Current business leaders continue to adopt e-learning technology despite concerns regarding its value. Positing that the effectiveness of e-training depends on how its environment is managed, we argue that a learner-centric approach is necessary in order to achieve workplace training goals. We subsequently develop a theoretical model that is aimed at identifying the key components of learner-centered e-training environments, which serve the function of providing a benchmarked approach for evaluating e-training success. The model was empirically tested using data from an Internet survey of retail industry employees and partial least squares techniques were used for analysis. Based on the findings, this study clarifies what is needed for successful e-training in terms of instructional design, system design, and organizational support.
Get full access to this article
View all access options for this article.
References
1.
SchooleyC. 2006. Training is a valued employee portal component. The Research Report. Cambridge, MA: Forrester Research, Inc.
2.
BagshawM, BagshawC. Radical self-development: a bottom up perspective. Industrial and Commercial Training, 2002; 34,4/5:194–9.
3.
CollinsC, BuhalisD, PetersM. Enhancing SMTEs' business performance through the Internet and e-learning platforms. Education & Training, 2003; 45,8/9:483–94.
4.
PailingM. E-learning: is it really the best thing since sliced bread?Industry and Commercial Training, 2002; 34,4/5:151–5.
5.
HallRH. Education, hypermedia, and the World Wide Web: old realities and new visions. CyberPsychology & Behavior, 2000; 3,1:1–7.
6.
LinHF. Measuring online learning systems success: applying the updated DeLone and McLean model. CyberPsychology & Behavior, 2007; 10,6:817–20.
7.
RowdenRW, ConineCTJr.The impact of workplace learning on job satisfaction in small US commercial banks. Journal of Workplace Learning, 2005; 17,4:215–30.
8.
McCombsBL, WhislerJS. 1997. The learner-centered classroom and schools: Strategies for increasing student motivation and achievement. San Francisco: Jossey-Bass.
9.
RoblyerMD. 2004. Integrating educational technology into teaching. Upper Saddle River, NJ: Pearson Education Inc.
10.
RosenbergMJ. 2001. E-learning: strategies for delivering knowledge in the digital age. New York, NY: McGraw-Hill.
11.
GalaganPA. 14 things CEOs should know about e-learning. Training & Development, 2001; 55,11:69–74.
12.
JulienA. Classifying e-trainer standards. Journal of Workplace Learning, 2005; 17,5/6:385–97.
13.
RubensteinH. Recognizing e-learning's potential and pitfalls. Learning and Training Innovations, 2003; 4,4:38.
14.
KleinmanG, SiegelPH, EcksteinC. Mentoring and learning: the case of CPA firms. Leadership & Organization Development Journal, 2001; 22,1:22–34.
15.
LittleB. Achieving high performance through e-learning. Industrial and Commercial Training, 2001; 33,6/7:203–7.
16.
BoseK. An e-learning experience: a written analysis based on my experience in an e-learning pilot project. Campus-Wide Information Systems, 2003; 20,5:193–9.
SchooleyC. 2004. eLearning takes off with the airlines. The Research Report. Cambridge, MA: Forrester Research, Inc.
19.
DavisSA, BostromRP. Training end users: an experimental investigation of the role of the computer interface and training methods. MIS Quarterly, 1993; 17,1:61–85.
20.
WildRH, GriggsKA, DowningT. A framework for e-learning as a tool for knowledge management. Industrial Management & Data Systems, 2002; 102,7:370–80.
21.
CavanaghT, MetcalfD. 2004. Advanced learning environment for the aerospace industry. www.astd.org/LC/2004/0204_metcalf.htm. 2009 June 15.
22.
WebsterR. E-learning takes workers out of classroom. New Orleans City Business, 2001; 21,40.
23.
LongLK, SmithRD. The role of web-based distance learning in HR development. Journal of Management Development, 2004; 23,3/4:270–84.
24.
GunasekaranA, McNeilRD, ShaulD. E-learning: research and applications. Industrial and Commercial Training, 2002; 34,2:44–53.
25.
HerzbergF, MausnerB, SnydermanBB. 1959. The motivation to work, 2nd. New York: John Wiley & Sons, Inc.
26.
ChinWW, MarcolinBL, NewstedPR. A partial least squares latent variable modeling approach for measuring interaction effects. Information Systems Research, 2003; 14,2:189–217.
27.
DiamantopoulosA, SiguawJA. Formative versus reflective indicators in organizational measure development: a comparison and empirical illustration. British Journal of Management, 2006; 17,4:263–82.
28.
LowryDS, SimonA, KimberlyN. Toward improved employment relations practices of casual employees in the New South Wales registered clubs industry. Human Resource Development Quarterly, 2002; 13,1:53–69.
29.
GarridoMJ, PerezP, AntonC. Determinants of sales manager job satisfaction. International Journal of Human Resource Management, 2005; 16,10:1934–54.
30.
SchmidtSW. The relationship between satisfaction with workplace training and overall job satisfaction. Human Resource Development Quarterly, 2007; 18,4:481–98.
