MOOCs at work: what induces employer support for them?
MOOCs at work: what induces employer support for them?
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DOI：
10.1080/09585192.2019.1616593
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发表时间：
2019-05-17
影响因子：
5.6
通讯作者：
Hamori, Monika
中科院分区：
文献类型：
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作者：
Hamori, Monika
大规模在线公开课(MOOC)是近年来采用率最快的学习技术，它们具有改变企业发展实践的潜力。然而，关于雇主如何使用MOOC，只有零散的证据。本文以人力资本理论为基础，提出了雇主支持网络公开课前因变量的假设。它使用了对MOOC学习者的调查数据以及有关课程和学习者所在国家的二手数据来检验假设。研究结果证实，缺乏规模投资于公司内部正式培训的小雇主比规模较大的雇主更有可能为MOOC提供支持，而且一些组织给学习者提供的MOOC休假时间不仅包括核心内容，还包括非核心但仍与工作相关的内容。然而，总体而言，雇主未能利用低成本的MOOC来弥补正规培训的不足。相反，他们提供的MOOC支持很少，面向高管和全职员工，而不是兼职员工。
Massive open online courses (MOOCs) are the learning technology with the fastest adoption rates in recent years, and they have the potential to transform corporate development practices. There is, however, only fragmented evidence on how employers use MOOCs. This paper relies on human capital theory to formulate hypotheses about the antecedents of employer support for MOOCs. It tests the hypotheses using data from a survey of MOOC learners and secondary data on the courses and on learners' countries. The results confirm that small employers that lack the scale to invest in in-company formal training are more likely to provide support for MOOCs than their larger counterparts, and that some organizations grant learners time off from work for MOOCs with not only core, but also non-core but still job-relevant content. Overall, however, employers fail to capitalize on low-cost MOOCs to compensate for a lack of formal training. On the contrary, what little MOOC support they offer goes to executives and full-time, rather than part-time employees.