從1990年代起，ERP系統已大量成長，但至今卻有許多公司對於使用ERP系統未能達成預期目標而失望。有些學者指出最主要的原因來自於公司員工未能有效使用ERP系統，以致未能對他們的工作產生影響。因此，組織中使用者學習在他們的工作中如何有效地使用ERP系統是一個關鍵議題，特別是ERP系統整合且複雜的特性迫使使用者在ERP系統導入後，必須持續學習新的技能。雖然ERP系統是強迫使用的，但個人對於使用系統的程度及花費多少努力來學習使用系統的決定則完全是自發的。 本研究探索導入後學習對ERP使用及個人績效的影響，並且從社會認知理論及社會資本理論來確認可能影響導入後學習的因素。研究模式探討ERP導入後組織中的ERP使用者的社會資本、訓練後自我效能、導入後學習、ERP使用等因素，與個人績效連結，並發展假說。本研究採用問卷調查法收集47家公司的659位使用者的資料並以結構方程模式來檢驗假說。為了深入探索是否導入前訓練會影響依變數，本研究將樣本依其對導入前訓練的滿意度分成高訓練滿意度及低訓練滿意度兩群以進行比較。 研究發現導入後學習會促成ERP的使用，而ERP使用也顯著影響個人績效。此外，本研究也證明了雖然社會資本及訓練後自我效能都是導入後學習的重要前置因素，但訓練後自我效能對於導入後學習有更大的影響。而在社會資本的三個維度中，社會網絡連結在低訓練滿意度群中是影響導入後學習的最重要因素，信任則是高訓練滿意度群中影響導入後學習的最重要因素。我們的研究發現將有助學術上及實務上了解如何改善ERP使用及個人績效。 Since 1990s, the growth of ERP systems has been enormous. Now many organizations adopted ERP systems have disappointed about reaching the anticipated goals. The major reason is that employees don’t use ERP system effectively, and not result performance impact on their work. Therefore, how users learn to use effectively ERP systems in their work is a critical issue after implementation. Especially, the integrated and complicated natures of ERP system force users to continually learn new skills after ERP implementation. Although ERP usage is mandatory, individuals’ decisions about the extent of this usage and the effort invested in learning how to use are largely voluntary. This study explores the effects of post-implementation learning on ERP usage and individual performance impact and identifies the factors that can impact post-implementation learning from social cognitive theory and social capital theory. The model links social capital, post-training self-efficacy, post-implementation learning, ERP usage and individual performance impact in an ERP post-implementation context, based on which a series of hypotheses are developed. This study employs a survey method to examine the perceptions of ERP users. The theoretical model is tested by using structural equation modeling on a dataset of 659 users across 47 firms. To probe deeper into whether dependent variables are impacted by pre-implementation training, two subsmaples from low and high training satisfaction groups are compared. This study finds that post-implementation learning contributes to ERP usage and ERP usage has largely effects on individual performance impact. In addition, this study provides evidence that, while both social capital and post-training self-efficacy are important antecedents of post-implementation learning, post-training self-efficacy has a much stronger impact. This study also finds that among three dimensions of social capital, social network ties is the most important factor bearing on post-implementation learning in the low training satisfaction, while trust is the most important factor in the high training satisfaction. Our findings provide academics and practitioners with knowledge of how these factors can be manipulated to improve ERP usage and individual performance impact.
