Employee Resistance Research Articles

Organizational Adoption Factors of HR Analytics: A Practitioner’s Perspective

Human resource analytics (HRA) has helped organizations to efficiently deal with the challenges and obstacles of adopting and implementing it, thereby reaping its benefits. Such organizations lead by example, encouraging businesses in other organizations to move from intuition-based decision-making to data-based decision-making. HRA is an essential initiative every organization must take in the wake of digital transformation in a competitive business environment. This article aims to deepen our understanding of HRA, the driving forces for its adoption, its impact on business outcomes and the success factors and barriers encountered in adopting it. The study is based on the first two stages of the Diffusion of Innovations (DOI) Theory and follows a triangulation method of conducting a systematic literature review, deductive thematic analysis and interviews. The driving forces for the adoption of HRA include an increased interest in an evidence-based decision-making culture, a competitive landscape and complexity in managing human resources. Understanding business and stakeholder requirements, managerial buy-in and data hygiene are some of the major factors that can be attributed to the success of the adoption of HRA. Limited support from the top management, dearth of clean data, paucity of required analytical skills, inadequate budget, employee resistance towards adoption, issues of data security and the lack of advanced tools and technologies were found to be impediments, but when these were addressed, business outcomes greatly improved. This study proposes a concept map that aids the successful adoption and implementation of HRA and adds to the empirical evidence available in the literature.

Negotiation within legitimate political boundaries: revealing the bottom-up news filtering of Chinese Party newspapers

The extent to which media employees can make highly individualized decisions has been debated extensively in existing studies on gatekeeping. This case study proposes a bottom-up approach by examining the news filtering practices of Chinese Party (Communist Party of China, CPC) media employees, aiming to expand and deepen research in this field. Drawing upon 16 interviews conducted within a Chinese Party media newsroom, this research explores the news filtering process among different job groups. The study reveals the stratification of filtering preferences within the newsrooms and identifies two forms of bottom-up resistance: resistance by grassroots journalists driven by cost-effectiveness, and resistance by journalists and senior editors rooted in social responsibility. Furthermore, the study confirms that a unified propaganda function is insufficient to compromise the bottom-up resistance of media employees; however, it remains within legitimate political boundaries.

Green HRM Practices

Green Human Resource Management (Green HRM) integrates environmental sustainability into core HR practices. It goes beyond just business operations and promotes eco-friendly practices throughout the organization. Green HRM encompasses the entire employee lifecycle, from attracting environmentally conscious talent during recruitment to influencing employee behavior through training and performance management. By effectively implementing Green HRM practices, organizations can not only reduce their carbon footprint through practices like reduced paper usage or energy-efficient buildings, but also cultivate a more environmentally responsible workforce. This can lead to significant benefits like cost savings and attracting top talent who value sustainability, ultimately enhancing the organization's reputation. However, challenges like initial investment costs or employee resistance can arise during implementation. Green HRM has emerged as a critical concept in recent times, seamlessly integrating ecological management with practices in business, urbanization, and industrialization. Its core focus lies in managing human resources effectively while ensuring good working conditions. Green HRM procedures are strategically designed to minimize the carbon footprint of both individual employees and the organization itself. This extends beyond just carbon reduction, as Green HRM also plays a vital role in encouraging employees to conserve resources, participate in waste management initiatives, and contribute to pollution control efforts. The growing importance of Green HRM necessitates increased awareness among companies regarding its multifaceted capabilities. Striking a balance between ecological sustainability and effective human resource management has become crucial. Businesses are now recognizing the significance of considering not just financial gains, but also the social and environmental impacts of their operations to ensure long-term sustainability. This growing recognition has recently captured the attention of academic researchers and practitioners, leading to a surge in scholarly studies on the subject. This research paper delves into Green HRM practices within organizations, drawing insights from a comprehensive analysis of current literature. The aim is to explore the importance of Green HRM concepts, practices, and strategies while acknowledging the challenges faced by businesses and other organizations in implementing them. By utilizing established research methodologies, the study will observe, collect, and analyze contemporary research on Green Human Resource Management, providing valuable insights into this evolving field.

The Effect of Machiavellianism on Employee Resistance to Change: The Mediation of Employee Needs

In today's organizational environment, the ability to survive the demands and change is the key to a company's success. However, the main problem faced by companies in implementing change is resistance from their employees although there have been many previous studies that discuss organizational dimensions in increasing employee acceptance. Therefore, this article discusses the relationship of employees' Resistance to Change with Machiavellianism and mediating role of Manifest Needs, which consists of Need for Dominance, Need for Achievement, Need for Autonomy, and Need for Affiliation. Data from 259 employees have been collected from various companies in Indonesia. The results obtained showing that Need for Autonomy significantly mediates the relationship between Resistance to Change and Machiavellianism as well as contributes to the theory while filling the research gap. In addition, this research also discusses recommendations for the future research and limitations associated with this research.

The Impacts of Organizational Changes on Negative Emotion Resulting on Employee Resistance in the Insurance Office of PT Asuransi Cakrawala Proteksi Indonesia (ACPI)

Recently, the insurance industry has been dealing with industrial revolution 4.0, which is a major change in the technology sector that causes many changes in other sectors. The industrial revolution 4.0 begins with the utilization of moveable and controllable machines in the production process. It starts from using simple robots to sophisticated computers. The potential impact of Industry 4.0 is the emergence of employee resistance to change in the organization. This research aims to reveal, analyze, and discuss the role of organizational changes in predicting negative emotions and impacts on resistance to change. The sample used in this research was 101 participants, who were employees at PT Asuransi Cakrawala Prokteksi Indonesia (ACPI). Then, the sampling technique used saturated sampling and a questionnaire as a data collection tool. Structural Equation Modeling (SEM) analysis was used as a data analysis technique using the SMART PLS 3 application. The results of this research indicate that organizational change caused significant negative emotions among employees. Eventually, employees became resistant. The limitation of this research was that it only involved employees of the ACPI’s insurance office in all regions of Indonesia, so the generalization of the results of the research could not be conducted.

Positioning marketing analytics for organisational agility in the ready-made garments industry in an emerging country context

ABSTRACT This study aimed to examine the complex forces that influence the adoption of marketing analytics in the ready-made garments (RMG) industry in an emerging country context. The forces for change and those that impede the adoption of marketing analytics in the industry were explored. We used Lewis’s Force Field Analysis framework to inform the research. Semi-structured interviews with managers, technology experts, and government officials were conducted using face-to-face and virtual meetings. The results reveal that RMG buyers’ demand, competitors, lack of employee performance, and climate change issues are central forces pushing for implementing marketing analytics in the industry. However, the lack of knowledge, interest, and technology-skilled people, high cost, employee resistance, privacy issues, high employee turnover, and government policies are significant impediments to marketing analytics adoption in the RMG industry. The theoretical, organisational, policy, and professional implications are then discussed. Theoretically, this study contributes by creating a conceptual framework using Lewin’s Force Field Analysis. In practical terms, this study suggests that marketing analytics in the Industry 4.0 era offers significant opportunities for businesses and policymakers to increase their flexibility, competitiveness and responsiveness.

The Significance of Agile Transformational Leadership in Organizational Change Management: A Bibliometric Analysis

In the present BANI (brittle, anxious, nonlinear, and incomprehensible) world, agility and organizational change holds a great significance in an organization for its survival and growth. As per prior studies, organizational change doesn’t deliver the anticipated results due to various reasons and challenges. Employee resistance being the main concern, leadership holds a great importance in handling resistance, managing conflicts, dealing with setbacks, and empowering the team. Transformational leaderships are often termed as change agents as they support and uplift their teams’ creativity and innovation, thus motivating them towards change. This study’s primary goal is to examine and discuss the mapping of research landscape, depicting the relationship between agile transformational leadership and organizational change management. For this analysis, bibliographical data of 1848 documents published between 2014 to 2023, was extracted from Dimensions database after applying exclusion criteria. This extracted database is used for analyzing and visualizing citation patterns, evolution, and growth of subject- performance, publication and journal sources, research locations, co-authorship relations and co-occurrence of keywords, using bibliometric software, VOSviewer and RStudio. The research shares the advancement of this topic in last ten years, providing theoretical support and substructure for future studies. As per this analysis, transformational leadership can be of a great support to organizations due to it affiliative management style, leading to a positive work environment that embraces change and innovation.

Factors affecting innovation resistance of fast-food employees’ usage intention of robots: an integrative perspective

PurposeRobots have been adopted in numerous tourism and hospitality sectors, including restaurants. This study aims to investigate fast-food employees' use of service robots (SRs) in Pakistan.Design/methodology/approachThis study used a conceptual model based on innovation resistance theory (IRT). By employing structural equation modeling (SEM) in Smart-PLS 3.2.8, we evaluated data from 247 valid respondents.FindingsThe findings demonstrated that drivers of robot adaptation significantly influenced image barriers, risk barriers, traditional barriers, usage barriers and value barriers. The results also revealed that usage, image and traditional barriers significantly affect usage intention.Originality/valueThis study enhances the research on robotics acceptance in tourism and hospitality and subsequently aids in the planning for post-COVID-19 resumption. This study offers several practical and theoretical insights for further investigation.

Driving Towards Digitalization and Industry 4.0 in the Coal Mining Sector

This research provides an in-depth analysis of the impact of digitalization on the coal mining sector, with a special focus on PT X. The study employs a combination of content analysis, narrative analysis, and business solution mapping to extract insights from interviews conducted with five key stakeholders at PT. X. The objective is to assess how technological advancements can elevate operational efficiency and competitiveness in the era of Industry 4.0, and to identify strategies for effectively reducing reliance on human resources in site monitoring, while ensuring employee satisfaction and smooth transition. Through the methodological triangulation of content and narrative analysis, the study distils crucial themes and perspectives from the interviews. It identifies that the integration of advanced technologies like IoT, data analytics, and automation is vital for enhancing operational efficiency and reducing operational downtime. The research highlights the importance of transitioning from manual to automated site monitoring, emphasizing the adoption of drones and automated systems to bolster operational accuracy and efficiency. A key finding of the study is the identification of potential obstacles in digital technology investment, such as cost, system integration challenges, and employee resistance to new technologies. The study suggests that overcoming these barriers requires effective communication strategies and comprehensive training programs for employees. Drawing on the successful digital transformation strategies of companies like Adaro, the research recommends that PT. X should adapt similar strategies, customized to its unique challenges and context. The study contributes valuable insights into the digital transformation process in the coal mining sector, offering practical recommendations for companies like PT. X navigating the complex landscape of Industry 4.0.

Adapting to discontinuous technological change from the perspective of knowledge management: a case study from the lighting industry in Lin’an, China

PurposeThis study aims to answer the question of how incumbent firms cultivate dynamic capabilities through knowledge management so that they can efficiently adapt to the changing external environment.Design/methodology/approachThis study adopts a case study approach and collects data through interviews and secondary public information on the lighting industry and two lighting firms in Lin'an, China. It qualitatively examines the challenges and strategic recommendations for incumbent firms in the context of discontinuous technological change from a knowledge management perspective.FindingsIncumbent firms often face a variety of challenges when responding to discontinuous technological change. These challenges include identifying opportunities, overcoming path dependence and dealing with employee resistance to change. To overcome these difficulties, three strategies have been proposed to enhance the dynamic capabilities of incumbent firms through knowledge management: cross-border search helps firms improve their knowledge acquisition capabilities and better understand their environment to identify opportunities; building strategic leadership overcomes path dependence and improves knowledge integration capabilities; organizational learning deepens employees’ understanding of change and enhances organizational knowledge application capabilities.Research limitations/implicationsPrevious research attributes a firm's ability to cope with discontinuous technological change solely to its general resources, which weakens the importance of knowledge management in this context. This study emphasizes the importance of knowledge as a crucial strategic resource in developing the essential dynamic capabilities for incumbent firms to cope with discontinuous technological change.Practical implicationsThis study provides an in-depth analysis of incumbent firms' coping strategies in the new context of discontinuous technological change and further promotes cross-disciplinary research.Originality/valueThis study provides an in-depth analysis of coping strategies in the new context of discontinuous technological change, furthermore theoretically advancing the interdisciplinary research of firm transformation and knowledge management. Meanwhile, it is crucial to identify the preconditions for cultivating dynamic capabilities, especially from a knowledge-based view, which enhances the depth of knowledge management research.

Examining the Impact of Technological Advancements on HR Practices and Organizational Performance

The dynamic landscape of technology compels organizations to re-evaluate Human Resource (HR) practices for optimal performance. This paper investigates how advancements like AI and HR analytics reshape core HR functions – recruitment, training, performance management, and employee engagement. We analyze how these transformations can lead to increased efficiency, a more skilled workforce, and a more engaged employee base. Furthermore, the paper explores how data-driven insights from HR technologies can be harnessed to optimize HR strategies for superior organizational performance. We acknowledge potential challenges of technological adoption, such as employee resistance and the need for upskilling. Finally, recommendations are proposed to effectively integrate technology into HR practices, maximizing the positive impact on employee well-being and overall organizational success.

Technology-Induced Stress and Employee Resistance in the Context of Digital Transformation and Identification of Countermeasures

In the face of increasing digitization, companies must make significant changes to their offerings and operations to remain competitive. This digital transformation of organizations includes a digital transformation of the workplace, which is often met with resistance from employees. While it is recognized that reducing employee resistance is crucial for organizations, there is a limited understanding of the antecedents of employee resistance in the context of digital transformation, different resistance behaviors, and potential countermeasures. Drawing on technostress and employee resistance theories, we address these research gaps. Results from two empirical studies support our central prediction that digital transformation of the workplace causes technostress, which in turn promotes passive and active resistance behaviors among employees. Additionally, we highlight that organizations can use digital literacy facilitation to reduce employee technostress and resistance.

Identification and prioritization of barriers to Industry 4.0 adoption in the context of food and beverage industries of Bangladesh

PurposeThe purpose of the research is to recognize and rank the barriers preventing Industry 4.0 (I4.0) adoption in Bangladesh’s food and beverage industries. It aims to highlight the major difficulties the sector is currently facing and offer a hierarchical framework for evaluating these barriers.Design/methodology/approachAn exhaustive literature review was conducted along with expert interviews with academics and industry professionals to identify and assess the barriers. The interpretive structural modeling and Matrice d'Impacts Croisés Multiplication Appliquée à un Classement (ISM-MICMAC) approach was used to classify the identified barriers based on driving and dependent power and understand the interrelationships among them.FindingsA total of 20 barriers to I4.0 adoption in the food and beverage sector of Bangladesh were identified. The top tier of significant barriers includes “Financial constraints,” “Lack of management support,” “Lack of research and development team,” “Lack of adequate skills in the workforce,” “Lack of digital strategy alongside resource scarcity” and “Employee resistance to change.”.Practical implicationsThe created hierarchical framework offers a useful tool for dealing with the noted barriers and assisting with the successful adoption of I4.0 in the food and beverage sector. Businesses can overcome financial constraints by allocating enough resources and obtaining management support. By creating a focused research and development team and giving the workforce the necessary training, the lack of knowledge and skills can be overcome. By developing a thorough digital strategy and making sure that the necessary resources are available, resource scarcity can be overcome. Furthermore, effective change management methods can support the adoption of I4.0 technologies by overcoming employee resistance to change.Originality/valueBy concentrating specifically on the difficulties encountered by the food and beverage industries in Bangladesh as it attempts to adopt I4.0, this study contributes to the body of existing literature. The study’s originality lies in its thorough analysis of barriers and the use of the ISM-MICMAC approach to comprehend how these barriers interact with one another.

Integration, employee resistance, and acquisition performance

Continued use of acquisitions despite evidence that they do not improve firm performance suggests that challenges associated with acquisitions may be underestimated by managers. We examine how employee resistance is influenced by acquisition integration and how it results in lower acquisition performance. Specifically, we examine different impacts of task and human integration on employee resistance in a sample of 92 Nordic mid-size firms. Task integration focuses on achieving synergies from increased efficiency; however, it can increase employee resistance, leading to lower acquisition performance, which is exacerbated by slow integration. Meanwhile, human integration can reduce employee resistance, and this effect is stronger for experienced acquirers. Our results support the importance of considering both task and human integration, as their influence on employee resistance varies. Additional implications for management research and practice are identified.

The Impact of Bureaucratic Reform Policy on Public Services at the Population and Civil Registration Service of North Padang Lawas Regency

Based on an analysis of the bureaucratic conditions in North Padang Lawas Regency after more than 15 years as a new autonomous region, it appears that the quality of public services is still low. The evaluation of the Indonesian Ombudsman Representative for North Sumatra in 2021 placed the district in the "bad" category. Research using qualitative models highlights obstacles to change, including resistance from employees who want to maintain the status quo. Although there is increased work motivation among some employees, senior employees tend to stick to a conservative mindset, creating a lack of uniformity in bureaucratic behavior. Bureaucratic reform efforts appear to be producing positive results in Disdukcapil services. Simplification of bureaucracy, application of information technology, and increased accessibility increase efficiency and effectiveness. Even though the Community Satisfaction Index survey shows an increase in positive perceptions, there are still discrepancies with observations in the field, especially regarding slow processes and lack of employee understanding. In the face of conservative employee resistance, Disdukcapil leaders need to engage them more in the change process, involving them in decision-making. It is also important to ensure services are inclusive, considering the needs of people with physical limitations or limited access to technology. Solutions such as pick-up services or efficient physical services can be implemented. This improvement is important to achieve the goals of bureaucratic reform and provide better services to the community.

Digital Transformation and SMART: The Trust Factor

Digital transformation known as the application of scientific knowledge. This plays a major role to have a technological advancement. The quantitative methodology was used to complete this research. The study discusses digital transformation gives boom to business world because digital technology with the coordination of enterprise source planning tends to increase the customer satisfaction at one end and ensures better and improved productivity at the other end. However, the right approach to the digital technology is important because it includes high installation cost, security issues and employee resistance because of fear of losing job and presence. The recommendation provided in this relation to make sound use of the digital technologies with the appropriate smart technology integration to create sound and sustained image in market. In addition, good focus to smart technology helps in eliminating the trust issues.

Employee work engagement in the digital transformation of enterprises: a fuzzy-set qualitative comparative analysis

Information technology has brought about significant changes in enterprises, and new work situations have led to new problems. Employee resistance to new technologies, their ability to learn, and their ability to utilize personal resources to improve work engagement in the face of technological pressure are important factors that companies need to consider when undergoing digital transformation. The influence mechanism of configuration effects on factors around employee work engagement has not been explored, and technostress creators have rarely been included in the configuration as influencing factors in previous studies. On the basis of the job demands-resources (JD-R) model and trait activation theory, this study explored the factors that affect employees’ work engagement at the level of job demands and personal resources. The fuzzy-set qualitative comparative analysis (fsQCA) method was used to investigate the influence of technical stressors, self-efficacy, and the Big Five personality traits on employees’ work engagement. Through a survey of 225 employees in the context of enterprise digital transformation, the results show three driving paths that promote employees’ work engagement: openness to experience conscientiousness, self-efficacy driven, and inhibition to technical stressors. The study also analyzed employees’ low work engagement state, which is driven by an inhibition of agreeableness and extraversion. This research enriches the study of factors influencing work engagement in the digital transformation of enterprises.

"The Impact of Change Management Practices on Employee Resistance and Acceptance”: A Case Study Analysis

"The Impact of Change Management Practices on Employee Resistance and Acceptance”: A Case Study Analysis

YÖNETİM BİLİŞİM SİSTEMLERİNİN STRATEJİK KULLANIMI: YAPAY ZEKA, DİJİTALLEŞME ve İNOVASYON SÜREÇLERİNDE YÖNETİM BİLGİ SİSTEMLERİ

This study makes a significant contribution to comprehending the intricate interconnections among Management Information Systems, Artificial Intelligence, digitalization, and innovation. For this objective, it evaluates the impacts of Management Information Systems on Artificial Intelligence, digitalization, and innovation individually. Moreover, this distinguishes itself from studies in the literature by providing a comprehensive outlook that considers both favorable and unfavorable aspects. Integrating Artificial Intelligence with Management Information Systems unlocks potent advantages like enhanced data analysis, automation, and personalized customer experiences. But, navigating potential pitfalls like privacy concerns and employment shifts is crucial. Similarly, digitalization fuels process automation and innovation, yet presents challenges like security risks and employee resistance. Managing these trade-offs strategically is key. Finally, Management Information Systems fosters innovation through data analysis and digital transformation, but must be balanced against potential drawbacks like job displacement and cost increases. The fact that the relationship between these variables has not been studied in all its aspects in this way before makes the results of the study unique.

ВПЛИВ ПСИХОСОЦІАЛЬНИХ ЧИННИКІВ НА РОЗВИТОК СТРЕСУ ПРАЦІВНИКІВ

Purpose. Determining the impact of the presence of psychosocial factors on the development of stress among employees when performing production tasks to develop recommendations for reducing their impact. Methodology. To identify stress resistance, some methods were used to determine «Resistance to stress», and to find out their relationship to work, the «Burnout Syndrome» questionnaire was used. The applied methods were developed by specialists of the Institute of Psychology named after H.S. Kostiuka. Based on the recommendations of the ISO 45003:2021 standard, a special questionnaire has been developed to determine dangerous psychosocial factors that lead to the appearance of stress in a worker, the answers to which were evaluated on a Likert scale with points from 0 to 4. Results. The developed system for assessing psychosocial factors will enable users to systematically observe the state of psychological health of employees, the psychological climate in the organization, respond in a timely manner to expected problems, and develop preventive and corrective actions to normalize the situation. The results of the study showed that the majority of respondents (61 %) determined the presence of unrealistic deadlines set by their managers. Another largest group of occupational hazard factors is «aspects of work organization», where almost 39 % of participants complain about overtime work. It was determined that 82.2 % of employees struggle to maintain a work/life balance, and 17.8 % feel imbalanced due to the need to work in their free time and the negative impact of work on the ability to recover. Scientific novelty. The relationship between the development of the stress load and the group of factors called «aspects of work organization» in terms of setting unrealistic deadlines for the performance of a given number of production tasks has been established. Practical significance. As a result of the research, it has been found out that in order to improve the psychosocial climate and reduce the level of psychosocial risks, it is necessary to: balance work in the field of psychosocial support at the enterprise; increase the level of stress resistance of employees; improve their mental health; improve the efficiency of the enterprise. Keywords: psychosocial factor, questionnaire, stress, social factors, work organization.