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Transcript of Organizational Training Climate and Employees' Perception and Acceptance of Competency-based...
Organizational Training Climate and Employees' Perception and Acceptance of Competency-based E-learning at the Workplace
Bo Cheng, Minhong Wang
Faculty of Education
The University of Hong Kong
ICELW 2010, New York
Background
Workplace E-learning Competency-Based Approach to E-learning Adoption of E-learning Technology Training theory and workplace learning
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Workplace E-learning: Research & Practices
Understanding the definition of “E-learning” a training “medium” an “instructional strategy” a learning “environment”
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Workplace E-learning: Research & Practices (cont’)
Research on Workplace E-learning Theoretical foundations
• theories of organizational learning• socio-cultural theories of learning• cognitive theories of learning
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Workplace E-learning: Research & Practices (cont’)
Research on Workplace E-learning (cont’) Evaluation of E-learning
outcome assessment return on investment (ROI) completion rate
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Workplace E-learning: Research & Practices (cont’)
Practices in Workplace E-learning why are organizations using E-learning how are organizations using E-learning what are the key success factors and solutions of
best practices
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Competency-Based Approach to E-learning
Competency A knowledge, skill, ability, or characteristics
associated with high performance on a job (Mirabile,1997)
Competency Movement competency-based approach to training and
education in professional backgrounds such as management education and medical education
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Competency-Based Approach to E-learning (cont’)
Current work Aligning competency-driven learning process to
business process contexts via E-learning technology (Leyking, Chikova, & Loos,2007)
Competency modeling approach to context-aware workplace learning support (Schmidt & Winterhalter, 2003 )
Competency-based E-learning System
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Adoption of E-learning Technology
Technology Acceptance Model (TAM) (Davis, 1989)
Meta-Analysis of the Technology Acceptance Model (King & He, 2006)
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Technology Acceptance Model (TAM)
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Technology Acceptance Model (TAM) (cont’)
Categories of modifications Prior factors— situational involvement prior usage or
experience and personal computer self-efficacy Factors from other theories — subjective norm,
expectation, task-technology fit, risk, and trust Contextual factors — gender, culture, and technology
characteristics Consequence factors — attitude, perceptual usage, and
actual usageKing, W. R. and J. He (2006) "A meta-analysis of the technology acceptance model,"
Information & Management (43pp.740-755.
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Adoption of E-learning Technology (cont’)
TAM applied in E-learning acceptance Students’ intention and continuance to use E-
learning systems Adoption of E-learning technology in
workplace contexts are relatively rare
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Training Theory and Workplace Learning
A continuous process relevant to training, socialization, and employee development within an organizational context (Ford et al, 1997
Individual and organizational factors are usually identified as antecedents of training outcome
Noe, Wilk, Mullen, & Wanek’s (1997) conceptual model
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Purpose of the Study Investigating the influences of organizational contexts on
employees’ perception on competency-based workplace E-learning and their intention to adopt this new learning approach in work environment. 1) whether organizational context factors will impact
employees’ perception of competency-oriented workplace E-learning;
2) whether employee’s perceptions have influences on their intention to use competency-oriented workplace E-learning.
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Hypothesized Model
Managerial Support
Job Support
Organizational Support
Learning outcome expectation
Social outcome expectation
Intention to use
Training Climate
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Methodology Instrument
Organizational training climate Tracey, & Tews’s (2005) General Training Climate Scale
(GTCS) Learning outcome expectation Kirkpatrick et al. (2006), Arbaugh (2000), Davis (1989),
and Thurmond, Wambach & Connors (2002) Social outcome expectation Nahapiet, & Ghoshal (1998) Intention to use Venkatesh, & Davis’s (2000) and Kirkpatrick et al. (2006)
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Methodology (cont’) Sample
GenderMale 98 56.98%Female 74 43.02%
Age18-25 30 17.44%26-35 90 52.33%36-45 36 20.93%46-55 15 8.72%>55 1 0.58%
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Methodology (cont’) Sample (cont’)
EducationHigh school 10 5.85%College (3 years) 34 19.88%University (4years) 80 46.78%Graduate school 47 27.49%
Work experience0-3 years 39 22.67%3-6 years 42 24.42%6-9years 16 9.30%9-12 years 28 16.28%over 12 years 47 27.33%
Experience in using online training courseYes 115 66.86%No 57 33.14%
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Methodology (cont’)
Manipulation A competency-based workplace E-learning system
was demonstrated at a website The system was introduced in a ppt file
• Background, main functions, interfaces, workflow
A questionnaire website was developed
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Results
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Findings
Managerial Support
Job Support
Organizational Support
Learning outcome expectation
Social outcome expectation
Intention to use
Training Climate
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Findings (cont’)
Significant relations Management support Learning outcome
expectation Management support Social ties Organizational support Social ties Learning outcome expectation Intention to use Social ties Intention to use
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Implications
Managers’ encouragement of on-the-job learning, innovation, and skill acquisition, and their support of these activities, have significant positive influences on employees’ outcome expectation towards competency based workplace E-learning in terms of individual learning and assessment.
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Implications (cont’)
Managers’ encouragement of on-the-job learning, innovation, and skill acquisition, and their support of these activities, have significant positive influences on employees’ outcome expectation towards competency based workplace E-learning in terms of closing social ties among colleagues.
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Implications (cont’)
Organizational policies, procedures, and practices that demonstrate the importance of training and development efforts have significant positive influences on employees’ outcome expectation towards competency based workplace E-learning in terms of closing social ties among colleagues.
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Implications (cont’)
Employees’ perception and outcome expectation towards competency based workplace E-learning on individual and social outcomes have significant positive influences on their intention of use.
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