Perceived Usefulness and Outcomes of Intranet-Based Learning (IBL): Developing Asynchronous Knowledge Management Systems in Organizational Settings

By Lee, DongHun; Kang, Sunwoo | Journal of Instructional Psychology, March 2005 | Go to article overview

Perceived Usefulness and Outcomes of Intranet-Based Learning (IBL): Developing Asynchronous Knowledge Management Systems in Organizational Settings


Lee, DongHun, Kang, Sunwoo, Journal of Instructional Psychology


This article introduces two studies showing the perceived usefulness reported by the participants of Intranet Based Learning (IBL) (N=226) and the effectiveness of IBL measured by the outcomes of two instructional groups and the control group in a Korean private company (N=132). It is suggested that additional aspects of IBL need to be considered when instructional trainers design asynchronous knowledge management systems. Implications for utilizing IBL are further provided.

**********

Intranets, which originally grew out of industry, are widely used in learning communities where knowledge, skills, and learning experience need to be shared (Ali, 2001). As technological development progresses, industries have attempted to develop innovative knowledge management system using intranet portals. For example, organizational knowledge is shared through intranet portals as an organizational memory information system (Duncan & Weiss, 1979). As a result, developing innovative knowledge management practices has become important and essential in providing training.

In the area of human resource development, the role of knowledge management is related to providing training on skills to maximize work performance, and giving rewards or incentives to enhance motivation to work. With the advent of information technology, trainers and administrators in organizations have pursued alternative methods of providing training. In particular, providing training has been linked to the issues of (1) adopting innovative technologies, and (2) facilitating trainees to learn various skills to engage in organizational tasks. Using innovative technological infrastructure such as the Intranet has widely been acknowledged as a useful medium, facilitating trainees' learning processes (Ali, 2001). In many organizations and industries in Korea, considering alternative ways of delivering training has become essential because of the issues related to maximizing the effectiveness of organizational training and learning. Recently, the role of knowledge management in Korean industries has taken a shift in the format of delivering training from direct, and lecture-based learning (LBL) to indirect, asynchronous, and self-paced learning. Intranet-Based Learning (IBL) is frequently adopted by Korean industries in providing learning programs and training. Technological advances are used to provide solutions to innovative learning not only in school settings but also to training in corporate settings. As other researchers have suggested, an efficient way of providing learning involves providing just-in-time learning via the Internet or Intranet (Pan et al., 2003). For example, Korean students in K-16 settings are eager to learn foreign languages, computer skills, or other career related classes via online education media (eBizgroup, 2000). Likewise, IBLin industries is used to deliver skill management, foreign languages, and other work related training such as work ethics (e-Bizgroup, 2000). This wide and frequent application of IBL seems to indicate that IBL can be utilized and provided to diverse learners from K-16 to learners who are employees in private sectors in Korea. In this article, we introduce IBL, examine its effectiveness of delivering learning materials, and propose developing a knowledge management system in training employees in private sectors.

Trainees in private sectors are faced with a dual role. As employees, they need to fulfill various job-related tasks. As learners, they need to demonstrate that they have acquired organizational knowledge, skills, and abilities. In other words, they basically need to meet the needs of training criteria provided by their company both as learners and employees. Therefore, they need extra time and effort to engage in learning while engaging in job-related tasks. Using IBL, the learning environment can be facilitative for learners to utilize sufficient resources (ChanLin, Huang, & Chan. …

The rest of this article is only available to active members of Questia

Sign up now for a free, 1-day trial and receive full access to:

  • Questia's entire collection
  • Automatic bibliography creation
  • More helpful research tools like notes, citations, and highlights
  • A full archive of books and articles related to this one
  • Ad-free environment

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

Perceived Usefulness and Outcomes of Intranet-Based Learning (IBL): Developing Asynchronous Knowledge Management Systems in Organizational Settings
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Help
Full screen

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Style
    Citations are available only to our active members.
    Sign up now to cite pages or passages in MLA, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    For full access in an ad-free environment, sign up now for a FREE, 1-day trial.

    Already a member? Log in now.