Workplace Learning

Poell, Rob

doi:10.1002/9781118839881.ch13

Cited by 8 publications

(11 citation statements)

References 22 publications

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“…First, the Handbook of Human Resource Development (Chalofsky, Rocco, & Morris, 2014) and The Routledge Companion to Human Resource Development (Poell, Rocco, & Roth, 2015) were used because they were the most recent handbooks in the field of HRD. In the Handbook of Human Resource Development, chapters discussing mentoring (Combs, 2014), adult learning theory and application in HRD (Marsick, Nicolaides, & Watkins, 2014), competence (Berdrow & Evers, 2014), workplace learning (Poell, 2014), career development (McDonald & Hite, 2014), and aging as a career development challenge (Thijssen, Knies, & Leisink, 2014) were consulted and the references at the end of these chapters were examined to collect more articles and books. Similarly, The Routledge Companion to Human Resource Development yielded chapters on coaching and mentoring (Ellinger, 2015), transfer of learning (Hutchins & Leberman, 2015), and workplace incivility (Reio, 2015).…”

Section: Methodsmentioning

confidence: 99%

Mentoring Functions and Outcomes: An Integrative Literature Review of Sociocultural Factors and Individual Differences

Banerjee

Reio

Rocco

2018

Human Resource Development Review

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The purpose of this article was to examine the possible roles sociocultural and individual difference variables play in fostering mentoring relationships. Using the integrative literature review method, we first identified four themes constituting sociocultural factors examined in mentoring relationships: gender, ethnicity, culture, and age. Nine broad themes constituting individual differences examined in mentoring relationships emerged: cognitive styles, personality, locus of control, attachment styles, interpersonal orientation, organizational orientation, learning goal orientation, social judgment capacity, and achievement and avoidance orientation. We found that though mentoring research has extensively studied sociocultural factors, it lacks sufficient depth in discussing mentoring functions and outcomes from the individual difference perspective. Individual differences need to be independently incorporated into future mentoring research, as well as in combination with research with sociocultural factors.

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Section: Methodsmentioning

confidence: 99%

Mentoring Functions and Outcomes: An Integrative Literature Review of Sociocultural Factors and Individual Differences

Banerjee

Reio

Rocco

2018

Human Resource Development Review

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“…Second, it is significantly performative and does not sufficiently differentiate between formal and informal HRD (Holton & Yamkovenko, ; Mankin, ). Third, the focus on learning is frequently deemphasised (Poell, ), and the social nature of HRD is given insufficient attention (Froehlich, Segers, & Van den Bossche, ). These challenges have led scholars to suggest critical approaches (Bierema & Callahan, ) as a way of achieving a more nuanced understanding of HRD in SMEs.…”

Section: The “Problem” With Dominant Hrd Scholarship: the Legacy Of Tmentioning

confidence: 99%

Problematizing HRD in SMEs: A “Critical” Exploration of Context, Informality, and Empirical Realities

Nolan¹,

Garavan²

2016

Human Resource Dev Quarterly

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“…Our proposed informal learning transfer model examines the influential relationship among agreeableness, similarity in agreeableness, positive affect and transfer of informal learning. This study responds to scholars’ call for: conducting empirical research on organizational informal learning (Marsick and Watkins, 2015); and placing individuals as the center of workplace learning (Bates et al , 2014; Hutchins and Leberman, 2015; Poell, 2014). …”

Section: Research Framework Of the Studymentioning

confidence: 88%

“…placing individuals as the center of workplace learning (Bates et al , 2014; Hutchins and Leberman, 2015; Poell, 2014).…”

Section: Research Framework Of the Studymentioning

confidence: 99%

“…However, scholars note that return on training investment is extremely low as trainees’ application of training to work has been hampered by various organizational and personal variables (Bates et al , 2014; Burke and Boldwin, 1999; Galagan, 2008). Companies, therefore, have started to invest more in on-demand and work-embedded informal learning (Marsick and Watkins, 2015; Poell, 2014). Informal learning is defined as a type of incidental learning as the learner controls the learning and learning process (Marsick and Watkins, 2001).…”

Section: Introductionmentioning

confidence: 99%

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Does leader-member similarity in prosocial personality affect informal learning transfer?

Lim

Yoon

Paek

et al. 2019

EJTD

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Purpose This study aims to examine a structural relationship among agreeableness, similarity in agreeableness, positive affect and transfer of informal learning. Also, it investigates the mediating role of motivation. Design/methodology/approach Data were collected by a survey via snowball sampling. In total, 742 respondents at 72 companies from multiple industries in South Korea participated. The authors performed exploratory confirmatory factor analyses and structural equation modeling to test the research model and hypotheses. Findings The results showed that agreeableness made a dual impact as a personal and a relational trait enhancing the employee’s positive affect, and motivation to learn fully mediated the relationship between agreeableness and transfer of informal learning. This supports that prosocial personality traits enhance the employee’s motivation, learning and learning application. The full mediation of motivation to learn between positive affect and informal learning transfer emphasizes the importance of intentionality on the part of employees in informal learning contexts. Originality/value Organizational research pays little attention to social perspectives of informal learning (Varela et al., 2011). The results highlight that workplace informal learning is a socio-psychological process; thus, examining social and psychological factors together would be beneficial.

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Workplace Learning

Cited by 8 publications

References 22 publications

Mentoring Functions and Outcomes: An Integrative Literature Review of Sociocultural Factors and Individual Differences

Mentoring Functions and Outcomes: An Integrative Literature Review of Sociocultural Factors and Individual Differences

Problematizing HRD in SMEs: A “Critical” Exploration of Context, Informality, and Empirical Realities

Does leader-member similarity in prosocial personality affect informal learning transfer?

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