| Summary: | 碩士 === 國立中正大學 === 資訊管理學系碩士在職專班 === 105 === This research focuses on knowing how a large leisure enterprise adjusts themselves when adopting a unified information system (IS). In the past, the literature shows that employees have conflicts with the enterprise due to the cultural differences existed in the employee organization relationship (EOR) during the system implementation, and they have to resolve the differences and share resources. This research is based on the AST theory to study how a large enterprise made decisions and adjustments to reduce the cultural differences among various business entities through a series of interviews.
This research focuses on the process of adopting an e-HRM system. The snowball sampling method was used to interview with employees and managers in order to find discrepancy events. The triangulation method was utilized as different sources of data collection. In total, 18 interviewees were involved in the study who were from general entities (12), IT manager (1), and human resource management (5).
The results show that most of employees involved in the conflict activities were high level managers in the early adoption stage, for examples, the senior managers in the head office, and senior managers in the sub-entities. In the later stage, employees involved included both aforementioned ones and general employees, such as systems users, software engineers, department managers, and consultants. This stage has the highest numbers of conflicts and complexity. All the results have been incorporated into a nine-square table of EOR system for explaining the cultural differences between individual and group, especially how cultural conflicts derived from the discrepancy events existed between employees and the organization.
It is hoped that the results of this research can provide managers with different views to understand the reasons and consequences of cultural conflicts. Thus, they can
better manage a large enterprise and reduce these conflict activities.
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