The Learning Potential of Workplace Environment and Civil Servants’ Self-Directed Learning Readiness: A Mixed-Method Approach

Abstract

The workplace is becoming a site of learning for employees, intending to equip employees with the skills and knowledge demanded by the world of work. This research had the objective of examining the learning potential of Amhara National Regional State regional bureaus’ workplace environment and the self-directed learning readiness of civil servants. The researchers used a mixed research approach by collecting data from a population of (N = 6921) through questionnaires (n = 303), and interviews (n = 10). The research found that (1) public sector workplace environments (both technical and sociocultural) have above-average learning potential, except for the presence of a restrictive learning environment technically and poor social capital with the presence of suspension and mistrust among civil servants; (2) sampled civil servants in regional bureaus had average and above self-directed learning readiness. Finally, the researchers forwarded recommendations to stakeholders based on the research findings.

Employee cohesion and its influence on workplace learning: The lived experiences of public university lecturers in Ethiopia

“…Therefore, this research is in line with previous research findings on the role of staff cohesion in knowledge transfer. The informal networks are manifested in spontaneous, casual and unregulated exchanges of information and resources within communities of practice at the workplace and efforts at cooperation, coordination and mutual assistance that help maximise the utilisation of available resources (Birhanu et al, 2022a(Birhanu et al, , 2022bBirhanu et al, 2022aBirhanu et al, , 2022b.…”

“…Previous research revealed that a lack of knowledge-seeking behaviour, lack of conducting a rigorous and proper needs assessment and the presence of work overload of instructors were major challenges to university lecturers' workplace learning in Ethiopia (Gugssa and Kabeta, 2021). Similarly, the presence of poor social capital, high mutual suspicion and mistrust among civil servants were found to be inhibitors to the effectiveness of workplace learning environment (Birhanu et al, 2022a(Birhanu et al, , 2022b. The findings of these two research support the idea of Yitbarek (2007) which revealed that JWL 36,1…”

“…Although different studies have been conducted on workplace learning and social environment (Birhanu et al, 2022a(Birhanu et al, , 2022b, challenges of instructors' workplace learning (Gugssa and Kabeta, 2021), the effect of dysfunctional behaviour of Ethiopian communities (Yitbarek, 2007), the link between social cohesion and workplace learning remains untouched research area in Ethiopia. The paucity of research that investigates the impact of social cohesion on workplace learning requires further research on how social cohesion promotes effective learning in the workplace.…”

“…Previous research revealed that a lack of knowledge-seeking behaviour, lack of conducting a rigorous and proper needs assessment and the presence of work overload of instructors were major challenges to university lecturers’ workplace learning in Ethiopia (Gugssa and Kabeta, 2021). Similarly, the presence of poor social capital, high mutual suspicion and mistrust among civil servants were found to be inhibitors to the effectiveness of workplace learning environment (Birhanu et al , 2022a, 2022b). The findings of these two research support the idea of Yitbarek (2007) which revealed that Ethiopian communities exhibit dysfunctional behaviours such as personalising issues, favouring narrow interests, harbouring mutual suspicion and distrust, displaying paranoia, lacking empathy and understanding, engaging in character assassination, being closed-off, holding grudges, being envious, stubborn and resistant to compromise.…”

Implementation State Civil Apparatus (ASN) Core Values at RSUD Banten

“…A harmonious work environment can shape and motivate civil servants to continue learning to improve their quality, especially for their work goals. The workplace is becoming a site of learning for employees, intending to equip employees with the skills and knowledge demanded by the world of work (Birhanu et al, 2022). Research conducted by Zulfikar et al (Zulfikar et al, 2019) shows that a conducive work environment will increase employee motivation, where high activation will build high organizational commitment so that employees who have high organizational commitment will carry out their work optimally and more responsibly.…”