Social Support, Computer Self-Efficacy, Transfer Motivation and ERP Training Transfer

Arasanmi, Chris Niyi; Ojo, Adedapo Oluwaseyi

doi:10.4018/ijeis.2019040101

Cited by 8 publications

(13 citation statements)

References 28 publications

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“…In essence, as users become more resilient, confident and intrinsically motivated, they are more likely to apply the acquired skills on the job. This finding is consistent with similar conclusions in previous studies (Arasanmi and Ojo, 2019; Arasanmi et al , 2017; Huang et al , 2017).…”

Section: Discussionsupporting

confidence: 94%

“…The ERP is one of the most complex business processes technologies; therefore, providing adequate training to the end-users is essential to maximising the benefits of this technology in the organisation (Hsu et al , 2015; Comuzzi and Parhizkar, 2017). Nevertheless, existing literature has explored the implications of training at the pre-implementation phase of ERP, with limited insights on stimulating end-users usage at the post-implementation phase (Arasanmi et al , 2017; Arasanmi and Ojo, 2019; Gou et al , 2019). Accordingly, our study demonstrates the relationship between MGO, CSE, TMO and the effective transfer of ERP training at the post-implementation phase.…”

Section: Discussionmentioning

confidence: 99%

“…Therefore, end users’ usage of systems is a logical way of accounting for the influence of training outcomes on the IT job environment and a measure of TT effectiveness. Prior studies have measured training effectiveness as information systems usage (Arasanmi and Ojo, 2019; Arasanmi et al , 2017).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Thus, the provision of relevant training to the end-users is essential to the effective usage of ES. Studies have also demonstrated that the training–task performance linkage may depend on whether end-users effectively apply the knowledge and training experience in work episodes (Arasanmi et al , 2017; Arasanmi and Ojo, 2019). Accordingly, training without an effective transfer of knowledge is like money down the drain.…”

Section: Introductionmentioning

confidence: 99%

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Investigating the motivational antecedents of training transfer at the post-implementation phase of enterprise systems

Arasanmi

Ojo

2021

GKMC

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Purpose Despite recognising the importance of training on the successful implementation of enterprise resource planning (ERP) systems, there is a shortage of research on mechanisms that facilitate the effective use of ERP implementation training in business environments. This study aims to investigate the factors influencing post-implementation transfer behaviours as a measure of training effectiveness among ERP users. Design/methodology/approach A conceptual model based on related theories was developed to explain the effectiveness of post-implementation ERP training. The study analysed collected data from ERP users drawn from finance, customer relationship management, marketing, sales and logistics units in some organisations in New Zealand. Findings Findings reveal that 42.7% of the variance in ERP training transfer (TT) can be explained by mastery goal orientation (MGO), computer self-efficacy (CSE) and transfer motivation (TMO). Furthermore, CSE and TMO acted as vital mechanisms by which MGO affects the TT. Research limitations/implications Future studies are implored to address the limitation of cross-sectional research design by using more objective measures and multiple data sources. Practical implications Understanding the underlying mechanisms of training effectiveness at the post-implementation phase can facilitate the development of strategic interventions to sustain effective transfer behaviours in ERP task environments. Originality/value Building on the self-determination theory, this study demonstrates the interrelationship among MGO, CSE, TMO and TT at the post-implementation phase of ERP.

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Section: Discussionsupporting

confidence: 94%

Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Investigating the motivational antecedents of training transfer at the post-implementation phase of enterprise systems

Arasanmi

Ojo

2021

GKMC

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“…The social exchange based studies have emphasised the importance of organisational support on employee outcomes in the in the work 0.000 0.000 0.000 0.000 environment (Arasanmi and Krishna, 2019;Muduli and Raval, 2018). This finding aligns with prior studies that have highlighted the positive impact of support from organisational leaders on employee outcomes (Ghosh et al, 2013;Arasanmi and Ojo, 2019).…”

Section: Discussionsupporting

confidence: 80%

Linking the employee value proposition (EVP) to employee behavioural outcomes

Arasanmi

Krishna

2019

ICT

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Purpose The purpose of this paper is to examine the link between employee value proposition (EVP) dimensions, employee commitment and organisational citizenship behaviours (OCBs) in organisations. Design/methodology/approach This cross-sectional study collected data from 134 employees of a government department using a survey method. The collected data were analysed with a regression method using Statistical Package for Social Sciences version 24. Findings The regression analysis shows that perceived organisational support, and work environment (WE) influence employee commitment. Also, the relationship between organisational commitment (OC) and OCB was found to be significant. The analysis also confirms that OC mediates the relationship between the EVP variables and OCB. Research limitations/implications This study is cross-sectional research, future studies may adopt a longitudinal method or multi-sourced data for further research insights. Due to the adopted research design, the findings should be interpreted with this in mind. Practical implications This study helps to understand the impact of EVP attributes on employee commitment in organisations. The finding would benefit organisations on the need to enhance EVP fulfilment, and its benefits findings from the study show perceived organisation support and WE affects OC while OC affects OCB. It is crucial for organisations to consider and align EVP strategies in their people management strategies. Originality/value This study contributes to the EVP theory by analysing the role of affiliation dimension of the EVP on employee commitment. Prior research appears to have neglected the influence of the EVP on employee commitment.

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Design principles for e-learning platforms featuring higher-education students’ enterprise systems end-user training

Wienand,

Wulfert,

Hoang

2024

Discov Educ

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Enterprise systems are complex information systems that are inevitable for companies’ success. As enterprise systems are only successful when used continuously and efficiently by end-users, knowledge on how to use them has become an important skill for employees. Research and practice favor an early obtainment of these skills for employees. Thus, it is usual to train students in enterprise systems usage before they start their professional career. Even though in organizational settings e-learning based approaches gain momentum, adapting design instances of multi-purpose platforms like Udacity, Udemy or Coursera existing approaches directed at students are scarce. Nevertheless, a well-informed e-learning platform design can support the learning process. Therefore, we investigate the design of e-learning platforms featuring students’ enterprise system end-user training. To address the lack of guidance on designing such e-learning platforms, we proposed four meta-requirements and ten design principles to increase students’ learning success on e-learning platforms focusing on students’ end-user training. To achieve this goal and to ground our results on empiricism, we collected data about e-learning-platform design from three data sources: (1) We reviewed the existing literature, (2) carried out a multi-case analysis, and (3) derived insights from implementing an e-learning platform for students’ end-user training and thereby demonstrating the applicability of the design principles. Finally, we evaluated the implementation. Following the design principles, learning success should be increased by a flexible learning environment with easy access and use, propelled motivation, and fostered information exchange.

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Social Support, Computer Self-Efficacy, Transfer Motivation and ERP Training Transfer

Cited by 8 publications

References 28 publications

Investigating the motivational antecedents of training transfer at the post-implementation phase of enterprise systems

Investigating the motivational antecedents of training transfer at the post-implementation phase of enterprise systems

Linking the employee value proposition (EVP) to employee behavioural outcomes

Design principles for e-learning platforms featuring higher-education students’ enterprise systems end-user training

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