The Learning Intention of Low-Qualified Employees: A Key for Participation in Lifelong Learning and Continuous Training

Autor/inn/en	Kyndt, Eva; Govaerts, Natalie; Dochy, Filip; Baert, Herman
Titel	The Learning Intention of Low-Qualified Employees: A Key for Participation in Lifelong Learning and Continuous Training
Quelle	In: Vocations and Learning, 4 (2011) 3, S.211-229 (19 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1874-785X
DOI	10.1007/s12186-011-9058-5
Schlagwörter	Job Skills; Employment Qualifications; Intention; Educational Attainment; Statistical Analysis; Surveys; Employees; On the Job Training; Employee Attitudes; Regression (Statistics); Self Efficacy; Professional Autonomy; Learning Motivation; Participation; Work Environment; Individual Characteristics; Lifelong Learning + Suchen Sie Ihr Suchwort? Produktive Fertigkeit; Employment qualification; Vocational qualification; Vocational qualifications; Berufliche Qualifikation; Bildungsabschluss; Bildungsgut; Statistische Analyse; Survey; Umfrage; Befragung; Employee; Arbeitnehmer; Beschäftigter; Training-on-the-Job; Arbeitnehmerinteresse; Regression; Regressionsanalyse; Self-efficacy; Selbstwirksamkeit; Berufsfreiheit; Motivation for studies; Lernmotivation; Teilnahme; Arbeitsmilieu; Personality characteristic; Personality traits; Persönlichkeitsmerkmal; Life-long learning; Lebenslanges Lernen
Abstract	In our continuously changing society, a need for updating one's skills and knowledge puts pressure on safeguarding the labour market position of low-qualified employees. However, prior research and official statistics show that employees with a lower level of education tend to participate less in training than highly-educated individuals. This limited participation is associated with employers offering fewer opportunities to low-qualified employees, but also with the fact that low-qualified employees themselves might be less willing to participate. In other words, their learning intentions are assumed to be weaker and more restricted than the learning intentions of highly-educated employees. The article reports on a quantitative survey research on the learning intentions of 406 low-qualified employees. The results showed that employees who participated in formal job-related learning activities during the last 5 years had a stronger learning intention than those who did not. Next, the results of the stepwise regression showed that self-directedness, financial benefits, self-efficacy, and autonomy were significant positive predictors of the learning intentions of low-qualified employees. Also, the limited number of possibilities or opportunities to learn was not significant. The results indicated that a learning intention can lead towards the participation in learning activities, but participation is not merely initiated by offering opportunities for learning. Organisational aspects such as job autonomy and financial benefits can stimulate the learning intention of an employee. Finally, regarding the socio-demographic variables, only limited differences were found. In short, employees with no educational qualifications and a full-time contract had the lowest intention to learn. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01