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What Kind of Employee Wants to Use Corporate E-Learning: An Empirical Case Study in the Financial Industry

What Kind of Employee Wants to Use Corporate E-Learning: An Empirical Case Study in the Financial Industry

Tainyi Luor, Hsi-Peng Lu, Judy Chuan-Chuan Lin, Hueiju Yu
Copyright: © 2014 |Volume: 12 |Issue: 1 |Pages: 12
ISSN: 1539-3100|EISSN: 1539-3119|EISBN13: 9781466653511|DOI: 10.4018/ijdet.2014010101
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MLA

Luor, Tainyi, et al. "What Kind of Employee Wants to Use Corporate E-Learning: An Empirical Case Study in the Financial Industry." IJDET vol.12, no.1 2014: pp.1-12. http://doi.org/10.4018/ijdet.2014010101

APA

Luor, T., Lu, H., Lin, J. C., & Yu, H. (2014). What Kind of Employee Wants to Use Corporate E-Learning: An Empirical Case Study in the Financial Industry. International Journal of Distance Education Technologies (IJDET), 12(1), 1-12. http://doi.org/10.4018/ijdet.2014010101

Chicago

Luor, Tainyi, et al. "What Kind of Employee Wants to Use Corporate E-Learning: An Empirical Case Study in the Financial Industry," International Journal of Distance Education Technologies (IJDET) 12, no.1: 1-12. http://doi.org/10.4018/ijdet.2014010101

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Abstract

Despite the plethora of previous studies on the various uses of e-learning, there is a dearth of research on employees' action to use corporate e-learning (ACE1). The present study attempts to address this lack in literature by investigating whether individual factors such as self-esteem and need for cognition, and job factors such as job hygiene factors (JHF) and job motivation factors (JMF) applied from Herzberg's Motivation-Hygiene Theory affect learners' ACE. This study tests the difference between high action and low action learners. Findings indicate that high action learners have higher individual factors and JMF than lower action learners. The difference in JHF between high action learners and low action learners is not significant. From a practical perspective, the authors' findings provide corporate e-learning providers with a heightened perspective into the possible actions of its employees regarding their use of corporate e-learning programs and platforms, which could offer organizations with important insights into human capital investment.

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