Designing a Change Management Model for the Implementation of Management Information Systems in Public Organizations

Abstract

The successful implementation of Management Information Systems (MIS) in public organizations requires effective management of structural, behavioral, and technological changes. This study aims to develop a comprehensive model for change management in the implementation process of such systems, by examining the key dimensions and influencing factors in public sector environments. A qualitative research method was adopted. The study participants included faculty members in the fields of public administration, organizational behavior management, information systems management, and information technology management at higher education institutions, as well as senior and middle managers of public organizations, and subject-matter experts familiar with the research topic. Using the snowball sampling technique, 21 experts were selected. Data collection was conducted through semi-structured interviews. For data analysis, an inductive qualitative content analysis method was employed, based on the approach of Elo and Kyngäs (2008), encompassing three phases: open coding, categorization, and abstraction, using Atlas.ti software. To ensure validity and reliability, necessary evaluations were conducted including acceptability (expert review) and confirmability (expert audit), both of which were verified. According to the findings, the change management model for the implementation of MIS in public organizations comprises six abstractions (dimensions) and 24 categories (components), as follows: 1. Leadership and Governance in Digital Transformation (commitment and support from top management, digital vision and strategy, transformational leadership style, and IT governance structure), 2. Organizational Culture and Readiness for Change (psychological readiness for change, change acceptance, learning-oriented organizational culture, and trust between employees and management), 3. Organizational Technological Infrastructure and Capabilities (system integration, infrastructure security and stability, scalability and technological flexibility, and system accessibility and user-friendliness), 4. Training and Human Capital Skill Development (pre-implementation training, training during and after implementation, employee digital competence, and organizational learning), 5. Supportive Structures and Regulations (flexible organizational structure, presence of defined processes, operational requirements and guidelines, and alignment of regulations with information technology), and 6. Stakeholder Interactions and Cross-Sectoral Participation (employee participation in decision-making, interdepartmental communication and intra-organizational coordination, stakeholder expectation management, and bidirectional communication and feedback mechanisms). In total, the model consists of 115 indicators (criteria).