政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/146716

政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/146716

English | 正體中文 | 简体中文 | Post-Print筆數 : 27 | 全文筆數/總筆數 : 113318/144297 (79%)
造訪人次 : 50999359 線上人數 : 924

RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.

搜尋範圍

查詢小技巧：

您可在西文檢索詞彙前後加上"雙引號"，以獲取較精準的檢索結果

若欲以作者姓名搜尋，建議至進階搜尋限定作者欄位，可獲得較完整資料

進階搜尋

主頁 ‧ 登入 ‧ 上傳 ‧ 說明 ‧ 關於政大典藏 ‧ 管理

到手機版

政大機構典藏 > 傳播學院 > 數位內容碩士學位學程 > 學位論文 > Item 140.119/146716

請使用永久網址來引用或連結此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/146716

題名:	企業校園招募活動導入桌上型虛擬實境之Z世代使用意圖與行為分析 An analysis of user intention and behavior of Gen Z using campus recruiting event websites based on desktop virtual reality
作者:	鄭伃均 Cheng, Yu-Chun
貢獻者:	陳聖智蔡子傑 Chen, Sheng-Chih Tsai, Tzu-Chieh 鄭伃均 Cheng, Yu-Chun
關鍵詞:	企業招募校園招募桌上型虛擬實境延伸行整合性科技接受模型知覺有趣性資訊領域個人創新特性 Recruitment Campus Recruitment Desktop Virtual Reality Unified Theory of Acceptance and Use of Technology (UTAUT2) Perceived Enjoyment Personal Innovativeness in the domain of Technology (PIIT)
日期:	2023
上傳時間:	2023-08-02 14:38:16 (UTC+8)
摘要:	在COVID疫情期間，實體企業校園徵才博覽會轉為線上招募活動逐漸成為主流，而在後疫情時代，先前的數位招募活動經驗更推進了企業開創新型態校園招募行銷方式的基石。許多國內外企業相繼推出不同形式之桌上型虛擬實境校園招募活動，依活動內容屬性可分成四種類別：虛擬企業參訪、虛擬實境企業說明會、虛擬實境招募展覽以及整合型虛擬招募空間。本研究基於改良後之延伸型整合科技接受模型為研究架構，以探討2023至2024年之企業校園招募目標對象：Z世代對於桌上型虛擬實境校園招募活動之使用意圖及行為。由於先前缺乏企業桌上型虛擬實境校園招募活動的相關研究，因此研究方法首先與4位企業招募與管理專家進行半結構式訪談，透過SWOT分析整理企業對於桌上型虛擬實境校園招募活動的招募策略；也利用問卷調查法搜集318份有效問卷，以改良後之UTAUT2研究模型為基礎進行問項設計，探討Z世代之使用意向及行為；接著邀請5位Z世代填答者進行測試與訪談，以更深入了解Z世代意向之背後原因並觀察、統計其使用行為，更從訪談中梳理Z世代對於桌上型虛擬實境招募空間之期待與未來實務上能改善的方向。研究結果發現，企業導入桌上型虛擬實境可有效提升該企業對Z世代之僱主品牌形象；「知覺有趣性」是影響Z世代使用桌上型虛擬實境校園招募平台意願之關鍵因素；「資訊領域個人創新特性」驅使Z世代嘗試企業推出的新招募方法。在使用行為上，Z世代認為「方便性」為其最重要之使用因素，而互動行為則以「娛樂感」為最滿意的項目。期望及改善層面，Z世代則是期望於桌上型虛擬實境校園招募空間有一對一導覽者帶領，並於體驗上提升自由移動之能力，遊戲化之設計亦有助於提升知覺有趣程度，提升使用意願及使用體驗。 During the COVID pandemic, physical on-campus job fairs transformed into online recruitment events, making the on-campus and online hybrid method the main recruiting approach. In the post-pandemic era, previous digital recruitment experience has further propelled companies to explore new forms of campus recruitment events. Companies around the world have introduced different forms of desktop virtual reality campus recruitment activities, which can be categorized into four types based on their activity type: virtual company visits, virtual reality company presentations, virtual reality recruitment exhibitions, and integrated virtual recruitment spaces. This study utilizes an extended and modified version of the Unified Theory of Acceptance and Use of Technology (UTAUT2) model as the research framework. The primary objective is to examine the user intentions and behaviors of Generation Z, who are the target audience for corporate campus recruitment activities using desktop virtual reality. Due to the lack of prior research on desktop virtual reality campus recruitment activities, the research methodology initially involved interviews with four recruitment and management experts to gather recruitment strategies using SWOT analysis. Additionally, a questionnaire survey based on the modified UTAUT2 model was conducted, collecting 318 valid responses to explore the user intentions and behaviors of Generation Z. Furthermore, five Gen Z respondents were invited for testing and interviews to gain a deeper understanding of the underlying reasons behind their intentions and to analyze their usage behaviors. The research made a deeper dive into Gen Z`s expectations for desktop virtual reality recruitment spaces and directions for future improvements. The research findings indicate that the adoption of desktop virtual reality can effectively enhance an employer brand`s image among Gen Z. Furthermore, "Perceived enjoyment" was identified as the key factor influencing Gen Z`s willingness to use these platforms, while their "Personal Innovativeness in the Domain of Information Technology" drives their interest in trying out new recruitment methods. In terms of usage behavior, Gen Z considers "convenience" as the most important factor, while "entertainment value" was the most satisfying aspect in terms of interactive experiences. When it comes to expectations and areas for improvement, Gen Z desires a one-on-one tour guide and seeks enhanced freedom of movement during the experience. The incorporation of gamification elements also contributes to increasing the perceived enjoyment and improving usage intentions and experiences.
參考文獻:	行政院主計總處（2022）。111年2月職位空缺統計及110年經常性薪資調升情形。上網日期： 2022年6月6日。檢自：https://www.dgbas.gov.tw/ct.asp?xItem=48516&ctNode=5624 吳美玲（2016）。虛擬代言人物的類型對企業形象傳達力的影響-以心理年齡及性別角色之調節效果為例（未出版博士論文）。國立高雄第一科技大學行銷與流通管理研究所，高雄市。李建勳（2007）。以整合性科技接受模式探討影響 ERP 系統使用意向之關鍵因素（未出版碩士論文）。國立台灣科技大學工業管理系，台北市。林育綺（2017）。社群招募中企業形象對組織人才吸引力之影響：以廣告照片應用為調節變數（未出版碩士論文）。國立臺灣師範大學科技應用與人力資源發展學系碩士班，台北市。林青蔚（2003）。招募管道成效之評估研究-以高科技產業之人員職務為例（未出版碩士論文）。國立中央大學人力資源管理研究所碩士在職專班，桃園市。林亮妤（2022）。以延伸型整合性科技接受模型與網路特性探討線上募資課程之使用與購買意圖（未出版碩士論文）。國立政治大學數位內容碩士學位學程，台北市。韋萊韜悅2022年組織與人才前瞻報告（2022）。上網日期： 2022年6月6日。檢自：https://www.wtwco.com/zh-TW/Insights/2022/02/taiwan-insight-digest-2022-future-of-talent-and-organization-report。孫思源、羅月秀、趙珮如、吳章瑤（2008）。人力資源招募網站使用意向影響因素之探討。人力資源管理學報，8（3），1-23。陳家儀（2019）。社群招募關係建立模式對被動求職者應徵意圖之影響-以社群媒體LinkedIn之涉入程度為調節變項（未出版碩士論文）。國立臺灣師範大學科技應用與人力資源發展學系碩士班，台北市。陳聖智（2021）。後疫情時代的數位傳播－科技創新、智慧教育、與數位人文的觀點。人文與社會科學簡訊，22（3），66-72。微軟新聞中心（2021）。微軟在台擴大研發能量推動台灣成為全球技術研發重要據點。上網日期： 2022年6月6日。檢自：https://news.microsoft.com/zh-tw/rd-engineering-team-hiring/ 。楊文君（2008）。招募網站內容與使用者滿意度之分析（未出版碩士論文）。國立中央大學人力資源管理研究所碩士在職專班，桃園市。廖哲賢（2021）。探討消費者採用 Apple Watch 之影響因素：UTAUT2 模型的分析（未出版碩士論文）。國立台灣大學國際企業學碩士班，台北市。賴易如（2022）。以UTAUT2模式探討純電動汽車潛在消費者之使用意圖（未出版碩士論文）。國立臺北商業大學國際商務所碩士論文，台北市。賴建都（2022）。台灣廣告產業面對疫情衝擊的競爭契機與營運佈局之研究。中國廣告學刊，（27），73-97。賴靜姿（2008）。企業聲望及其招募策略與招募管道、社會新鮮人應徵意願關係之研究（未出版碩士論文）。國立中央大學人力資源管理研究所碩士在職專班，桃園市。謝懷恕、曾芳代、張蓓琪、徐翊維（2022）應用修正 UTAUT2 探討消費者對於智慧家庭設備之採用意圖。中華管理發展評論，11（1），29-54。魏三峯（2004）。求職者就業資訊媒體的使用與滿足研究-從人力網站求職者探討（未出版碩士論文）。中國文化大學新聞學研究所碩士在職專班，台北市。蘇敏硯（2013）。如何在校園徵才中提高潛在應徵者對業務工作的吸引力（未出版碩士論文）。東海大學企業管理學系碩士班，台中市。 Abd Majid, F., & Mohd Shamsudin, N. (2019). Identifying factors affecting acceptance of virtual reality in classrooms based on technology acceptance model (TAM). Asian Journal of University Education, 15(2), 1-10. Agarwal, R., & Prasad, J. (1998). A conceptual and operational definition of personal innovativeness in the domain of information technology. Information Systems Research, 9(2), 204-215. Ahmed, O. (2018). Artificial intelligence in HR. International Journal of Research and Analytical Reviews, 5(4), 971-978. Altarteer, S., & Charissis, V. (2019). Technology acceptance model for 3D virtual reality system in luxury brands online stores. IEEE Access, 7, 64053-64062. Annetta, L. A., Minogue, J., Holmes, S. Y., & Cheng, M. T. (2009). Investigating the impact of video games on high school students’ engagement and learning about genetics. Computers & Education, 53(1), 74-85. Arefin, M. S., Hoque, M. R., Yeasir, A., & Islam, N. (2016). Impact of e-recruiting system implementation on HR professionals` attitude, affective commitment to change and turnover intention: Applying the UTAUT Model. The Business Review, Journal of School of Business, 5, 125-144. Backhaus, K.B. & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9, 501-517. Beech, I. (2022). Adapt and grow your audience with virtual events. Retrieved from: https://hirespace.com/blog/growing-your-audience-with-virtual-events (November 9, 2022). Belt, J. A., & Paolillo, J. G. (1982). The influence of corporate image and specificity of candidate qualifications on response to recruitment advertisement. Journal of Management, 8(1), 105-112. Bhupendra, S.H. & Swati, G. (2015). Opportunities and challenges of e- recruitment. Journal of Management Engineering and Information Technology, 2(2), 1-4. Bierbaum, A., Just, C., Hartling, P., Meinert, K., Baker, A., & Cruz-Neira, C. (2001, March). VR Juggler: A virtual platform for virtual reality application development. In Proceedings IEEE Virtual Reality 2001 (pp. 89-96). IEEE. Braddy, P. W., Thompson, L. F., Wuensch, K. L., & Grossnickle, W. F. (2003). Internet recruiting: The effects of web page design features. Social Sciences Computer Review, 21(3), 374–385. Brooks, F. P. (1999). What`s real about virtual reality? IEEE Computer Graphics and Applications, 19(6), 16-27. Brown, S. A., & Venkatesh, V. (2005). Model of adoption of technology in households: A baseline model test and extension incorporating household life cycle. MIS Quarterly, 399-426. Burdea, G. (1993). Virtual reality systems and applications. Paper presentated at the Electro’93 International Conference, Short Course, Edison, 164. Burdea, G. C., & Coiffet, P. (2003). Virtual Reality Technology. John Wiley & Sons. Cable, D. M., & Turban, D. B. (2001). Establishing the dimensions, sources and value of job seekers` employer knowledge during recruitment. In Research in Personnel and Human Resources Management (Vol. 20, pp. 115-163). Emerald Group Publishing Limited. Cardador, M. T., Northcraft, G. B., & Whicker, J. (2017). A theory of work gamification: Something old, something new, something borrowed, something cool? Human Resource Management Review, 27(2), 353-365. Chen, C. H., Yang, J. C., Shen, S., & Jeng, M. C. (2007). A desktop virtual reality earth motion system in astronomy education. Journal of Educational Technology & Society, 10(3), 289-304. Chen, C. J., Toh, S. C., & Fauzy, W. M. (2004). The theoretical framework for designing desktop virtual reality-based learning environments. Journal of Interactive Learning Research, 15(2), 147-167. Chen, S. C., Yen, D. C., & Hwang, M. I. (2012). Factors influencing the continuance intention to the usage of Web 2.0: An empirical study. Computers in Human Behavior, 28(3), 933-941. Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, 33(7), 1277-1296. Chung, J., & Tan, F. B. (2004). Antecedents of perceived playfulness: an exploratory study on user acceptance of general information-searching websites. Information & Management, 41(7), 869-881. Cober, R. T., Brown, D. J., Blumental, A. J., Doverspike, D., & Levy, P. (2000). The quest for the qualified job surfer: It’s time the public sector catches the wave. Public Personnel Management, 29(4), 479–494. Cohen, J. (1992). Statistical power analysis. Current Directions in Psychological Science, 1(3), 98-101. Colbert, A., Yee, N., & George, G. (2016). The digital workforce and the workplace of the future. Academy of Management Journal, 59(3), 731-739. Davis, F. D. (1985). A technology acceptance model for empirically testing new end-user information systems: Theory and Results (Doctoral dissertation, Massachusetts Institute of Technology). Davis, F. D., Bagozzi, R. P., & Warshaw, P. R. (1992). Extrinsic and intrinsic motivation to use computers in the workplace 1. Journal of Applied Social Psychology, 22(14), 1111-1132. Davison, H. K., Maraist, C., & Bing, M. N. (2011). Friend or foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26(2), 153-159. Deiser, R., & Newton, S. (2013). Six social-media skills every leader needs. McKinsey Quarterly, 1, 62-75. Deloitte (2016). Global Human Capital Trends 2016. The new organization: different by design. Retrieved from: https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/gx-dup-global-human-capital-trends-2016.pdf(November 17, 2022). Deterding, S., Dixon, D., Khaled, R., & Nacke, L. (2011, September). From game design elements to gamefulness: defining" gamification". In Proceedings of the 15th International MindTrek Conference: Envisioning Future Media Environments (pp. 9-15). El Ouirdi, A., El Ouirdi, M., Segers, J., & Henderickx, E. (2015). Employees` use of social media technologies: a methodological and thematic review. Behaviour & Information Technology, 34(5), 454-464. El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe. Computers in human behavior, 57, 240-249. Fagan, M., Kilmon, C., & Pandey, V. (2012). Exploring the adoption of a virtual reality simulation: The role of perceived ease of use, perceived usefulness and personal innovativeness. Campus-Wide Information Systems. Fishbein, M., & Ajzen, I. (1977). Belief, attitude, intention, and behavior: An introduction to theory and research. Philosophy and Rhetoric, 10(2), 177-188. Francis, T., & Hoefel, F. (2018). True Gen’: Generation Z and its implications for companies. McKinsey & Company, 12, 1-10. Gatewood, R. D., Gowan, M. A., & Lautenschlager, G. J. (1993). Corporate image, recruitment image and initial job choice decisions. Academy of Management Journal, 36(2), 414-427. George, D., & Mallery, P. (2003). SPSS for Windows Step By Step: A Simple Guide and Reference, 11.0 Update. Allyn & Bacon, 231. Goh, E., & Baum, T. (2021). Job perceptions of Generation Z hotel employees towards working in Covid-19 quarantine hotels: the role of meaningful work. International Journal of Contemporary Hospitality Management, 33(5), 1688-1710. Goldberg, E. (2022). A Two-Year, 50-Million-Person Experiment in Changing How We Work. Retrieved from: https://www.nytimes.com/2022/03/10/business/remote-work-office-life.html (November 17, 2022). Graafland, M., Vollebergh, M. F., Lagarde, S. M., Van Haperen, M., Bemelman, W. A., & Schijven, M. P. (2014). A serious game can be a valid method to train clinical decision-making in surgery. World Journal of Surgery, 38, 3056-3062. Griffeth, R. W., Tenbrink, A., & Robinson, S. (2013). 13 Recruitment Sources: A Review of Outcomes. The Oxford Handbook of Recruitment, 2, 215. Hofacker, C. F., De Ruyter, K., Lurie, N. H., Manchanda, P., & Donaldson, J. (2016). Gamification and mobile marketing effectiveness. Journal of Interactive Marketing, 34(1), 25-36. Horodyski, P. (2023). Recruiter`s perception of artificial intelligence (AI)-Based tools in recruitment. Computers in Human Behavior Reports, 100298. Jacobs, P. (2009). What is social recruiting. Human Resources Magazine, 14(5), 2-3. James, F. (2019). How to Utilize Virtual Reality in Your Student Recruitment. Retrieved from: https://www.qs.com/virtual-reality-student-recruitment/ (November 17, 2022). Kay, A. S. (2000). Recruiters embrace the Internet. Information Week, 778, 72–80. Kirchmayer, Z., & Fratričová, J. (2020). What motivates generation Z at work? Insights into motivation drivers of business students in Slovakia. Proceedings of the Innovation Management and Education Excellence Through Vision, 6019-6030. Klimkiewicz, K., & Oltra, V. (2017). Does CSR enhance employer attractiveness? The role of millennial job seekers` attitudes. Corporate Social Responsibility and Environmental Management, 24(5), 449-463. Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49. Krithika, J., Venkatraman, P., & Sindhujaa, E. (2019). Virtual HR era in human resource management. EPRA International Journal of Multidisciplinary Research, 5(10), 49-57. Kuepper, D. M., Klein, K., & Voelckner, F. (2021). Gamifying employer branding: An integrating framework and research propositions for a new HRM approach in the digitized economy. Human Resource Management Review, 31(1), 100686. Kumar, M. A., & Priyanka, S. (2014). A study on adoption of E-recruitment using Technology Acceptance Model (TAM) with reference to graduating students in universities in Bahrain. International Journal of Advance Research in Computer Science and Management Studies, 2(9), 377-383. Lee, I. (2005). The evolution of e-recruiting: a content analysis of Fortune 100 career web sites. Journal of Electronic Commerce in Organizations (JECO), 3(3), 57-68. Lee, W., Xiong, L., & Hu, C. (2012). The effect of Facebook users’ arousal and valence on intention to go to the festival: Applying an extension of the technology acceptance model. International Journal of Hospitality Management, 31(3), 819-827. Lin, L. P. L., Huang, S. C. L., & Ho, Y. C. (2020). Could virtual reality effectively market slow travel in a heritage destination? Tourism Management, 78, 104027. LinkedIn Talent Solutions (2022). 2022 Global Talent Trends- The Reinvention of Company Culture. Retrieved from: https://business.linkedin.com/talent-solutions/global-talent-trends (October 15, 2022). Loiacono, E., Djamasbi, S., Tulu, B., & Pavlov, O. (2011, July). Why virtual job recruitment is not well accepted by Generation Y? —A case study on second life. In International Conference on Human-Computer Interaction (pp. 245-254). Springer, Berlin, Heidelberg. Ma, L, & Ye, M. (2015). The role of electronic human resource management in contemporary human resource management. Open Journal of Social Sciences, 03(04),71-78. Manis, K. T., & Choi, D. (2019). The virtual reality hardware acceptance model (VR-HAM): Extending and individuating the technology acceptance model (TAM) for virtual reality hardware. Journal of Business Research, 100, 503-513. Marcus, A. (2001). Is island too small for HR and headhunters. Electronic Engineering Times, 1152, 129-133. Markoulli, M. P., Lee, C. I., Byington, E., & Felps, W. A. (2017). Mapping Human Resource Management: Reviewing the field and charting future directions. Human Resource Management Review, 27(3), 367-396. McCrindle, M., & Fell, A. (2019). Understanding Generation Z: Recruiting, training and leading the next generation. McCrindle Research Pty Ltd., 17-18. McDonald, A. (2020). Eventbrite Reports Accelerated Growth in Online Events. Retrieved from: https://investor.eventbrite.com/press-releases/press-releases-details/2020/Eventbrite-Reports-Accelerated-Growth-in-Online-Events/default.aspx (November 17, 2022). Meister, J. C., & Willyerd, K. (2021). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow’s employees today. HarperCollins Publishers Inc, 86-110. Mohan, N. (2016). One step closer to reality: introducing 360-degree live streaming and spatial audio on YouTube. Retrieved from: https://blog.youtube/news-and-events/one-step-closer-to-reality-introducing/ (November 10, 2022). Moon, J. W., & Kim, Y. G. (2001). Extending the TAM for a World-Wide-Web context. Information & Management, 38(4), 217-230. Ozkan, M., & Solmaz, B. (2015). The changing face of the employees–generation Z and their perceptions of work (a study applied to university students). Procedia Economics and Finance, 26, 476-483. Peters, P., Den Dulk, L., & Van Der Lippe, T. (2009). The effects of time-spatial flexibility and new working conditions on employees’ work–life balance: The Dutch case. Community, Work & Family, 12(3), 279-297. Pimentel, K., & Teixeira, K. (1993). Virtual Reality Through The New Looking Glass, (pp. 41-202). Ann Arbor, MI: Intel/McGraw-Hill. Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717-725. Reitman, F., & Schneer, J. A. (2008). Enabling the new careers of the 21st century. Organization Management Journal, 5(1), 17-28. Rouis, S., Limayem, M., & Salehi-Sangari, E. (2011). Impact of Facebook Usage on Students Academic Achievement: Role of self-regulation and trust. Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5-18. Simarmata, M. T., & Hia, I. J. (2020). The role of personal innovativeness on behavioral intention of Information Technology. Journal of Economics and Business, 1(2), 18-29. Singh, A. P., & Dangmei, J. (2016). Understanding the generation Z: the future workforce. South-Asian Journal of Multidisciplinary Studies, 3(3), 1-5. Sivertzen, A.M., Nilsen, E.R., & Olafsen, A.H. (2013). Employer branding: employer attractiveness and the use of social media. Journal of Product & Brand Management, 22 (7), 473-483. Strauss, W., & Howe, N. (1991). Generations: The history of America`s future, 1584 to 2069 (Vol. 544). New York: Quill. Succi, M. J., & Walter, Z. D. (1999). Theory of user acceptance of information technologies: an examination of health care professionals. In Proceedings of the 32nd Annual Hawaii International Conference on Systems Sciences. 1999. HICSS-32. Abstracts and CD-ROM of Full Papers (pp. 1-7). IEEE. The Reinvention of Company Culture. 2022 Global Talent Trends, 16-26. Thompson, A. (2020). Values-based recruitment: Recruitment strategy effectiveness on gaining generation Z matriculation. (Master’s thesis, 4799). Retrieved from https://thekeep.eiu.edu/cgi/viewcontent.cgi?article=5801&context=theses Tom, V. R. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6(5), 573-592. Turban, D. B., & Greening, D. W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40(3), 658-672. Turner, A. (2015). Generation Z: Technology and social interest. The Journal of Individual Psychology, 71(2), 103-113. Van der Heijden, H. (2003). Factors influencing the usage of websites: the case of a generic portal in The Netherlands. Information & Management, 40(6), 541-549. Van der Heijden, H. (2004). User acceptance of hedonic information systems. MIS Quarterly, 28, 695-704. Venkatesh, V. (2000). Determinants of perceived ease of use: Integrating control, intrinsic motivation, and emotion into the technology acceptance model. Information Systems Research, 11(4), 342-365. Venkatesh, V., & Davis, F, D. (2000). A theoretical extension of the technology acceptance model: Four longitudinal field studies. Management Science, 46(2), 186-204. Venkatesh, V., & Speier, C. (2000). Creating an effective training environment for enhancing telework. International Journal of Human-Computer Studies, 52(6), 991-1005. Venkatesh, V., Thong, J. Y., & Xu, X. (2012). Consumer acceptance and use of information technology: extending the unified theory of acceptance and use of technology. MIS Quarterly, 157-178. Webster, J., & Martocchio, J. J. (1992). Microcomputer playfulness: Development of a measure with workplace implications. MIS Quarterly, 16(2), 201-226. Weihrich, H. (1982). The TOWS matrix—A tool for situational analysis. Long Range Planning, 15(2), 54-66. Zhou, Z., Jin, X. L., Vogel, D. R., Fang, Y., & Chen, X. (2011). Individual motivations and demographic differences in social virtual world uses: An exploratory investigation in Second Life. International Journal of Information Management, 31(3), 261-271.
描述:	碩士國立政治大學數位內容碩士學位學程 110462004
資料來源:	http://thesis.lib.nccu.edu.tw/record/#G0110462004
資料類型:	thesis
顯示於類別:	[數位內容碩士學位學程] 學位論文

文件中的檔案:

檔案	描述	大小	格式	瀏覽次數
200401.pdf		34687Kb	Adobe PDF2	0	檢視/開啟

在政大典藏中所有的資料項目都受到原著作權保護.

社群 sharing

著作權政策宣告 Copyright Announcement

1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.

DSpace Software Copyright © 2002-2004 MIT & Hewlett-Packard / Enhanced by NTU Library IR team Copyright © - 回饋