以整合型科技接受與使用模型為基礎探討企業員工對使用行動學習的使用意圖-以F公司為例

企業競爭優勢關鍵因素是不可被複製的人才，面臨經濟環境變遷及後疫情時代，如何運用有效手段加速學習場景，提昇員工競爭力，是人資管理的重中之重。隨著資訊技術快速發展、行動裝置普及與行動學習不受時空限制的特性，已成為企業培訓趨勢。研究者身處人資單位肩負培訓之責，公司雖導入行動學習三年但成效不彰，故欲探究原因作為制訂行動學習推動計畫參考依據，並提供相關產業於導入行動學習評估上有所助益。研究者以F公司為例，使用Venkatesh（2003）整合型科技接受與使用模型為基礎，從績效期望、努力期望、社會影響、促成環境等四個構面，探討員工使用行動學習的使用意圖。研究母體為F公司員工共計2,358人，採隨機抽樣以問卷調查為測量基準，取得387份問卷依研究架構進行分析探討。研究結果發現績效期望、努力期望、社會影響、促成環境等四個構面，顯著影響員工使用行動學習的使用意圖。因此本研究針對F公司為提昇員工對於行動學習之使用意圖，相關策略擬定建議應包含：(1)重視學習者使用意見，並將其做為未來優化及發展的方向，(2)系統設計應以學習者角度進行規劃，(3)安排推廣活動，以提昇行動學習使用動能。因此企業導入行動學習時，於系統品質、教材品質、服務品質及社會影響皆應多加瞭解並進行分析，透視外部與產業條件，加以調整推行行動學習採用決策，當使用行動學習人數愈來愈多且頻率提高，將形成社會影響力，帶動更多人願意使用，個人與社會相互加持下，提升使用行動學習使用意圖。

關鍵字

行動學習；整合型科技接受與使用模型；企業員工培訓

並列摘要

Irreplaceable talents are keys to companies’ competitive advantage. In the post-epidemic era when the economic environment changes, it’s the top priority for human resources management to use effective means to accelerate the learning process through learning scenarios and enhance employees' competitiveness. With the rapid development of information technology, the popularization of mobile devices, and the fact that mobile learning is not restricted by time and space, it has become a corporate training trend to adopt mobile learning in employee training. The researcher is responsible for employee training in the human resources unit of the study company. Although the company has introduced mobile learning for three years, the results have not been effective. Therefore, the research explores the reasons as a reference for formulating mobile learning promotion plans and provides a benefit to relevant industries for the introduction of mobile learning evaluation. In order to achieve the purpose of the study, this paper applied the method of Venkatesh’s (2003) Unified Theory of Acceptance and Use of Technology (UTAUT) as the basis to investigate employees' behavioral intention to use mobile learning from four dimensions: performance expectancy, effort expectancy, social influence, and facilitating conditions. A total of 2,358 employees of the study company were taken as the survey population of this study, and a random sampling questionnaire survey was used for measurement. 387 questionnaires were obtained for analysis and discussion based on the research framework. The results of the study display that the four dimensions, performance expectancy, effort expectancy, social influence, and facilitating conditions have significantly affected employees' behavioral intention in mobile learning. Therefore, in this study, in order to enhance employees’ behavior intention in mobile learning in the study company, the relevant suggestion for strategy formulation includes: (1) pay attention to learners’ opinions and use them as the direction of future optimization and development, (2) system design should be planned from the perspective of learners, and (3) arrange promotional activities to increase the engagement of mobile learning. Hence, before companies introducing mobile learning, system quality, teaching material quality, service quality, and social influence should be recognized and analyzed. Companies should examine external and industry environmental factors to decide what decision making should be adopted for mobile learning promotion. When the number of people and the frequency of using mobile learning increases, it will form social influence and drive more people to use it. With the interaction between individuals and society, the behavioral intention to use mobile learning will be enhanced.

並列關鍵字

Mobile Learning ； Unified Theory of Acceptance and Use of Technology (UTAUT) ； employee training

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