The objective of this dissertation is to investigate effective implementation strategies for driving the adoption of automation in organizations and to evaluate how employees’ experiences with automation influence workforce stability. Building on the Technology Acceptance Model (TAM) developed by Fred Davis, Study 1 examines whether tailored change management is associated with (1) higher employee satisfaction with automation tools and (2) greater productivity improvements after automation adoption. Study 2 extends the inquiry by assessing the linkage between automation and employee retention by testing whether retention depends primarily on the perceived positive impact of automation (e.g., efficiency, work quality, meaningful work) versus perceived negative impact (e.g., stress, concern about future role). Using survey data collected through Qualtrics and analyzed with SPSS-style statistical procedures (correlations, chi-square tests, ANOVA, hierarchical regression, and logistic regression), the combined findings indicate that automation outcomes are shaped less by automation exposure alone and more by organizational implementation quality and employee perceptions. Organizations that emphasize tailored change management and mitigate automation-related stress are more likely to realize both operational performance benefits and improved retention outcomes. In the context of automation's impact on the workforce, the divergence in temporal framing between negative and positive experiences is crucial to consider within change management strategies. While negative aspects are often about prospective anxieties regarding future job security and altered roles due to automation, the positive reflections typically focus on the tangible benefits experienced in the past. Addressing this disparity in temporal perspectives is vital in change management processes, which are inherently oriented towards preparing for future transitions. Emphasizing past successes with automation alone might not effectively address the future concerns that employees hold about their roles and career trajectories. Therefore, incorporating a balance of retrospective reflections on past benefits and proactive strategies for addressing future uncertainties is essential. By acknowledging both perspectives, change management initiatives can better equip employees to navigate the shifting landscape of work, fostering a more holistic approach towards successful automation integration that considers both past achievements and future challenges.
Stephen Congo (Thu,) studied this question.