The impact of computer-aided design and drafting on operator perceptions and performance intentions
Abstract
The goal of the introduction of computer-aided design and drafting (CADD) technology is to improve engineering quantity and quality outcomes. What is not so obvious is that the manner in which the operator views the CADD job may affect these outcomes. Hackman has theorized that the job characteristic perceptions of individuals affect job outcomes. Support exists for this theory as it relates to job satisfaction but not for predictions of changes in the quantity or quality of job output. Fishbein has theorized that the intentions which lead to such output changes are influenced by two factors: first, an individual's attitudes; second, the influence of social referents. Further attitudes are said to be affected by beliefs about the job. The study described uses these two theories as a basis to explore performance changes in the quantity and quality of engineering drawings. The research described first studies the changes in job characteristic perceptions, attitudes, and intentions as occasioned by a transition from manual drafting to CADD in an engineering department. Additionally, the research examines the relationships in Fishbein's theory. Finally, the research investigates the relationship of a referent group's beliefs, attitudes and intentions to the subject's beliefs, attitudes and intentions. The study found that: (1) the subjects hold job characteristic beliefs about their jobs that are similar to those held by individuals in related professional and technical positions in other organizations. (2) subjects in routine jobs who had little experience with CADD believe that the characteristics of the job with CADD will be less desirable than their present job utilizing manual drafting. However, experienced users believe that there is little difference. (3) the subjects performing technologically routine jobs indicate that quantity and quality of their jobs decreases with CADD, while holders of technologically nonroutine jobs indicate the opposite. (4) significant but weak relationships existed between job characteristic beliefs, attitudes and job intentions. However, the model relationships and strengths varied when subgroups were analyzed. (5) the correlation of social referent group beliefs with subject beliefs are significant but weak.
Degree
Ph.D.
Advisors
King, Purdue University.
Subject Area
Management|Operations research
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