more effective and the use of task programming
mechanisms better tailored to the needs of the task.
Shared beliefs and shared knowledge had equally strong effects on project outcomes
(11 unique attributions). Shared beliefs included things like common goals, shared
vision about the project, thinking like “one team” and a common understanding of
processes and issues. Such shared beliefs helped members work more effectively with
less communication and made their communication more effective because they had
more common ground and shared vocabularies. Developing shared beliefs was most
negatively affected by geographic distance (six participants) and cultural differences
(five participants).
Participants discussed the difficulties of establishing trust in the presence of global
boundary variables. As one participant remarked, “there can be a certain amount of
reluctance to get involved with global projects because they can see the people there
[offshore] as a threat to their own jobs, but we have found that people who have
actually got involved with offshore projects and got them to work are quite positive
about them.” Only two participants indicated the importance of trust to project
outcomes. But those who discussed trust felt strongly about its importance. As one
participant noted: “if you don’t trust your team there is no point in collaborating. You
have to trust your offshore team to give you their best results.”
Additional data collection and findings IS project
While most projects (21 out of 22) were reported to be successful, some participants success: a field
hinted at critical problems in early stages of the project. To gain more insights into
our findings, we collected additional data using a web-based online survey study
instrument. This online survey asked respondents to indicate whether or not their
project was failing at some point in time in terms of meeting user requirements,
on-time execution, within-budget execution, and team satisfaction (using separate 361
questions for each). In cases where their project was failing at some point in time,
the respondents were also asked to provide the reasons for failure in that particular
success measure and then describe corrective processes that were employed to get
their projects back on track.
We solicited responses from the 22 project managers in our original study sample,
but six managers could not be reached. We received 13 responses from the remaining
managers, but one response was incomplete, yielding an effective response rate of 75
percent (12/16). While four out of 12 respondents reported that their projects were
successful throughout the entire project, the other eight respondents reported that their
projects were failing at some point in time. The reasons for the temporary failures
varied. But, the most frequently mentioned reasons were: flawed, unrealistic,
inaccurate estimation of time and cost; and vague, ill-defined, ever-changing user
requirements. While these problems may also be common to domestic software
projects, these problems tended to be exacerbated in global software projects due to the
increased complexity of task interdependencies among multiple sites and vendors.
We found that global software teams overcame the temporary failures by adopting
effective corrective task processes. Most importantly, global software teams engaged
users, senior management, and vendors in increased communication, which included
discussions regarding the status of the project and redefinition of user requirements,
project duration, and project budget, among other things. Improved communication
among project stakeholders and stronger project governance helped the projects get
back on track. Another important correcting process was restructuring the project
team. For example, project managers were replaced with seasoned managers with
global project experience, and key users were pulled out from business units to join the
project team.
In eight cases, global software teams implemented improved project processes to
turn around their failing projects. They revised quality assurance processes to meet the
required quality, implemented rigorous task monitoring procedures and robust cost
management procedures, and increased project management discipline. Finally, a
common fast fix adopted to correct temporary failures was to simply revise the project
schedule and budget. However, this simple solution was not an option in many cases
because global software projects had firm deadlines and budgets that could not be
changed.
Discussion
This study found that in IS projects with multiple global boundaries, time separation
was by far the most significant barrier, followed by cultural differences, whereas
distance alone did not appear to be a major obstacle. This finding suggests that it is not
so much face-to-face interaction that is vital to global IS project success, but rather the
ability to interact synchronously and interactively when needed, which is not affected
ITP by distance, but severely hampered by time separation. This is particularly true for
19,4 more complex projects with highly interdependent tasks, which require the initiation of
more communication incidents (Maznevski and Chudoba, 2000). Time separation is a
special global team boundary variable because it can affect project performance both
positively and negatively. When activities can be well coordinated and synchronized,
time separation can be used advantageously. Generally speaking, time separation can
362 work well when tasks are well defined and when task programming mechanisms can
provide effective coordination. On the other hand, time separation becomes a
substantial collaboration barrier when the tasks are less well defined and more
uncertain, thus requiring frequent interactive communication. While distance is still a
barrier, it was no longer considered to be a major factor by many of our participants.
People have learned to handle geographic distance from their experience with projects
involving multiple locations, relying extensively on suitable collaboration
technologies. This study suggests that in most cases, the problems involving
geographic distance often correlate with the presence of other global boundary
variables (e.g. cultural differences, time separation, etc.). Once all these other
boundaries are accounted for, the effects of pure geographic distance diminish
substantially.
It is interesting to note that despite the risks that result from multiple global
boundaries and despite the fact that one-third of the projects were failing at some point,
21 of the 22 projects were deemed successful in the end. This surprising finding
suggests that the aggressive push to meet corporate expectations inspires project
managers to implement effective coping processes that overcome global barriers at
some point during the project, resulting in ultimate project success. These coping
processes involved task programming, communication and team cognition.
Specifically, project teams made special efforts during the initiation phase to create
a common development environment and common understanding as well to organize
development tasks in order to reduce dependencies across development sites. While
some projects implemented these coping processes early on and were successful
throughout the duration of the project, others were not so successful at the beginning,
but later made adjustments and implemented some of these strategies to save failing
projects. Those adjustments included processes that facilitated communication –, e.g.
more frequent communication, more flexible work schedules to increase work overlap
hours – and processes that reduced the need to communicate synchronously – , e.g.
more detailed documentation, more effective use of task programming mechanisms
and tighter project controls.
Coordination through task programming was the most frequently discussed
process adopted to overcome the barriers imposed by global boundaries. Task
programming mechanisms are generally more useful when tasks are certain,
unambiguous, structured, and routine. But they are also used quite effectively in
distance-separated contexts to minimize task dependencies, reduce the need to
communicate, and increase accountability. Communication was the second most
frequently discussed coordination mechanism employed to bridge global boundary
variables. Communication is particularly effective when tasks are uncertain,
ambiguous, unstructured, and less routine. Because communication is hampered by
global boundaries, teams employed special communication approaches in the early
stages of their projects, such as:
.
communicating more frequently or regularly; IS project
.
communicating as clear as possible and employing more detailed documentation success: a field
and formal communication processes; and study
.
establishing a common platform for global collaboration, which included
common procedures, tools, and technologies to reduce the need for global
communication.
363
While technology-mediated communication is now commonplace, many participants
still felt that there is no substitute for face-to-face communication. Early face-to-face
meetings were especially effective when global project teams consisting of people from
different cultures were working on critical, complex tasks.

This study has confirmed the two types of processes associated with the I-P-O
framework we presented in Figures 2 and 3. The first are the traditional task processes
that teams use to get the work done, identified by Powell and colleagues (2004). These
processes are often negatively impacted by global boundary variables. However,
effective teams implement special coordination and cognitive processes (e.g. regular
meetings, frequent travel, detailed specifications, developing shared knowledge early,
etc.) to overcome potential deficiencies in the traditional task processes when bridging
global barriers.
Organizations often experience problems in global IS projects because of their lack
of awareness about the effects of global boundaries, particularly when managers have
little experience with global projects. Once managers become aware of the impact of
these boundaries, they implement special processes or mechanisms to bridge them.
These processes are geared towards raising awareness about several task-related
issues, including cultural diversity awareness, presence awareness (i.e. who is where
and when), task awareness (i.e. what has been done and when), and local context
awareness.
Global barriers are often overcome with coping processes suited to the task context,
but with additional costs, effort and stress. For example, in time separated contexts
with little or no working overlap, teams may implement a 24 hour-a-day availability
policy. Teams also implement other tactics like: frequent travel; relocation;
communication and collaboration tools; extreme attention to detail in documents,
requirements, and specifications. All of these additional measures come at additional
financial cost and burden on personal lives. The hidden costs associated with the
additional time and effort required to work across global boundaries reduce the
attractiveness of global IS projects. Given the current trends in offshore outsourcing,
we were surprised that we did not hear from many project managers that global
collaboration arrangements were established primarily to reduce costs. Quite the
contrary, our findings suggest that global collaboration, regardless of outsourcing and
off-shoring arrangements, adds costs that are not always captured in the project
budget and contract.
Limitations
Our study has limitations. First, the sample is relatively small, consisting of 22
interviews. Nevertheless, we managed to achieve theoretical saturation in the text data
(i.e. the last few interviews did not contribute new insights) and obtain very rich
accounts about the effects of various global boundary variables and about the
ITP processes that are most effective in overcoming these global barriers. Second, our
19,4 study is limited by inherent problems of interview research, such as lack of statistical
validation and interpretation bias. Further quantitative studies are needed to develop a
better understanding of the factors leading to global IS project success. Finally, our
findings may be limited to the idiosyncrasies of the companies that were studied. This
limitation potentially weakens the generalizability of our findings to a broader
364 population of organizations. However, although our sample did not represent all
industries and organizations, it included interviews with project managers from seven
different companies, covering a variety of IT settings.
Conclusions
Despite these limitations, this study makes an important contribution to the literature
on global IS project teams because it is the first study to investigate the relative effects
of multiple global boundaries and other input variables on global IS project outcomes
and how different processes mitigate these effects. Time separation and cultural
differences were found to have the most significant impacts on global project
outcomes. Working in global contexts is a difficult undertaking and thus IS projects
have the potential to fail. Despite multiple global barriers, many projects have
succeeded by employing task programming, communication and cognitive processes
that are custom-fit to alleviate the problems and challenges presented by these barriers.
Future research is needed to quantitatively validate our findings and further
investigate the complex inner workings of global IS projects.
References
Alavi, M. and Leidner, D.E. (2001), “Knowledge management and knowledge management
systems: conceptual foundations and research issues”, MIS Quarterly, Vol. 25 No. 1,
pp. 107-36.
Allen, T. (1977), Managing the Flow of Technology, MIT Press, Cambridge, MA.
Ancona, D. and Caldwell, D. (1992), “Demography and design: predictors of new product team
performance”, Organization Science, Vol. 3 No. 3, pp. 321-41.
Armstrong, D.J. and Cole, P. (2002), “Managing distances and differences in geographically
distributed work groups”, in Hinds, P. and Kiesler, S. (Eds), Distributed Work, MIT Press,
Cambridge, MA, pp. 187-215.
Barthelemy, J. (2001), “The hidden costs of IT outsourcing”, MIT Sloan Management Review,
Vol. 42 No. 3, pp. 60-9.
Cannon-Bowers, J.A., Salas, E. and Converse, S. (1993), “Shared mental models in expert team
decision-making”, in Castellan, J. (Ed.), Individual and Group Decision Making: Current
Issues, LEA Publishers, Hillsdale, NJ, pp. 221-46.
Carmel, E. (1999), Global Software Teams, Prentice-Hall, Upper Saddle River, NJ.
Carmel, E. (2005), Offshoring Information Technology: Sourcing and Outsourcing to a Global
Workforce, Cambridge University Press, Cambridge.
Chudoba, K.M., Crowston, K. and Watson-Manheim, M.B. (2002), “Discontinuities and
post-bureaucratic organizing: a framework and research propositions”, paper presented
at the Academy of Management Conference, Denver, CO.
Conrath, D. (1973), “Communication environment and its relationship to organizational
structure”, Management Science, Vol. 20 No. 4, pp. 586-603.
Cooke, N.J., Salas, E., Cannon-Bowers, J.A. and Stout, R.J. (2000), “Measuring team knowledge”, IS project
Human Factors, Vol. 42 No. 1, pp. 151-73.
success: a field
Cooprider, J.G. and Henderson, J.C. (1991), “Technology-process fit: perspectives on achieving
prototyping effectiveness”, Journal of Management Information Systems, Vol. 7 No. 3, study
pp. 67-87.
Cramton, C.D. (2001), “The mutual knowledge problem and its consequences for dispersed
collaboration”, Organization Science, Vol. 12 No. 3, pp. 346-71. 365
Crowston, K. and Kammerer, E.E. (1998), “Coordination and collective mind in software
requirements development”, IBM Systems Journal, Vol. 37 No. 2, pp. 227-45.
Cummings, L.L. and Bromiley, P. (1996), “The organizational trust inventory (OTI): development
and validation”, in Kramer, R.M. and Tyler, T.R. (Eds), Trust in Organizations: Frontiers
of Theory and Research, Sage Publications, Thousand Oaks, CA, pp. 302-30.
Curtis, B., Krasner, H. and Iscoe, N. (1988), “A field study of the software design process for large
systems”, Communications of the ACM, Vol. 31 No. 11, pp. 1268-86.
DeLone, W.H. and McLean, E.R. (2003), “The DeLone and McLean model of information systems
success: a ten-year update”, Journal of Management Information Systems, Vol. 19 No. 4,
pp. 9-30.
DeSanctis, G. and Poole, M.S. (1997), “Transitions in teamwork in new organizational forms”,
in Markovsky, B., Lovaglia, M. and Troyer, L. (Eds), Advances in Group Processes, Vol. 14,
JAI Press, Greenwich, CT, pp. 157-76.
Deephouse, C., Mukhopadhyay, T., Goldenson, D.R. and Keller, M.I. (1996), “Software processes
and project performance”, Journal of Management Information Systems, Vol. 12 No. 3,
pp. 187-205.
Denison, D., Hart, S. and Kahn, J. (1996), “From chimneys to cross-functional teams: developing
and validating a diagnostic model”, Academy of Management Journal, Vol. 39 No. 4,
pp. 1005-23.
Drucker, P.J. (1993), Concept of the Corporation, Transaction Publishers, New Brunswick, NJ.
Earley, P.C. (1986), “Trust, perceived importance of praise and criticism, and work performance:
an examination of feedback in the United States and England”, Journal of Management,
Vol. 12 No. 4, pp. 457-73.
Eisenhardt, K. and Tabrizi, B. (1995), “Accelerating adaptive processes: product innovation in the
global computer industry”, Administrative Science Quarterly, Vol. 40 No. 1, pp. 84-110.
Espinosa, J.A. and Carmel, E. (2004), “The impact of time separation on coordination in global
software teams: a conceptual foundation”, Journal of Software Process: Practice and
Improvement, Vol. 8 No. 4, pp. 249-66.
Espinosa, J.A. and Pickering, C. (2006), “The effect of time separation on coordination processes
and outcomes: a case study”, paper presented at the 39th Hawaiian International
Conference on System Sciences, Poipu, Kauai, HI.
Espinosa, J.A., Cummings, J.N., Wilson, J.M. and Pearce, B.M. (2003), “Team boundary issues
across multiple global firms”, Journal of Management Information Systems, Vol. 19 No. 4,
pp. 157-90.
Espinosa, J.A., Kraut, R.E., Slaughter, S.A., Lerch, F.J., Herbsleb, J.D. and Mockus, A. (2002),
“Shared mental models, familiarity, and coordination: a multi-method study of distributed
software teams”, paper presented at the International Conference in Information Systems,
Barcelona, Spain.
ITP Fussell, S. and Krauss, R. (1992), “Coordination of knowledge in communication: effects of
speakers’ assumptions about what others know”, Journal of Personality and Social
19,4 Psychology, Vol. 62 No. 3, pp. 378-91.
Goodman, P.S. and Leyden, D.P. (1991), “Familiarity and group productivity”, Journal of Applied
Psychology, Vol. 76 No. 4, pp. 578-86.
Griffith, T.L., Sawyer, J.E. and Neale, M.A. (2003), “Virtualness and knowledge in teams:
366 managing the love triangle of organizations, individuals, and information technology”,
MIS Quarterly, Vol. 27 No. 2, pp. 265-87.
Hackman, R. (1987), “The design of work teams”, in Lorsch, J. (Ed.), Handbook of Organizational
Behavior, Prentice-Hall, Englewood Cliffs, NJ.
Handy, C. (1995), “Trust and the virtual organization”, Harvard Business Review, Vol. 73 No. 3,
pp. 40-50.
Herbsleb, J.D. and Grinter, R.E. (1999), “Architectures, coordination, and distance: Conway’s law
and beyond”, IEEE Software, Vol. 16 No. 5, pp. 63-70.
Herbsleb, J.D., Mockus, A., Finholt, T. and Grinter, R.E. (2000), “Distance, dependencies and
delay in a global collaboration”, Proceedings of the 2000 ACM Conference on Computer
Supported Collaborative Work, ACM Press, Philadelphia, PA.
Hinds, P.J. and Bailey, D.E. (2003), “Out of sight, out of synch: understanding conflict in
distributed teams”, Organization Science, Vol. 14 No. 6, pp. 615-32.
Jarvenpaa, S. and Ives, B. (1994), “The global network organization of the future: information
management opportunities and challenges”, Journal of Management Information Systems,
Vol. 10 No. 4, pp. 25-57.
Jarvenpaa, S. and Leidner, D. (1999), “Communication and trust in global virtual team”,
Organization Science, Vol. 10 No. 6, pp. 791-865.
Jarvenpaa, S., Knoll, K. and Leidner, D. (1998), “Is anybody out there? Antecedents of trust in
global virtual teams”, Journal of Management Information Systems, Vol. 14 No. 4,
pp. 29-64.
Jehn, K.A. and Northcraft, G.B. (1999), “Why differences make a difference: a field study of
diversity, conflict, and performance in workgroups”, Administrative Science Quarterly,
Vol. 44 No. 4, pp. 741-63.
Kiesler, S. and Cummings, J.N. (2002), “What do we know about proximity in work groups?
A legacy of research on physical distance”, in Hinds, P. and Kiesler, S. (Eds), Distributed
Work, MIT Press, Cambridge, MA, pp. 57-80.
King, N. (1998), “Template analysis”, in Symon, G. and Cassell, C. (Eds), Qualitative Methods and
Analysis in Organizational Research, Sage Publications, Thousand Oaks, CA, pp. 118-34.
Klimoski, R.J. and Mohammed, S. (1994), “Team mental model: construct or metaphor?”, Journal
of Management, Vol. 20 No. 2, pp. 403-37.
Kramer, R.M. and Tyler, T.R. (1996), Trust in Organizations: Frontiers of Theory and Research,
Sage Publications, Thousand Oaks, CA.
Kraut, R.E. and Streeter, L.A. (1995), “Coordination in software development”, Communications
of the ACM, Vol. 38 No. 3, pp. 69-81.
Landis, R.J. and Koch, G.G. (1977), “The measurement of observer agreement for categorical
data”, Biometrics, Vol. 33 No. 1, pp. 159-74.
Lau, D. and Murnighan, J.K. (1998), “Demographic diversity and faultlines: the compositional
dynamics of organizational groups”, Academy of Management Review, Vol. 23 No. 2,
pp. 325-40.
Lee, J.-N. and Kim, Y.-G. (1999), “Effect of partnership quality on IS outsourcing success: IS project
conceptual framework and empirical validation”, Journal of Management Information
Systems, Vol. 15 No. 4, pp. 29-61. success: a field
Lu, M., Chudoba, K.M., Wynn, E. and Watson-Manheim, M.B. (2003), “Understanding virtuality study
in a global organization: toward a virtuality index”, Electronic Proceedings of the
International Conference on Information Systems, Seattle, WA, 14-17 December,
Association for Information Systems, Atlanta, GA. 367
Lu, M., Watson-Manheim, M.B., Chudoba, K.M. and Wynn, E. (2006), “How does virtuality affect
team performance in a global organization? Understanding the impact of variety of
practices”, Journal of Global Information Technology Management, Vol. 9 No. 1, pp. 4-23.
McDonough, E.F., Kahn, K. and Barczak, G. (2001), “An investigation of the use of global, virtual,
and colocated new product development teams”, Journal of Product Innovation

Management, Vol. 18 No. 2, pp. 110-20.
McGrath, J. (1984), Groups: Interaction and Performance, Prentice-Hall, Englewood Cliffs, NJ.
Majchrzak, A., Rice, R.E., Malhotra, A., King, N. and Ba, S. (2000), “Technology adaptation:
the case of a computer-supported inter-organizational virtual team”, MIS Quarterly, Vol. 24
No. 4, pp. 569-600.
Malhotra, A., Majchrzak, A., Carman, R. and Lott, V. (2001), “Radical innovation without
collocation: a case study at Boeing-Rocketdyne”, MIS Quarterly, Vol. 25 No. 2, pp. 229-49.
Malone, T. and Crowston, K. (1990), “What is coordination theory and how can it help design
cooperative work systems?”, Proceedings of the Conference on Computer Supported
Collaborative Work, Los Angeles, CA, ACM Press, New York, NY.
Malone, T. and Crowston, K. (1994), “The interdisciplinary study of coordination”,
ACM Computing Surveys, Vol. 26 No. 1, pp. 87-119.
March, J. and Simon, H. (1958), Organizations, John Wiley & Sons, New York, NY.
Mathieu, J., Goodwin, G.F., Heffner, T.S., Salas, E. and Cannon-Bowers, J.A. (2000), “The influence
of shared mental models on team process and performance”, Journal of Applied Psychology,
Vol. 85 No. 2, pp. 273-83.
Maznevski, M.L. and Chudoba, K.M. (2000), “Bridging space over time: global virtual team
dynamics and effectiveness”, Organization Science, Vol. 11 No. 5, pp. 473-92.
Miles, M.B. and Huberman, A.M. (1994), Qualitative Data Analysis: An Expanded Sourcebook,
Sage Publications, Beverly Hills, CA.
Nelson, K.M. and Cooprider, J.G. (1996), “The contribution of shared knowledge to IS Group
performance”, MIS Quarterly, Vol. 20 No. 4, pp. 409-32.
Nidumolu, S.R. (1995), “The effect of coordination and uncertainty on software project
performance: residual performance risk as an intervening variable”, Information Systems
Research, Vol. 6 No. 3, pp. 191-219.
O’Hara-Devereaux, M. and Johansen, R. (1994), Global Work: Bridging Distance, Culture, and
Time, Jossey-Bass, San Francisco, CA.
O’Leary, M.B. and Cummings, J.N. (2002), “The spatial, temporal, and configurational
characteristics of geographic dispersion in teams”, paper presented at the Academy of
Management Conference, Denver, CO.
Olson, G.M. and Olson, J.S. (2000), “Distance matters”, Human-Computer Interaction, Vol. 15
No. 1, pp. 139-79.
Orlikowski, W. (1993), “CASE tools as organizational change: investigating incremental and
radical changes in systems development”, MIS Quarterly, Vol. 19 No. 3, pp. 309-40.
ITP Orlikowski, W. (2002), “Knowing in practice: enacting a collective capability in distributed
organizing”, Organization Science, Vol. 13 No. 3, pp. 249-73.
19,4 Pelled, L., Eisenhardt, K. and Xin, K. (1999), “Exploring the black box: an analysis of work group
diversity, conflict, and performance”, Administrative Science Quarterly, Vol. 44 No. 1,
pp. 1-28.
Perry, D.E., Staudenmayer, N.A. and Votta, L.G. (1994), “People, organizations, and process
368 improvement”, IEEE Software, Vol. 11 No. 4, pp. 36-45.
Powell, A., Piccoli, G. and Ives, B. (2004), “Virtual teams: a review of current literature and
directions for future research”, The Data Base for Advances in Information Systems,
Vol. 35 No. 1, pp. 6-36.
Powell, W.W., Koput, K.W. and Smith-Doerr, L. (1996), “Interorganizational collaboration and the
locus of innovation: networks of learning in biotechnology”, Administrative Science

Quarterly, Vol. 41 No. 1, pp. 116-45.
Powers, R.F. and Dickson, G.W. (1973), “MIS project management: myths, opinions, and reality”,
California Management Review, Vol. 15 No. 3, pp. 147-56.
Rentsch, J.R. and Hall, R.J. (1994), “Members of great teams think alike: a model of the
effectiveness and schema similarity among team members”, in Beyerlein, M.M. and
Johnson, D.A. (Eds), Advances in Interdisciplinary Studies of Work Teams, Vol. 1, JAI
Press, Greenwich, CT, pp. 223-61.
Robey, D., Khoo, H. and Powers, C. (2000), “Situated learning in cross-functional virtual teams”,
IEEE Transactions on Professional Communications, Vol. 43 No. 1, pp. 51-66, and
Technical Communication, 47(1 (Joint Special Issue).
Silvester, J. (1998), “Attributional coding”, in Symon, G. and Cassell, C. (Eds), Qualitative Methods
and Analysis in Organizational Research, Sage Publications, Thousand Oaks, CA,
pp. 73-93.
Snow, C.C., Snell, S.A. and Davison, S.C. (1996), “Use transactional teams to globalize your
company”, Organizational Dynamics, Vol. 24 No. 4, pp. 50-67.
Strauss, A. and Corbin, J. (1998), Basics of Qualitative Research: Techniques and Procedures for
Developing Grounded Theory, Sage, London and Thousand Oaks, CA.
Teasley, S.D., Covi, L.A., Krishnan, M.S. and Olson, J.S. (2002), “Rapid software development
through team collocation”, IEEE Transactions on Software Engineering, Vol. 28 No. 7,
pp. 671-83.
Thompson, J. (1967), Organizations in Action, McGraw-Hill, New York, NY.
Van de Ven, A.H., Delbecq, L.A. and Koenig, R.J. (1976), “Determinants of coordination modes
within organizations”, American Sociological Review, Vol. 41 No. 2, pp. 322-38.
Van den Bulte, C. and Moenaert, R. (1998), “The effects of R&D team co-location on
communication patterns among R&D, marketing, and manufacturing”, Management
Science, Vol. 44 No. 11, pp. S1-S18.
Watson-Manheim, M.B., Chudoba, K. and Crowston, K. (2002a), “Discontinuities and continuities:
a new way to understand virtual work”, Information, Technology & People, Vol. 15 No. 3,
pp. 191-209.
Watson-Manheim, M.B., Crowston, K. and Chudoba, K.M. (2002b), “A new perspective on virtual:
analyzing discontinuities in the work environment”, Proceedings of the 35th Hawaiian
International Conference on System Sciences, Big Island, HI, IEEE Computer Society, Los
Alamitos, CA.
Wittenbaum, G.M. and Stasser, G. (1996), “Management of information in small groups”,
in Nye, J.L. and Brower, A.M. (Eds), What’s Social about Social Cognition? Research on
Socially Shared Cognition in Small Groups, Sage Publications, Thousand Oaks, CA, IS project
pp. 3-28.
Wixom, B.H. and Watson, H.J. (2001), “An empirical investigation of the factors affecting data
success: a field
warehousing success”, MIS Quarterly, Vol. 25 No. 1, pp. 17-41. study
Xia, W. and Lee, G. (2004), “Grasping the complexity of IS development projects”,
Communications of the ACM, Vol. 47 No. 5, pp. 68-74.
Xia, W. and Lee, G. (2005), “Complexity of information systems development projects: 369
conceptualization and measurement development”, Journal of Management Information
Systems, Vol. 22 No. 1, pp. 45-83.
Yan, A. and Louis, M.R. (1999), “The migration of organizational functions to the work unit level:
buffering, spanning and bringing up boundaries”, Human Relations, Vol. 52 No. 1,
pp. 25-47.
Zack, M. and McKenney, J.L. (1995), “Social context and interaction in ongoing
computer-supported management groups”, Organization Science, Vol. 6 No. 4, pp. 394-422.
Appendix
Interview instrument for global IS project success study
General
. Questions (Input Variables ! Outcomes)
.
How do you measure success/failure in a global IS project?
.
Generally speaking, which global barriers/boundaries had the most significant effect on
project performance? And, how did those factors affect various dimensions (e.g., time,
cost, quality, user satisfaction) of project performance?
Project
. Specific Questions (Input Variables ( Process; Process ( Outcomes)
.
Was the project completed on time?
.
Was the project completed on budget?
.
Did the system meet requirements/quality standards?
.
Were users/team members satisfied?
.
How successful was this project? Why? Please explain
.
What processes/mechanisms/strategies/methods/technologies were used to cope with
these situational factors? And how did they affect various dimensions (e.g., time, cost,
quality, user satisfaction) of project performance?
.
If you do the project again, how would you do it differently?
. What makes global projects different from domestic projects?
About the authors

J. Alberto Espinosa is an Assistant Professor of Information Technology and UPS Scholar at the
Kogod School of Business, American University. He earned his doctorate in Information Systems
from the Tepper School of Business at Carnegie Mellon University. His research interests include
information technology support for geographically distributed and time-separated collaboration.
His current research focus is on global software teams, team cognition, team coordination and
related human factors. His research has been published in the Journal of Management
Information Systems, Software Process: Improvement and Practice, top IS conference
proceedings and a book chapter published by the American Psychological Association.
J. Alberto Espinosa is the corresponding author and can be contacted at: [email protected]
ITP William Delone is Professor of Information Systems, Senior Associate Dean for Academic
Affairs, and Director of the Center for Information Technology and the Global Economy at the
19,4 Kogod School of Business, American University. He earned his doctorate in management
information systems from the University of California, Los Angeles (UCLA). His research
interests include the assessment and measurement of information systems’ success, effectiveness
and value, the economic and social impacts of country-level information technology and
education investments, and success factors in offshore sourcing of IT projects. His research has
370 been published in various journals including Information Systems Research, Management
Information Systems Quarterly, the Journal of Management Information Systems, DataBase, the
Journal of Global Information Management and the Journal of Information Technology
Management.
Gwanhoo Lee is Assistant Professor of Information Technology and UPS Scholar at the
Kogod School of Business, American University. He earned his doctorate in management

information systems from the University of Minnesota. His research focuses on IS development
project management, IS strategy, technology adoption, and CIO leadership. Since 1999, he has
been working on a collaborative research project involving several CIOs from companies such as
3M, Pillsbury, Cargill, A.G. Edwards, McDonald Food, Medtronic, and St Paul Cos. His research
has been published in the Journal of Management Information Systems, the European Journal of
Information Systems, Communications of the ACM, and top IS conference proceedings.
To purchase reprints of this article please e-mail: [email protected]

Or visit our web site for further details: www.emeraldinsight.com/reprints
This article has been cited by:
1. Marco Alexandre Terlizzi, Fernando de Souza Meirelles, Heverton Roberto Oliveira Cesar de Moraes.
2016. Barriers to the use of an IT Project Management Methodology in a large financial institution.
International Journal of Project Management 34, 467-479. [CrossRef]
2. Sherlock A. Licorish, Stephen G. MacDonell. 2015. Communication and personality profiles of global
software developers. Information and Software Technology 64, 113-131. [CrossRef]
3. Anh Nguyen-Duc, Daniela S. Cruzes, Reidar Conradi. 2015. The impact of global dispersion on
coordination, team performance and software quality – A systematic literature review. Information and
Software Technology 57, 277-294. [CrossRef]
4. Susan GassonKnowledge Mediation and Boundary-Spanning in Global IS Change Projects 3890-3899.
[CrossRef]
5. John E. Bell, Randy V. Bradley, Brian S. Fugate, Benjamin T. Hazen. 2014. Logistics Information System
Evaluation: Assessing External Technology Integration and Supporting Organizational Learning. Journal
of Business Logistics 35:10.1111/jbl.2014.35.issue-4, 338-358. [CrossRef]
6. Sherlock A. Licorish, Stephen G. MacDonell. 2014. Understanding the attitudes, knowledge sharing
behaviors and task performance of core developers: A longitudinal study. Information and Software
Technology 56, 1578-1596. [CrossRef]
7. Soni Agrawal, Kishor Goswami, Bani Chatterjee. 2014. Factors Influencing Performance of ITES Firms
in India. Information Resources Management Journal 25:10.4018/IRMJ.20121001, 46-64. [CrossRef]
8. JORGE COLAZO. 2014. STRUCTURAL CHANGES ASSOCIATED WITH TEMPORAL
DISPERSION IN SOFTWARE DEVELOPMENT TEAMS: EVIDENCE FROM OPEN SOURCE
SOFTWARE PROJECT TEAMS. International Journal of Innovation Management 18, 1450030.
[CrossRef]
9. Maria Alejandra Gonzalez-Perez, Andres Velez-Calle, Virginia Cathro, Dan V. Caprar, Vasyl Taras. 2014.
Virtual Teams and International Business Teaching and Learning: The Case of the Global Enterprise
Experience (GEE). Journal of Teaching in International Business 25, 200-213. [CrossRef]
10. Frank Siebdrat, Martin Hoegl, Holger Ernst. 2014. Subjective Distance and Team Collaboration
in Distributed Teams. Journal of Product Innovation Management 31:10.1111/jpim.2014.31.issue-4,
765-779. [CrossRef]
11. Jorge ColazoStructural Changes Associated with the Temporal Dispersion of Teams: Evidence from Open
Source Software Projects 300-309. [CrossRef]
12. J. Alberto Espinosa, Gwanhoo Lee, William DeLoneGlobal Team Boundary Complexity: A Social
Network Perspective 321-330. [CrossRef]
13. Melanie Kremer, Monique Janneck. 2013. Kommunikation und Kooperation in Virtuellen Teams.
Gruppendynamik und Organisationsberatung 44, 361-371. [CrossRef]
14. Peter Weimann, Michael Pollock, Elsje Scott, Irwin Brown. 2013. Enhancing Team Performance
Through Tool Use: How Critical Technology-Related Issues Influence the Performance of Virtual Project
Teams. IEEE Transactions on Professional Communication 56, 332-353. [CrossRef]
15. Anh Nguyen-Duc, Daniela S. CruzesCoordination of Software Development Teams across Organizational
Boundary -- An Exploratory Study 216-225. [CrossRef]
16. R. Privman, S. R. Hiltz, Yiran Wang. 2013. In-Group (Us) versus Out-Group (Them) Dynamics and
Effectiveness in Partially Distributed Teams. IEEE Transactions on Professional Communication 56, 33-49.
[CrossRef]
17. Daisy Mathur Jain, Reema Khurana. 2013. Need for sustainable global business model in software
outsourcing. Business Process Management Journal 19:1, 54-69. [Abstract] [Full Text] [PDF]
18. Suling Zhang, Felix Köbler, Marilyn Tremaine, Allen Milewski. 2012. Instant Messaging in Global
Software Teams. International Journal of e-Collaboration 6:10.4018/ijec.20100701, 43-63. [CrossRef]
19. Tuomas Jaanu, Maria Paasivaara, Casper LasseniusNear-Synchronicity and Distance: Instant Messaging
as a Medium for Global Software Engineering 149-153. [CrossRef]
20. Arpita Sharma, Aayushi Gupta. 2012. Impact of organisational climate and demographics on project
specific risks in context to Indian software industry. International Journal of Project Management 30,
176-187. [CrossRef]
21. Radhika P. Jain, Robin S. Poston, Judith C. Simon. 2011. An Empirical Investigation of Client
Managers’ Responsibilities in Managing Offshore Outsourcing of Software-Testing Projects.
IEEE Transactions on Engineering Management 58, 743-757. [CrossRef]
22. Sunil Mithas, Henry C. Lucas. 2010. Are Foreign IT Workers Cheaper? U.S. Visa Policies and
Compensation of Information Technology Professionals. Management Science 56, 745-765. [CrossRef]
23. Steve Sawyer, Patricia J. Guinan, Jay Cooprider. 2010. Social interactions of information
systems development teams: a performance perspective. Information Systems Journal 20:10.1111/
isj.2009.20.issue-1, 81-107. [CrossRef]
24. Andrea J. Cullen, Margaret Taylor. 2009. Critical success factors for B2B e‐commerce use within the UK
NHS pharmaceutical supply chain. International Journal of Operations & Production Management 29:11,
1156-1185. [Abstract] [Full Text] [PDF]
25. Robert Gregory, Michael Prifling, Roman Beck. 2009. The role of cultural intelligence for the emergence
of negotiated culture in IT offshore outsourcing projects. Information Technology & People 22:3, 223-241.
[Abstract] [Full Text] [PDF]
26. Graeme Thomas, Walter Fernández. 2008. Success in IT projects: A matter of definition?. International
Journal of Project Management 26, 733-742. [CrossRef]
27. Bronwen Woods, Michael Ireland. 2008. eBook Loans: an e‐twist on a classic interlending service.
Interlending & Document Supply 36:2, 105-115. [Abstract] [Full Text] [PDF]
28. Kosheek Sewchurran, Michelle Barron. 2008. An investigation into successfully managing and sustaining
the project sponsor-project manager relationship using soft systems methodology. Project Management
Journal 39, S56-S68. [CrossRef]
29. Christopher Clott. 2007. An uncertain future. Management Research News 30:7, 476-494. [Abstract] [Full
Text] [PDF]
30. Soni Agrawal, Kishor Goswami, Bani ChatterjeePerformance of Firms: 310-332. [CrossRef]
31. Suling Zhang, Felix Köbler, Marilyn Tremaine, Allen MilewskiInstant Messaging in Global Software
Teams 158-179. [CrossRef]

Information Technology & People

Uploaded by

Copyright:

Available Formats

Information Technology & People

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Information Technology & People

Uploaded by

Copyright:

Available Formats

Information Technology & People

Global boundaries, task processes and IS project success: a field study

*Related content and download information correct at time of download.

Outcomes: global IS project success

Inputs: global team boundary variables

Task process variables

Research framework for

352 Data collection

Coding and data analysis

Outcomes: global IS project success

Attributions involving global boundary and other input variables

experienced difficulties in understanding and predicting other members’ behavior

conflicting sets of goals, agreements, responsibilities and success measures. As one

Attributions involving process variables

Global boundary variables

in global IS projects. We found that many project teams used synchronous

different cultures were working on critical, complex tasks.

and colocated new product development teams”, Journal of Product Innovation

locus of innovation: networks of learning in biotechnology”, Administrative Science

About the authors

Kogod School of Business, American University. He earned his doctorate in management

To purchase reprints of this article please e-mail: [email protected]

You might also like