Lecture 7 Flashcards
TAM (technology acceptance model)
a model used to understand and explain how users accept and use technologies.
perceived usefulness and perceived ease of use > attitude > intention/adaption
can be used to predict why people will or will not start using a particular IS or IT
Social influence processes
- subjective norm
- image
- experience
- voluntariness
cognitive instrumental processes
- job relevance
- output quality
- result demonstrability
Determinants of perceived ease of use
individual
* self-efficiency
* external control (training & support)
* anxiety
* playfulness
system
* enjoyment & usability
Perceived usefulness
How useful the system is, if it helps you do your work
extent to which a user believes that the system will enhance their job performance.
Perceived ease of use
How easy it is to use the system, how fast you will learn to work with it.
subjective norm
what you believe that others expect of you
image
how you think that a system will influence your status
(if you think it is cool, you are more likely to use it)
Job relevance
If the system will be useful for your work (compatibility test)
Output quality
The expectations that the use and output of the system will have sufficient quality (profitibility test)
Result demonstrability
The extent to which the benefits of a technology or innovation are visible and measurable, and can be directly attributed to the technology.
computer self-efficiency
The confidence a person has in their ability to perform a task using a computer.
perception of external control
The belief that sufficient organizational and technical resources are available to support the use of a system.
computer anxiety
The anxiety or apprehension (bezorgdheid) a person feels when using computers.
computer playfulness
The degree of creativity and spontaneity in interacting with computers.
perceived enjoyment
The pleasure a person experiences when using a system, regardless of the results or performance outcomes.
objective usability
The actual effort required to complete tasks with a system, based on objective measurements, not perceptions.
motivation
the drive, purpose or cause to start or continue bahaviour
psychological contract
the unwritten set of expectations and obligations between an employee and the employer. The employees’ sense of responsibility towards their colleagues and the organization.
Theory x vs. y
- theory x = strict supervision, external rewards, and punishments > employees need to be controlled to perform well (negative view) = structure
- theory Y = Job satisfaction, self-motivation and employees’ ability to work independently > employees are naturally driven = culture
Basic model employee-organization relationship
It describes the relationship between the organization and the employee. Contextual and background factors influence both structural factors (such as HR policies) and cultural factors (such as climate and employee relationships), which make employees aware of their duties towards colleagues and the organization (psychological contract). This, in turn, affects soft factors (such as satisfaction and motivation), which ultimately lead to hard factors (such as performance).
Two-factor motivation (Herzberg)
- motivator factors
- hygiene factors
hygiene factors
Hygiene factors are conditions that prevent dissatisfaction, but do not directly increase motivation, such as salary, working conditions, and company culture. They address basic needs, but do not provide additional job satisfaction or motivation.
- external factors
motivator factors
Motivator factors are elements that lead to high motivation and satisfaction in employees, such as recognition, responsibility, and career opportunities. They are related to growth and intrinsic fulfillment from the work itself.
- internal factors
