Maung K. Sein

Individual differences and conceptual models in training novice users

Although there is a strong theoretical basis for concluding that conceptual models are effective in aiding users build mental models of computer systems, very little empirical evidence exists to support such a conclusion. Frequently, the effect has been weak. Subjects trained with a conceptual model often perform better than control group subjects in learning tests, but seldom at a statistically significant level. One possible reason for this is the influence of individual differences such as basic cognitive abilities. This study examined the influence of two cognitive variables - visual ability and learning mode - in the mental model formation process of novice users of an electronic mail filing system. We compared the effectiveness of two types of conceptual models-analogical and abstract. It was found that high-visual subjects performed significantly better than low-visual subjects. Abstract learners also performed better than concrete learners.

The importance of individual differences in end-user training: The case for learning style

The importance of effective training in ensuring the success of End-User Computing (EUC) has been emphasized by several researchers in MIS. A vast amount of evidence from research in such related areas as educational psychology suggest that individual differences, such as a novice end users learning style may effect his/her learning of a new EUC software. This paper reports the findings of a series of studies that examined the influence of a novices learning style in learning of typical EUC tools such as spreadsheets and electronic mail. A consistent pattern of findings emerged that indicate that learning style is an important predictor of learning performance, both by itself and in interaction with training methods. The findings suggest that in the design of training, it is essential to match training methods to individual difference variables. Based on these findings, guidelines are suggested for IS professional involved in EUC training.

CONCEPTUAL MODELS IN TRAINING NOVICE USERS

Abstract Research findings provide ample support for the notion that providing a conceptual model of a system aids novice users in building mental models. Two types of conceptual models have been proposed: Analogical models and abstract models. It is argued that abstract conceptual models will provide more flexible mental models because they are more flexible representations. Individual differences must be considered as moderating variables in this analysis. A laboratory experiment was conducted to compare analogical and abstract models. Graduate business students were trained in the use of the filing capabilities of an electronic mail system. The findings of this study indicate that abstract conceptual models may indeed provide more flexible mental models for novice users of electronic mail, and that individual differences (in this case, visual ability), do affect the formulation of mental models.

Re-conceptualizing IT training for the workforce of the future

T-g in information technology (IT) tools has tradit.ionnaHy been defined in terms of skills. Consequently, training methods and appmacbes have focused almost exchwively on ensuring that a trainee acquire the skills required to use an IT tool, and in a specific ihmin. With the advent and increasing use of enterprise wide ET architectures, such as client/server, integrated processes such as work flow systems and integrated packages such as SAP, this narrow view of training will prove to be inadequate in preparing the workforce of tbe future. To train such a workforce, we propose a re-conceptualization ctf training based on a hierarchy of knowledge levels that a trainee will need. We then use this hierarchy to propose an integrated framework that can be wed to develop a comprehensive training strategy. We offer d.irecticms for research that is needed to use cur model to develop effective training strategies. 1.1

Career paths in a changing IS environment: a theoretical perspective

Increasingly, organizations are meeting their information systems needs outside the IS department through outsourcing and end-user computing. This trend has important ramifications for careers of IS professionals. In this paper we attempt to provide some conceptual clarity in this area. We present a theoretical framework of careers encompassing three constructs: organizational needs, organizational roles, and individual career anchors. The thrnework postulates that organizations have specific neeak related to information systems; such needs spawn specific roles that must be filled. IS professionals are driven by career anchors which must be satisfied. The intersection of these three constructs help fashion a career path and can explain the progression of career paths. We apply this fhunework to conceptually examine the impact of outsourcing and end-user computing on IS careers and present implications for both IS organizations and professionals and offer research directions.

Training for end-user computing: are basic abilities enough for learning?

The goal of this paper is to emphasize that the design of effective end-user computing (EUC) training programs constitutes an important role to be undertaken by the MIS organization. Results of a study conducted under the EUC training/learning framework proposed by Bostrom et al (1986) are reported. The thesis of the framework is that a successful training program to teach EUC tools should be based on an integrated view of the training/learning process. It views learning as an ongoing process composed of two or more phases. The first phase - termed training -EF introduces the user to the tool.nSubsequent to this initial period the user applies the tool on the job. Those phases are termed as problem solving phases. Three groups of variables are considered as relevant for each phase: the system/software to be learned, the training environment and the characteristic of the trainee. The interaction of these variables impact on the success of the learning and subsequent use of the tool by end-users.nThis study investigated the influence of basic cognitive abilities (representation of the trainee characteristic dimension) and training method (representation of the training environment dimension) on the learning of an EUC tool - IFPS. As proposed in the framework the basic abilities failed to substantially predict learning outcomes. However, differential outcomes for the training method were found.nBased on the results, implications for the design of training procedures and future research directions are discussed.

A psychometric study of the job characteristics scale of the job diagnostic survey in an MIS setting

Job Diagnostic Survey (JDS) is a widely used instrument in research focusing on job design and motivation. Based on Hackman and Oldham’s Job Characteristics Theory, it is generally used to examine how workers respond to job design. It has been especially used in the MIS literature to measure the job characteristics of system professionals and their motivation and satisfaction level with their jobs, and their role perceptions. Yet JDS has been widely criticized for its suspect factor structure. Several psychometric studies JJilv G UGCIJ GUILUUGICU, VGIY to replicate the factors Hackman-Oldham model. searchers have found that ture varied depending on other job related factors. incs the dimension ality of JGW llLIVG UCCIJ iJUJC postulated by the Consistently, rethe proposed structhe profession and This paper examthe job characteristics scale of JDS in a sample consisting of analysts and programmers. The factor structure that emerges suggests that different factors may relate to analysts and programmers. It is recommended that JDS be used with caution especially in a non-ho mogenous sample.

Deployment of System Development Methods

In this paper, we propose a model of deployment of systems development methods (SDMs). SDMs are stated to be developed based on particular assumptions and on specific paradigms. We trace the process of how SDMs are first developed, then may take on different versions as they are adapted and used in an organizational setting. We explore how these versions relate to the paradigm concept and we identify paradigmatic mismatches that may occur and need to be managed at each step.

The employees' side of IS (panel session)

The IS literature has almost always taken the perspective of the organization in addressing research issues. When we as researchers study productivity, benefits and competitive advantage, we almost always mean the benefits that accrue to the organization. Even such approaches as Socio-Technical systems and quality of work life have a decidedly company leaning. It is to the companys benefit that productivity etc. increase. Often, we go up one level and look at societal issues. What is left mostly untouched is the employees side. What benefits do they get? How is an employee`s “strategy” and productivity that matters to the employee as an individual (as opposed to being a servant of the organization) enhanced?nThere is often an inherent conflict in the viewpoints and interests of the employee and the organization. In such instances, the interests of the organization almost always win out. The employee is left to suffer the negative consequences of management initiatives such as BPR and downsizing. It is appropriate that we should ask ourselves what is the individual getting out of advances in technology? Is her quality of life enhanced not as a member of the organization, but as an individual? Is she getting the benefit of productivity gains that IT brings? Is she bearing and unequal burden of IT-related negative consequences? Or worse, is she paying the price for organizational gain?n The panel will try to sort through these issues. Obviously, we cannot provide many answers and solutions. But we will share our ideas and thoughts on these possibly contenious questions. Since we come from different corners of the globe, we will provide an international flavor to the issues. Essentially, we will broach three broad issues:What are the particular areas where the interests of the organization collide with those of the individual?nWhat are we doing about it? What innovative ideas have emerged? What are we doing particularly well?nWhat are we not doing well? What are the possible solutions to these?n