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PurposeThe purpose of this study is to contribute to the discussion on how to increase lower educated workers' participation in training programs inside and outside the workplace through stimulating intentions with respect to training.Design/methodology/approachThis article is based on data from the Study on Life Long Learning and Employment by TNO (Netherlands Organisation for Applied Scientific Research), a three‐wave longitudinal study among lower educated workers in three different companies in The Netherlands. Data from the baseline questionnaire on 213 workers who are not currently participating in training activities are used along with a multiple regression model to test whether subjective norms, perceived behavioral control, attitude/expected value, management support, coworker support, career orientation, job insecurity and prior participation in informal learning correlate with lower educated workers' intentions with respect to training.FindingsThis study shows that when stimulating lower educated workers' intentions with respect to training, one should focus on their attitude towards training participation, their subjective norms on training participation and their perceived behavioral control over participating in training. These aspects can be influenced through management support, coworker support and promoting career orientation. These factors contribute to the personal factors and thus, although indirectly, stimulate intentions with respect to training.Originality/valueThis article is the first to present clear ideas on ways to stimulate lower educated workers' intentions to participate in workplace learning activities and to develop interventions to strengthen their current and future labor market position. It also shows that in stimulating lower educated workers' intentions with respect to training the focus should be on individual, as well as organizational, or group factors.

Purpose – Based on the theory of planned behaviour and social learning theory, the purpose of this paper is to investigate the effect of training participation and learning experience on the beliefs of low-educated employees about their self-efficacy for learning. Design/methodology/approach – Low-educated workers of three different organizations (n=359) filled out a questionnaire at three different points in time, with a half-yearly interval. Regression analyses were used to establish the effects of training participation and learning experience on learning self-efficacy. Findings – Training participation alone did not affect low-educated workers’ learning self-efficacy, but a positive learning experience did contribute to workers’ post-training learning self-efficacy. These results support the relevance of positive learning experiences. Research limitations/implications – Follow-up studies could focus on the effects of learning self-efficacy for subsequent learning activities, establish which aspects of training contribute to a positive learning experience, and include contextual characteristics that may predict learning self-efficacy. Practical implications – To stimulate learning among lower educated workers, it is necessary that they have confidence in their ability to successfully complete their training. Trainers and training developers working for this specific target group of lower educated workers should aim to provide training that is a positive experience, besides being a learning exercise. Originality/value – The study is the first to analyse the longitudinal effects of training participation and learning experience on post-training learning self-efficacy among low-educated workers.

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epuis ces dix dernières années, la notion d'employabilité (ou apti-D tude à l'emploi), souvent évoquée dans les médias, occupe une place toujours plus importante tant dans les publications scientifiques que dans les décisions des pouvoirs publics et les stratégies des entreprises (voir, par exemple, Commission européenne, 1996(voir, par exemple, Commission européenne, , 2000 BIT, 2000). Ce phénomène est dû en partie à l'émergence d'une nouvelle vision de la carrière professionnelle. Le modèle de l'«emploi à vie» auprès d'un employeur unique ne correspond plus, affirme-t-on, à la situation d'une grande partie de la population active (Bridges, 1994) et a été remplacé par une conception plus dynamique de la carrière (Hyatt, 1996). Hyatt observe que les parcours professionnels modernes se caractérisent par une forte flexibilité et que les travailleurs sont destinés à devenir les «artisans de leur propre carrière». Arthur (1994) prévoit que, à l'avenir, la carrière d'un individu ne se déroulera plus au sein d'une seule entreprise mais que, à la longue, elle prendra un caractère de plus en plus «nomade». Hall (1996) a démontré de manière empirique que la carrière dite «protéenne» a fait son apparition aux Etats-Unis à la fin des années quatre-vingt et au début des années quatre-vingt-dix (voir aussi Hall et Mirvis, 1996). Il la définit comme une succession d'expériences: éducation, formation, travail dans diverses entreprises, changements de domaine professionnel. La carrière protéenne a pour principale caractéristique d'être gérée par le travailleur lui-même, et non par des organismes. Toutefois, Hirsch (1977) a montré que cette autogestion témoigne d'une vision plutôt optimiste du fonctionnement du marché du travail étant donné que seules les personnes les plus capables et les plus * Centre de recherche sur l'éducation et le marché du travail (ROA), Faculté des sciences économiques et de gestion des entreprises, Université de Maastricht; courriels: A.deGrip@ROA. unimaas.nl; J.vanLoo@ROA.unimaas.nl. ** TNO Work and Employment, Hoofddorp.

Multiple jobs, necessity or challenge?Summary Multiple jobs, necessity or challenge?Summary In 2007 7% of the employees in the Netherlands have more than one paid job. This percentage has been increasing over the past decade. We feel that employees with a second job should be included in debates on flexible work. In international research two hypotheses have been developed to explain the second jobs phenomenon: the ‘hours constraint’ hypothesis and the ‘heterogeneous jobs’ hypothesis. In this article we use data from the Netherlands Working Conditions Survey 2007 (NWCS) to test these hypotheses.The first hypothesis, the hours constraint hypothesis, is partly confirmed for Dutch employees. The heterogeneous jobs hypothesis is fully rejected. Having more than one job is therefore considered more a necessity than a challenge. However, a lack of suitable data on second and third jobs might be one of the reasons for the rejection of the heterogeneous jobs hypothesis.For future research we suggest collecting and analyzing data on employees’ second jobs in order to find out what factors influence employees choice for a second job. Also we suggest analyzing whether or not taking up a second job is a way for employees to improve their general labor market position or a stepping stone for entrepreneurship.