Examining Espoused Organizational Culture and Acceptance of Biometrics
Description
Security of physical, financial and information assets is emerging as a critical issue for organizations. Lapses in security such as unauthorized personnel gaining access to critical infrastructure can have serious consequences that extend beyond the organization. Organizations need to have an absolute belief in the identity of employees, customers, contractors and partners they interact with, that they are really who they say they are. \ Biometric systems are a solution to enable organizations to implement identity authentication and security with greater reliability and accountability. Traditional security methods have been subject to fraud and security threats. This has focused attention on factors that influence individuals’ acceptance and use of biometrics in organizations using the Unified Theory of Acceptance and Use of Technology (UTAUT) model (Venkatesh, Morris, Davis, and Davis, 2003). In this research, we investigate the role of espoused organizational culture traits as an antecedent to the UTAUT model. Denison and Mishra (1995) identified four traits of organizational culture: involvement, consistency, adaptability, and mission. We use these four traits as second-order constructs for organizational culture. This study is based on the empirical data collected through a survey of 72 university users. \ We conducted our analysis by first examining the data for construct and discriminant validity. Then we tested our research model using PLS analysis. Our results show that organizational culture has a significant impact on all the UTAUT variables, performance expectancy, effort expectancy, social influence, facilitating conditions, attitude, and anxiety. Attitude towards technology significantly affects the use of biometric systems, whereas the main UTAUT variables such as performance expectancy and effort expectancy had no effect on the use of the system. This result is not surprising given the uniqueness of a biometric system. UTAUT and technology acceptance models have examined the adoption of information systems that are essentially work related. Individuals using these work-related technologies expect an improvement in job performance. This was not the case in the technology we considered. Biometric systems are access or security-oriented technology that does not claim to improve performance. The effort had no impact on use because the effort was minimal, and expected to be so. So, none of the “traditional†UTAUT variables could explain the use of biometric systems except for an individual’s attitude towards the system. Although our findings are contrary to what has been found in the technology acceptance literature we believe it is a contribution to both the biometric, as well as, technology acceptance literature. \
Examining Espoused Organizational Culture and Acceptance of Biometrics
Security of physical, financial and information assets is emerging as a critical issue for organizations. Lapses in security such as unauthorized personnel gaining access to critical infrastructure can have serious consequences that extend beyond the organization. Organizations need to have an absolute belief in the identity of employees, customers, contractors and partners they interact with, that they are really who they say they are. \ Biometric systems are a solution to enable organizations to implement identity authentication and security with greater reliability and accountability. Traditional security methods have been subject to fraud and security threats. This has focused attention on factors that influence individuals’ acceptance and use of biometrics in organizations using the Unified Theory of Acceptance and Use of Technology (UTAUT) model (Venkatesh, Morris, Davis, and Davis, 2003). In this research, we investigate the role of espoused organizational culture traits as an antecedent to the UTAUT model. Denison and Mishra (1995) identified four traits of organizational culture: involvement, consistency, adaptability, and mission. We use these four traits as second-order constructs for organizational culture. This study is based on the empirical data collected through a survey of 72 university users. \ We conducted our analysis by first examining the data for construct and discriminant validity. Then we tested our research model using PLS analysis. Our results show that organizational culture has a significant impact on all the UTAUT variables, performance expectancy, effort expectancy, social influence, facilitating conditions, attitude, and anxiety. Attitude towards technology significantly affects the use of biometric systems, whereas the main UTAUT variables such as performance expectancy and effort expectancy had no effect on the use of the system. This result is not surprising given the uniqueness of a biometric system. UTAUT and technology acceptance models have examined the adoption of information systems that are essentially work related. Individuals using these work-related technologies expect an improvement in job performance. This was not the case in the technology we considered. Biometric systems are access or security-oriented technology that does not claim to improve performance. The effort had no impact on use because the effort was minimal, and expected to be so. So, none of the “traditional†UTAUT variables could explain the use of biometric systems except for an individual’s attitude towards the system. Although our findings are contrary to what has been found in the technology acceptance literature we believe it is a contribution to both the biometric, as well as, technology acceptance literature. \