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The aim of this study is to compare fresh and old employees’ adoption and agility in technological changes according to their vintage-specific human capital. It is inquired that who are more adopted and agile in technological changes since fresh employees have updated skills and education related to new vintage and old employees have obsolescent skills related to old vintage. Therefore, this study assumes that whether fresh employees with updated skills are more adopted and agile in technological changes or old employees with obsolescent experience. Two questionnaires about adoption and agility are distributed among 324 top level managers in IT companies in Pune-India. In this perception study, the respondents are asked for filling the questionnaires according to their opinion about their fresh and old employees’ adoption and agility in technological changes. The data analyzed through Wilcoxon Signed Ranks Test show there is a significant difference between fresh and old employees’ adoption and agility in technological changes. It can be inferred that fresh and old employees’ adoption and agility are needed for a satisfactory technological change. Since both of their vintage-specific human capital is complementary to each other to have an optimal technological change.

Keywords

Adoption, Agility, Vintage-Specific Human Capital, Technological Change.

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A Study of the Modificative Role of Human Capital on Adoption, Agility and Technology Diffusion as Mediators for Achieving an Optimal Change Management

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Authors

Rahil Meymandpour ¹, Prafulla Pawar ², Zahra Bagheri ³

Affiliations
1 Ph.D. Student, Department of Management Sciences, Savitribai Phule Pune University, Pune, Maharashtra, IN
2 Professor, Department of Management Sciences, Savitribai Phule Pune University, Pune, Maharashtra, IN
3 Associate Professor, Department of Biostatistics, Shiraz University of Medical Sciences, Shiraz, IR

Source

OPUS: HR Journal, Vol 10, No 2 (2019), Pagination: 46-71

Abstract

This study is carried out with the aim of investigating the deterministic role of human capital for enhancing adoption and agility in the diffusion process of a new technology in order to implement technological changes satisfactorily. This causal relationship is carried outbased on five variables; human capital, adoption, agility, technology diffusion and change management measured through five questionnaires with 71 statements distributed among 432 IT employees in Pune-India. The collected data are analyzed through IBM SPSS 23, LISREL 8.5 and Mplus 6.12. However, the data analysis shows that there is a positive relationship between human capital, adoption, agility and technology diffusion as predictor variables with change management as a criterion variable, the interaction of adoption, agility and technology diffusion is not significant to support the proposed model of this study. This is while, human capital as the main independent variable could be placed in two modified models to examine the mediating roles of adoption and agility for a satisfactory change management in one model as well as the mediating role of technology diffusion in another model. It can be concluded that employees’ human capital as a main independent variable can enhance employees’ adoption and agility in technology diffusion to proceed a satisfactory technological change management. In other words, human capital is recognized as an essential capability in proceeding technological changes.

Keywords

Human Capital, Adoption, Agility, Technology Diffusion, Technological Change Management.

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