Assimilating generation Y IT new hires into USAA's workforce: The role of an enterprise 2.0 system

MIS Quarterly Executive

Volumn 9, Issue 4, 2010, Pages 229-242

  Leidner, Dorothy ^a   Koch, Hope ^a   Gonzalez, Ester ^a  

^a BAYLOR UNIVERSITY   (United States)

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EID: 79956133277     PISSN: 15401960     EISSN: 15401979     Source Type: Journal    
DOI: None     Document Type: Article

References (18)

1. Gerald Kane, Ann Majchrzak, and Blake Ives are the accepting Senior Editors for this article.
2. We would like to thank USAA for its support and help with this research. Special thanks go to Dan Herrington, Assistant Vice President of Business Continuity and Executive Sponsor for IT's University Recruiting Program; Brian Parks, IT Director for IT Project Execution; and the 2G and 3G Nexus Core Team members.
3. Defined as those born between 1981 and 2000.
4. For more information about the characteristics, work styles and technology use of Generation Y, Generation X, and the Baby Boomers, see Salkowitz, R. Generation Blend: Managing across the Technology Age Gap, Microsoft Executive Leadership Series, John Wiley and Sons, 2008.
5. See Lenhart, A. "Social Media & Young Adults," Pew Internet Project, April 20, 2010, available at http://www.pewinternet.org/Presentations/2010/Feb/Department-of-Commerce.aspx.
6. McAfee, A. Enterprise 2.0, Harvard Business Press, Boston, MA, 2009.
7. See Ward, T. The Rise of Intranet 2.0: The Social Intranet, January 21, 2010, available at http://www.cmswire.com/cms/enterprise-20/the-rise-of-intranet-20-the-social-intranet-007290.php.
8. USAA has launched external social media sites to build relationships with customers, and it extensively monitors social media sites to assess its reputation and solve customer service issues.
9. King, J. "No. 1 Place to Work in IT: USAA," Computerworld, June 21, 2010, available at http://www.computerworld.com/s/article/349624/No._1_Place_To_Work_in_IT_USAA?taxonomyId=10&pageNumber=2.
10. Quotes in the text that are not attributed to specific individuals are taken from the field notes.
11. Fredrickson, B. L. "The Broaden-and-Build Theory of Positive Emotions," The Royal Society, 2004, pp. 1367-1377, available at http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1693418/pdf/15347528.pdf.
12. See Fredrickson, B. L. "What Good Are Positive Emotions?," Review of General Psychology (2:3), 1998, pp. 300-319.
13. For a textbook discussion of workplace issues, see Levy, P. L. ed., Industrial/Organizational Psychology: Understanding the Workplace, Houghton Mifflin Company, 2003.
14. For an article that addresses the psychological aspects of withdrawal, see Mowday, R. T., Koberg, C. S., and McArther, A. W. "The Psychology of the Withdrawal Process: A Cross-Validational Test of Mobley's Intermediate Linkages Model of Turnover in Two Samples," Academy of Management Journal (27:1), 1984, pp. 79-94.
15. For an article that explores workplace issues inclusive of job satisfaction and turnover, see Porter, L. W., Steers, R. M., and Mowday, R. T. "Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians," Journal of Applied Psychology (59:5), 1974, pp. 603-609.
16. For an explanation of these data analysis techniques, see Strauss, A. and Corbin, J. Basics of Qualitative Research: Techniques and Procedures for Developing Grounded Theory, Second ed., Sage Publications, Inc., 1998.
17. Boundary theory posits that there are advantages and disadvantages to integrating and/or segmenting boundaries between work life and social life.
18. See Ashforth, B. E., Kreiner, G. E., and Fugate, M. "All in a Day's Work: Boundaries and Micro Role Transitions," Academy of Management Review (25:3), 2000, pp. 472-491.