The Effects Of Persuasive Messages On System Acceptance

Abstract

Firms have to invest millions of dollars to introduce a new system. If firms cannot persuade employees to accept and implement a system effectively, such investments are wasted. Since a given influence process may lead to differential outcomes, managers need to deliver influencing strategies to motivate employees and shape their behavior intentions related to system acceptance. This study integrates TAM, flow theory, and extends ELM to understand employees’ system acceptance. The findings indicate that two persuasive messages result in different influencing routes on employees’ emotional, functional, and utilitarian responses. Source credibility of persuasive messages has positive influence on playfulness, while argument quality of persuasive messages has positive influence on perceived ease of use and perceived usefulness. Attitude may play mediating roles in the relationship of playfulness-behavior intention and perceived usefulness-behavior intention.

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