User Personality and Resistance to Mandatory Information Systems in Organizations: A Theoretical Model and Empirical Test of Dispositional Resistance to Change
研究了员工因个人倾向性抗拒变革而对强制使用新信息系统产生的抗拒行为，发现倾向性抗拒变革的四个维度（如寻求常规、情绪反应等）能解释17%-22%的感知易用性、有用性和抗拒变化，效果强于年龄、性别等变量。
This research is driven by the assumption made in several user resistance studies that employees are generally resistant to change. It investigates the extent to which employees' resistance to IT-induced change is caused by individuals' predisposition to resist change. We develop a model of user resistance that assumes the influence of dispositional resistance to change on perceptual resistance to change, perceived ease of use, and usefulness, which in turn influence user resistance behavior. Using an empirical study of 106 HR employees forced to use a new human resources information system, the analysis reveals that 17.0–22.1 percent of the variance in perceived ease of use, usefulness, and perceptual resistance to change can be explained by the dispositional inclination to change initiatives. The four dimensions of dispositional resistance to change – routine seeking, emotional reaction, short-term focus and cognitive rigidity – have an even stronger effect than other common individual variables, such as age, gender, or working experiences. We conclude that dispositional resistance to change is an example of an individual difference that is instrumental in explaining a large proportion of the variance in beliefs about and user resistance to mandatory IS in organizations, which has implications for theory, practice, and future research.