Technology adoption and organizational culture in public organizations

Melitski, James; Gavin, David J.; Gavin, Joanne H.

doi:10.1108/ijotb-13-04-2010-b005

Cited by 28 publications

(8 citation statements)

References 24 publications

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“…Bhattacherjee (2006) identified a positive effect of informational messages with source credibility on potential users' attitude toward IT. Hence, we hypothesize: H1: Information is positively related to attitude towards using IT An individual's general willingness to adopt technology is positively related with the communication flow in public organizations (Melitski, Gavin, & Gavin, 2010). Räckers et al (2013) found that communication has a significant influence on behavioural intention to use IT.…”

Section: Research Model and Hypothesismentioning

confidence: 99%

Investigating Change Management Based on Participation and Acceptance of IT in the Public Sector

Rehouma

Geyer

Kahl

2020

International Journal of Public Administration in the Digital Age

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The digitalization of public administrations faces big challenges regarding employees' acceptance of IT. Change management approaches based on participation should help achieving acceptance and success of IT projects in the public sector. The research investigated how participation methods can be integrated into change management and which effects participation has on the acceptance of the introduced system in this sector. The authors followed a mixed research approach and conducted a quantitative and a qualitative study within public administrations and ministries in two states in Germany. The findings reveal that employees' participation in the form of information, communication, training, support, and active participation as well as the role of managers all have a significant positive relationship with employees' attitudes towards IT. Furthermore, they identified four key aspects of applying change-management based on employee participation in IT-projects, which they recommend to consider when implementing IT projects in the public sector in the future.

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Section: Research Model and Hypothesismentioning

confidence: 99%

Investigating Change Management Based on Participation and Acceptance of IT in the Public Sector

Rehouma

Geyer

Kahl

2020

International Journal of Public Administration in the Digital Age

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“…They are either individuals or companies who use the value created by the system. Melitski et al (2010) suggest that public organizations are acting in ecosystems as well. However this study does not regocnize governments as true parts of the ecosystem, yet they are still very much involved as they set the legislative frameworks in which the ecosystem must operate and might grant some financial support for innovations (Clarysse et al, 2014).…”

Section: Business Ecosystemsmentioning

confidence: 99%

Organizational effects of digitalization: A literature review

Kuusisto

2017

International Journal of Organization Theory and Behavior

110

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The effect of digitalization on organizations has been studied separately but there has been very little research done on the overall "big" picture of the effects. However, the digitalization of society and business is marching forward at an ever increasing speed, calling for more converged research on the phenomenon. The main areas of effects elicited from the literature are organizational learning, digital innovations, organizational agility, business ecosystems, and organizational structures. More minor influences have been gathered in the framework of digitalization presented in this article. It can be seen as a tool for managers to explore their organizations capabilities on the digitalization front.

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“…J. Melitski, D. Gavin & J. Gavin (2010) state that culture is the black box of which an organisation will be recognised, assessed, and evaluated on (Melitski, Gavin & Gavin, 2010).…”

Section: Resultsmentioning

confidence: 99%

Theory of Planned Behaviour and Readiness for Changes: Implication for Organisations

Ogbodoakum

Abiddin²

2017

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An organisation’s long term survival in today’s challenging environment will depend on constant adaptation to changes in the environment. The majority of behavioural theories acknowledged individual as the central focus. Certain environmental or situational factors and applicable change-related processes have been recognised and studied as having significant influence in determining individual, group, and organisational behaviours. In the context of readiness for change, the theory of planned behaviour would be suitable in assessing the change supporting attributes of employees in achieving a strong readiness for change status. The connection between the theory of planned behaviour and individual readiness for change is that if a person has positive evaluation of change effort (attitude), supported by his close peers (subjective norm), and is confident that such change efforts will be undertaken successfully (perceived behavioural control), there will be improved motivation (intention) to actually engage in the change effort (readiness for change). This paper will discuss the Theory of Planned Behaviour and the readiness for change in organizations.KEY WORD: Readiness for Change; Attitude; Intention; Organisation; Human Resource Development. ABSTRAKSI: “Teori Tingkah-Laku Terancang dan Kesediaan untuk Berubah: Implikasi pada Organisasi”. Jangka hayat sesebuah organisasi dalam persekitaran yang mencabar hari ini bergantung kepada penyesuaian yang berterusan terhadap perubahan persekitaran. Kebanyakan teori tingkah-laku mengakui bahawa individu merupakan tumpuan utama dalam perubahan. Faktor persekitaran atau situasi tertentu dan proses yang berkaitan dengan perubahan juga telah diiktiraf dan dikaji sebagai mempunyai pengaruh yang besar dalam menentukan tingkah-laku individu, kumpulan, dan organisasi. Dalam konteks kesediaan untuk berubah, teori tingkah-laku terancang adalah sesuai dalam menilai perubahan sifat-sifat pekerja dalam menentukan kesediaan mereka yang kukuh untuk berubah. Hubungan antara teori tingkah-laku terancang dan kesediaan untuk berubah adalah berkaitan dengan: seseorang mempunyai penilaian positif terhadap usaha untuk berubah (sikap), disokong pula oleh rakan-rakannya yang rapat (norma subjektif), dan yakin bahawa usaha perubahan tersebut dilaksanakan dengan jayanya (kawalan tingkah-laku) dan motivasi yang ditambah baik (niat) akan benar-benar terlibat dalam usaha perubahan (kesediaan untuk berubah). Artikel ini menerangkan tentang Teori Tingkah-Laku Terancang dan kesediaan organisasi untuk berubah.KATA KUNCI: Kesediaan untuk Berubah; Sikap; Niat; Organisasi; Pembangunan Modal Insan. About the Authors: Nnamdi Ogbodoakum is a Ph.D. Student at the Department of Professional Development and Continuing Education, Faculty of Educational Studies UPM (Putra University of Malaysia) in Serdang, Selangor, Malaysia. Assoc. Prof. Dato Dr. Norhasni Zainal Abiddin is a Senior Lecturer at the Department of Professional Development and Continuing Education, Faculty of Educational Studies UPM, 43400 UPM Serdang, Selangor, Malaysia. E-mail: nonie@upm.edu.myHow to cite this article? Ogbodoakum, Nnamdi Norhasni Zainal Abiddin. (2017). “Theory of Planned Behaviour and Readiness for Changes: Implication for Organisations” in MIMBAR PENDIDIKAN: Jurnal Indonesia untuk Kajian Pendidikan, Vol.2(1) March, pp.1-18. Bandung, Indonesia: UPI [Indonesia University of Education] Press, ISSN 2527-3868 (print) and 2503-457X (online).Chronicle of the article: Accepted (November 29, 2016); Revised (January 25, 2017); and Published (March 30, 2017).

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Technology adoption and organizational culture in public organizations

Cited by 28 publications

References 24 publications

Investigating Change Management Based on Participation and Acceptance of IT in the Public Sector

Investigating Change Management Based on Participation and Acceptance of IT in the Public Sector

Organizational effects of digitalization: A literature review

Theory of Planned Behaviour and Readiness for Changes: Implication for Organisations

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