Palm Oil Variables
13/06/2026
I think you are at the stage where I should not suggest a framework yet. Instead, I should challenge your thinking a bit, because one DBA mistake is trying to put every interesting variable into one model.
From what you described, I see three different stories emerging:
Story 1: Technology Adoption (UTAUT/TAM)
Automation technology introduced.
Workers must use it.
Some accept, some resist.
DV:
Intention to use automation
Actual use of automation
This is the traditional UTAUT route.
Story 2: Knowledge Transfer
Management understands the technology.
Workers do not understand it.
Knowledge is not transferred effectively.
Workers therefore resist.
DV:
Automation adoption
Readiness for automation
Resistance to automation
This is the route that seems to come directly from the mill manager's complaint.
Story 3: Human-Centric Industry 5.0
The quote you highlighted is very interesting.
The issue is not:
"Can workers operate the technology?"
The issue becomes:
"Do workers feel their experience and craftsmanship are still valued after automation is introduced?"
Examples:
Fruit grader feels machine replaces his judgement.
Experienced operator feels sensor replaces his expertise.
Worker feels less pride in his work.
This is closer to:
Job meaningfulness
Psychological ownership
Human-centricity
Employee engagement
This is a much newer angle than standard UTAUT.
My first clarification question
What is your EXISTING RO and RQ?
Before adding anything, I need to see:
Current research objectives
Current research questions
Current IVs
Current DV
Current theory
Otherwise I might accidentally break the whole structure.
My second clarification question
Who exactly will be your respondents?
Choose one only.
A. Mill workers/operators
B. Supervisors and assistant engineers
C. Mill managers
D. Mixed sample
This matters enormously.
For example:
Workers
Can answer:
Training quality
Knowledge transfer
PSS
Resistance
Technology acceptance
Cannot reliably answer:
Organizational readiness
Strategic implementation
Managers
Can answer:
Implementation challenges
Organizational readiness
Cost-benefit issues
Cannot reliably answer:
Frontline worker perceptions
My third clarification question
Why are you thinking of PSS?
When you say PSS, do you mean:
Perceived Supervisor Support
where workers think:
"My supervisor helps me learn the new technology."
or
"My supervisor cares whether I succeed."
If yes, then I can immediately see a possible chain:
Knowledge Transfer → PSS → Automation Adoption
or
Knowledge Transfer → Automation Adoption
with PSS moderating the relationship.
But I want to know what made you think of PSS specifically.
Did the manager complain that:
supervisors do not coach workers?
workers do not trust supervisors?
communication breaks down at supervisory level?
My fourth clarification question
What is the practical problem you want to solve for the company?
Choose only one.
1. Workers resist automation.
2. Workers do not understand automation.
3. Knowledge is lost because workers leave.
4. Workers feel automation replaces their skills.
5. Automation projects fail to achieve expected benefits.
6. Something else.
At the moment, based on everything you have told me, my instinct is that Knowledge Transfer → Automation Adoption, with Perceived Supervisor Support as a moderator, sounds much closer to the real problem than a pure UTAUT model.
But before recommending that, I need to see your existing RO/RQ because you mentioned you want to add this to the current DBA, not start over. The best solution may be to extend what you already have rather than replace it.
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