Published
2025-03-30
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Copyright (c) 2025 Liying Li, Dr. Siegfried M. Erorita

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How to Cite
Psychological attribution of organizational change resistance in the context of intelligent wealth management transformation
Liying Li
College of Business Administration, University of the Cordilleras, Baguio City, 2600, Philippines
Dr. Siegfried M. Erorita
College of Accountancy, University of the Cordilleras, Baguio City, 2600, Philippines
DOI: https://doi.org/10.59429/esp.v10i3.3312
Keywords: digital transformation; psychological attribution; change resistance; intelligent wealth management; organizational culture
Abstract
This research investigates the psychological attribution tendencies that occur in resistance to organizational change, within the context of intelligent wealth management transformation. Through a mixed-methods strategy integrating quantitative surveys (n=389) and qualitative interviews (n=42), this study investigates in detail the complexities of interrelationships among individual psychological variables, the organizational environment, and manifestations of resistance. Path analysis by structural equation modeling showed significant associations of cognitive and emotional attribution patterns with technological self-efficacy (β = 0.684, p < 0.001) and perceived organizational support (β = 0.571, p < 0.001), respectively. Longitudinal analysis has shown that active resistance is significantly lowered within the implementation period and that organizational culture acts as an important mediator within the relations between psychological characteristics and resistance behaviors. The findings indicate that the nature of the resistance to digitization is determined by both individual psychological factors and institutional context. It further varies at different patterns on each organizational level and tenure group. The study contributes to both theoretical and managerial thinking by giving an in-depth look at essential psychological mechanisms that drive resistance to technological changes within financial institutions. The findings imply that successful digital transformation has to be holistically addressed, taking into consideration both the cognitive and emotional dimensions of change resistance, mediated by organizational culture. These will provide very important guidelines for financial institutions to implement the Intelligent Wealth Management System, adding to the general literature of organizational change management in the digital era.
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