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    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/122817

    Title: 從文化、習慣、組織之觀點探討系統導入之抗拒與衝突
    A study of conflicts and resistances in the system implementation from the perspectives of culture, habit, and organization
    Authors: 梁育綺
    Liang, Yu-Chi
    Contributors: 洪為璽

    Hung, Wei-Hsi
    Chi, Yan-Ping

    Liang, Yu-Chi
    Keywords: 集團式資訊系統
    Corporation information systems
    Culture conflict
    User resistance
    Survey method
    Date: 2019
    Issue Date: 2019-04-01 15:13:08 (UTC+8)
    Abstract: 導入企業資訊系統已成為組織的趨勢,特別是事業規模越龐大的組織,如大型集團企業,更需要借助企業資訊系統來整合資訊流,以提升組織效率及競爭力,但過去研究較少針對集團式組織進行探討。相較於一般企業,大型集團的組織結構更加多元與複雜,因此在導入集團式資訊系統時,所涉及的挑戰與利害關係人之範圍更為廣泛。本研究探討組織在導入集團式資訊系統時,員工與組織間、部門與部門間的文化差異、權力分配因素,是否與抗拒衝突有關。藉由文獻的回顧與建構研究模型與假說,並採用問卷調查法進行量化分析,以驗證研究假說與模型解釋力。本研究問卷對象為曾經經歷集團式資訊系統導入過程之相關人員,回收的有效問卷共計229份,並以統計軟體進行資料分析。如前述,本研究從文化、習慣、組織之觀點探討系統導入之抗拒與衝突,由結構方程模型驗證之結果發現,習慣與文化差異分別對組織分權、需求差異有顯著的正向影響;組織分權與需求差異對導入抗拒有顯著的正向影響;而導入抗拒對組織衝突亦有顯著的正向影響。
    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.
    Reference: 中文文獻

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    Zaltman, G., and Duncan, R. (1977). Strategies for Planned Change. NY: John Wiley & Sons.
    Description: 碩士
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G1053630791
    Data Type: thesis
    DOI: 10.6814/THE.NCCU.MBA.017.2019.F08
    Appears in Collections:[企業管理研究所(MBA學位學程)] 學位論文

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