Learning Technology Adoption: Navy Barriers and Resistance - Naval Student and Faculty Survey Findings and Recommendations to Foster an Innovative Culture and Support Implementation Efforts

This important 2018 report has been professionally converted for accurate flowing-text e-book format reproduction.

Technological developments offer opportunities to enhance training effectiveness, in support of achieving high-velocity learning. However, resistance to change can be an immense barrier to technology adoption. This study was established to answer the following primary research questions: (1) How are Navy processes likely to influence the adoption and use of new learning technologies? (2) What unique organizational and individual barriers must be addressed to mitigate friction between new learning technologies and Navy processes, structure and culture? In addition, the following secondary research question was addressed: What behaviors, job performance and learning outcomes are enabled by new learning technologies?
Interviews and surveys of Navy students and faculty at Naval Postgraduate School (NPS) were conducted, and we surveyed enlisted students at Training Support Center (TSC) Great Lakes to support a quantitative and qualitative analysis. Our study revealed an organizational, generationally culture-dependent trend toward resistance to change and exposed barriers unique to the Navy. Our findings suggested that the hierarchical nature of the Navy restrains innovation and technology adoption. Furthermore, resistance caused by a limited perception of usefulness stems from inadequate communication, technology development, and end-user buy-in. Based on these results, we recommended measures to foster an innovative culture and support implementation efforts.

I. INTRODUCTION * A. BACKGROUND * 1. High-Velocity Learning * 2. Modernization * 3. Training Review and Transformation * 4. Complications with Technology Adoption * B. PURPOSE * C. RESEARCH QUESTIONS * D. METHODOLOGY * E. ORGANIZATION * F. SUMMARY * II. LITERATURE REVIEW * A. INTRODUCTION * B. RESISTANCE TERMINOLOGY OVERVIEW * 1. Technology Resistance * 2. Resistance * 3. Acceptance * 4. Behavior * C. ORGANIZATIONAL CULTURE RESISTANCE TO CHANGE * 1. Competing Values Framework * 2. Four Culture Types * 3. Hierarchy Culture Type * 4. Recommendations for Hierarchical Organizations * D. INDIVIDUAL RESISTANCE TO CHANGE * 1. Theory of Reasoned Action * 2. Theory of Planned Behavior * 3. Technology Acceptance Model * E. STATUS QUO BIAS THEORY * 1. Status Quo Background * 2. Inertia * 3. Habit * 4. Mechanisms of Status Quo Bias * 5. Experimental Evidence * F. ORGANIZATIONAL AND INDIVIDUAL BENEFITS FROM LEARNING TECHNOLOGIES * 1. Organizational Benefits * 2. Individual Benefits * 3. Success of Technology Adoption * G. SUMMARY OF LITERATURE REVIEW * III. METHOD * A. PURPOSE * B. SETTING * C. SURVEY * D. INTERVIEWS * IV. FINDINGS * A. EXPERIENCE WITH TECHNOLOGY * 1. Mobile Technology Experience and Usage * 2. Openness toward Technology * B. ORGANIZATIONAL CULTURE RESISTANCE * 1. Expectations for Organizational Assistance with Technology Use * 2. Expectation for Organizational Acceptance of Technology * C. INDIVIDUAL RESISTANCE * 1. Technology Acceptance Model * 2. Status Quo Bias Theory * D. BENEFITS AND COSTS OF LEARNING TECHNOLOGIES * 1. Expected Benefits * 2. Expected Costs * E. SUMMARY * V. RECOMMENDATIONS AND CONCLUSION * A. INTRODUCTION * B. SUMMARY * C. LEARNING TECHNOLOGY RECOMMENDATIONS * D. CONCLUSION * E. LIMITATIONS AND RECOMMENDATIONS FOR FUTURE RESEARCH