Which way of learning benefits your career? The role of different forms of work-related learning for different types of perceived employability

Decius, Julian; Knappstein, Michael; Klug, Katharina

doi:10.1080/1359432x.2023.2191846

Cited by 18 publications

(5 citation statements)

References 81 publications

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“…The outcomes of the research align harmoniously with prior investigations that underscore the paramount significance of IWL in elevating employees' competencies. In the context of the banking sector, the study pinpointed professional, personal, and social competencies as pivotal aspects, substantiating existing research that underscores the relevance of these competencies within financial institutions [10,19,20,24,49,62] .…”

Section: Discussion Of Research Findingssupporting

confidence: 68%

“…Several studies have identified that IWL contributes to competency development, particularly in the areas of functional or professional competence. For example, Rowold and Kauffeld [20] and Decius [10] found that informal learning at work, such as discussions with colleagues, led to the development of self-reported workrelated competence. Social learning approaches, learning from feedback, and supervisor support have also been identified as influencing professional competencies [21][22][23] .…”

Section: Informal Workplace Learning (Iwl) and Competency Developmentmentioning

confidence: 99%

“…In this context, this study aims to uncover the complexities of IWL, using the octagon model [10] . Which unravels IWL from eight different angles such as experience/action (trying and applying own idea/model learning), feedback (direct/indirect feedback), reflection (anticipatory/subsequent) and intent to learn (extrinsic/intrinsic intent).…”

Section: Introductionmentioning

confidence: 99%

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Informal workplace learning and employability: The mediating role of competency development among financial sector employees in Bhutan

Pradhan,

Rattanawiboonsom,

Panya

2023

Environ. Soc. Psychol.

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Amidst the rapid changes of this era, time constraints act as impediments to employees’ skill acquisition. However, a promising solution emerges in the form of informal workplace learning (IWL). Despite its potential, the precise impact of IWL on employability and competency development has remained an enigma. To unravel this, the present study draws upon the insights of the social learning theory. It delves deep into the impact of IWL on employability, incorporating competency development as a mediating element. The research also examines the potential moderating roles of learning goal orientation (LGO) and self-directed learning orientation (SDLO) in the IWL-competency development relationship. Leveraging data from 512 banking sector participants, the study employs a rigorous deductive design, administering a structured questionnaire through stratified random sampling. Analytical rigor is upheld via Confirmatory Factor Analysis, revealing squared multiple correlations (0.331 to 0.94) and affirming the CFA model’s validity and reliability through indices like average variance extracted (AVE) and composite reliability (CR). The hypotheses are subsequently evaluated through structural equation modelling (SEM). Findings reveal a substantial impact of IWL on employability (β = 0.13), with competency development effectively mediating this relationship (β = 0.30). While the anticipated moderating roles of LGO and SDLO do not manifest, this research furnishes valuable insights for organizations aiming to bolster their workforce’s proficiency and employability via IWL. The study contributes to the discourse on learning strategies amidst the contemporary professional landscape, urging organizations to harness the potential of IWL to foster adaptability and growth.

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Section: Discussion Of Research Findingssupporting

confidence: 68%

Section: Informal Workplace Learning (Iwl) and Competency Developmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Informal workplace learning and employability: The mediating role of competency development among financial sector employees in Bhutan

Pradhan,

Rattanawiboonsom,

Panya

2023

Environ. Soc. Psychol.

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“…Future research should also identify which aspects of professional development and training are more effective or relevant for job retention than others (e.g., pedagogical aspects and personalization). Furthermore, in future research, it would be useful to differentiate between employees who leave their current job for a better one (qualitative employability) and those who leave for any other reason (quantitative employability) [50].…”

Section: Discussionmentioning

confidence: 99%

The Role of Continuing Professional Training or Development in Maintaining Current Employment: A Systematic Review

Shiri,

El-Metwally,

Sallinen

et al. 2023

Healthcare

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The impact of continuing job education and professional development on early exit from the labor market is unclear. This systematic review examined how continuing job education or professional development influences the retention of current employment. We searched the PubMed and Embase databases from their start dates to January 2023. Two reviewers screened the full texts of relevant reports and assessed the methodological quality of the included studies using the adapted Effective Public Health Practice Project quality assessment. We qualitatively synthesized the results of the included studies. We screened 7338 publications and included 27 studies consisting of four cohort and 23 cross-sectional studies in the review. The participants of the selected studies were mostly from the health sector (24 studies). There were 19 studies on staying or leaving a current job, six on employee turnover intention, two on job change, one on return to work, one on early retirement, and one on employment. Continuing employee development or training opportunities were associated with increased intention to stay in a current job, decreased intention to leave a current job, decreased employee turnover intention, job change, or early retirement and with faster return to work. One of the two studies that examined the role of age showed that continuing employee development is a more important factor for retaining current employment among younger than older employees. A few studies found that job satisfaction and commitment fully mediated the relationship between employee development and employee intention to leave current employment. This study suggests that participating in professional training/development is related to a lower risk of leaving current employment.

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“…Despite previous research, there are still gaps in understanding the relationship between IWL and competency development. Recent studies emphasize knowledge sharing, interaction, and the importance of supervisor and management support [33,34] . Whereas, employee characteristics, such as experience and perceived support, also tends to influence IWL and competence development.…”

Section: Informal Workplace Learning and Effect On Self-reported Comp...mentioning

confidence: 99%

Unraveling the Nexus: Exploring informal workplace learning, competency development, and employability through a mixed method approach

Pradhan,

Rattanawiboonsom,

Panya

2023

Environ. Soc. Psychol.

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This research was carried out utilizing both quantitative and qualitative methods to examine the correlation between Informal Workplace Learning (IWL) and Employability. This investigation considers the role of competency development as an intermediary factor. The study tested a moderated mediation model using data collected from 512 employees from all five banks located in Bhutan. The findings supported initial hypotheses. Utilizing structural equation modelling (SEM), the study found that IWL significantly impacts employability, and this relationship is fully mediated by competency development. However, the expected moderating effects of Self-directed Learning Orientation (SDLO) and Learning Goal Orientation (LGO) on the connection between IWL and competency development were not observed. In simpler terms, the results suggest that IWL contributes to the development of competencies, which in turn enhances employability. Yet, SDLO and LGO do not enhance the influence of IWL on competency development. Additionally, qualitative techniques were employed to gather insights into the experiences related to IWL, competency development, and employability, providing a complementary perspective to quantitative findings. Overall, this study holds significance for shaping human resource policies formulation and strategies related to employee growth and development.

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Which way of learning benefits your career? The role of different forms of work-related learning for different types of perceived employability

Cited by 18 publications

References 81 publications

Informal workplace learning and employability: The mediating role of competency development among financial sector employees in Bhutan

Informal workplace learning and employability: The mediating role of competency development among financial sector employees in Bhutan

The Role of Continuing Professional Training or Development in Maintaining Current Employment: A Systematic Review

Unraveling the Nexus: Exploring informal workplace learning, competency development, and employability through a mixed method approach

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