شناسايي و ارزيابی عوامل تعیین‌کننده پذیرش متاورس در آموزش کارکنان
محورهای موضوعی : مدیریت منابع انسانی
مرسده آدابی
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حرمت اصغری
2
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مهدی داوری
3
1 - گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد ، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران.
2 - گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد ، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران.
3 - گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد ، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران.
کلید واژه: متاورس, آموزش کارکنان, پذیرش فناوری,
چکیده مقاله :
زمینه و هدف: پیش از طراحی و پیاده‌سازی زیرساخت‌های متاورسی در آموزش سازمانی، ضروری است تا مسأله پذیرش این فناوری نوین مورد بررسی دقیق قرار گیرد. هدف تحقیق حاضر، شناسايي و ارزيابی عوامل تعیین‌کننده پذیرش متاورس در آموزش کارکنان می باشد.
روش تحقیق: این پژوهش ازلحاظ هدف کاربردی، ازلحاظ ماهیت اکتشافی و بر اساس روش آمیخته (کیفی و کمی) انجام‌شد. در بخش کیفی از روش تحلیل تم ودر بخش کمی از روش دلفی و مدل ساختاری تفسیری استفاده شد. با روش نمونه گیری هدفمند 14 نفر از صاحبنظران مدیریت منابع انسانی تا اشباع نظری انتخاب شدند. در بخش مدلسازی ساختاری تفسیری، براساس ماتریس ساختارمند، مدل سلسله مراتبی طراحی شد.
یافته ها: یافته ها نشان داد که 10 مؤلفه شناسایی شده عبارتند از مفید بودن ادراک‌شده، زیرساخت و دسترسی فناورانه، پذیرش فناوری، فرهنگ سازمانی و آمادگی تغییر، درگیری و تعامل کاربر، ارزیابی، سهولت استفاده ادراک‌شده، و .... همچنین براساس مدل ساختاری تفسیری، 5 سلسله مراتب برای پذیرش متاورس در آموزش کارکنان مشخص شد.
نتیجه گیری: این فناوری نوظهور، اگرچه ظرفیت‌های منحصربه‌فردی برای ارتقاء اثربخشی، تعامل‌پذیری و شبیه‌سازی محیط‌های یادگیری دارد، اما پذیرش موفق آن در سازمان‌ها وابسته به مجموعه‌ای از عوامل ساختاری، فرهنگی، فنی و رفتاری است. نیازسنجی به‌عنوان زیربنای کلیدی، آغازگر فرایند پذیرش است و بدون شناسایی دقیق نیازهای کارکنان، سرمایه‌گذاری بر متاورس ممکن است به شکست منتهی شود.
Background and purpose: Prior to the design and implementation of Metaverse infrastructures within organizational training programs, it is essential to conduct a thorough examination of the acceptance of this emerging technology. The objective of the present study is to identify and assess the factors that influence the acceptance of the Metaverse in employee training.
Research method: This study was undertaken with an applied focus, characterized by an exploratory approach, and employed a mixed-methods design incorporating both qualitative and quantitative methodologies. In the qualitative component, the thematic analysis technique was utilized, while the quantitative component involved the application of the Delphi method and the interpretive structural modeling approach. Fourteen human resource management experts were purposively sampled until theoretical saturation was achieved. In the interpretive structural modeling section, a hierarchical model was developed based on a structured matrix.
Findings: The results indicated that the 10 identified components are: perceived usefulness, technological infrastructure and accessibility, technology acceptance, organizational culture and readiness for change, user engagement and interaction, evaluation, perceived ease of use, and ... Based on the interpretive structural model, five hierarchical levels pertaining to the adoption of the Metaverse in employee training were delineated.
Conclusion: Although this emerging technology possesses distinctive capabilities to improve the effectiveness, interactivity, and simulation within learning environments, its successful implementation within organizations is contingent upon a combination of structural, cultural, technical, and behavioral factors. The needs assessment, serving as a fundamental component of infrastructure, is instrumental in initiating the adoption process; failure to accurately identify the needs of employees may result in unsuccessful investment in the Metaverse.
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