Management Of Technological Change Research Articles

Modeling Architecture with the TOGAF Framework to Support the Smart Village in Indonesia

In an agricultural nation like Indonesia, where villages are one of the key regions for economic growth, Jatisura Village in the Cikedung district of Indramayu has the potential to grow into a smart village. This is because Rosalia Food MSMEs (Micro, Small, and Medium Enterprises) that have sold their products to the Asian level and reputable communities like Situ Bolang as a tourist attraction both have potential in Jatisura village. Realizing smart village development is a program that requires cooperation from all parties since it is in line with the government's priority program, which is to construct Indonesia from the periphery to minimize the inequity between cities and rural areas. Therefore, a model of architecture that aligns with information technology architecture is required to implement the construction of smart villages. This study intended to build an architecture that aligns with information technology to facilitate the implementation of smart villages based on information and communication technology in Jatisura village, Indonesia's Indramayu regency. To promote digital inclusion and more excellent employment prospects, this study focuses on smart village architecture and methods leveraging ICT initiatives. The TOGAF framework was the foundation architectural concept used. The framework generated business and organizational architecture models, information system and technological architectures, and migration, implementation, and change management architectures. All these architectural models help carry out the process of constructing a smart village, enabling it to do so in a way that effectively carries out the vision and mission of the regency.

Traditional Publishing Enterprises Shift to Digitalization: Basis for Strategic Plan

Digital transformation of traditional publishing enterprises in China is the main focus of the study, which aims to provide a comprehensive overview and propose strategic operational plans based on research findings. Through a descriptive research method with a quantitative research design, data was collected from managers across various departments of traditional publishing companies. The survey revealed that most of these enterprises are state-owned, with extensive operating histories and a predominantly domestic market focus. Structural challenges in digital transformation include cultural shifts, leadership adjustments, organizational coordination, and decision-making agility. Facility and resource challenges encompass high investment costs, talent shortages, copyright protection concerns, market fluctuations, and technological adaptation deficits. Systemic challenges involve technological infrastructure upgrades, process reengineering, data management, personnel training, and change management. Moreover, digital technology offers opportunities to enhance operational efficiency, broaden market reach, provide personalized services, and optimize marketing effectiveness, thereby boosting profitability and market competitiveness. Digitalization positively impacts customer satisfaction by improving publication quality, accuracy, cycle times, diversity, and usability. The study concludes with a strategic plan tailored to enhance the digital transformation of traditional publishing enterprises, addressing structural, resource, and process challenges while leveraging digital technology to drive business growth and customer satisfaction.Top of Form

How Dutch higher HRM education prepares future HR professionals for the impact of technological developments

Technological developments are on the rise and considered to make way to a fourth industrial revolution. However, the extent to which (future) human resource (HR) professionals feel prepared to translate what technological developments mean for organizations and work remains largely unclear. In this article, we explore how higher human resource management (HRM) education prepares future HR professionals for the influence of technological developments in organizations. In addition, we investigate how alumni feel prepared by these programs to translate the impact of technological developments to their organization, by looking at the context of Dutch higher HRM education programs and deploying a qualitative case study methodology. Findings indicate that HR professionals face changes in their role, which require enrichments of their knowledge and competencies in the areas of technology change management, data literary and ethics, and (line) management involvement in the implementation of technology related practices. Furthermore, results show that HR programs integrate the subject of technological developments in different degrees of depth and that there is room for (strategic) development. Practical implications focusing on how higher HRM education programs could integrate knowledge and competencies that arise from these developments to increase the strategic value of HR professionals are discussed.

Digital transformation's impact on organizational culture

This article delves into the profound and dynamic influence of digital transformation on organizational culture. In an era where technology reshapes the business landscape, understanding the intricate interplay between digitalization and cultural evolution is paramount. The discourse navigates through the realms of technology adoption, innovation, and change management, exploring how these factors shape and, in turn, are shaped by organizational culture. As organizations strive for agility, collaboration, and data-driven decision-making, the article examines the pivotal role of leadership, employee engagement, and communication in fostering a digital-centric mindset. Additionally, it scrutinizes the challenges and opportunities associated with digital disruption, the integration of emerging technologies, and the transformation of traditional work environments. Through an exploration of real-world examples and strategic considerations, this article aims to provide insights into how businesses can proactively embrace digital transformation to not only survive but thrive in the evolving landscape, ultimately fostering a culture of adaptability, resilience, and continuous improvement.

INNOVATIONS IN PROFESSIONAL TRAINING OF RESEARCH ADMINISTRATORS IN THE USA AND UKRAINE: A TECHNOLOGICAL APPROACH

The evolving landscape of research management and administration at the universities has seen remarkable transformations in recent years, expanding the role of research administrators to include strategic planning, project management, funding acquisition, and regulatory compliance. This transformation has been significantly influenced by innovative technologies, streamlining various aspects of their responsibilities, from data management to project planning and funding identification. Moreover, the integration of technology has enhanced their ability to contribute to strategic decision-making and adapt to evolving research environments. Innovative training methodologies have reshaped research administrators’ education, with e-learning platforms, simulation, gamification, virtual reality, augmented reality, artificial intelligence, and data analytics offering diverse and dynamic learning experiences that cater to the varied needs of research administrators or managers. A comparative analysis of research administration and management training in Ukraine and the United States reveals the global diversity in training approaches. However, challenges related to digital literacy and resource constraints are evident, underscoring the need for cross-border collaborations to address these issues and promote best practices in research administration and management. As a result of these findings, research administrators are now better equipped to excel in their multifaceted roles, thanks to technology and innovative training methods. The global landscape of research administration training presents opportunities and challenges that require ongoing attention and adaptation. Further research in this field is warranted, focusing on evaluating the effectiveness of various training methodologies, assessing the long-term impact of technology integration, exploring successful cross-border collaboration models, addressing digital literacy challenges, and investigating the adaptation to continuous technological advancements and change management strategies in this field. These future research directions aim to enhance the understanding of how research administrators can thrive in the ever-evolving research landscape.

Change Management And Job Performance Of Office Managers In Tertiary Institutions In Rivers State

This study examined change management and Job performance in manufacturing companies in Nigeria. Relevant conceptual, theoretical and empirical literatures were reviewed. The study conceptualises change management in terms of technological change, leadership change and change management strategies. This study was anchored on organizational change and Lewin`s Three Step Model. The study was carried out in eight (8) tertiary institutions in Rivers State. Descriptive survey design was adopted in the generation of data. The instrument for data collection used in this study was the questionnaire. The population of the study consisted of eight hundred and thirty-six (836) Office and information managers in seven public tertiary institutions in Rivers State. The respondents to this research are 270 participants which constituted the sample size obtained through Taro Yamene Sample Size Determination Formula. Descriptive statistics (mean, standard deviation, and percentages) were used as statistical tools for univariate analysiis the data, while simple linear regression analysis was used as statistical tool for bivariate analysis with the Statistical Package for Social Sciences (SPSS). Change management strategies have effect on Job performance in manufacturing companies. Leadership changes have a positive influence on job performance of office managers in the tertiary institutions in Rivers State. The study concluded that change management is a determinant of office managers’ job performance in in tertiary institutions. The study recommends that technology change had influenced employee performance since it simplifies the work to be done, thereby making work more efficient. Organizations which implement new technology should provide proper training to their employees to increase their performance. Every organization should build strong organizational management strategies that help to build good relationships based on their values, norms, behaviours, and perceptions. Leadership changes leaders‟ mind-set, style, and behavior. The change process they design as a result of their orientation must encourage employees to want to participate, to choose to contribute, rather than force them to do so.

Increasing the Effectiveness of Pedagogical Technologies in Education: Psychological Experience of Technological Change Management

This paper investigates the psychology of change management involving a technological change in the educational organization and the administrative and teaching staff. In particular, the paper delineates the staff’s psychological experience regarding the incorporation of pedagogical and educational technologies. In this regard, this article provides theoretical support based on the stimulus-organism-response theory, technological self-efficacy, and technological acceptance model and develops a theoretical model. A quantitative approach was applied to test the model, and research assumptions were drawn from the aforementioned theories. Particularly, disruptive statistics and correlation analysis were employed to test the assumption empirically by collecting data from 500 staff members. The research results highlight that a psychological response serves as the antecedent of the effectiveness of pedagogical and educational technologies, whereby the positive psychological responses (happiness, inspiration, or drive) would increase the effectiveness, while the negative psychological responses (anxiety, stress, and discomfort) would decrease it. This psychological response depends on the perceived self-efficacy and perceived ease of use of the staff, whose lower levels of the two raise the negative psychological response. Generally, to increase the effectiveness of pedagogical and educational technologies, it is essential to effectively manage the psychological well-being of the staff by reducing their negative psychological responses and developing their technological competence (self-efficacy and ability to use with ease). Doi: 10.28991/ESJ-2023-SIED2-05 Full Text: PDF

Strategic Change Management and Performance of National Hospital Insurance Fund in Kenya

Change is inherent in contemporary organizations and its management is not only critical to organizational performance and survival but is also at the centre of organization development. Since the performance of organizations is dependent on the fit between them and their environment, any change in environment require firms to adapt to the environment. The purpose of this study was to examine the effect of strategic change management on performance of the National Hospital Insurance Fund in Kenya. The specific objectives of this study were; to establish the effect of technology change management on performance of the National Hospital Insurance Fund, Kenya, to determine the effect of leadership change management on performance of the National Hospital Insurance Fund in Kenya, to assess the effect of culture change management on performance of the National Hospital Insurance Fund in Kenya and to establish the effect of environmental change management on performance of the National Hospital Insurance Fund in Kenya. This study was informed by resource based view theory, theory of reasoned action and change theory. The study adopted descriptive research design. The target population of the study was made up of 200 employees at NHIF headquarter in Nairobi. Census approach was used to study all the 200 employees made up both management employees and junior employees. Before data collection, both validity and reliability testing was conducted to test for the suitability of the research tools. The primary data was collected using structured questionnaires. Pilot study was done involving 13 respondents. Content validity was used to test for validity. Cronbach Alpha coefficient was used in testing reliability. The collected data was analyzed using both descriptive statistics and inferential statistics. Descriptive statistics such as mean and standard deviation was adopted. The relationship between the dependent variable and the independent variables was tested using linear regression model and correlation analysis. The results were then presented in form of figures, tables and chats. The study established that technology change management, leadership change management, culture change management and environmental change management had a positive and significant influence on performance. The study concluded that technology assists organizations with managing changes to operations. Implementing change leadership can make many positive impacts on organizations and aids the management in reaching the organizational goals through problem solving, executing changes such as developing new marketing strategies can build a business's brand and help a business fulfill their mission. Organization culture grows around shared beliefs and attitudes, it is an authentic, and therefore effective, tool in organizations. Environmental change management is a common part of business growth. Regardless of the reason for the change, understanding why companies implement change strategies can help the management navigate fluctuating circumstances in their organization. The study recommended that a technology change management team requires a special combination of skills and personalities. The organization should ensure that their leaders have the right tools to guide them. The organization culture should encompass existing qualities that have been recognized across all levels of the company and then tightly defined, rather than plucked out of thin air and enforced upon the business. The study also recommended that the organization should establish a sense of urgency - inspire people to move, make objectives real and relevant.

Technological change in water use: A mean-field game approach to optimal investment timing

The need for clean water is expected to substantially increase while further reductions of water availability in sufficient quantity and quality are projected owing to climate change and anthropogenic activities. Accordingly, the debate on water security has recently intensified and reached the intergovernmental arena. Industry is, in particular, one of the largest (non-consumptive) water users, accountable for massive toxic wastewater discharges and facing stringent and costly environmental oversight. However, the management of reservoirs is intricate and operational research must be further expanded to design tools that enhance water security while improving operators’ profitability.We therefore consider a game-theoretic framework to study the strategies adopted by a large group of similar producers sharing a water reservoir for their manufacturing activities. Each operator faces random demand for its outputs and chooses the optimal time to invest in a technology that ends its reliance on the reservoir. This technology introduces cost saving opportunities for the operator and benefits for the environment. Each producer therefore solves a so-called optimal stopping problem, and all problems are coupled through the reservoir level. We formulate the problem of finding a Nash equilibrium as a mean-field game (MFG) of optimal stopping. We then apply the model to the paper milling industry, an extensive water user facing a tightening of environmental regulations. This paper provides fresh insights into how to rethink the problem of technological change and water management, by offering an innovative application of operational research that builds on recent mathematical developments made in MFG theory.

Industry 4.0 Evolutionary Framework: The Increasing Need to Include the Human Factor

Since 2011, when it appeared as a concept, “Industry 4.0” has been expanding worldwide, impacting many organizations’ productivity, performance, and supply chain, especially in developed economies. Prior research has focused mainly on conceptualization, modeling, and technological and operative improvements in the supply chain. Based on a systematic literature review and considering the onset of the COVID-19 pandemic as a major milestone in the global industry, this study proposes a new framework for the analysis of Industry 4.0’s evolution, which is divided into three phases: (a) from the beginnings through 2011, (b) Industry 4.0 Process Development: 2012-2019, and (c) the human factor challenge after the COVID-19. In this last phase, the human factor is equally essential as technology selection and change management. To achieve long-term business success, the implementation of Industry 4.0 must consider human aspects, such as middle management leadership, the challenges of empowering operators 4.0, and workers’ well-being. Finally, Industry 4.0 could foster a more sustainable, inclusive, and diverse business.

Implementation of constitutional human rights and social guarantees of security in the context of digitalization

Consideration of existing and development of new strategies for human rights in the context of globalization is a very significant topic, as careless management of technological change can pose a serious threat to human dignity, autonomy, privacy, and human existence in general. Purpose: to analyze the level of constitutional human rights in the context of digitalization, to consider the positive and negative impact of technological advances on private life, to explore ways to protect fundamental human rights in the context of globalization. The following methods of scientific cognition are used: comparison, historical, systematic approach to research, method of analysis, and synthesis. As a result of the conducted research, the scientific idea of the importance of observance of constitutional human rights in the conditions of digitalization is formed. In addition, the study examines the positive and negative impact of technological advances on private life, explore ways to protect fundamental human rights in the context of globalization and identifies mechanisms for using digitization in public administration, analyzes the legal regulation of informatization is interpreted and effective ways of solving the existing problems of ensuring rights and guarantees are proposed.

A content analysis of change management strategies used in technological transitions in higher education institutions from the lens of a strategic alignment framework

Technology innovations have the potential to significantly strengthen the ability of higher education institutions to deliver on their core educational mission with greater quality, efficiency, and effectiveness. Not surprisingly, managing technological changes is among the chief concerns for institutional leaders, and yet there is a dearth of research that provides concrete frameworks for managing this type of change in a higher education context. Using Guerra-López and Hicks’s Learning and Development Strategic Alignment (LDSA) framework, this qualitative study used a directed content analysis approach to develop a contextualized framework for planning and managing technology change in higher education institutions. The findings suggest that there is a meaningful fit between specific change management strategies found in the learning management systems (LMS) transition research literature and the LDSA framework. The various strategies were synthesized and grouped around LDSA dimensions and core functions, resulting in a technological change management framework contextualized for higher education.

Pemanfaatan Teknologi Informasi dan Manajemen Perubahan Organisasi dalam Mendukung Bisnis Berkelanjutan Pasca Covid-19 pada UMKM di Kota Bengkulu

Abstract The purpose of this study is to examine how information technology and organizational change management can be used to support sustainable business in Bengkulu City MSMEs following Covid-19. To survive the COVID-19 pandemic, the role of information technology and organizational change management is critical, as information technology serves as a manager of the information available at the time. Change management provides a structured approach for assisting individuals within an organization in transitioning from their current state to their desired state. Organizational change management is concerned with identifying groups and individuals who must change. Not only that, organizational change management entails the development of customized plans for successfully implementing the change. The primary objective of change management is to prepare for a smooth, successful transition.

Value-Based Healthcare Initiatives in Practice: A Systematic Review.

EXECUTIVE SUMMARYValue-based initiatives are growing in importance as strategic models of healthcare management, prompting the need for an in-depth exploration of their outcome measures. This systematic review aimed to identify measures that are being used in the application of the value agenda. Multiple electronic databases (PubMed/MEDLINE, Embase, Scopus, Cochrane Central Register of Controlled Trials) were searched. Eligible studies reported various implementations of value-based healthcare initiatives. A qualitative approach was used to analyze their outcome measurements. Outcomes were classified according to a tier-level hierarchy. In a radar chart, we compared literature to cases from Harvard Business Publishing. The value agenda effect reported was described in terms of its impact on each domain of the value equation. A total of 7,195 records were retrieved; 47 studies were included. Forty studies used electronic health record systems for data origin. Only 16 used patient-reported outcome surveys to cover outcome tiers that are important to patients, and 3 reported outcomes to all 6 levels of our outcome measures hierarchy. A considerable proportion of the studies (36%) reported results that contributed to value-based financial outcomes focused on cost savings. However, a gap remains in measuring outcomes that matter to patients. A more complete application of the value agenda by health organizations requires advances in technology and culture change management.

Technological Change in Water Use: A Mean-Field Game Approach to Optimal Investment Timing

The need for clean water is expected to substantially increase while further reductions of water availability in sufficient quantity and quality are projected owing to climate change and anthropogenic activities. Accordingly, the debate on water security has recently intensified and reached the intergovernmental arena. Industry is, in particular, one of the largest (non-consumptive) water users, accountable for massive toxic wastewater discharges and facing stringent and costly environmental oversight. However, the management of reservoirs is intricate and operational research must be further expanded to design tools that enhance water security while improving operators’ profitability. We therefore consider a game-theoretic framework to study the strategies adopted by a large group of similar producers sharing a water reservoir for their manufacturing activities. Each operator faces random demand for its outputs and chooses the optimal time to invest in a technology that ends its reliance on the reservoir. This technology introduces cost saving opportunities for the operator and benefits for the environment. Each producer therefore solves a so-called optimal stopping problem, and all problems are coupled through the reservoir level. We formulate the problem of finding a Nash equilibrium as a mean-field game (MFG) of optimal stopping. We then apply the model to the paper milling industry, an extensive water user facing a tightening of environmental regulations. This paper provides fresh insights into how to rethink the problem of technological change and water management, by offering an innovative application of operational research that builds on recent mathematical developments made in MFG theory.

Effect of technological changes on airport security personnel: age-related analysis

Purpose- The aim of the study is to determine the impact of technological changes on age-based airport security personnel. Due to its strategic importance, airports have the potential to attract danger. There have been terrorist attacks at airports since the early years of aviation. Security control processes have been developed and implemented at airports since the 1970s. The airport security processes vary depending on the threat profiles. With the September 11, 2001 twin tower attacks, the world's aviation security processes have completely changed. Over the last decade, changes in the threat profile have occurred. The main purpose of aviation is to provide service to passengers by creating space and time benefits. The balance of passengers' comfort and safety to be maintained by air depends on the type of threats and the technology used in security. For this reason, large investments are made in the development of security technology at airports. Methodology- 28-item questionnaire was applied to the airport security officers over the internet. 276 security personnel working in airports participated in the study. Age-based analysis was performed using chi-square analysis. In this process, small-scale, relatively simple security systems at the airports, large-scale, high-tech systems were introduced. New technological systems are digital, networked, software oriented and mobile solutions. Although there is a rapid change in airport security technologies, the security personnel and the human element using the technology remain the same. Considering that human factor is the user of technology, the attitude of individuals towards technology is effective in ensuring airport security. Technological change has had a significant impact on the attitudes, behaviors and mental structure of the employees. Technological change causes many psychological effects such as monotony, boredom, fatigue, stress and anxiety. Findings- In the survey conducted to evaluate the approach of airport security personnel to technological change, 67% of security personnel were exposed to technological changes. The respondents defined technology as convenience and convenience (37%), innovation (36.6%) and efficiency (15.2%). Airport security personnel preferred to provide training and courses on the technology to be applied (48.6%) for the adoption of the new technology and 51.4% stated that they adopted the latest technological development applied in airport security in 7 days and under 6 days. 59.8% of the respondents stated that the technological change in airport security brought about an increase in the level of security. Conclusion- As a result of findings, it can be said that the management of technological change is important for organizations. Ensuring security at airports is important in terms of minimizing the psychological, social, economic and physical impacts of technology on security personnel due to the key human factor. Training of security personnel before the technological change to be applied increases the interaction between technology and individual and contributes to the personnel to make appropriate decisions because it recognizes the technology.

Healthcare Technology Transfer in Sub-Saharan Africa: An Inductive Approach

The research addressed within this paper sets out to develop a framework towards facilitating health-related technology transfer (TT) to and within sub-Saharan African countries. In turn, this framework will attempt to alleviate healthcare burdens in developing nations through a combination of acquisitions and collaborative technology development. Systematic conceptual and comparative literature reviews have been conducted to identify the major characteristics of TT. The conceptual review has outlined the universal characteristics of TT such as TT methods, prominent stakeholders and the importance of knowledge transfer while the systematic comparative review exclusively evaluated sub-Saharan African healthcare TT characteristics such as infrastructure barriers and the marketability of the transfer object. The outcomes of the literature reviews have been clustered into five phases, forming the basis of the conceptual framework. This framework aims to guide a user through the phases of technology development, technology analysis, technology transfer method application, change management and commercialization by providing managerial best practices at each phase. The conceptual framework has been evaluated by incorporating the outcomes of 16 semi-structured interviews conducted with healthcare and TT industry experts. The final framework aims to provide guidelines for any stakeholder involved in healthcare technology transfer regardless of the healthcare implementation by highlighting best practices surrounding stakeholder co-creation, transfer method application and constructing a sustainable healthcare technology transfer venture.

Technological Frames and User Innovation

Management of technological change in organizations is one of the most enduring topics in the literature on computer-supported cooperative work. The successful navigation of technological change is both more challenging and more critical in online communities that are entirely mediated by technology than it is in traditional organizations. This paper presents an analysis of 14 in-depth interviews with moderators of subcommunities of one technological platform (Reddit) that added communities on a new technological platform (Discord). Moderation teams experienced several problems related to moderating content at scale as well as a disconnect between the affordances of Discord and their assumptions based on their experiences on Reddit. We found that moderation teams used Discord's API to create scripts and bots that augmented Discord to make the platform work more like tools on Reddit. These tools were particularly important in communities struggling with scale. Our findings suggest that increasingly widespread end user programming allow users of social computing systems to innovate and deploy solutions to unanticipated design problems by transforming new technological platforms to align with their past expectations.

TECHNOLOGICAL CHANGE MANAGEMENT AND PERFORMANCE OF EMPLOYEES OF THE PARLIAMENTARY SERVICE COMMISSION IN KENYA

Purpose: the purpose of the study was to investigate the effect of Technological Change Management on employee performance Public Sector Organizations in Kenya; Case of Parliamentary Service Commission (PARLSCOM). Methodology: A descriptive research design was employed to describe the performance of employees in PSC after changes in organizational technologies. The target population was all the 914 employees of PARLSCOM on permanent and pensionable terms. The study used stratified and simple random sampling techniques to draw a sample of 91 employees from the target study population. Self-administered questionnaire and interview guides were used to collect primary. Secondary data was obtained from PARLSCOM’s annual reports, government publications and earlier research. Data was analyzed using descriptive and inferential statistics. Descriptive statistics was used to summarize data while inferential statistics, specifically multiple linear regression was used to test hypotheses. The analysis was done using Microsoft Excel 2013 Analysis ToolPak.Findings: The study found out that technological change management was significant in affecting the performance of employees of Parliamentary Service Commission in Kenya.Unique Contribution to Policy: Managers should invest in technology through automation of their functions as much as possible. Human resource managers need to implement policies on training and development for employees to enhance knowledge and skills in the emerging technologies. They should also ensure that their employees are involved in deciding which technologies to be adopted and how they are managed.

Analysing sustainability changes in seaports: Experiences from the Gävle Port Authority

AbstractPorts are under increasing pressure to become more sustainable. Although some ports have been including sustainability into their operations, this has been mainly done from economic and environmental perspectives and technological or policy‐related approaches, while there has been little research on organisational change management for sustainability. This paper analyses organisational change efforts for sustainability at the Port of Gävle, Sweden. Twenty‐three face‐to‐face interviews were conducted with various stakeholders. The findings show that there were differences in perception of sustainability; but similarities in the drivers for and the barriers to sustainability (with some key differences between the internal and external stakeholders). This research shows that, in their journey towards becoming more sustainable, ports have to take a holistic approach encompassing the four dimensions of sustainability (economic, environmental, social, and time); their stakeholders (internal and external); and legislative, technological, financial, cultural/social, voluntary initiatives, and organisational change management approaches.