information culture – a model with a organizational focus

INFORMATION CULTURE – A

PROPOSED CONCEPT AND A

MODEL WITH A

ORGANIZATIONAL FOCUS PhD thesis presented to the Postgraduate Program in Information Science from the Federal University of Minas Gerais as a prerequisite to obtaining a Ph.D. in Information Science.

Leonardo B. de

Moraes

Leonardo Barbosa de Moraes - 2013

Presentation

SUMMARY Introduction

Problem

Assumptions

Originality and contributions

Objectives of Research

Conceptual considerations

Construction of the model

Methodological procedures

Analysis of results

Final Thoughts

Leonardo Barbosa de Moraes – 2013

INTRODUCTION


Technological changes and their impacts require from organizational theorists and social scientists to realize solutions to the new problems that arise.

Two issues are, according to the literature, central to this new context and, therefore, deserved - and deserve – attention of organizations and researchers: 1) The informational question and;

2) The cultural issue.

More clearly the role of information and knowledge and the role of organizational culture on the survival and competitiveness of organizations.

BACKGROUND


In the confluence of these two questions lies the central theme of this research, the information culture.

The importance of investigating the information culture is recognized, since it interferes with and / or have relationships with other issues such as organizational performance, organization‟s life cycle, organizational success, competitive intelligence, information and knowledge management and implementation of new technologies, among others.


BACKGROUND

Motivation: the need for a

single concept

the scientific literature indicates that, although there are

research about informational culture and that relate this

theme to several factors, such as the above; there is no

consensus on the concept of information culture.

Thus, the existence of several different definitions and,

according to many authors, some of them incomplete, is

an obstacle to the development of research aiming to

achieve this understanding.


PROBLEM


Problem

The problem here stems from the necessity of

finding an integrative concept that

incorporates many facets proposed by the

models found in the literature and can be

widely used in future research on information

culture.


ASSUMPTIONS


Assumptions

There are informational behaviors and values that describe the

informational culture of an organization;

An assumption, supported by empirical evidence, is that there is a

relationship between information culture and organizational

performance.

The study of the information culture is an important tool to

understand various aspects connected to organizational

performance;

A better understanding of this culture is essential to allow an

organization outlines priorities for improving the management of

information environment, personal interaction, information flow and

organizational outcomes.

ORIGINALITY and CONTRIBUTIONS


Originality

There are few proposals in the literature that define

information culture;

There are few studies that propose a conceptual model for


Most empirical studies found in the literature was performed

with a specific bias and the proposed model of information

culture is built in support for this bias and its effect on, for

example, applications of knowledge management or about

the use of information systems.


Contributions

By proposing a concept, incorporating various facets

proposed by the models found in the literature, is intended

to provide a reference that can be widely used in future

research on information culture.

Additionally, and perhaps not least, this thesis provides a

conceptual model that represents the integrated concept.

This thesis proposes a methodology that allows the use of

this model to identify and interpret the information culture

from a diagnosis of organizational values.

OBJECTIVES


Objectives

Propose, based on existing concepts, an integrated

concept of information culture in the universe of

organizations;

Develop a conceptual model based on this concept of


Develop a methodology to identify and interpret the

variables that make up the information culture of an

organization, from the conceptual model;

Analyze the information culture of an organization in

light of the proposed methodology.


WEIGHTINGS CONCEPT TO BE EXPLOITED


About the fields

The theme of this research brought

theoretical contributions from the

field of information science, beyond

the field of organizational theories

and field theories about information

systems.


Predominant concept in the literature of

information science

Organizational

culture

Information

culture

Information culture: multiplicity of

publications with the term

17 27

103

462

941

0

100

200

300

400

500

600

700

800

900

1000

<1972 1972/1982 1983/1992 1993/2003 >2003

Number of publications per period

information culture concept

Diversity of fields identified :

Libraries;

Information management;

Culture;

Information systems;

Information culture;

Information literacy;

Corporate culture;

Higher education/ universities and colleges;

Information society;

Health care industry;

Software,

General sciences,

Biological sciences;

Information behavior; e

Personal information.

“Even government officials are speaking of greater risks to

scientific development and national security in censorship than

in unumpeded dissemination of information. They call for a

shift from the „cult of secrecy‟ to an „information culture‟.“

(KIMMAGE, 1989, p. 849)

CAIDI (2006) relates information culture to the social role of

libraries and librarians as facilitators in the acquisition of skill

and competence for social life beyond the librarian space.

These include the various spheres of life of individuals,

covering their participation in political, economic and civic life.

Diversity concepts of information

culture


Concept of information culture in

organizational context

The concept of information culture of Porter (1995, p.

89th) refers to the culture of using mechanisms of

dissemination of information in formal and systematic

manner organizations.

For Curry e Moore (2003, p. 94), information culture is

“a culture in which the value and utility of information

in achieving operational and strategic success is

recognised, where information forms the basis of

organizational decision making and Information

Technology is readily exploited as an enabler for

effective Information Systems.”


Information culture concept

proposed by this research

Information culture refers to the set of

behavior patterns, social norms and

shared values that define the meaning

and usage of organizational

information, communication and IT,

influencing their management.


Ginman (1987)

De

ve

lop

ed

re

sea

rch

es

on

th

e r

ela

tio

n b

etw

ee

n

info

rma

tio

n a

nd

org

an

iza

tio

na

l pe

rfo

rma

nce

, fi

nd

ing

a lin

k b

etw

ee

n in

form

ati

on

cu

ltu

re o

f th

e C

EO

, th

e lif

e c

ycle

of

the

co

mp

an

y a

nd

th

e

inte

rest

an

d u

se o

f in

form

ati

on

.

Brown e Starkey (1994)

In e

mp

iric

al r

ese

arc

h id

en

tifi

ed

va

ria

ble

s o

f cu

ltu

re t

ha

t in

flu

en

ce

co

mm

un

ica

tio

n

pra

cti

ce

s a

nd

in

form

ati

on

pra

cti

ce

s..

Widén-Wullf

(2000)

AE

xa

min

es

the

re

lati

on

ship

be

twe

en

cu

ltu

ral

info

rma

tio

na

l, co

mp

eti

tive

inte

llig

en

ce

an

d

bu

sin

ess

su

cce

ss.

Marchand; Kettinger e Rollins (2000, 2001)

Pro

po

sed

a m

od

el co

nsi

stin

g o

f th

ree

'in

form

ati

on

re

sou

rce

s' a

sso

cia

ted

wit

h t

he

eff

ecti

ve

use

of

info

rma

tio

n w

hic

h "

me

asu

re c

ap

ab

iliti

es

of

a c

om

pa

ny

to m

an

ag

e a

nd

use

in

form

ati

on

eff

ecti

ve

ly“.

Curry e Moore (2003)

Pro

po

se a

co

nce

ptu

al m

od

el t

o e

va

lua

te t

he

in

form

ati

on

cu

ltu

re.

Oliver (2003, 2004 e 2008)

Pro

po

ses

a m

od

el t

o in

cre

ase

un

de

rsta

nd

ing

o

f th

e in

tera

cti

on

s b

etw

ee

n o

rga

niz

ati

on

al

cu

ltu

re a

nd

in

form

ati

on

an

d its

ma

na

ge

me

nt.

Travica (2005 e 2008)

Pro

po

sed

to

exp

lain

th

e r

ela

tio

nsh

ip b

etw

ee

n

info

rma

tio

n c

ult

ure

an

d t

he

str

ate

gy o

f kn

ow

led

ge

ma

na

ge

me

nt.

Choo, Detlor,

Bergeron e Heaton

(2006)

Exp

lore

s th

e r

ela

tio

nsh

ip b

etw

ee

n

info

rma

tio

n c

ult

ure

an

d in

form

ati

on

use

in

org

an

iza

tio

ns.

Woida (2008)

Se

arc

h t

he

re

lati

on

ship

s b

etw

ee

n t

he

co

mp

on

en

ts o

f in

form

ati

on

cu

ltu

re a

nd

co

mp

eti

tive

inte

llig

en

ce

.

Amorim e Tomaél (2011)

Inte

nd

s to

id

en

tify

fa

cto

rs t

ha

t h

ind

er

the

fu

ll u

se o

f a

n in

form

ati

on

syst

em

in a

pu

blic

o

rga

niz

ati

on

.

Models of information culture -

empirical research and its goals


BUILDING A MODEL


Challenges in proposing a

model

Repre-

sent

the real

X

Be

simple

Values as a representation of

culture

Much of cultural studies, including those on

organizational culture and information culture, uses

the values - and behaviors, since they are the

manifestation of those values - to understand and

'measure' the cultures under study. This practice is

recurrent in many disciplines.

“The concepts of value and value system are among

the very few social psychological concepts that have

been successfully employed across all social science

disciplines.” (Rokeach & Ball-Rokeach, 1989, p. 775).


First steps in a historical and systemic vision that aims

to base a proposition of a conceptual model of

informational culture:

Compare models and their variables;

understand its theoretical underpinnings; and

identify similarities and equalities

Procedures


INFORMATION

SYSTEMS

USE

KNOWLEDGE

MANAGEMENT

ORGANIZATION

PERFORMANCE

INFORMATION

ORIENTATION

COMPETITIVE

INTELLIGENCE

INFORMATION

MANAGEMENT

COLLABORATION

INFORMATION

AND

COMMUNICATION

INFORMATION

FLOW

KM

STRATEGY

INFORMATION

AND

ORGANIZATION OUTCOMES

INFORMATION USE

INFORMATIONAL

CULTURE

The mosaic being

assembled

Information Culture Informational

awareness Information

Systems Management

Information Management

Orientation to innovation

Communica-tion and

relationship networks

Categories proposed by the

model


•CAPACITY OF IDENTIFICATION OF READINGS OF INTEREST

•INTEGRITY

•LEVEL OF CONSCIOUSNESS INFORMATIONAL

•LEVEL OF KNOWLEDGE

•PERCEIVED ORGANIZATIONAL STRATEGY AND OBJECTIVES

•PERCEIVED USEFULNESS OF INFORMATION

•TRANSPARENCY

INFORMATIONAL AWARENESS

•ACCESS TO INFORMATION FROM OTHER AREAS

•SHARING INFORMATION

•FEEDBACK

•FLOW OF COMMUNICATION

•MEDIA / COMMUNICATION CHANNELS

•PARTNERSHIPS interdepartmental

•PREFERENCES FOR ORAL COMMUNICATION OR FORMAL

•NETWORK OF CONTACTS: SCOPE, PROFESSIONAL DIVERSITY AND IMPORTANCE

COMMUNICATION AND RELATIONSHIP

NETWORKS

•FLEXIBILITY

•IT USE AS A SUPPORT FOR INNOVATION

•PROACTIVITY

•SUPPORT CREATIVITY

ORIENTATION TO INNOVATION

•ACCESS TO PERSONAL INFORMATION SOURCE •CONTROL

•COPYRIGHT AND ACCESS TO DOCUMENTS

•FORMALITY

•IMPORTANCE OF SOURCES

•INFORMATION MANAGEMENT

•PRIVACY

•PROFESSIONAL READING OF SOURCES

INFORMATION MANAGEMENT

•COMPUTING PROCESSES

•INFLUENCE OF INFORMATIONAL TECHNOLOGY TOOLS / PERCEIVED EASE OF USE

•LEVEL OF CONFIDENCE IN ICT

•MANAGEMENT INFORMATION SYSTEMS

•USE IT TO SUPPORT BUSINESS PROCESSES

•USE IT TO SUPPORT THE MANAGEMENT

INFORMATION SYSTEMS MANAGEMENT

METHODOLOGY


Applied

Exploratory

Descriptive

Aproaches:

Quantitative / qualitative

Procedure methods:

Historical

Typological

Statistical

Methodology

The methodological approach

Object of research: the information culture in

organizations, its concept and its manifestations

through the values and behaviors expressed by

employees.

Search for the term information culture in

CAPES Journals Portal in 2258 pointed

articles / newspaper articles / reviews /

textual resources / books / reference entries

since 1942 including 1507 peer-reviewed

articles since 1971

Search for a model

organizational field

1507 articles

25 different

topics

Data collected from the empirical data

reveal:

Different fields use the expression;

Few areas 'dare' to define the term;

There is an implicit concept that

seems to be common to most;

There are few empirical studies that

propose a model for the analysis of

organizational culture.

FIRST EMPIRICAL

MATERIAL

Selection of 36

articles / texts

that explain a

concept

Organization of

the concepts by

similarity

Selection of

concepts with

organizational

design

Identification of empirical work that

proposes a model of information

culture (IC)

Identification of all the

variables that make up

the empirical models

Identification of

conceptual

similarities between

the variables

Construction of a

proposed conceptual

model for the information

culture

Developing a

methodology for testing

the model

Testing the model MODEL

Categorization of

variables in 5

dimensions of values

and behaviors

The methodological approach

A Brazilian large company in the energy sector that has an advanced

technology infrastructure and has an information policy for over a

decade.

Research conducted with employees of the technical and administrative

area, knowledge-intensive tasks in engineering, business, legal,

communications, IT and others.

Sending the questionnaire through own software company to 4000

people; 208 responses were received.

Statistically necessary number of responses:

By principal component analysis a minimum of 165 responses (5 responses for each of the 33

variables) was necessary.

208 answers and confidence interval of 95% have a sampling error (e) of 6.7%.

Choice of locus of test application

Both principal component analysis (PCA) as the factor

analysis techniques are applied to a set of variables to

discover which are the most relevant and use them for

the analysis of the phenomenon studied.

In the data analysis of this study and to identify the

number of 'retained' by PCA factors, we seek to build a

hierarchy of key components that depict the information

culture of the organization studied.

The statistical method: principal component

analysis (PCA)


1) it was considered that the first extracted factor (equivalent

to 1st column) is the result of the combination that best

explains the most variance in the data than any other (VEIGA,

2000) and;

2) was defined as the cutoff value for the load factor value

above which no variable correlates strongly with more than

one factor (Bryman and Cramer, 1994). Using these criteria,

we adopted a threshold load of 0.60 in our factor analysis.

To perform this evaluation, prioritization and identification,

we used the Statistical Package for Social Sciences (SPSS).

Methodological steps - PCA: the criterion for

'retention' of answers


Was applied a questionnaire with 72 questions, presented as statements with which respondents indicate their agreement with a scale of 1 (strongly disagree) to 5 (strongly agree), with a sixth category of "do not know".

6 more socio-descriptive questions were added to allow stratifying the analysis by sector, level of education (career path), age, length of service and employment relationship.

The data collection


ANALYSIS OF RESULTS


About the analysis of results

PCA

Stands out the most significant responses in each

category proposed

Comments is the least significant responses

We analyze each category

Measurement of results by category: by

averaging the results of the responses

Socio descriptive analysis.


We chose to work with each construct (or

category) separately.

In all subsequent analysis of data is used only

questions retained.

We consider important also to draw attention

to the questions and variables considered not

significant (or excluded).


About the analysis of results

Component Matrix(a)

Component

1 2 3

QUESTION013 0,65 0,20 0,08

QUESTION014 0,56 0,21 -0,19

QUESTION015 0,55 0,53 -0,19

QUESTION017 0,54 -0,02 -0,14

QUESTION040 0,44 -0,54 -0,03

QUESTION048 0,64 -0,36 0,39

QUESTION049 0,68 -0,37 0,30

QUESTION050 0,53 -0,07 0,58

QUESTION051 -0,18 0,27 0,66

QUESTION052 0,63 0,24 -0,15

QUESTION053 0,72 -0,16 -0,25

QUESTION054 0,74 0,14 -0,09

QUESTION055 0,54 -0,49 -0,22

QUESTION056 0,36 0,66 -0,12

QUESTION057 0,29 0,54 0,36

SPSS output for “informational

Consciousness" category

We consider

only the

relevant factors

identified in the

first 'round'

Defined as the

cutoff value for

the load factor

value of 0.60

Component Matrix(a)

Component

1 2 3

QUESTION013 0,65 0,20 0,08

QUESTION014 0,56 0,21 -0,19

QUESTION015 0,55 0,53 -0,19

QUESTION017 0,54 -0,02 -0,14

QUESTION040 0,44 -0,54 -0,03

QUESTION048 0,64 -0,36 0,39

QUESTION049 0,68 -0,37 0,30

QUESTION050 0,53 -0,07 0,58

QUESTION051 -0,18 0,27 0,66

QUESTION052 0,63 0,24 -0,15

QUESTION053 0,72 -0,16 -0,25

QUESTION054 0,74 0,14 -0,09

QUESTION055 0,54 -0,49 -0,22

QUESTION056 0,36 0,66 -0,12

QUESTION057 0,29 0,54 0,36

The variables 'Ability to identify readings of

interest' and 'Degree of informational

consciousness' had a load factor below the

cutoff value for all questions.

The questions "Among the people I work

with regularly, it is not normal to use the

information for their own benefit." And

"Among the people I work with regularly,

it is not normal to pass consciously

incorrect information.", Both

corresponding to the 'Integrity' variable,

achieved the highest load factors category.

The questions correspond to the variables

retained 'Integrity', 'Transparency', „Level of

knowledge' and 'Perceived usefulness of

information'.


Awareness" category

Component Matrix(a)

Component

1 2 3

QUESTION013 0,65 0,20 0,08

QUESTION014 0,56 0,21 -0,19

QUESTION015 0,55 0,53 -0,19

QUESTION017 0,54 -0,02 -0,14

QUESTION040 0,44 -0,54 -0,03

QUESTION048 0,64 -0,36 0,39

QUESTION049 0,68 -0,37 0,30

QUESTION050 0,53 -0,07 0,58

QUESTION051 -0,18 0,27 0,66

QUESTION052 0,63 0,24 -0,15

QUESTION053 0,72 -0,16 -0,25

QUESTION054 0,74 0,14 -0,09

QUESTION055 0,54 -0,49 -0,22

QUESTION056 0,36 0,66 -0,12

QUESTION057 0,29 0,54 0,36

"Among the people I work with

regularly, it is not common to

disseminate information to justify

or legitimize decisions already

taken."

"In my organization, information

about failures, errors and

misconceptions are shared and

discussed in a constructive

manner."

"In my organization, people know

to what extent must share sensitive

information."


Awareness" category - questions that

draw attention because they are

considered of low importance

Component Matrix(a)

Component

1 2 3

QUESTION008 0,54 0,57 -0,15

QUESTION009 0,55 0,45 -0,21

QUESTION010 0,40 0,35 0,21

QUESTION011 0,48 0,44 -0,06

QUESTION012 0,56 0,46 0,02

QUESTION018 0,61 -0,05 0,20

QUESTION019 0,47 -0,50 -0,41

QUESTION020 0,62 -0,36 -0,36

QUESTION021 0,63 -0,30 0,22

QUESTION022 0,46 -0,20 0,21

QUESTION023 0,60 -0,15 0,28

QUESTION024 0,75 -0,10 0,28

QUESTION025 0,65 -0,55 -0,12

QUESTION026 0,05 0,14 0,55

QUESTION027 0,33 0,32 -0,39

QUESTION028 0,49 -0,03 0,08

QUESTION029 0,46 0,16 -0,31

SPSS output for the category

"Communication and relationship

networks”

Draws attention, for high load factor,

the question QUESTION024 ("I keep in

touch / exchange professional

information with several people and this

information is important for the

performance of my daily activities.").

Questions retained category correspond

to the variables „Information sharing' and

'Network of contacts - scope, diversity and

importance in the daily activities'.

SPSS output for the category

"Orientation to innovation"

All matters relating to the variable

'Support creativity' were excluded,

by having a load factor below the

cutoff value.

Component

1 2 3

PERG001 0,60 0,07 0,30

PERG002 0,36 0,58 0,34

PERG003 0,57 0,18 0,19

PERG004 0,61 0,22 -0,12

PERG005 0,78 -0,21 0,01

PERG006 0,57 -0,45 0,60

PERG007 0,65 -0,44 0,37

PERG058 0,48 -0,50 -0,32

PERG059 0,62 -0,33 -0,11

PERG060 0,68 -0,23 -0,28

PERG064 0,79 0,20 -0,21

PERG065 0,61 -0,00 -0,56

PERG067 0,62 0,51 0,04

PERG068 0,50 0,70 -0,05

Two issues stand out for high

load factor : “I use IT to create or

improve products, services and

processes of my organization"

and "I understand how my work

contributes to achieving the

goals and objectives of my

organization ".

It is found that, except for one

issue (QUESTION062), all other

questions were considered

significant, showing the strength

of the category "Information

Systems Management" in this

organization

Component

1 2 3

PERG061 0,64 0,61 PERG061

PERG062 0,54 -0,58 PERG062

PERG063 0,65 0,46 PERG063

PERG066 0,63 0,04 PERG066

PERG069 0,72 -0,14 PERG069

PERG070 0,77 -0,31 PERG070

PERG071 0,79 -0,05 PERG071

PERG072 0,76 -0,02 PERG072

PERG069 0,72 -0,14 PERG069

SPSS output for the category “Information Systems

Management"

Informational culture in EletriKa: a vision of the

categories

3,83

3,72

3,78

3,65

3,77 3,55

3,6

3,65

3,7

3,75

3,8

3,85

Informational awareness

Communication and

relationship networks

Orientation to innovationInformation Management

Information Systems

Management

Informational EletriKa in culture: a view of the

most significant variables

3,86

3,36

4,04

4,16

3,94

3,71

3,72

3,91

3,61

3,81

3,81 3,59

3,55

3,62

3,88

3,64

3,9

3,79

1

1,5

2

2,5

3

3,5

4

4,5

Integrity

Transparency

Level of knowledge

Perceived usefulness of

information

Sharing information

Network of contacts:

scope, diversity and…

Proactivity

Use of IT to support

innovationFlexibility

Control

Information management

Copyright and Access to

documents

Use of IT to support the

business processes

Information Systems

Management

Computerization of

processes

Level of trust in ICTs

Influence of informational

tools

"Informational awareness - encompasses the values and

behaviors that indicate an understanding of the value of

information.

3,86

3,36

4,04 4,16

3,94

0

0,5

1

1,5

2

2,5

3

3,5

4

4,5

Integrity Transparency Level of

knowledge

Perception of

organizational

strategy and goals

Perceived

usefulness of

information

"Communication and networking" - encompasses the

values and behaviors that denote the flow of information

and the network of contacts.

The variables obtained

scores of similar value

and indicate

informational values

and behaviors

complementary : the

breadth and diversity

of contacts are

accomplished by the

practice of sharing

information - internally

and externally.

3,71

3,72

3,704

3,706

3,708

3,71

3,712

3,714

3,716

3,718

3,72

3,722

Sharing information Network of contacts: scope,

diversity and importance

"Guidance for innovation" - encompasses the values and behaviors

that denote active consciousness to obtain and apply new

information to respond to changes and promote innovation and

informational alignment

3,91

3,61

3,81

3,45

3,5

3,55

3,6

3,65

3,7

3,75

3,8

3,85

3,9

3,95

Proactivity Use of IT to support

innovation

Flexibility

"Information management" - encompasses the values and

behaviors that denote the relationship with information, their

sources and their management.

3,81

3,59

3,55

3,4

3,45

3,5

3,55

3,6

3,65

3,7

3,75

3,8

3,85

Control Information management Copyright and Access to

documents

"Information Systems Management " - encompasses the values and

behaviors that denote the relationship with the management of

information systems, IT practices and the computerization of business

processes.

3,62

3,88

3,64

3,9

3,79

3,45

3,5

3,55

3,6

3,65

3,7

3,75

3,8

3,85

3,9

3,95

Use of IT to

support the

business processes

Information

Systems

Management

Computerization

of processes

Level of trust in

ICTs

Influence of

informational

tools

Variáveis segmentadas por

vínculo institucional

V1 V2 V3 V4 V5 V6 V7 V8 V9

Cemig 3,86 3,36 4,06 3,95 3,78 3,77 3,93 3,64 3,83

Estagiário 4,25 4,20 4,17 4,17 3,64 3,67 4,00 3,40 3,83

Terceirizado 3,79 3,26 3,93 3,89 3,47 3,57 3,84 3,53 3,71

Terceirizado ex-Cemig 4,42 3,50 4,00 4,00 4,00 3,13 4,00 3,50 3,75

V10 V11 V12 V13 V14 V15 V16 V17 V18

Cemig 4,17 3,94 3,58 3,51 3,61 3,85 3,59 3,79 3,92

Estagiário 4,25 3,67 3,79 4,00 3,00 4,22 3,80 4,00 3,60

Terceirizado 4,08 3,36 3,60 3,62 3,73 3,93 3,76 3,76 3,82

Terceirizado ex-Cemig 4,25 4,00 3,75 4,00 3,50 4,00 4,00 4,00 4,50

„Percepção da estratégia e

dos objetivos‟


Distribuição de fequência das respostas segmentada por tempo de

casa, para a variável „Pró-atividade‟.

5,6% 4,5% 7,4%

23,1% 4,0% 5,6% 6,3%

27,3%

7,4%

7,7%

33,3% 14,0% 9,9% 14,4%

50,0%

63,0%

69,2% 66,7%

60,0%

50,7% 55,8%

6,8%

11,1%

12,0%

18,3% 12,0%

6,8% 11,1%

2,0% 7,0% 5,8%

3,88 4,06

3,73 3,83 3,87 3,94 3,87

1

2

2

3

3

4

4

5

5

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

A Até 5anos

B 6-10 anos C 11-15anos

D 16-20anos

E 21-25anos

F Mais de 25anos

Total

Não Respondeu/Não se Aplica 1,00 a 1,50 1,51 a 2,00

2,01 a 2,50 2,51 a 3,00 3,01 a 3,50

3,51 a 4,00 4,01 a 4,50 4,51 a 5,00

MÉDIA Leonardo Barbosa de Moraes - 2013

Distribuição de fequência das respostas segmentada por tempo de

casa, para a variável „Uso da TI como suporte à inovação‟.

13,6% 11,1% 4,0% 4,2% 6,7%

4,5% 3,7% 23,1%

33,3%

4,0% 4,8%

22,7%

14,8%

23,1% 0,0%

20,0% 19,7%

19,7%

22,7%

7,4%

33,3%

12,0% 19,7% 15,9%

29,5%

40,7%

53,8%

33,3%

52,0%

45,1% 43,3%

4,5%

14,8%

6,0% 8,5% 7,2% 2,3%

7,4% 2,0% 2,4%

3,50

3,83

3,08

2,83

3,66 3,71 3,58

1

2

2

3

3

4

4

5

5

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

A Até 5 anos B 6-10 anos C 11-15 anosD 16-20 anos E 21-25anos

F Mais de 25anos

Total

Não Respondeu/Não se Aplica 1,00 a 1,50 1,51 a 2,00

2,01 a 2,50 2,51 a 3,00 3,01 a 3,50

3,51 a 4,00 4,01 a 4,50 4,51 a 5,00

MÉDIA

O gráfico 11 mostra uma razoável

quantidade de empregados que avaliam mal

esse quesito em todas as faixas de tempo de

casa.


Distribuição de fequência das respostas segmentada por plano de

carreira / cargo dos respondentes, para a variável „Copyright e

acesso a documentos‟.

„Copyright e acesso a documentos‟ é mal

avaliado, notadamente pela gerência superior


Distribuição de fequência das respostas segmentada por plano de

carreira / cargo dos respondentes, para as variáveis: 1)„Facilidade

de uso das ferramentas informacionais‟ e 2) „Nível de confiança

nas TIC‟.

5,4% 5,3% 12,7%

16,7% 8,2%

10,7%

22,7%

16,9%

16,8%

66,1%

60,0%

59,2%

66,7%

61,5%

17,9% 12,0%

7,0% 16,7%

12,0%

4,08 3,89

3,74

4,20

3,86

1

2

2

3

3

4

4

5

5

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Não Respondeu/Não se Aplica 1,00 a 1,50

1,51 a 2,00 2,01 a 2,50

2,51 a 3,00 3,01 a 3,50

3,51 a 4,00 4,01 a 4,50

4,51 a 5,00 MÉDIA

Há um alto „Nível de confiança nas TIC‟ não obstante a

„Facilidade de uso das ferramentas informacionais‟ ter

uma avaliação mais baixa, também de maneira mais

acentuada pelos gerentes superiores.

A „facilidade de uso das ferramentas informacionais‟ teve avaliação acima de 3,0 só

para 33,3% dos inquiridos.. De maneira semelhante, o „Uso da TI como suporte a

processos de negócios‟ tem avaliação acima de 3,0 apenas para 16,6% dos

superintendentes. Esses indícios sugerem a necessidade de desenvolvimento de

produtos de informação e/ou disponibilização de ferramentas específicas para este

nível gerencial.


Comentários sobre os

resultados Como curiosidade, vale dizer que todos os modelos que

serviram de base para a proposição do modelo desta tese tiveram variáveis retidas na avaliação da cultura informacional da organização estudada.

De maneira geral, as variáveis retidas em cada categoria obtiveram um score alto. Com uma única exceção, todas atingiram uma avaliação acima de 70% do valor máximo. A exceção ficou por conta da variável „Transparência‟, que atingiu 67,2% do valor máximo.

Pelos valores apurados, fica claro que a organização estudada tem uma forte avaliação para as variáveis da cultura informacional retidas.


Comentários sobre os

resultados Chamamos a atenção para as perguntas e

variáveis excluídas, que representam – em parte e

no todo, conforme o caso – parte da cultura

informacional percebida como pouco presente ou

pouco significativa na organização.

Ficou evidente também que as análises

sociodemográficas e por distribuição de

frequência são um rico instrumento de verificação

da „localização‟ das avaliações.


CONSIDERAÇÕES FINAIS


Sobre os objetivos propostos

Entende-se que esta tese cumpriu seu objetivo de propor um conceito integrador.

A partir de uma abordagem metodológica histórica e tipológica, foi também proposto um modelo conceitual para a cultura informacional - amparado nos estudos empíricos encontrados na literatura - propondo cinco categorias de análise que abrigam as variáveis da cultura.

Foi proposta uma metodologia de aplicação de um teste para identificar e interpretar as variáveis que compõem a cultura informacional de uma organização

À luz da metodologia proposta, foi aplicado o teste e analisada a cultura informacional de uma organização para melhor entender as limitações e aplicações da metodologia proposta.


Avaliação do modelo e da

metodologia de aplicação do teste

As respostas do questionário mostram que grande parte das variáveis do modelo foi associada fortemente à organização, o que sugere as variáveis retidas representarem a cultura informacional da empresa estudada (CHOO, BERGERON, DETLOR e HEATON, 2008).

Os resultados permitem identificar as categorias e as variáveis mais significativas presentes na organização, além de avaliar o peso de cada uma das variáveis.


A ausência – ou exclusão – de algumas variáveis não invalida o modelo. Indica apenas que tais variáveis não são significativas naquela organização, como já era entendido desde a proposição do modelo, uma vez que se entende as organizações serem diferenciadas por suas culturas informacionais próprias (TRAVICA, 2005, 2008; CHOO, BERGERON, DETLOR e HEATON, 2008).

A aplicação do teste proposto por esta pesquisa a diferentes organizações, de portes e segmentos diferentes, poderia revelar melhor essa diversidade.

Na cultura informacional da organização estudada, há a presença de variáveis oriundas de todos os modelos que serviram de base para a construção do modelo proposto. Entendemos ser isso um forte indício de sua completude.

Avaliação do modelo e da

metodologia de aplicação do teste


Além dos resultados numéricos

A análise social e demográfica realizada mostrou

o potencial informativo de uma análise dessa

natureza.

Para pesquisas futuras, sugere-se a utilização de

uma estratificação estatística da amostra para

enriquecer o diagnóstico organizacional.

Verifica-se, neste estudo, que os resultados

apurados a partir dessas informações forneceram

insights interessantes. Leonardo Barbosa de Moraes - 2013

Dois aspectos foram considerados mais importantes no que

se refere à fragilidade da metodologia.

O primeiro refere-se aos resultados do diagnóstico. Eles

apontam para o perfil da cultura informacional, mas não são

capazes de verificar o grau de enraizamento dos valores e

comportamentos encontrados.

Sugere-se agregar uma nova etapa de pesquisa à metodologia,

após a análise dos resultados da primeira, para explorar os

resultados apurados e diagnosticar esse enraizamento. A

literatura aponta uma série de métodos de cunho qualitativo que

podem ser utilizados nessa etapa, como o grupo focal.

Fragilidades do modelo


O segundo aspecto que pode ser considerado uma possível fragilidade está ligada à aplicabilidade da pesquisa, dado o número de variáveis envolvidas. Isso pode ser facilmente resolvido de duas maneiras.

A primeira é aplicar o questionário de maneira censitária – independentemente do porte da organização.

Outra solução possível é reduzir o número de variáveis do modelo àquelas de maior interesse da organização.

Acredita-se existirem outras possibilidades criativas de solução dessa limitação.

Quanto à quantidade de respostas (72) que podem, em alguns casos, desestimular o entrevistado, também há uma solução. Muitas variáveis possuem mais de uma pergunta para compor sua avaliação. Reduzi-las é uma possibilidade que empobrece, mas não invalida o modelo.

Fragilidades do modelo


Futuro

Não consideramos o modelo aqui apresentado um modelo final, acabado, mas sim mais abrangente e integrador das tendências até então percebidas pelas pesquisas sobre a cultura informacional. Dessa forma, das possibilidades de estudos futuros, podemos incluir melhorias no modelo proposto.

Com este trabalho, não se pretendia, é claro, esgotar os estudos sobre a cultura informacional no âmbito das organizações. Pelo contrário, espera-se que ele seja um ponto de partida para este pesquisador e outros pesquisadores que se sintam desafiados a se aventurar por esse tema instigante e promissor.

Espera-se ainda que ele possa contribuir como instrumento para estimular debates, proposições e estudos futuros, especialmente no campo da ciência da informação.


Agradecimentos / contatos

Aos presentes: muito

obrigado!

Contatos:

[email protected]

[email protected]


information culture – a model with a organizational focus

Documents

moraes leonardo barbosa

concept of information

problem leonardo barbosa

assumptions leonardo

introduction leonardo

contributions leonardo

background leonardo

information science