기업의 직무교육에서 이러닝 성과 영향요인과 학습자 태도의 매개효과 분석

Abstract

The growth of information technology and communication(ICT) has give us a great opportunity to learn the high quality knowledge and skills, especially for business workers who have little chance to go to an educational institution in the work time. For whom to educate and train his employees through e-Learning, there are great challenges in the HRD(human resource development) program. There are many evidences that e-Learning would be a good alternative to enhance the employees' job skill and knowledge, and finally it could improve their job performance. Many researches have suggested the quality factors that affect the attitude and intention to use of e-Learning systems based on the TAM(Technology Acceptance Model). Some of researches used learner's satisfaction as a final dependent variable. But most of them didn't consider the improvement of job performance as final dependent variable in the business situation. We have two research objectives which are important to derive the implications of e-Learning strategy in the HRD program. The first objective is to test what factors, especially e-Learning quality factors and personal characteristics, affect on the e-Learning performance for the business workers. The second objective is to figure out the mediating effect of the attitude between the compulsory pressure to learn their job skill and final dependent variable. The survey questionnaires were gathered from the business workers who have had e-Learning experience in their company. The validity of measurements variables were also tested. The results of hypothesis test were significant enough to validate each path in the research model except practical use factor. In the analysis of mediation effect of learner's attitude, we could figure out the mediating role of attitude between the compulsory pressure and e-Learning performance. We could conclude that the most quality factors affect directly to the job performance. Also, the compulsory pressure to learn their job skill and technology was the most influential variable to the attitude directly and job performance indirectly. In conclusion, the executive manager of HRD department must change the e-Learning attitude of their employees above all, and need to impose some sense of learning obligation as well as to improve e-Learning service qualities.