Abstract
PurposeDespite 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/approachA 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.FindingsFindings 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/implicationsFuture studies are implored to address the limitation of cross-sectional research design by using more objective measures and multiple data sources.Practical implicationsUnderstanding 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/valueBuilding on the self-determination theory, this study demonstrates the interrelationship among MGO, CSE, TMO and TT at the post-implementation phase of ERP.
Published Version
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