A study of conflicts and resistances in the system implementation from the perspectives of culture, habit, and organization

• Main Authors: Liang, Yu-Chi, 梁育綺
• Other Authors: Hung, Wei-Hsi
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/49kqgh

碩士 === 國立政治大學 === 企業管理研究所(MBA學位學程) === 107 === It has been a trend for organizations to implement the corporation information systems, particularly, organizations with larger scales, such as large group corporations, need to use enterprise information systems to integrate information flows in order to improve organizational efficiency and competitiveness. However, few studies in the past focus on the large group corporations. Compared with the original corporations, the organizational structure of large group corporation is more diverse and complex. Therefore, when the organizations try to implement corporation information systems, the challenges and stakeholders involved are more extensive. This study tends to discuss whether the cultural differences and distribution of power between employees and organizations, or departments and departments are related to resistance and conflicts when implementing corporation information systems. The research model and hypothesis were constructed by literature studies, and the questionnaire survey was used for quantitative analysis to test the research hypothesis and the explanatory power of the model. The survey issued to those who have experienced the process of implement. In this study, a total of 229 questionnaires were collected, and using data analysis tools. This study discusses conflicts and resistances in the system implementation from the perspectives of culture, habit, and organization. According to the results of testing structural equation model, respectively, individual habit and cultural differences influence authorization and differences of user requirements significantly. Authorization and differences of user requirements influence resistance of implement significantly. And resistance of implement influences organizational conflict significantly.