Due to the sensitive nature of this research information it would be appreciated if the content remains confidential and not circulated for a period of five years. This thesis was written in partial fulfillment of the requirements for the degree of Master of Business Administration, University of KwaZulu Natal, Durban, South Africa. This study allows researchers and change agents to understand the role of individual, technological, diffusion and external factors in the perceived resistance of employees to the adoption of the proposed technology.
By accurately assessing resistance in advance, change agents can anticipate the organization's likely response and thus implement appropriate strategies. Appendix A: CAS letter and accompanying instrument 122 Appendix B: General Employee Context Document 126 Appendix C: Human Resources Employee Context Document 128 Appendix D: General Employee Interview Script 130 Appendix E: Interview Limitations of human resources employees. an overview of the research methodology is presented and a structure of the dissertation is illustrated.
Introduction
User Benefits of the HRIS General employee benefits include
The vision is that employees will be equipped with usernames and passwords and can access the system via an organisation's intranet portal at different base stations. Therefore, the degree of change for this population is considered adaptive (ie, change that involves re-implementation and is not considered to be particularly threatening). At this point, it is important to note that at the time of writing this thesis, this was the organization's vision.
HR employees are expected to use the HRIS more intensively for both general and strategic tasks. Access to the system will be the same as that of general employees, with the exception that the level of access and resources available to this population will be much more extensive. The rate of change for this population is thus considered to be at the high end of adaptive change, termed highly adaptive in this study.
Knowledge of the HRIS Initiative
Technological Support
The purpose of this study is to identify which factors general employees and HR employees perceive as inhibitors or enhancers for the proposed adoption of an Integrated Human Resources Information System (HRIS). What are the factors that general employees consider to be significant inhibitors or enhancers of HRIS technology adoption (level of adaptive change). What are the factors that HR professionals consider to be significant inhibitors or enhancers for the adoption of HRIS technology (high adaptability level of change).
What level of social influence do HR professionals have from colleagues and friends regarding the proposed HRIS technology. Therefore, this study is crucial because it responds to the void of quantitative and qualitative data in this area. This study analyzes which factors constitute key inhibitors or enhancers among general employees and HR professionals to the proposed HRIS computer technology initiative.
Introduction
Literature Review
Research Framework, Questions and Methodology
Data Presentation and Analysis
Discussion and Conclusions
Literature Review
- Resistance to Change What is Resistance?
- Ladder of Inference Model
- Theory of Reasoned Action
- Technology Acceptance Model
- Propagation Mechanism Characteristics
- External Factors
- Gender
- Education
Zander (1950) (in Bolognese, 2002) conceptualized six primary reasons for resistance to change: (1) If the nature of the change is not made clear to the people who will be affected by the change. Education and communication: One of the best ways to overcome resistance to change is to educate people about the change effort in advance. The third perspective focuses on the characteristics of the environment in which the technology will be introduced, emphasizing the importance of external factors.
The Late Majority: They make up 34% of the population and tend to be skeptical about technology due to uncertainty. Users who perceive the use of technology as consistent with their values are likely to be internalized, ie. being left out of the decision-making process means that users are not personally invested in using the new systems.
In the current study, self-efficacy constitutes one of the four subscales of the attitude measurement instrument. To what extent the functions of the technology match the user's needs.
METHODOLOGY
- Reliability and Validity of the CAS Instrument
- Scoring of the CAS Instrument
- Reliability and Validity: Qualitative Instrument
- Reliability and Validity: Social Influence
RQ16: Employees will have fewer inhibitors after the context of the HRIS is explained than if they had no knowledge of it (i.e., there will be a negative relationship between knowledge of the context of the HRIS and employees' resistance to the HRIS technology). Given the magnitude of the research problem, the literature review was critical in narrowing the problem to a practical conceptual framework that delineated the associated key variables. The stratification was done along the dimension of the organization's business units (i.e. the number of random samples was taken in proportion to the number of employees within each business unit) to ensure a representative sample and improve statistical efficiency.
It should be noted that six HR workers make up the staff of the health clinic. Construct validity was demonstrated with correlations between 0.21 and 0.53 with various measures of prior computer-related behavior or behavioral intentions. 1993) in another comparison of computer attitude scales recommended this scale for research and concluded that "the CAS appears to be becoming the measure of choice in computer attitude research. The CAS may be developing into a standard measure of computer anxiety, liking, usefulness, and trust.". Likert scale scoring was based on assigning weights from 1 to 5 for each position on the scale.
To generate an average for each subscale, the sum of the items was taken and divided by the number of items. During pretesting of the interview questions, open-ended questions were used to obtain answers that helped formulate more specific questions and response alternatives. Due to the short length of the questionnaire, positive statements were presented and respondents were asked to respond to each statement on a five-point scale: strongly disagree, disagree, undecided, agree and strongly agree.
A list of departmental time clerks was obtained from the human resources department, and time clerks were contacted by email or telephone to explain the purpose of the CAS and their role in the quantitative aspect of the study. Data from the quantitative aspect of this study were analyzed using the results obtained from the CAS questionnaires. Specific words or patterns indicate research questions and determine levels of analysis and generalization (Smith, 1992).
Once the data from the core category and its associated categories becomes saturated, data collection stops and sorting begins.
4. Results
Discussion, Conclusion and Recommendations
HR professionals were sampled based on job task criteria in order to obtain a diversity of input from all potential HRIS users. The respondents felt that the HRIS test was important because it allowed them to familiarize themselves with the system. This means that both general employees and HR respondents felt that clear and informative knowledge of the HRIS change is the first step in implementing the HRIS change.
Research Question 3: How does knowledge of the HRIS change context affect inhibiting factors for technology adoption. The importance respondents place on communication and participation also implies that knowledge of the HRIS change context is essential to reduce resistance to the change. Change agents should note that relative advantage was the most important technology attribute for both HR and general employees and as such represents the biggest selling point for the HRIS change.
Employees indicated that testing the technology would alleviate the uncertainty that the technology would introduce. Because the HRIS technology is new and unfamiliar, HR employees considered training necessary. It was also considered important because of the level of interaction HR employees will have with the technology.
Another important factor for change agents to consider is HRIS technical support. The results on HR employees who show levels of depth and identification of social impact tell change agents that they are likely to be committed and enthusiastic about using an HRIS. Although the results of the current study did not specifically identify time availability as a significant inhibitor of HRIS, it should not be overlooked by change agents.
In addition, this study was conducted considering that the HRIS technology is in the concept stage.
The Computer Questionnaire
I don't understand how some people can spend so much time working with computers and seem to enjoy it. The new system is expected to increase the timeliness and accuracy of employee information, help improve personnel management, provide management and employees with direct and easy access to information, and achieve cost savings. You will have a username (like an ID number) and password, and be able to access the system through base station computers ie.
Each employee's request will be automatically sent to their supervisor/manager for approval. Employees will then receive responses from their manager/supervisor via messages in the system as to whether his/her request has been approved. The new system should increase the timeliness and accuracy of data on employees, help in the rationalization of people management processes, provide management and employees with direct and easy access to information, and achieve significant cost benefits.
The system will provide HR employees and managers with information and appropriate tools to strategically manage the workforce and align people management practices with the 'best in class'. Employees will then receive a response from their manager/supervisor via messages on the system whether his/her request has been approved. What do you think of the way you now handle leave and questions about your pension and medical assistance?
Do you think it would be better if you could experiment/play with the system beforehand. What do you think is important for the company to do if it wants to make such a change. What do you think is important for the company to do if it wants to introduce a change like this.
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