Organisational Culture and the Implementation of Hospital Information Systems: Evidence from Ghana

Abstract

Background: The study examined the relationship between organisational culture and the successful implementation of a Hospital Information System in a provincial hospital in Ghana. Organisational culture was operationalized and measured using the Competing Values Framework (CVF), whiles the successful implementation of an HIS was operationalized through the Technology Acceptance Model, such that organisational culture either influenced directly, attitudes towards the use of the HIS or indirectly through perceived usefulness (PU) or perceived ease of use (PEOU) of the HIS.

Methods: Using a cluster-based sampling technique, data for the study was collected from 120 staff members and was analyzed using descriptive statistics and Partial Least Squares based Structural Equation Modeling (PLS SEM).

Findings: The results of the study suggest that although a positive direct relationship exists between organisational culture and successful
HIS implementation, the relationship is not significant. On the contrary, organisational culture is significantly correlated with successful HIS
implementation but through PU rather than PEOU.

Conclusion: We argue that this finding is a reflection of the heterogeneity of the interpretations of culture at the different levels of analysis. As
such health facility-related employees who operate in different context and levels of the organisation, may be more interested in the usefulness of a
change as opposed to how easy it is for them to adjust to a change program in an organisation.

Keywords: Organisational culture, Implementation, Hospital information systems, Ghana