Abstract
The acceptance of mobile technologies by employees is critical to their successful implementation in the workplace for competence development. Consequently, the type of job position (TJP) held was proposed as a new technology acceptance moderator and its significance verified. To examine this new moderator’s role in explaining employees’ intention to use technology, particularly mobile devices and applications for knowledge transfer, an extended Unified Theory of Acceptance and Use of Technology (UTAUT) model was elaborated that included the TJP moderator. A structural equation modelling approach was used to validate the model on the basis of data collected via a survey received from 810 employees from Poland, from 26 sectors, both public and private. The study results highlight that TJP moderates the significance and strength of selected factors influencing technology acceptance, such as: user autonomy, relative usability, social influence, performance expectancy, effort expectancy and facilitating conditions. Moreover social influence was confirmed to impact the behavioral intention to use mobile technologies for knowledge transfer for managers only. Inversely, user autonomy influence on perceived effort required to use mobile learning shown to exist for all TJP moderator values except for managers. Theoretical and practical implications of study are discussed.
Highlights
IntroductionTechnologies and products are introduced that require employees to periodically or regularly update their knowledge and skills in order to keep up with the changes
More and more job positions require continuous growth in employee competence
For the type of job position (TJP), the p-value for the whole model was 0.014, meaning that model is variant, depending of this moderator, and dependence on TJP can be measured for particular connections
Summary
Technologies and products are introduced that require employees to periodically or regularly update their knowledge and skills in order to keep up with the changes. In this context they need to have access to tools that will give them fast, flexible and convenient means of transferring knowledge. Knowledge transfer is the process whereby a person, group, department or organization is affected by the experience of another [1]. Technologies should enhance willingness to share knowledge [2]. Providing quick and permanent access to professional knowledge necessitates the use of digital materials via
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