Research On The Match Between Organizational Change And Implementation Of Advanced Manufacturing Technology

Recently it has become a hot topic in the field of operations management that it is necessary to perform the organizational change in the implementation process of advanced manufacturing technology (AMT). In the global scope, many enterprises have gotten in trouble after the implementation of AMT, and can't achieve the prospective vision. In this situation, how to adapt the organization to the implementation of AMT has become a worthwhile research.This research focuses on the match between organizational change and the implementation of AMT, and develops the research in seven chapters. The first chapter introduces the research background, research significance, pivotal questions, research contents and technical approach;the second chapter reviews the theories of organizational change, and constructs the match model between organizational change and the implementation of AMT;the third chapter discusses the levels of AMT application and explores the evaluating indicators system of the implementation effects of AMT;the fourth, fifth, and sixth chapter respectively perform studies on the match between changes of organizational structure, job characteristics, and human factors and the implementation of AMT;the seventh chapter integrates the three types of organizational changes into a SEM, and examines the effects of situational factors;the last chapter delivers the conclusion, limitation and suggestion for future research. The main research outcomes are as follows:(1) This thesis explores and examines the scales of the implementation effects of AMT based on Chinese enterprises with AMT implementation. In current researches, the implementation effects of AMT are generally considered as a single dimension variable, and the results are ambiguous. To solve the problem, this thesis classifies the implementation effects of AMT as three dimensions, including operational performance, organizational and managerial performance, and competitive performance, develops corresponding scales of measurement and further certifies them. The thesis validate the path of "AMT implementation →operational and managerial performance→competitive performance", and reaches the conclusion that AMT implementation may bring enterprises with operational and managerial performance, and then achieve the competitive performance. The results also show better interpretative ability for operational and managerial performance than for competitive performance.(2) This thesis constructs the match model between organizational change and AMT implementation. Because of the single research perspective, current researches have shown contradictive and unconvincing conclusions. According to these problems, this thesis constructs the match model between organizational change and AMT implementation , develop the corresponding scale and makes empirical studies to validate it, taking organizational structure, job characteristics, and human factors as exogenous variables, and three types of performances of AMT implementation as endogenetic variables.(3) This thesis analyses the diverse influences of three categories of organizational change on the implementation of AMT through the statistical analysis of correlation, regression and SEM. The empirical analyses show that: Human factors are the most important restricted factors in which have impacted on AMT implementation, while organizational structure and job characteristics have weaker relationships with AMT implementation. These results provide evidences for the choice among three factors of organizational change during the implementation process of AMT.(4) This thesis clarifies the diverse influences of organizational change during the implementation process of AMT in foreign and Chinese enterprises. Based on typical cases of domestic enterprises and volumes of sample data, this thesis reveals that team cooperation have quite significant impact on three types of AMT implementation effect, while self-determination and importance of job have no such a impact, and the conclusion on the influence of organization complication is opposite to those from the foreign researches;the situational factors such as enterprises scale has no significant influence on AMT implementation;the managerial and integrated types of AMT have more and more complicated requirements for organizational change than designing and manufacturing types. At last, the thesis discusses the differences between the oversea and domestic enterprises in the process of AMT implementation, and gives Chinese enterprises suggestions for improving AMT implementation effect.