What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions
The current research starts from the observation that low-qualified employees hold a vulnerable position on the labour market. It has been argued that learning and development can decrease this vulnerability; unfortunately research has shown that low-qualified employees participate considerably less...
Gespeichert in:
| Veröffentlicht in: | Studies in continuing education 2013-11, Vol.35 (3), p.315-336 |
|---|---|
| Hauptverfasser: | , , , , |
| Format: | Artikel |
| Sprache: | eng |
| Schlagworte: | |
| Online-Zugang: | Volltext |
| Tags: |
Tag hinzufügen
Keine Tags, Fügen Sie den ersten Tag hinzu!
|
| container_end_page | 336 |
|---|---|
| container_issue | 3 |
| container_start_page | 315 |
| container_title | Studies in continuing education |
| container_volume | 35 |
| creator | Kyndt, Eva Govaerts, Natalie Claes, Trees De La Marche, Jens Dochy, Filip |
| description | The current research starts from the observation that low-qualified employees hold a vulnerable position on the labour market. It has been argued that learning and development can decrease this vulnerability; unfortunately research has shown that low-qualified employees participate considerably less in learning activities in comparison with high-qualified employees. According to the Theory of Reasoned Action, intention steers the actual behaviour of individuals. Therefore, this research will investigate which factors contribute to the learning intention of low-qualified employees. A cross-sectional mixed-method study was executed. In total 652 low-qualified employees completed a survey and 15 semi-structured interviews were conducted. The results show that prior participation in learning activities, self-directedness, undertaking time management activities and perceived organisational support are positively related to an employee's learning intention. Furthermore, it is important that the content of the training offered is perceived useful and closely related to the job low-qualified employees execute. |
| doi_str_mv | 10.1080/0158037X.2013.764282 |
| format | Article |
| fullrecord | <record><control><sourceid>proquest_rmit_</sourceid><recordid>TN_cdi_proquest_journals_1449851674</recordid><sourceformat>XML</sourceformat><sourcesystem>PC</sourcesystem><ericid>EJ1023186</ericid><informt_id>10.3316/aeipt.200839</informt_id><sourcerecordid>3123589411</sourcerecordid><originalsourceid>FETCH-LOGICAL-c467t-fdd754c52c0552b7d11cd144fb56970292fd400fc5967991ea5294a7a030fac43</originalsourceid><addsrcrecordid>eNp9kU9v1DAQxSMEEkvhG4BkiXO2tuPEyakqVYGiSlxA9GZN_ac7VWKntrft3vngOE3hyGmkeb_3xnquqveMbhnt6TFlbU8bebXllDVb2Qne8xfVhglJa8a7q5fVZkHqhXldvUnpllLas27YVL9_7SCTKWS8h2wTGcNDfbeHER1aQ-w0j-Fgyz4HMkPMqHEuHEFPcgT06G8IeEOMvbdjmCfr8wk5JRM-WlNPNu-CISnvzYGE4thZjGS0EJ986HPBMfj0tnrlYEz23fM8qn5-Pv9x9rW-_P7l4uz0staik7l2xshW6JZr2rb8WhrGtGFCuOu2GyTlA3dGUOp0O3RyGJiFlg8CJNCGOtCiOao-rrlzDHd7m7K6Dfvoy0lVYoa-ZZ1cKLFSOoaUonVqjjhBPChG1dK3-tu3WvpWa9_F9mG12Yj6n-X8G6O8YX1X9E-rHifMCizOWe1ynpMykEGhd-FJCfFGmYDLsaZh3TPJy4c1Qwk5WUNWHB5CHI3KcBhDdBG8xqSa_z7zD0cBqs8</addsrcrecordid><sourcetype>Aggregation Database</sourcetype><iscdi>true</iscdi><recordtype>article</recordtype><pqid>1449851674</pqid></control><display><type>article</type><title>What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions</title><source>EBSCOhost Education Source</source><creator>Kyndt, Eva ; Govaerts, Natalie ; Claes, Trees ; De La Marche, Jens ; Dochy, Filip</creator><creatorcontrib>Kyndt, Eva ; Govaerts, Natalie ; Claes, Trees ; De La Marche, Jens ; Dochy, Filip</creatorcontrib><description>The current research starts from the observation that low-qualified employees hold a vulnerable position on the labour market. It has been argued that learning and development can decrease this vulnerability; unfortunately research has shown that low-qualified employees participate considerably less in learning activities in comparison with high-qualified employees. According to the Theory of Reasoned Action, intention steers the actual behaviour of individuals. Therefore, this research will investigate which factors contribute to the learning intention of low-qualified employees. A cross-sectional mixed-method study was executed. In total 652 low-qualified employees completed a survey and 15 semi-structured interviews were conducted. The results show that prior participation in learning activities, self-directedness, undertaking time management activities and perceived organisational support are positively related to an employee's learning intention. Furthermore, it is important that the content of the training offered is perceived useful and closely related to the job low-qualified employees execute.</description><identifier>ISSN: 0158-037X</identifier><identifier>EISSN: 1470-126X</identifier><identifier>DOI: 10.1080/0158037X.2013.764282</identifier><language>eng</language><publisher>Sydney: Routledge</publisher><subject>Adult Education ; Age Differences ; Behavior Theories ; Continuing education ; Educational Attitudes ; Employee Attitudes ; Employees ; Factor Analysis ; Gender Differences ; Influences ; Intentional Learning ; Labor Market ; Learning ; Learning activities ; learning intention ; low-qualified employees ; Measures (Individuals) ; Mixed Methods Research ; Motivation ; Multimethod techniques ; Organizational Climate ; Predictor Variables ; Questionnaires ; Regression (Statistics) ; Reliability ; Semi Structured Interviews ; Semiskilled workers ; Service workers ; Statistical Analysis ; Student Characteristics ; Surveys ; theory of reasoned action ; Time Management ; Training ; Unskilled Workers ; Vocational education and training</subject><ispartof>Studies in continuing education, 2013-11, Vol.35 (3), p.315-336</ispartof><rights>2013 Taylor & Francis 2013</rights><rights>Copyright Taylor & Francis Ltd. 2013</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-c467t-fdd754c52c0552b7d11cd144fb56970292fd400fc5967991ea5294a7a030fac43</citedby><cites>FETCH-LOGICAL-c467t-fdd754c52c0552b7d11cd144fb56970292fd400fc5967991ea5294a7a030fac43</cites></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><link.rule.ids>314,780,784,27923,27924</link.rule.ids><backlink>$$Uhttp://eric.ed.gov/ERICWebPortal/detail?accno=EJ1023186$$DView record in ERIC$$Hfree_for_read</backlink></links><search><creatorcontrib>Kyndt, Eva</creatorcontrib><creatorcontrib>Govaerts, Natalie</creatorcontrib><creatorcontrib>Claes, Trees</creatorcontrib><creatorcontrib>De La Marche, Jens</creatorcontrib><creatorcontrib>Dochy, Filip</creatorcontrib><title>What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions</title><title>Studies in continuing education</title><description>The current research starts from the observation that low-qualified employees hold a vulnerable position on the labour market. It has been argued that learning and development can decrease this vulnerability; unfortunately research has shown that low-qualified employees participate considerably less in learning activities in comparison with high-qualified employees. According to the Theory of Reasoned Action, intention steers the actual behaviour of individuals. Therefore, this research will investigate which factors contribute to the learning intention of low-qualified employees. A cross-sectional mixed-method study was executed. In total 652 low-qualified employees completed a survey and 15 semi-structured interviews were conducted. The results show that prior participation in learning activities, self-directedness, undertaking time management activities and perceived organisational support are positively related to an employee's learning intention. Furthermore, it is important that the content of the training offered is perceived useful and closely related to the job low-qualified employees execute.</description><subject>Adult Education</subject><subject>Age Differences</subject><subject>Behavior Theories</subject><subject>Continuing education</subject><subject>Educational Attitudes</subject><subject>Employee Attitudes</subject><subject>Employees</subject><subject>Factor Analysis</subject><subject>Gender Differences</subject><subject>Influences</subject><subject>Intentional Learning</subject><subject>Labor Market</subject><subject>Learning</subject><subject>Learning activities</subject><subject>learning intention</subject><subject>low-qualified employees</subject><subject>Measures (Individuals)</subject><subject>Mixed Methods Research</subject><subject>Motivation</subject><subject>Multimethod techniques</subject><subject>Organizational Climate</subject><subject>Predictor Variables</subject><subject>Questionnaires</subject><subject>Regression (Statistics)</subject><subject>Reliability</subject><subject>Semi Structured Interviews</subject><subject>Semiskilled workers</subject><subject>Service workers</subject><subject>Statistical Analysis</subject><subject>Student Characteristics</subject><subject>Surveys</subject><subject>theory of reasoned action</subject><subject>Time Management</subject><subject>Training</subject><subject>Unskilled Workers</subject><subject>Vocational education and training</subject><issn>0158-037X</issn><issn>1470-126X</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2013</creationdate><recordtype>article</recordtype><recordid>eNp9kU9v1DAQxSMEEkvhG4BkiXO2tuPEyakqVYGiSlxA9GZN_ac7VWKntrft3vngOE3hyGmkeb_3xnquqveMbhnt6TFlbU8bebXllDVb2Qne8xfVhglJa8a7q5fVZkHqhXldvUnpllLas27YVL9_7SCTKWS8h2wTGcNDfbeHER1aQ-w0j-Fgyz4HMkPMqHEuHEFPcgT06G8IeEOMvbdjmCfr8wk5JRM-WlNPNu-CISnvzYGE4thZjGS0EJ986HPBMfj0tnrlYEz23fM8qn5-Pv9x9rW-_P7l4uz0staik7l2xshW6JZr2rb8WhrGtGFCuOu2GyTlA3dGUOp0O3RyGJiFlg8CJNCGOtCiOao-rrlzDHd7m7K6Dfvoy0lVYoa-ZZ1cKLFSOoaUonVqjjhBPChG1dK3-tu3WvpWa9_F9mG12Yj6n-X8G6O8YX1X9E-rHifMCizOWe1ynpMykEGhd-FJCfFGmYDLsaZh3TPJy4c1Qwk5WUNWHB5CHI3KcBhDdBG8xqSa_z7zD0cBqs8</recordid><startdate>20131101</startdate><enddate>20131101</enddate><creator>Kyndt, Eva</creator><creator>Govaerts, Natalie</creator><creator>Claes, Trees</creator><creator>De La Marche, Jens</creator><creator>Dochy, Filip</creator><general>Routledge</general><general>Taylor & Francis Ltd</general><scope>7SW</scope><scope>BJH</scope><scope>BNH</scope><scope>BNI</scope><scope>BNJ</scope><scope>BNO</scope><scope>ERI</scope><scope>PET</scope><scope>REK</scope><scope>WWN</scope><scope>AAYXX</scope><scope>CITATION</scope></search><sort><creationdate>20131101</creationdate><title>What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions</title><author>Kyndt, Eva ; Govaerts, Natalie ; Claes, Trees ; De La Marche, Jens ; Dochy, Filip</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c467t-fdd754c52c0552b7d11cd144fb56970292fd400fc5967991ea5294a7a030fac43</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2013</creationdate><topic>Adult Education</topic><topic>Age Differences</topic><topic>Behavior Theories</topic><topic>Continuing education</topic><topic>Educational Attitudes</topic><topic>Employee Attitudes</topic><topic>Employees</topic><topic>Factor Analysis</topic><topic>Gender Differences</topic><topic>Influences</topic><topic>Intentional Learning</topic><topic>Labor Market</topic><topic>Learning</topic><topic>Learning activities</topic><topic>learning intention</topic><topic>low-qualified employees</topic><topic>Measures (Individuals)</topic><topic>Mixed Methods Research</topic><topic>Motivation</topic><topic>Multimethod techniques</topic><topic>Organizational Climate</topic><topic>Predictor Variables</topic><topic>Questionnaires</topic><topic>Regression (Statistics)</topic><topic>Reliability</topic><topic>Semi Structured Interviews</topic><topic>Semiskilled workers</topic><topic>Service workers</topic><topic>Statistical Analysis</topic><topic>Student Characteristics</topic><topic>Surveys</topic><topic>theory of reasoned action</topic><topic>Time Management</topic><topic>Training</topic><topic>Unskilled Workers</topic><topic>Vocational education and training</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Kyndt, Eva</creatorcontrib><creatorcontrib>Govaerts, Natalie</creatorcontrib><creatorcontrib>Claes, Trees</creatorcontrib><creatorcontrib>De La Marche, Jens</creatorcontrib><creatorcontrib>Dochy, Filip</creatorcontrib><collection>ERIC</collection><collection>ERIC (Ovid)</collection><collection>ERIC</collection><collection>ERIC</collection><collection>ERIC (Legacy Platform)</collection><collection>ERIC( SilverPlatter )</collection><collection>ERIC</collection><collection>ERIC PlusText (Legacy Platform)</collection><collection>Education Resources Information Center (ERIC)</collection><collection>ERIC</collection><collection>CrossRef</collection><jtitle>Studies in continuing education</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Kyndt, Eva</au><au>Govaerts, Natalie</au><au>Claes, Trees</au><au>De La Marche, Jens</au><au>Dochy, Filip</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><ericid>EJ1023186</ericid><atitle>What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions</atitle><jtitle>Studies in continuing education</jtitle><date>2013-11-01</date><risdate>2013</risdate><volume>35</volume><issue>3</issue><spage>315</spage><epage>336</epage><pages>315-336</pages><issn>0158-037X</issn><eissn>1470-126X</eissn><abstract>The current research starts from the observation that low-qualified employees hold a vulnerable position on the labour market. It has been argued that learning and development can decrease this vulnerability; unfortunately research has shown that low-qualified employees participate considerably less in learning activities in comparison with high-qualified employees. According to the Theory of Reasoned Action, intention steers the actual behaviour of individuals. Therefore, this research will investigate which factors contribute to the learning intention of low-qualified employees. A cross-sectional mixed-method study was executed. In total 652 low-qualified employees completed a survey and 15 semi-structured interviews were conducted. The results show that prior participation in learning activities, self-directedness, undertaking time management activities and perceived organisational support are positively related to an employee's learning intention. Furthermore, it is important that the content of the training offered is perceived useful and closely related to the job low-qualified employees execute.</abstract><cop>Sydney</cop><pub>Routledge</pub><doi>10.1080/0158037X.2013.764282</doi><tpages>22</tpages></addata></record> |
| fulltext | fulltext |
| identifier | ISSN: 0158-037X |
| ispartof | Studies in continuing education, 2013-11, Vol.35 (3), p.315-336 |
| issn | 0158-037X 1470-126X |
| language | eng |
| recordid | cdi_proquest_journals_1449851674 |
| source | EBSCOhost Education Source |
| subjects | Adult Education Age Differences Behavior Theories Continuing education Educational Attitudes Employee Attitudes Employees Factor Analysis Gender Differences Influences Intentional Learning Labor Market Learning Learning activities learning intention low-qualified employees Measures (Individuals) Mixed Methods Research Motivation Multimethod techniques Organizational Climate Predictor Variables Questionnaires Regression (Statistics) Reliability Semi Structured Interviews Semiskilled workers Service workers Statistical Analysis Student Characteristics Surveys theory of reasoned action Time Management Training Unskilled Workers Vocational education and training |
| title | What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions |
| url | https://sfx.bib-bvb.de/sfx_tum?ctx_ver=Z39.88-2004&ctx_enc=info:ofi/enc:UTF-8&ctx_tim=2025-01-09T04%3A52%3A47IST&url_ver=Z39.88-2004&url_ctx_fmt=infofi/fmt:kev:mtx:ctx&rfr_id=info:sid/primo.exlibrisgroup.com:primo3-Article-proquest_rmit_&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&rft.genre=article&rft.atitle=What%20motivates%20low-qualified%20employees%20to%20participate%20in%20training%20and%20development?%20A%20mixed-method%20study%20on%20their%20learning%20intentions&rft.jtitle=Studies%20in%20continuing%20education&rft.au=Kyndt,%20Eva&rft.date=2013-11-01&rft.volume=35&rft.issue=3&rft.spage=315&rft.epage=336&rft.pages=315-336&rft.issn=0158-037X&rft.eissn=1470-126X&rft_id=info:doi/10.1080/0158037X.2013.764282&rft_dat=%3Cproquest_rmit_%3E3123589411%3C/proquest_rmit_%3E%3Curl%3E%3C/url%3E&disable_directlink=true&sfx.directlink=off&sfx.report_link=0&rft_id=info:oai/&rft_pqid=1449851674&rft_id=info:pmid/&rft_ericid=EJ1023186&rft_informt_id=10.3316/aeipt.200839&rfr_iscdi=true |