Organizational Learning and Employability  in Enterprises: Preliminary Empirical Research Results

Wiśniewska, Sylwia

doi:10.5604/01.3001.0014.1670

Cited by 3 publications

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“…The popularity of the concept of organizational learning is a consequence of seeking new opportunities for creating competitive advantage based on the knowledge of organizations and their employees [57]. In building a knowledge-based economy, organizational learning might be classified as one of the primary factors in employee development, including their employability [15]. Learning and employability seem to be highly related and complementary research constructs [58,59], but they lack a clear understanding mainly due to limited research focus on these two concepts and their association.…”

Section: Literature Reviewmentioning

confidence: 99%

“…The individual level of organizational learning presented above was analyzed in the conducted survey, which allowed an empirical exemplification of the discussed theoretical issues. Organizational learning solutions at the individual level analyzed in the exploratory research were selected on the basis of the subject literature [15,31] (Figure 1).…”

Section: Literature Reviewmentioning

confidence: 99%

“…It is worth noting that preliminary empirical research results indicate that respondents evaluate the importance of organizational learning for the development of employability in the modern labor market to be very high. Conclusions drawn from the research show that the individual level of organizational learning is especially considered highly significant by the respondents [15,31]. The results of these pilot studies prompted the authors of this article to undertake exploratory research on the relationship between organizational learning solutions used at the individual level and perceived employability in the modern labor market.…”

Section: Introductionmentioning

confidence: 98%

“…Moreover, the current market conditions imply a need for continuous learning and the perpetual development of competencies as the basis for increasing one's employability in the present-day labor market. In an age of constant increases in global knowledge resources, which are subject to obsolescence, organizations are faced with the necessity of enhancing learning process dynamics [15].…”

Section: Introductionmentioning

confidence: 99%

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The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

2021

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The challenges of the modern labor market determine increased job insecurity and the growing importance of sustainable employability. Today, in an era of the growth of the world’s knowledge resources, permanent learning is indispensable in order to maintain or strengthen one’s employability. Therefore, this article aims to determine the relationship between organizational learning solutions at the individual level and perceived employability in the modern labor market according to the workers’ opinions. Studies conducted on the subject literature confirm the lack of research in this field. A survey was conducted among 351 employees from a number of organizations based in Poland and was performed using a computer-assisted web interview (CAWI). The study’s results indicate that out of eleven analyzed solutions, people value those connected with sustainable actions the most, such as learning from one’s own mistakes (own mistakes), observing other employees’ work (observing others), self-education, incentive systems (contributing to an increase in the commitment to competency development), and providing employees with feedback on the results of their work (feedback). Moreover, it is important to state that EFA first revealed, and CFA subsequently confirmed, two factors: Factor 1, Practical Aspects, which includes organizational learning that covered such activities as incentive systems, feedback, self-education, modern technologies, and the use of case studies, and Factor 2, Active Learning, which consists of two activities—one’s own mistakes and observing others. The research results lead to the conclusion that Factor 1, Practical Aspects, had a significant impact on perceived employability, while Factor 2, Active Learning, did not have an impact on the general assessment of organizational learning in the context of perceived employability. The authors also present the diamond attempt toward actions that might be taken by organizations in order to enhance the employability of workers in general. The conducted research is considered to be idiographic and exploratory.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 98%

Section: Introductionmentioning

confidence: 99%

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The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

2021

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“…Mimo że termin employability po raz pierwszy został użyty na początku XX wieku przez W.H. Beverid ge'a (1909, s. 215-216) i został rozpowszechniony w latach dziewięćdziesiątych, to w XXI wieku zagadnienie zatrud nialności jest przedmiotem licznych opracowań i analiz (Bennett i in., 2020; Froehlich i in., 2019; Herbert i in., 2020; Marzec, 2015;Paszkowicz, 2018;Pawłowska, 2017;Tentama i in., 2019;Wiśniewska, 2020).…”

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Organizacyjne uczenie się jako determinanta zatrudnialności pracowników

Wiśniewska

Wiśniewski

2020

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Celem artykułu jest określenie znaczenia organizacyjnego uczenia się w procesie rozwoju zatrudnialności pracowników. W opracowaniu przedstawiono istotę pojęć: organizacyjne uczenie się i zatrudnialność. Zaprezentowano również relacje między organizacyjnym uczeniem się a zatrudnialnością. Ponadto dokonano analizy rozwiązań z zakresu tradycyjnego, empirycznego i cybernetycznego uczenia się wspierających rozwój zatrudnialności pracowników. Co istotne, ustalono, że rozwiązania z zakresu tradycyjnego, empirycznego i cybernetycznego uczenia się stanowią istotną determinantę zatrudnialności pracowników na współczesnym rynku pracy. W artykule dokonano przeglądu literatury przedmiotu oraz omówiono wyniki badań przeprowadzonych wśród pracowników z Polski, a także dokonano analizy podjętego problemu badawczego z zastosowaniem metody opisowej i pakietu IBM Predictive Solution 5.<o></o>

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The desire for employability and self-exploitation: concretizing Lacan's psychoanalysis on employability

Shah

2023

EBHRM

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PurposeAlthough commitment and employability are legitimized in the current world of work, they also have a dark side that has been ignored in the extant literature. To tackle this gap, the study developed and examined a comprehensive theoretical framework including learning, motivation, commitment, employability and self-exploitation. Limited research exists that explicitly examines this relationship or explores its potential implications. The author theorizes employability as a cultural fantasy that ends up in self-exploitation.Design/methodology/approachThe study concretizes Lacan's (1977; 1981 and 1988) psychoanalysis, utilizing a sample of 658 subjects from eight industries. The hypothesized relationships were examined using structural equation modeling (SEM) in AMOS.FindingsThe findings provided support for the hypothesized relationships. Employability escorts to self-exploitation. Those employees who try to remain relevant to their firms continue to engage in employability activities end up being exploited in this process.Research limitations/implicationsThe study provides a new roadmap to scholars of employability who wish to explore the domain further.Practical implicationsThe theoretical knowledge from this research will inform practice. It will influence managers and policymakers in the organization as well as politicians. Although the macroaspects of the organizational environment are beyond the control of an organization, the development efforts of the organization should be real and should not estrange individuals from their true nature. The real intent should be to unite the individual with its true nature. This way, it will be real development and will empower individuals rather than exploitation.Social implicationsThe finding that commitment is linked to self-exploitation via employability has implications for managers and policymakers. To avoid estrangement and exploitation, the organization should focus on employee real development. To have an ideal workplace, where employees unite with their nature, the organization should invest in employees, focus on their real needs, emphasize their career prospects and constantly provide them with learning and growth opportunities. In addition to material compensation, the organization should connect people with their true spirit. An organization that is concerned with people's real needs and real development will have a pool of human capital that will create real value for the organization and society as well.Originality/valueThe dark side of employability has been ignored in the extant literature. Limited research exists that explicitly examines this relationship or explores its potential implications. This study is an initiative for such debate.

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Organizational Learning and Employability in Enterprises: Preliminary Empirical Research Results

Cited by 3 publications

References 10 publications

The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

Organizacyjne uczenie się jako determinanta zatrudnialności pracowników

The desire for employability and self-exploitation: concretizing Lacan's psychoanalysis on employability

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