ERP導入後學習對ERP使用及個人績效的影響－從社會認知理論及社會資本理論來探討

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張秀華(Hsiu-hua Chang) 查詢紙本館藏

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論文名稱

ERP導入後學習對ERP使用及個人績效的影響－從社會認知理論及社會資本理論來探討
(Effects of ERP Post-implementation Learning on ERP Usage and Individual Performance Impact-From Social Cognitive and Social Capital Theories)

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摘要(中)

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。

摘要(英)

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.

關鍵字(中)

★ 導入後學習
★ 社會資本
★ 訓練後自我效能
★ 導入前訓練
★ ERP使用
★ 個人績效影響

關鍵字(英)

★ individual performance impact
★ ERP usage
★ pre-implementation training
★ social capital
★ post-implementation learning
★ post-training self-efficacy

論文目次

論文提要 i
Abstract ii
致謝辭 iv
Contents v
Tables vii
Figures viii
1. Introduction 1
1.1 Research Motivations 1
1.2 Research Questions 4
1.2 Overview of This Study 5
2. Conceptual Background 6
2.1 Post-implementation Learning 6
2.1.1 The Concept of Post-implementation Learning 6
2.1.2 Three Conditions for Learning to Happen 8
2.2 Social Capital Theory: Social Capital 9
2.2.1 The Concept of Social Capital 9
2.2.2 Three Dimensions of Social Capital 10
2.3 Social Cognitive Theory: Post-training Self-efficacy 11
2.4 ERP Usage 13
2.4.1 The Concept of ERP Usage 13
2.4.2 The Components of Usage 15
2.5 Individual Performance Impact 16
2.5.1 The Concept of Individual Performance Impact 16
3. Research Framework and Hypotheses 19
3.1 Research Framework 19
3.2 Hypotheses Development 20
3.2.1 Post-implementation Learning and ERP Usage 20
3.2.2 ERP Usage and Individual Performance Impact 21
3.2.3 Social Capital and Post-implementation Learning 21
3.2.4 Post-training Self-efficacy and Post-implementation Learning 25
3.3 Control Variables 26
3.4 Hypotheses Summary 27
4. Research Methodology 28
4.1 Research Design and Data Collection 28
4.2 Instrument Development 28
4.3 Method of Data Analysis 31
5. Data Analysis 35
5.1 Descriptive Statistics 35
5.2 Measurement Model 36
5.3 Structural Model 41
5.3.1 Analysis of the Full Sample 42
5.3.2 The Moderating Effect Testing 45
6. Discussion 50
7. Conclusion 58
7.1 Limitations 59
7.2 Theoretical Implications 60
7.3 Managerial Implications 62
References 64
Appendix 72
A.1 Questionnaire 72
A.2. Factor Loadings and t-Values of Measurement Items: Submodel 1 75
A.3. Factor Loadings and t-Values of Measurement Items: Submodel 2 76
A.4. Factor Loadings and t-Values of Measurement Items: Submodel 3 77
A.5. Path Coefficients and t-Values for Hypotheses Tested: Full Sample 78
A.6. t-Test for low and high satisfaction groups 79
A.7. Path Coefficients and t-Values for Low Satisfaction Group 80
A.8. Path Coefficients and t-Values for High Satisfaction Group 81

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指導教授

周惠文(Huey-Wen Chou)

審核日期

2009-7-11

推文