Case research can also be used in a positivist manner to test theories or hypotheses. Such studies are rare, but Markus (1983) provides an exemplary illustration in her study of technology implementation at the pseudonymous Golden Triangle Company (GTC). The goal of this study was to understand why a newly implemented financial information system (FIS)—intended to improve the productivity and performance of accountants at GTC—was supported by accountants at GTC’s corporate headquarters, but resisted by divisional accountants at GTC branches. Given the uniqueness of the phenomenon of interest, this was a single-case research study.
To explore the reasons behind user resistance of FIS, Markus posited three alternative explanations:
System-determined theory: The resistance was caused by factors related to an inadequate system, such as its technical deficiencies, poor ergonomic design, or lack of user friendliness.
People-determined theory: The resistance was caused by factors internal to users, such as the accountants’ cognitive styles or personality traits that were incompatible with using the system.
Interaction theory: The resistance was not caused not by factors intrinsic to the system or the people, but by the interaction between the two set of factors. Specifically, interaction theory suggested that the FIS engendered a redistribution of intra-organisational power, and accountants who lost organisational status, relevance, or power as a result of FIS implementation resisted the system while those gaining power favoured it.
In order to test the three theories, Markus predicted alternative outcomes expected from each theoretical explanation and analysed the extent to which those predictions matched with her observations at GTC. For instance, the system-determined theory suggested that since user resistance was caused by an inadequate system, fixing the technical problems of the system would eliminate resistance. The computer running the FIS system was subsequently upgraded with a more powerful operating system, online processing (from initial batch processing, which delayed immediate processing of accounting information), and a simplified software for new account creation by managers. One year after these changes were made, the resistant users were still resisting the system and felt that it should be replaced. Hence, the system-determined theory was rejected.
The people-determined theory predicted that replacing individual resistors or co-opting them with less resistant users would reduce their resistance toward the FIS. Subsequently, GTC started a job rotation and mobility policy, moving accountants in and out of the resistant divisions, but resistance not only persisted, but in some cases increased. In one instance, an accountant who was one of the system’s designers and advocates when he worked for corporate accounting started resisting the system after he was moved to the divisional controller’s office. Failure to realise the predictions of the people-determined theory led to the rejection of this theory.
Finally, the interaction theory predicted that neither changing the system nor the people (i.e., user education or job rotation policies) would reduce resistance until the power imbalance and redistribution from the pre-implementation phase was addressed. Before FIS implementation, divisional accountants at GTC felt that they owned all accounting data related to their divisional operations. They maintained this data in thick, manual ledger books, controlled others’ access to the data, and could reconcile unusual accounting events before releasing those reports. Corporate accountants relied heavily on divisional accountants for access to the divisional data for corporate reporting and consolidation. Because the FIS system automatically collected all data at the source and consolidated it into a single corporate database, it obviated the need for divisional accountants, loosened their control and autonomy over their division’s accounting data, and making their job somewhat irrelevant. Corporate accountants could now query the database and access divisional data directly without going through the divisional accountants, analyse and compare the performance of individual divisions, and report unusual patterns and activities to the executive committee, resulting in further erosion of the divisions’ power. Though Markus did not empirically test this theory, her observations about the redistribution of organisational power, coupled with the rejection of the two alternative theories, led to the justification of interaction theory.
