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38 Framework does share some attributes with Oliver and Foscarani’s (2013) Information Culture Assessment Framework. Choo et al. (2008:775-776) developed definitions for these information behaviours and values and these are outlined below:
Information integrity is defined as the use of information in a trustful and principled manner at the individual and organisational levels. It sets boundaries beyond which people may not go. It implies that there are ways of using information that are not appropriate and will be sanctioned. The authors identify information formality as the willingness to use and trust institutionalised information over informal sources. Oliver and Foscarini (2014) assert that employees tend to trust formal such as memos, reports, and correspondence or informal sources (such as colleagues). Information control is the extent to which performance information is continuously presented to people to manage and monitor their performance. Managers use the information to monitor and control operational activities and decisions to achieve intended strategies and improve business performance.
Information transparency is defined as openness in reporting and presenting information on errors and failures, thus allowing members to learn from mistakes. Here, the regular sharing of failures or errors openly needs to be encouraged. Information sharing is the willingness to provide others with information appropriately and collaboratively. This relates to with whom one shares information, whether it is those within the organisation (internal information sharing) or outside the organisation. Finally, proactiveness is the active concern that is attributed to obtaining and applying new information in order to respond quickly to business changes and promote innovation in products and services. The attributes of the Framework enable one to determine the existing information culture.
Organisations are differentiated by their information cultures. It is acknowledged that the information culture of an organisation is determined by a large number of variables such as its mission, history, leadership, employee traits, industry, and national culture (Choo et al. 2008). In addition, information culture would also be shaped by the cognitive and epistemic expectations embedded in the way that tasks are performed and decisions are made in an organisation. Finally, information culture may also be a function of the maturity or stage of development of an organisation.
2.7.1 Studies that used the Information Culture Conceptual Framework
The Information Culture Conceptual Framework was chosen based on its use by other studies. As noted, Choo et al. (2008) adopted it as did Lauri, Heidmets and Virkus (2016) in investigating attitudes and behaviours related to information culture. As alluded to above, Choo et al. (2008), using an online survey, found that it is possible
39 to systematically identify behaviours and values that describe an organisation’s information culture. Their research settings included a public health agency, a national law firm and an engineering company. Lauri, Heidmets and Virkus (2016), using an online survey of 160 faculty members from twelve institutions of higher education in Estonia, explored the different types of information cultures in higher education institutions in Estonia.
It can be noted that the Information Culture Conceptual Framework has been used to identify information cultures in organisations other than parastatals and from disciplines other than records management. This study brought a different perspective and contributes new information by integrating the Framework with records management.
It is hoped that the study will also inform theory by determining how behaviour in records management influences information culture.
2.7.2 Applicability of the Information Culture Conceptual Framework to the study
The attributes of the Information Culture Conceptual Framework are able to capture behaviours and values that reflect the information culture in an organisation. Choo (2013) has argued (and as pointed out earlier) that the Framework is empirically derived, has shown both face and empirical validity, and has integrated many of the dimensions derived from research. The Framework was relevant for this study because it provided axioms/attributes to measure information culture, namely, information integrity, formality, control, transparency, sharing and pro-activeness. In the study by Osanloo and Grant (2016) the Framework served as a building block informing the literature review and providing content for the information culture construct.
Kumar (2019) notes that core variables gained from a theoretical framework form the solid basis for research inquiry. In presenting the general picture that reflects the relationship between the framework of the study and the research questions, Table 2 above maps the research questions of the study to the axioms of the Framework and the data collection instruments used. The Information Culture Conceptual Framework informs the quantitative aspect of the study by providing variables (information integrity, formality, control, transparency, sharing and pro-activeness) that were used to determine the information cultures that exist in the selected parastatals. The Framework informed the qualitative component of the study as the attributes identified formed the questions to be asked and provided themes for the data analysis. The Framework also informed the data collection instruments, as the instruments collected numerical data. A conceptual framework provides variables that guide the type of validity to be achieved. Benson and Hagtvet (1996) posit that a theory construct should be validated to provide empirical evidence. A conceptual framework measures the construct validity of identified
40 variables to draw conclusions that can confirm or disconfirm the framework. In the current study, the framework was limited to be used on its own. The model could not explain records management processes. Therefore, a records continuum model was employed along the framework to remedy this weakness.
After establishing the frameworks that apply to the current study, there is a need to show the connection between research questions, the frameworks and the data collection instruments used. Table 2.2 below reflects the relationship between the research questions, the axioms of the study’s theoretical framework and the data collection instruments. In other words, the theoretical axioms are mapped to the research questions and instruments.
Table 2.2: Mapping study theoretical framework axioms to research questions and instruments Research questions Model or framework Model or
framework axiom Instruments Q1. What kind of
information cultures exist in Botswana parastatals?
Information Culture
Conceptual Framework Information integrity,
formality, sharing, transparency and pro-activeness
Questionnaires
Q2. How does
information culture affect the creation, capture, management,
organisation and use of electronic records management?
Records Continuum
Model Create
Capture Questionnaires Interviews
Q3. What are the attitudes and values that employees accord to records management
Information Culture
Assessment Framework Behaviour and attitudes towards records
Questionnaires Interviews
Q4. How trustworthy are the records keeping systems in the parastatals?
Information Culture
Assessment Framework Trust in records
keeping system Questionnaires Interviews
Source: Field data
The first research question established the information cultures that exist in the selected parastatals. This question was guided by the Information Culture Conceptual Framework (as reflected in Table 2.2). The conceptual framework axiom/attributes of information integrity, formality, sharing, transparency and pro-activeness were applied to investigate the first question. After identifying the kind of information cultures that exist, it follows then to probe how the identified information culture affects the creation and capture of records. To answer this question the Records Continuum Model was applied and the axioms creation and capture were used. This led to
41 question three on the attitudes and values that employees accord to records management. Question four links to question three because trust in records keeping systems is based on shared practices and perceptions of employees.
Both questions three and four were examined through the Information Culture Assessment Framework.