| Modern organizations are increasingly implementing enterprise systems (ES), i.e. large information systems that integrate and streamline business processes across various functional areas. The potential benefits of these systems are encouraging. However, their failure rates are significantly high. Moreover, ES implementations seldom take advantage of their full capabilities potential. While there is a rich stream of research focusing on organizational-level critical success factors of ES, little attention has been paid to individual-level factors. Why is this problematic? Although the decision to implement an ES is usually made by the top management, and an employee is usually mandated to use these systems, an employee still retains substantial discretion on how to react to the system and whether to utilize its maximum potential.;The current study seeks to address this gap by investigating employees' reactions to ES implementations. Specifically, using change management literature as a theoretical background, this study applies the concept of cynicism to the context of ES implementation. Cynicism toward ES is defined as a specific attitude characterized by frustration and disillusionment, negative feelings toward an ES and a pessimistic outlook for future success of the system. This attitude is proposed as an important phenomenon that affects how employees react to ES implementation.;This dissertation develops a model linking cynicism toward ES with important system- and implementation- related antecedents and outcomes. This model examines how characteristics of the system and its implementation influence employee's cynicism toward the ES, and how such cynicism influences important system-related and psychological well-being outcomes. |
