TECHNOLOGY ADOPTION AND ORGANIZATIONAL CHANGE IN ADEKUNLE AJASIN UNIVERSITY, ONDO STATE

This study examined the influence of leadership, organizational culture, and employee resistance on technology adoption at Adekunle Ajasin University, focusing on non-teaching senior staff. Guided by Lewin’s Change Management Theory, a descriptive survey research design was employed, involving 190 respondents who completed a structured questionnaire with close-ended items. Data were analyzed using descriptive statistics, including frequency, percentage, and mean scores, and inferential statistics through multiple regression analysis to determine the predictive influence of the variables on technology adoption outcomes. The findings revealed that leadership significantly impacts technology adoption. A majority of respondents indicated that leadership provides clear direction (73.7%), communicates the importance of new technologies (68.4%), mobilizes adequate resources (63.2%), and increases staff willingness to adopt technologies (78.9%), with weak leadership reported to slow adoption (84.2%). Regression analysis confirmed that leadership is a significant predictor of adoption outcomes (B = 0.20, Beta = 0.22, t = 4.00, p < 0.001). Organizational culture was also influential, with 76.3% of respondents reporting that the university encourages collaboration, 71.1% noting openness to innovation, and 73.7% valuing continuous learning, while traditions and bureaucracy hindered adoption for 57.9% and 63.2% of respondents, respectively. Regression analysis indicated that culture, combined with leadership, significantly predicts adoption outcomes (B = 0.22, Beta = 0.23, t = 3.67, p < 0.001). Employee resistance emerged as a critical barrier, with 78.9% agreeing that inadequate training increases resistance, 73.7% reporting anxiety about learning, and 68.4% noting job insecurity as a factor, further supported by regression results (B = 0.20, Beta = 0.23, t = 4.00, p < 0.001). The study concludes that sustainable technology adoption requires a strategic alignment of leadership, culture, and employee engagement. By fostering effective leadership, promoting collaborative culture, and addressing resistance through training and support, the university can ensure successful implementation and institutionalization of new technologies. Keywords: Technology adoption, Leadership, Organizational culture, Employee resistance, Lewin’s Change Management Theory