Managing readiness in enterprise systems-driven organizational change

The introduction of enterprise systems (ES) frequently leads to organizational change, as it involves multiple stakeholders and is associated with fundamental organizational improvements cutting across functional and organizational boundaries. Recognizing that ES implementations are overshadowed by a high failure rate because of resistance to change, this study focuses on the development of readiness for change as a way to ease an IT-driven organizational change, including ES implementations. We find that readiness for change can be enhanced by boosting the relevant individuals' attachment to the organization and their perceived personal competence regardless of the focal ES package and its technological characteristics. We also find that readiness for change positively impacts ES usage intention together with the technological characteristics of the focal ES package. Theoretical and practical implications of the study are discussed along with its limitations.     

Unraveling the differential effects of motivational and skills, social, and self-management measures from traditional predictors of college outcomes.

The authors report on a large-scale study examining the effects of self-reported psychosocial factors on 1st-year college outcomes. Using a sample of 14,464 students from 48 institutions, the authors constructed hierarchical regression models to measure the predictive validity of the Student Readiness Inventory, a measure of psychosocial factors. Controlling for institutional effects and traditional predictors, the authors tested the effects of motivational and skill, social, and self-management measures on academic performance and retention. Academic Discipline was incrementally predictive of academic performance (grade-point average) and retention. Social Activity and Emotional Control also helped predict academic performance and retention, whereas Commitment to College and Social Connection offered incremental prediction of retention. This study elaborates recent meta-analytic findings (S. Robbins et al., 2004), demonstrating the salience of a subset of motivational, social, and self-management factors. Future research questions include how measures of psychosocial factors can be used to aid students, the salience of these measures over the entire college experience and for predicting job performance, and the need for testing theoretical models for explaining postsecondary educational outcomes incorporating traditional, motivational, self-management, and social engagement factors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Understanding SaaS adoption from the perspective of organizational users: A tripod readiness model

As an innovation that revolutionizes application delivery based on cloud-computing, software-as-a-service (SaaS) has seen a tremendous growth during the last few years. However, its diffusion is not evenly distributed: some organizational users are open to SaaS but others are still hesitant despite the huge cost saving it may bring. The behavioral impacts of SaaS are far-reaching and the new socio-technical phenomenon deserves a close look. Based on the literature review, this study proposes a tripod model of SaaS Readiness that suggests that organizational users need to get prepared from technological, organizational and environmental aspects for the adoption of SaaS. The empirical results support that all three aspects are important for SaaS adoption yet their influences vary across psychological and overt outcome variables.     

The role of readiness for change in ERP implementation: Theoretical bases and empirical validation

Implementation of ERP systems continues to drive change in organizations. However, the effort is often considered a failure, partially because potential users resist the change. Readiness plays an active role in reducing resistance to such efforts. Therefore, we examined the formation of readiness for change and its effect on the perceived technological value of an ERP system leading to its use. We developed a model of readiness for change incorporating TAM and TPB. The model was then empirically tested using data collected from users of ERP systems in Korea. Structural equation analysis using LISREL provided significant support for all proposed relationships. Specifically, we found that readiness for change had an indirect effect on behavioral intention to use an ERP system. At the same time, readiness for change was found to be enhanced by two factors: organizational commitment and perceived personal competence.     

The development and initial psychometric validation of the eHealth readiness scale

Participant attrition and non-adherence are common issues within eHealth interventions. There is need for a better understanding of who has interest in using these technologies. The current study developed and psychometrically evaluated the eHealth Readiness scale, which assesses user preparedness to engage in eHealth interventions. Construction of scale items was informed by the theory of self-efficacy, as well as the eHealth and eLearning literature. An initial validation was conducted with an undergraduate sample (N = 195, Aged 18–51, M = 21.53, SD = 5.16). Continued validation of the scale was done with a sample of military mental health providers (N = 64, Aged 29–80, M = 49.30, SD = 11.97) in a randomized controlled trial for an eHealth intervention. Results illustrated that scale items demonstrated good internal reliability (Cronbach's α = . 81 and 0.83), and a stable one-factor solution. Results also established construct validity for the scale. Results of an independent samples t-test indicated no significant difference in eHealth readiness scores between those who did and did not engage with the eHealth intervention, but scores for those who engaged were marginally higher. Current findings provide preliminary support for the psychometric properties of the eHealth readiness scale.     

Relational Concurrent Refinement

Refinement in a concurrent context, as typified by a process algebra, takes a number of different forms depending on what is considered observable. Observations record, for example, which events a system is prepared to accept or refuse. Concurrent refinement relations include trace refinement, failures–divergences refinement, readiness refinement and bisimulation. Refinement in a state-based language such as Z, on the other hand, is defined using a relational model in terms of the input–output behaviour of abstract programs. These refinements are normally verified by using two simulation rules which help make the verification tractable. This paper unifies these two standpoints by generalising the standard relational model to include additional observable aspects. These are chosen in such a way that they represent exactly the notions of observation embedded in the various concurrent refinement relations. As a consequence, simulation rules for the tractable verification of concurrent refinement can be derived. We develop such simulation rules for failures–divergences refinement and readiness refinement in particular, using an alternative relational model in the latter case.     

微软解决方案架构与MES项目实施

微软解决方案MSF(Microsoft solution framework)通常用于IT领域,通过其建立的模型和原则帮助信息项目的实施.悉雅特的全球MES实施团队成功地应用这一管理工具在多个项目上为客户交付了满意的系统.从MSF的概念和与MES特性相结合的角度,阐述了MES项目实施的若干要素.     

The impact of resources on digital transformation in energy sector companies. The role of readiness for digital transformation

Energy sector companies operate in a complex environment characterized by restrictive regulations, increasing competition, geopolitical influences and changing stakeholder expectations. To be able to respond dynamically to these changes, ensuring open, automated communication and real-time operation of the energy system, managers need to transform companies digitally. While the digital transformation of energy companies is inevitable, limited access to specific resources can slow down or, in extreme cases, prevent the process of digitalization. Based on studies that combine the resource-based view and the digital transformation concept this paper aims to explain how human, technological, financial, ICT and infrastructure resources impact digital transformation of the energy company sector. Using structural equation modeling to analyze data collected from 110 energy companies, the study provides evidence of the links between organizational resources and digital transformation. This research contributes to a better understanding of the importance of soft aspects of management during digital change, that is digital transformation readiness, which plays a mediating role between organizational resources and digital transformation. In addition, the results reveal the influence of technological and financial resources on readiness for digital transformation, and suggest that there is no statistically significant relationship between ICT and infrastructure resources and digital transformation readiness. The role of digital transformation readiness recognized in the study has specific practical implications, as it suggests to management practitioners that a perspective on soft aspects, including organizational culture and governance, can accelerate and enhance digital transformation.