Individual differences and informal learning in the workplace

Learning in the Twenty-First-Century Workplace

“…Choi & Jacobs (2011) found that personal learning orientation and participation in formal training positively influenced informal learning. Noe et al (2013) found that zest was the only significant predictor of informal learning when considered along with the Big Five traits and generalized self-efficacy. Based in positive psychology, zest is a character strength defined as one's approaching life with eagerness, energy, and anticipation (Peterson & Seligman 2004).…”

Factors Affecting Knowledge Acquisition among Adult Workers in Online Informal Learning Activities

“…Based on the research work of Marsick et al (1999), informal learning can be defined as a process initiated by an intent to learn, followed by experience and action, feedback seeking, and reflection (Noe et al, 2013). Lohman (2009) further identified informal learning, relating to the workplace, as those activities arising from people in workplace settings that help them to develop professional knowledge and skills.…”

exploration of leaders' experience with the informal learning process during role transition at a k-12 private, non-profit, co-educational, bilingual school in Jordan

“…Gaining insight into how best to engage in and promote workplace learning is a pressing issue given the evolving nature of one's roles and responsibilities (Billett, 2002). Many researchers emphasize the importance of ensuring that the work environment is conducive for informal learning to take place; whereas the cultural norm allows for both individual and group reflection with regard to learning, growth, and development (Marsick & Watkins, 2001;Conlon, 2004;Warhurst, 2006;Hunter, 2014;Deakin Crick, Haigney, Huang, Coburn, & Goldspink, 2013;Noe, Tews, & Marand, 2013). Workplace culture where open dialogue and healthy interactions about authentic onsite learning play a fundamental role in shaping individuals and group dynamics which will lead to an increase in overall organizational performance (Eraut, 2004: Deakin Crick, 2007).…”

“…Informal learning has been identified as an untapped professional development opportunity in the workplace (de Laat & Schreurs, 2013). It is pertinent that organizations acknowledge the potential that informal and incidental adult learning has for individuals and promote a culture to take full advantage of it Conlon, 2004Warhurst, 2006;Hunter, 2014;Noe, Tews, & Marand, 2013).…”