Sustainable Change Management through Employee Readiness: Decision Support System Adoption in Technology-Intensive British E-Businesses

Abstract

Technology brings green sustainable management practices to the workplace. It is important to ascertain the factors that enable or inhibit employees' perceptions towards technology adoption. Corporate sustainability and sustainable management practices partially depend on employees for the successful implementation of technological changes in the workplace. This study aims at applying the technology acceptance model (TAM) from an employees' user-perspective. It addresses those factors that form employee readiness for e-business and enable their intention to use e-business technologies such as decision support systems (DSS). It focuses on technology intensive firms while combining Davis' technology acceptance model and Lai and Ong's employee readiness for e-business (EREB) model. A survey questionnaire was used to collect the data for this cross-sectional study from 331 employees of 28 well-established small and medium-sized e-businesses located in the United Kingdom. The outcomes show that the four dimensions of EREB explain the 58.2% of variance in perceived ease of use and the 50.2% of variance in perceived usefulness. Together, perceived usefulness and perceived ease of use explain the 51.8% of variance in intention to use while fully mediating the relationship between higher order EREB construct and intention to use DSS.

Shaping Behaviors Through Institutional Support in British Higher Educational Institutions: Focusing on Employees for Sustainable Technological Change

“…The role of employees in successful technology implementation is of primary importance because the user’s acceptance is a critical aspect in an organization ( Ahmed et al, 2019 ; Scherer et al, 2019 ). IS extends a positive experience accumulation amongst employees leading to positive attitudes.…”

“…While reviewing the relevant literature, it has been observed that numerous personality traits have been studied for their effect on the technology adoption by individuals in varying backgrounds and contexts such as insecurity, optimism, discomfort, innovativeness, self-efficacy, trust, and perceived risk, etc. ( Liljander et al, 2006 ; Erdoǧmuş and Çiçek, 2012 ; Lai et al, 2012 ; Ahmed et al, 2019 ).…”

“…Academic employees are at the helm of every successful technological change process in educational institutions since implementation requires positive employee attitudes as a unit of change ( Ahmed et al, 2019 ). This process is also dependent on granting employees access to perceived organizational support, which enables and empowers them in technology use.…”

How Does Servant Leadership Foster Employees’ Voluntary Green Behavior? A Sequential Mediation Model

“…To establish mediation, the significance of the direct, indirect effect and total effect needs to be assessed [93,94]. In this research, direct effect is the value of path coefficient (β) from servant leadership to EVGB.…”

Fuzzy Evaluation of Change Management Processes in the Context of Enterprise Sustainability

“…Management processes are costly in themselves, they influence the creation of the final product, the quality of which determines the level of income of the enterprise. The use of information technologies in planning business activities and increasing its sustainability has become extremely important [4][5][6][7][8][9][10][11][12]. Thus, their indirect impact on the direct processes of the main activities on the one hand does not allow the direct method to take into account the costs incurred, and on the other requires an assessment of the quality level of the impact to highlight the bottlenecks in the main processes.…”