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1.
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.  相似文献   

2.
This paper examines how and what teachers learn from their older and younger colleagues. Data were gathered from interviews and written reports from 27 Belgian and Finnish teachers. Thematic qualitative analysis was used. The results revealed differences in what teachers learn from older and younger colleagues. Teachers reported learning innovative teaching methods and ICT skills from younger colleagues, whereas practical information, classroom management skills, self-regulation and community building were learned mainly from older colleagues. Attitudes regarding teaching and different ways of being a teacher were learned from both younger and older colleagues alike. Similarities were also found in how teachers learned from their older and younger colleagues. Informal activities and relationships, different forms of mentoring, and working in subject teams or seminars were important sources of learning. An intergenerational learning perspective is important with respect to demographic changes in school staff and in preventing knowledge loss and teacher dropout.  相似文献   

3.
Abstract

This research employs novel techniques to examine older learners’ journeys, educationally and physically, in order to gain a ‘three-dimensional’ picture of lifelong learning in the modern urban context of Glasgow. The data offers preliminary analyses of an ongoing 1500 household survey by the Urban Big Data Centre (UBDC). A sample of 1037, with 377 older adults aged 60+, was examined to understand older learner engagement in formal, in-formal, non-formal and family-learning contexts. Preliminary findings indicate that all forms of older learning participation are lower than younger and middle-age counterparts. However, there is a subset of ‘actively ageing’, socially and technologically engaged older adult ‘learner-citizens’, participating in educational, physical, cultural, civic and online activities (including online political discussions and boycotts). These older learners were more likely to be working, caretakers and report better health overall. Long-term disabilities were associated with less engagement in non-formal learning activities. Additionally, engaged older learners’ GPS trails show more city activity than their matched non-learning-engaged counterparts. Place-based variables, such as feeling safe and belonging to the local area, moderated adult participation in learning activities. The full data-set will be accessible to researchers and the general public via UBDC, providing a complex data source to explore demographically diverse learners’ within an urban context.  相似文献   

4.
The relationship between age and role conceptions was examined in a national sample of infant, junior and secondary school headteachers drawn from schools throughout England and Wales. American studies of the school principalship have shown authoritarianism, closed‐mindedness, and lack of educational innovation to be characteristic of the beliefs and behaviour of older rather than younger school principals. The present study failed to support American findings. Older headteachers were found to exhibit less authoritarianism than younger headteachers; nor were older heads more traditional in outlook than younger colleagues or any less concerned with supervising the work of their teaching staffs.  相似文献   

5.
Later life learning (LLL) has a profound beneficial effect on older adults; therefore, it is important to assess older adults' learning needs. A representative random sample of 1,867 soon-to-be older adults (between 45 and 59 years of age) were assessed for their interest in formal learning after their retirement or when they become 60 years old. We examined their preferences for courses and identified the socioeconomic and health-related characteristics related to their planned participation in formal LLL. About 38% of these respondents expressed an interest in formal learning after retirement; the most popular three content courses included computers, interest classes, and physical exercise. Those who did not plan to commit themselves to formal LLL indicated "no interest" and "lack of time" as the most frequently reported reasons for not wanting to participate in LLL. Moreover, we found that LLL was positively related to socioeconomic indicators including education, income, and retirement protection; whereas those who received financial support from adult children or from the government (in the form of welfare) were less likely to express interest in formal LLL.  相似文献   

6.
Teacher learning does not solely occur within formal professional development activities; in fact, the majority of learning occurs through daily practice. The current study focuses on this everyday learning and examines primary teachers' informal learning. Results showed that teachers learn through a variety of learning activities including ‘experimenting’, ‘reflection’, ‘learning from others without interaction’ and ‘collaboration’. In addition, differences between novice and more experienced teachers were identified. More experienced teachers learn as much as their novice colleagues, however they undertake different learning activities. Finally, results reveal that although collaboration is an important source of learning, primary teachers value their autonomy.  相似文献   

7.
Abstract

The Allport-Vernon-Lindzey Study of Values was administered to 19 secondary and 19 college history teachers, matched according to sex, subject taught, age, time of graduation, and academic ability. Differences between the two groups were obtained on the aesthetic scale, on which the college teachers scored significantly higher. On the economic scale, the college teachers were lower-but only when the two groups were divided into "younger" and "older" was the difference significant, with the "younger" college teachers significantly lower than the "older" secondary teachers. The "younger" high school teachers tended to score more nearly like the college teachers, but "younger" teachers in both groups scored less like the norms than their "older" colleagues.  相似文献   

8.
One of the challenges of keeping older employees up to date and ensuring their continued involvement in the workplace is to provide them with relevant learning opportunities. This article aims to understand the usefulness of the concept of LLL for a group of older employees (50+). This is done using interviews and a document study on the Church of Norway (CofN) to understand how the concept of LLL is interpreted and acted upon by employers and older pastors. We assume that changes occurring outside the Church provoke the need for new knowledge and new ways of working. We ask how these older professionals perceive their learning opportunities and try to ascertain how the concept of LLL is helping them to tackle the ongoing changes. The article adds to the research on the interplay between competence strategies of employers and attitudes of older employees in a well‐established profession. Results of our study show that new strategies open up for greater participation. However, older pastors’ greatest motivation for learning seems to be their ordination vows, which include a commitment to continued learning through personal studies. This influences the kind of activities in which they participate, their expectations concerning the recognition of their learning and their views on the Church as a learning organisation. We conclude that older pastors do benefit from LLL initiatives in the workplace, but they also benefit from belonging to a profession with a conscious commitment to learning.  相似文献   

9.
Qualitative research based on in-depth interviews with seventeen deans of schools of business in US and European universities reveals that morale is higher than has been suggested despite great pressures on the deans' leadership and management abilities. The deans report spending an average of forty-five percent of their time working with external constituents and suffering from excessive workloads. They regard themselves as less powerful than leaders in business whilst being equally accountable financially. They see themselves as facilitators for their colleagues. Whilst acknowledging mistakes and the major scale of challenges ahead, most report a high degree of commitment and enthusiasm. There was no evidence of national cultural differences in organisation or attitudes. None of the deans experienced formal training and development to prepare them for their role. The study may provide some pointers to the possible content and appropriate means of delivering such provision.  相似文献   

10.
The question of whether, and how, age affects L2 outcomes has been a major issue in SLA for several decades, and a number of recent publications provide reviews from different points of view. The author has made a comprehensive survey on the researches on the relationship between age and attainment in second language acquisition. Based on age differences theory, the author agrees the opinion that younger learners are more successful in informal and naturalistic L2 learning contexts, and older learners are more successful in formal instructional settings. Then, the younger learners' and older learners' advantages are discussed and put into contrastive analysis. Therefore, in second language teaching and learning, it is necessary to exert the learning advantages of different age groups, have a specific focus on listening, speaking, reading and writing, select teaching strategies suitable for different ages, and make a scientific teaching and learning plan.  相似文献   

11.
The study aims to investigate the association of learning participation with the quality of life (QoL) in older Chinese adults, verifying how the differing types of learning activity participation may influence their QoL. We conducted two studies to gain a better understanding of learning participation and QoL among adults over 55 years of age. In the first study, we conducted five focus groups among 43 older adults about their understanding of learning benefits and their general well-being. In a second study, we assessed the QoL using the EUROHIS-QOL 8-item index, while learning participation was measured through a questionnaire addressing the frequency of involvement in educational activities among 579 Chinese older adults. The results indicate that being engaged in learning activities in old age has the potential to increase the QoL of older adults. Moreover, in contrast to nonformal learning, the results of the hierarchical linear regression model demonstrate that both informal and formal learning have a significant positive influence on QoL. The paper concludes by discussing the implications for research and practice pertaining to the encouragement of learning participation in later life.  相似文献   

12.
The number of people aged 60 and over across the globe is expected to double by 2050, reaching a share of more than 20 percent of the population total. Governments are therefore taking more and more policy actions to encourage ageing workers to extend their working lives and their employers to retain them. According to the OECD lifelong learning opportunities and inclusive labour markets will be essential to ensuring that workers of all educational backgrounds have the possibility of extending their working lives. This article examines the relationship between adult education completed after age 40 and the subsequent active participation of older adults in employment, using individual register data from Statistics Norway. The results show a substantial effect of upgrading formal education on subsequent labour market participation. Overall effects are quite similar for males and females. Attaining a lower level tertiary degree has the largest impact on labour market participation both for males and females. Completing a secondary education has a strong, long term impact among males. The results suggest that facilitating access to formal education among older workers may be an important contribution to extending working lives.  相似文献   

13.
The need for nurses to participate in continuing professional development (CPD) is growing to keep abreast of rapid changes in nursing care. Concurrently, the nursing workforce is growing older. Ageing leads to changes in biological, psychological, and social functioning. Little is known about the effects of age-related changes on nurses’ CPD. A literature review was conducted to examine whether and how CPD differs across age groups. A framework with five perspectives on age was used in an attempt to distinguish factors contributing to these age differences. Given the limited research on this topic with respect to nurses, we also included studies of workers in general. The literature search revealed 27 relevant studies. In general, older workers appeared less likely to participate in CPD, when considering formal learning activities and late-career workers (older than 50/55 years). We found no clear age patterns for motivation to participate in CPD, for learning outcomes, and for participation in informal and non-formal learning activities. The study showed that more nuanced results are found when studies distinguish at least three age groups. By using different perspectives of age, a comprehensive overview of age-related factors in CPD was generated and gaps in current research were identified. Recommendations for further research are discussed, such as the need for research on whether the types of learning activities that nurses undertake change with ageing.  相似文献   

14.
This research assesses younger worker perceptions of older and same age worker stereotypes and communication in the USA and Thailand. Results indicate that older workers are generally seen by younger workers as more uncomfortable with new technology, less flexible and more cautious on the job, and more loyal (and having fewer absences) to the organization than younger workers. As compared to younger American workers, younger Thai workers agree more with negative stereotype items that older workers make more mental mistakes, are slower to adapt to new technology, are more fearful of technology, and are less flexible at work. But they also agree more with positive stereotype items that older workers are absent less, have a better attitude toward work, and have a higher level of commitment to the organization than younger workers. In terms of their communication, younger Thai workers perceive both other younger Thai workers and older Thai workers as exhibiting more avoidant communication than their counterparts from the USA. The younger Thai workers also perceive members of their own age in-group as communicating in a more nonaccommodating manner than younger American workers. Implications for the aging process across cultures and the workplace are discussed.  相似文献   

15.
This article analyzes the relationship between age and scientific productivity at Norwegian universities. Cross-sectional data indicate that publishing activity reaches a peak in the 45–49 year old age group and declines by 30 per cent among researchers over 60 years old. Large differences exist, however, between fields of learning. In the social sciences productivity remains more or less at the same level in all age groups. In the humanities publishing activity declines in the 55–59 year old age group, but it reaches a new peak in the group 60 years old and over. Productivity declines in the medical sciences among faculty members who are older than 55, while in the natural sciences, productivity continually decreases with increasing age.This article suggests that the differences between the various fields of learning arise from corresponding differences in the development of scientific disciplines. In fields where the production of new knowledge is fast and where new scientific methods and equipment are continuously introduced, researchers may have problems coping and thus become obsolescent. In fields where knowledge production occurs at a slower pace, e.g. the social sciences and the humanities, faculty may be productive throughout their careers. This explanation gains further support when looking at various natural and medical science disciplines. Older faculty members in physics are less productive than older researchers in mathematics, and older scientists in biomedicine are less productive than their colleagues of the same age in social medicine.  相似文献   

16.
Lifelong learning is receiving greater attention due to population aging in modern societies. Lifelong learning benefits individuals by supporting their physical, psychological, social, and economic well-being. However, older adults generally have lower motivation for learning than younger adults, and facilitating long-term participation in learning activities is still challenging. Previous studies mainly identified negative factors such as barriers and obstacles to individuals’ initial participation in lifelong learning programs. As such, less is known about positive factors that promote long-term participation. To address this gap, data were collected from 330 older adults who participated in the Osher Lifelong Learning Institute program in an urban community in the United States. Results from proportional odds ordinal logistic regression analysis demonstrated that gender, number of household members, income, religious affiliation, self-rated health, and number of courses taken were associated with satisfaction with the program. In hopes to promote true lifelong learning, possible explanations about the findings are explored and several recommendations for existing lifelong learning programs are derived in this study.  相似文献   

17.
This article examines older adult preferences for instrumental vs. expressive learning activities. Course title selections and actual learning activity information were analyzed. Interviews with 256 Nebraskans, 55 or older, (average age was 68.11) were obtained. Hypotheses and results were (a) predicted preference for instrumental learning was supported; (b) greater preference for instrumental learning by blue‐collar workers and the less educated received partial support as no differences existed for the occupational category but individuals without college degrees preferred instrumental courses; and (c) predicted differences in learning activity received partial support as younger people, white‐collar workers, college graduates, nonwhites, and married people were more involved with instrumental learning. It was concluded that more instrumental learning opportunities must be made available to older people.  相似文献   

18.
Development Engineers' Conceptions of Learning at Work   总被引：1，自引：1，他引：0  
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19.
This study analyzed the survey on adults administered by the Ministry of Education in Taiwan in 2008, and logistic regression analysis showed a close relationship between learning motivations of older adults. The finding revealed that the higher age or the lower education attainment of older adults, the lower their learning motivation. The investigation of environmental factors showed that developing a comprehensive learning model boosts the participation of older adults. The study considered both individual and environmental factors, and it found being relatively young, female, and lonely had higher learning motivation. Also, the learning styles involving group activities and online learning stimulated the learning motivation of older adults.  相似文献   

20.
This paper argues that contemporary workplaces give rise to many different forms of knowledge creation and use, and, as a consequence to different forms of learning and pedagogical approaches. Some of these are utilised to the benefit of the organisation and employees (though not, necessarily, in a reciprocal manner), but others are buried within everyday workplace activity. The discussion builds on earlier work where it was argued that organisations differ in the way they create and manage themselves as learning environments, with some conceptualised as ‘expansive’ in the sense that their employees experience diverse forms of participation and, hence, are more likely to foster learning at work. By studying the way in which work is organised (including the organisation of physical and virtual spaces), this research is suggesting that it is possible to expose some of this learning activity as well as to identify examples where new (or refined) knowledge has been created. In this regard, it is argued that it is important to break down conceptual hierarchies that presuppose that learning is restricted to certain types of employee and/or parts of an organisation and to re‐examine knowledge as applied to the workplace. The conclusion focuses on how such an approach, and in particular the use of a productive system analysis, is strengthening the concept of expansive and restrictive learning environments.  相似文献   

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