The Promotion of Technology Acceptance and Work Engagement in Industry 4.0: From Personal Resources to Information and Training

被引:83
作者
Molino, Monica [1 ]
Cortese, Claudio G. [1 ]
Ghislieri, Chiara [1 ]
机构
[1] Univ Turin, Dept Psychol, Turin 10124, Italy
关键词
industry; 4; 0; technology acceptance; work engagement; personal resources; training; USER ACCEPTANCE; PERFORMANCE; SATISFACTION; MEDIATION; BURNOUT; SYSTEM; HEALTH; MODEL; JOB;
D O I
10.3390/ijerph17072438
中图分类号
X [环境科学、安全科学];
学科分类号
08 ; 0830 ;
摘要
Thanks to the rapid advances of technology, we are currently experiencing the fourth industrial revolution, which is introducing several changes in how organizations operate and how people learn and do their work. Many questions arise within this framework about how these transformations may affect workers' wellbeing, and the Work and Organizational Psychology is called upon to address these open issues. This study aims to investigate personal and organizational antecedents (resilience, goal orientation and opportunities for information and training) and one consequence (work engagement) of technology acceptance within factories, comparing white- and blue-collar workers. The study involved a sample of 598 workers (white-collar = 220, blue-collar = 378) employed at an Italian company who filled in a self-report questionnaire. In both samples, the multi-group structural equation model showed a positive relationship between resilience, opportunities for information and training, and technology acceptance, which in turn showed a positive association with work engagement. All indirect effects were significant. This study investigated the motivational dynamics related to the introduction of new technologies within factories involving the little-studied population of blue-collar workers. Results highlighted the importance of providing information and opportunities for training to all employees, in order to support Industry 4.0 transformations without impacting on workers' motivation.
引用
收藏
页数:15
相关论文
共 64 条
[1]   THE THEORY OF PLANNED BEHAVIOR [J].
AJZEN, I .
ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES, 1991, 50 (02) :179-211
[2]  
[Anonymous], HDB EMPLOYEE ENGAGEM
[3]  
[Anonymous], 2010, 9241210 ISO
[4]  
[Anonymous], 2013, 64 WMA GEN ASS FORT
[5]  
[Anonymous], FRACTAL CO REVOLUTIO
[6]  
[Anonymous], 2016, 4 IND REVOLUTION
[7]  
[Anonymous], 2002, J HAPPINESS STUD, DOI DOI 10.1023/A:1015630930326
[8]  
[Anonymous], 1975, Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research, DOI DOI 10.1080/00336297.1994.10484118.FAO/RAP/FIPL
[9]   The Meaning, Antecedents and Outcomes of Employee Engagement: A Narrative Synthesis [J].
Bailey, Catherine ;
Madden, Adrian ;
Alfes, Kerstin ;
Fletcher, Luke .
INTERNATIONAL JOURNAL OF MANAGEMENT REVIEWS, 2017, 19 (01) :31-53
[10]  
Bakker A. B., 2014, WELLBEING, P1, DOI [https://doi.org/10.1002/9781118539415.wbwell019, DOI 10.1002/9781118539415.WBWELL019]