Despite the wide acknowledgement of the knowledge-based economy, the need for life-long learning and quickly growing open online resources, Massive Open Online Courses (MOOCs) are not common means of corporate learning and development programs. The aim of this study is to identify key factors determining the adoption of MOOCs in corporate workplace learning programs. In this exploratory research, the authors employ empirical data from 36 in-depth interviews with corporate managers directly responsible for learning and development practices. Findings provide potential explanations for the mismatch between a generally positive attitude towards MOOCs and their still low adoption rate by identifying expectations towards MOOCs, as well as major reservations. We find that while corporations recognize the opportunities MOOCs can introduce into workplace learning, elevated expectations, negative first-time experiences and objective barriers inhibit MOOC adoption in corporate learning and development programs. It is among the first to expose the perspective of organizations at an early stage of adopting MOOCs. The findings provide a novel contribution to both workplace learning scholarship as well as practical recommendations which can inform HR managers’ decisions in regard to adopting digital means in workplace learning.

中文翻译：

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转变工作场所学习：在企业学习和发展中采用大规模开放在线课程的定性调查

尽管知识经济、终身学习的需求和快速增长的开放在线资源得到广泛认可，但大规模开放在线课程 (MOOC) 并不是企业学习和发展计划的常用手段。本研究的目的是确定决定在企业工作场所学习计划中采用 MOOC 的关键因素。在这项探索性研究中，作者采用了对直接负责学习和发展实践的企业经理进行的 36 次深度访谈的实证数据。通过确定对 MOOC 的期望以及主要保留意见，调查结果为对 MOOC 的普遍积极态度与其仍然低的采用率之间的不匹配提供了潜在的解释。我们发现，虽然企业认识到 MOOC 可以为工作场所学习带来的机会，但过高的期望、负面的初次体验和客观障碍阻碍了 MOOC 在企业学习和发展计划中的采用。它是最早在采用 MOOC 的早期阶段公开组织观点的机构之一。研究结果为工作场所学习奖学金和实用建议提供了新的贡献，可以为人力资源经理在工作场所学习中采用数字手段的决定提供信息。