E-learning in Peru : employer perceptions on online distance learning
Ruuskanen, Maria (2020)
Ruuskanen, Maria
2020
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2020091820563
https://urn.fi/URN:NBN:fi:amk-2020091820563
Tiivistelmä
E-learning has been identified as an enabler for people and organizations to keep up with changes in the global economy and, as such, an attractive option for developing countries, like Peru. A key factor affecting online distance learning motivation and enrollment is social influence. Social influence refers to people’s perceptions of what ‘important others’ think of their choices. Employers are identified as a group whose views and attitudes are particularly influential in society.
A relatively recent study carried out in Lima, Peru revealed that a surprisingly low number of respondents (42% of male respondents and 31 % of female respondents) believed that e-learning was appreciated and valued by companies. Similarly, 26 % of respondents believed that one of the main disadvantages of e-learning was that it was generally less valued than face-to-face education.
The main topic of interest of this study is whether Peruvian employers display dismissive attitudes towards potential employees with Online Distance Learning (ODL) experience. If so, what are their main concerns regarding the ODL study format and whether or not any common factors or trends can be identified to help explain employer attitudes towards ODL?
The data for this study were collected from 81 Peruvian top executives and 5 industry leaders, through an online survey and 5 semi-structured interviews. A mixed-method research approach, which combined descriptive statistics and analytic induction, was used to analyze the data.
Findings reveal a general trend of moderate negative bias against ODL in this respondent group. However, only one-fifth of respondents expressed a dismissive attitude towards potential employees with ODL experience. For one-third of respondents, the prestige of the educational institution accrediting the ODL was highly relevant. These findings suggest that there are ‘mitigating factors’ that play a key role in attitude formation and decision making. Demographic factors, such as age, appeared to be irrelevant in defining attitudes, while the respondents’ personal experience with ODL seemed to correlate positively with open-minded attitudes towards potential employees with ODL experience. Further studies, using random sampling, are recommended.
A relatively recent study carried out in Lima, Peru revealed that a surprisingly low number of respondents (42% of male respondents and 31 % of female respondents) believed that e-learning was appreciated and valued by companies. Similarly, 26 % of respondents believed that one of the main disadvantages of e-learning was that it was generally less valued than face-to-face education.
The main topic of interest of this study is whether Peruvian employers display dismissive attitudes towards potential employees with Online Distance Learning (ODL) experience. If so, what are their main concerns regarding the ODL study format and whether or not any common factors or trends can be identified to help explain employer attitudes towards ODL?
The data for this study were collected from 81 Peruvian top executives and 5 industry leaders, through an online survey and 5 semi-structured interviews. A mixed-method research approach, which combined descriptive statistics and analytic induction, was used to analyze the data.
Findings reveal a general trend of moderate negative bias against ODL in this respondent group. However, only one-fifth of respondents expressed a dismissive attitude towards potential employees with ODL experience. For one-third of respondents, the prestige of the educational institution accrediting the ODL was highly relevant. These findings suggest that there are ‘mitigating factors’ that play a key role in attitude formation and decision making. Demographic factors, such as age, appeared to be irrelevant in defining attitudes, while the respondents’ personal experience with ODL seemed to correlate positively with open-minded attitudes towards potential employees with ODL experience. Further studies, using random sampling, are recommended.