企业信息系统的组织采纳规律及其文化因素影响研究
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摘要
伴随着信息技术的不断发展和愈加成熟,现代信息系统在企业中的应用不仅是技术实现过程,更是复杂的社会行为变化过程。本文以信息管理研究领域中的组织采纳相关理论为基础,引入自然科学、社会科学其它领域的理论框架,使用案例研究、调查研究等规范的研究方法,对企业信息系统的组织采纳规律及其文化因素影响进行了详细研究。
首先,本文在对相关研究作系统地综述的基础上,结合“间断—平衡”理论、“组织战略变革”理论、“信息系统开发关键事件模型”和“组织变革钻石模型”,构建了组织采纳企业信息系统研究理论模型。通过嵌入性多案例研究的形式,探讨了组织实施企业信息系统的发展规律、演进路径和重要影响因素。研究发现,组织采纳企业信息系统的活动带有强烈的“非线性”特征,是一个由相对长时期的“平衡阶段”与相对短时期的“突变阶段”相结合的演进规律过程。根据这个演进规律的结论,企业可以从“新情况的发生或新进入者的出现”、“系统实施的重要时间节点”、“组织新旧质因素对抗”三个方面对采纳阶段的发生做出一定的预测和应对,从而增加企业信息系统成功内化的可能性。在企业信息系统的组织采纳演进过程中,本文提出了“演进状态模型”、“实施主体演进模型”、“部门合作模式演进规律”三个模型,进一步深刻揭示了企业信息系统采纳的演进路径和组织行为；同时,本文也发现了组织政策、冲突与矛盾、人员态度、组织绩效波动、文化因素等几个方面影响着企业信息系统接受的演进路径。管理者可以利用这些规律,对组织采纳活动的发展施加有益的影响。
在上述研究的基础上,本文基于“价值冲突模型”、“文化框架”理论、“信息技术用户接受”理论和“个体文化认同”理论,从组织层面和个体层面分析了文化因素对组织采纳活动的影响。在组织层面,本文研究发现,组织文化通过组织文化范式和组织文化表现对组织采纳施加影响。根据这个结论,企业可以在提高企业信息化工作战略地位的基础上,通过具体的管理手段协调组织文化和组织采纳活动之间的差异,构建更适应组织发展的信息化应用文化氛围。在个体层面,本文分析了文化因素影响的两个核心问题,即层次和测度,构建了基于文化视角的中国企业员工ERP系统接受研究框架,通过调查研究方法验证了框架中的ERP系统实施用户接受模型。该研究模型可以很好地解释员工在企业信息系统“强制使用”环境中的接受行为,并能据此提出相应的管理方法解决个体受文化因素影响而出现的各种“不接受”现象。在此基础之上,对研究框架的其它内容展开了探索性研究和分析,构建了相应的研究假设和调研问卷,为后续的深入研究打下了基础。
As the rapid growth of Information Technology (IT), modern Information System becomes more complex, and the process of IT usage is not only a technology implementation process, but also an intricate social behavior transformation. The issues on Enterprise Information System (EIS) organization adoption have been hot topics for both research and practice. Based on "IT Adoption Theories" in Information Management research field and importing theoretic frameworks from Natural Science and Social Science, this research focuses on developmental mechanism and evolutive route of EIS organization adoption and the influences caused by culture factors in Chinese Industry Environment. The research methodologies of case study and survey research have been applied to explain the phenomena and prove the hypotheses.
Firstly, by combining the theories such as "Strategy Transformation Pattern Theory", "Mapping Events Model" and "Organizational Change Diamond Model", the research presents an Organization Adoption Framework based on "Punctuation Equilibrium Theory". The framework is used to analyze the evolvement path and important influence factors on developmental mechanism of EIS organization adoption through a multiple-case embedded study. Comparing with the traditional theories, the new framework can be used in the actual IT implementation properly which was established as a non-ideal situation. The framework is composed of "Conditions", "Critical Events" and "Processes", which can identify that the information technology adoption has distinct non-linear features in Chinese organizations. The founding results definitely prove that EIS adoption is a special process in organization which has two periods as "Equilibrium Period" and "Revolutionary Period". Top managers can forecast and respond to the period by three aspects:"External Environment Change or New Entrant", "Temporal Milestone" and "Conflict between New and Old Changes". The changing pattern models of adoption status, department function and implementation trend have particular rules, which can be utilized in management to improve the effect of EIS adoption. In addition, organization policy, conflicts, attitudes, performance flux and culture factors were identified having effects on organization adoption.
Secondly, the research analyzes the culture factors'influences on organization adoption from both organizational dimension and individual dimension by importing "IT-Culture Conflict Model", "Culture Web Theory", "IT Acceptance Theories" and "Espoused Cultural Values Theory". For organizational dimension, the research finds the cultural influences on EIS adoption were caused by organization culture paradigm and organization culture performance. Organization culture paradigm decides the formation of organizational informationization strategy, through which the EIS project can be treated as an either important or unimportant duty. Organization culture performance shows the value conflict during EIS adoption. By promoting the IT strategy to a significant position, organization can foster and elaborate culture atmosphere for information technology usage and harmonize the organization culture with organization adoption through several aspects. For individual dimension, the research answers two core questions on culture factors'influences:Culture Levels and Culture Measurement, and addresses a Chinese Corporation End-Users'Acceptance Framework of ERP System based on Espoused Cultural Values to analyze cultural behaviors of Chinese employees when using ERP system. End-Users'Acceptance Model of ERP System Implementation, which is the foundational model of this framework, is tested through a survey at a large manufacturing company in Shanghai, China. Concerning the compulsory atmosphere of system using, the findings show that the model can explain the ERP acceptance extent of individual and Symbolic Adoption can be used to demonstrate the actual usage of ERP. Management solutions are also proposed relevant to the resistance phenomena. An exploratory research focused on the other part of the framework is taken to discuss the research method and statistical analysis which can be used in the further study about cultural influences to individual. Assumptions and questionnaire are also addressed for the future research.
首先,本文在对相关研究作系统地综述的基础上,结合“间断—平衡”理论、“组织战略变革”理论、“信息系统开发关键事件模型”和“组织变革钻石模型”,构建了组织采纳企业信息系统研究理论模型。通过嵌入性多案例研究的形式,探讨了组织实施企业信息系统的发展规律、演进路径和重要影响因素。研究发现,组织采纳企业信息系统的活动带有强烈的“非线性”特征,是一个由相对长时期的“平衡阶段”与相对短时期的“突变阶段”相结合的演进规律过程。根据这个演进规律的结论,企业可以从“新情况的发生或新进入者的出现”、“系统实施的重要时间节点”、“组织新旧质因素对抗”三个方面对采纳阶段的发生做出一定的预测和应对,从而增加企业信息系统成功内化的可能性。在企业信息系统的组织采纳演进过程中,本文提出了“演进状态模型”、“实施主体演进模型”、“部门合作模式演进规律”三个模型,进一步深刻揭示了企业信息系统采纳的演进路径和组织行为；同时,本文也发现了组织政策、冲突与矛盾、人员态度、组织绩效波动、文化因素等几个方面影响着企业信息系统接受的演进路径。管理者可以利用这些规律,对组织采纳活动的发展施加有益的影响。
在上述研究的基础上,本文基于“价值冲突模型”、“文化框架”理论、“信息技术用户接受”理论和“个体文化认同”理论,从组织层面和个体层面分析了文化因素对组织采纳活动的影响。在组织层面,本文研究发现,组织文化通过组织文化范式和组织文化表现对组织采纳施加影响。根据这个结论,企业可以在提高企业信息化工作战略地位的基础上,通过具体的管理手段协调组织文化和组织采纳活动之间的差异,构建更适应组织发展的信息化应用文化氛围。在个体层面,本文分析了文化因素影响的两个核心问题,即层次和测度,构建了基于文化视角的中国企业员工ERP系统接受研究框架,通过调查研究方法验证了框架中的ERP系统实施用户接受模型。该研究模型可以很好地解释员工在企业信息系统“强制使用”环境中的接受行为,并能据此提出相应的管理方法解决个体受文化因素影响而出现的各种“不接受”现象。在此基础之上,对研究框架的其它内容展开了探索性研究和分析,构建了相应的研究假设和调研问卷,为后续的深入研究打下了基础。
As the rapid growth of Information Technology (IT), modern Information System becomes more complex, and the process of IT usage is not only a technology implementation process, but also an intricate social behavior transformation. The issues on Enterprise Information System (EIS) organization adoption have been hot topics for both research and practice. Based on "IT Adoption Theories" in Information Management research field and importing theoretic frameworks from Natural Science and Social Science, this research focuses on developmental mechanism and evolutive route of EIS organization adoption and the influences caused by culture factors in Chinese Industry Environment. The research methodologies of case study and survey research have been applied to explain the phenomena and prove the hypotheses.
Firstly, by combining the theories such as "Strategy Transformation Pattern Theory", "Mapping Events Model" and "Organizational Change Diamond Model", the research presents an Organization Adoption Framework based on "Punctuation Equilibrium Theory". The framework is used to analyze the evolvement path and important influence factors on developmental mechanism of EIS organization adoption through a multiple-case embedded study. Comparing with the traditional theories, the new framework can be used in the actual IT implementation properly which was established as a non-ideal situation. The framework is composed of "Conditions", "Critical Events" and "Processes", which can identify that the information technology adoption has distinct non-linear features in Chinese organizations. The founding results definitely prove that EIS adoption is a special process in organization which has two periods as "Equilibrium Period" and "Revolutionary Period". Top managers can forecast and respond to the period by three aspects:"External Environment Change or New Entrant", "Temporal Milestone" and "Conflict between New and Old Changes". The changing pattern models of adoption status, department function and implementation trend have particular rules, which can be utilized in management to improve the effect of EIS adoption. In addition, organization policy, conflicts, attitudes, performance flux and culture factors were identified having effects on organization adoption.
Secondly, the research analyzes the culture factors'influences on organization adoption from both organizational dimension and individual dimension by importing "IT-Culture Conflict Model", "Culture Web Theory", "IT Acceptance Theories" and "Espoused Cultural Values Theory". For organizational dimension, the research finds the cultural influences on EIS adoption were caused by organization culture paradigm and organization culture performance. Organization culture paradigm decides the formation of organizational informationization strategy, through which the EIS project can be treated as an either important or unimportant duty. Organization culture performance shows the value conflict during EIS adoption. By promoting the IT strategy to a significant position, organization can foster and elaborate culture atmosphere for information technology usage and harmonize the organization culture with organization adoption through several aspects. For individual dimension, the research answers two core questions on culture factors'influences:Culture Levels and Culture Measurement, and addresses a Chinese Corporation End-Users'Acceptance Framework of ERP System based on Espoused Cultural Values to analyze cultural behaviors of Chinese employees when using ERP system. End-Users'Acceptance Model of ERP System Implementation, which is the foundational model of this framework, is tested through a survey at a large manufacturing company in Shanghai, China. Concerning the compulsory atmosphere of system using, the findings show that the model can explain the ERP acceptance extent of individual and Symbolic Adoption can be used to demonstrate the actual usage of ERP. Management solutions are also proposed relevant to the resistance phenomena. An exploratory research focused on the other part of the framework is taken to discuss the research method and statistical analysis which can be used in the further study about cultural influences to individual. Assumptions and questionnaire are also addressed for the future research.
引文
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