การประยุกต์ใช้แรงจูงใจเพื่อพัฒนาการเรียนรู้ผ่านระบบการเรียนรู้ แบบเคลื่อนที่ของพนักงานในอุตสาหกรรม

• Main Author: เมธิญา กมล
• Other Authors: ผู้ช่วยศาสตราจารย์ ดร.ภราดร สุรีย์พงษ์
• Format: Independent Study
• Language: other
• Published: เชียงใหม่ : บัณฑิตวิทยาลัย มหาวิทยาลัยเชียงใหม่ 2020
• Online Access: http://cmuir.cmu.ac.th/jspui/handle/6653943832/69688
• Institution: Chiang Mai University

Recently, mobile learning concept is perceived as innovation e-learning platform which facilitated learning activities in the workplace for knowledge worker. This concept allows the users to improve their knowledge and skill with their mobile devices in their own place and time. The evident from research papers proved that the mobile learning is suitable for increase the learning performance of knowledge worker. Therefore, many organizations are adopted the concept of mobile learning as new technology for improving the performance of their knowledge workers. The private company in Chiang Mai, Thailand also has been implemented mobile learning in their organization. According to our survey, the concept attached many knowledge workers to enrolled in mobile learning course. Even the number of users who completed all task exercises in mobile learning is high, we found that most of them achieved low scores in exercise task and fail in the post-est. Thus, providing the appropriate motivation in mobile learning context should able to increase the performance of the knowledge workers. Previously, the researchers reported that non-monetary reward has potential to increase learner motivation in learning context since it creates the interest and positive feedback to the learner. Valence Instrumentality and Expectancy (VIE) Theory by Victor H. Vroom clarify that the individual motivation usually depends on the expectation of desired rewards and the ability to perform tasks. Therefore, we believe that provide the suitable non-monetary reward for the knowledge worker in organization should increase the motivation and learning performance. The aim of this research is 1) to study the motivation of knowledge workers on completing exercise task in mobile learning, 2) to apply the concept that improve motivation of knowledge workers on completing exercise task in mobile learning, and 3) to evaluate the effective of learning performance of knowledge workers on completing exercise task in mobile learning. 110 knowledge workers from private company in Chiang Mai, Thailand were involved in this research. The motivation of knowledge workers was examined by VIE questionnaires. Meanwhile, the learning performance was tested on completing exercise task in mobile learning session and post-test. The result indicated that VIE questionnaires classified the knowledge workers in different groups which based on different motivations. Meanwhile, the group of knowledge worker who received non-monetary reward achieve greater score in exercise task in mobile learning and post-test than the group who are not.