Workplace Learning [electronic resource] : Subjective Motives and Supervisor Support Matter /
Baron, Stefan.author.
Stefan Baron gathers information on reasons for the consistently low further training rates of both older and less educated employees, and provides suggestions to increase their participation in further training. He shows that employees are not solely rational decision-makers and that training decisions are affected by different educational motivation and investment risks. In particular, lacking confidence in own training competence can be a handicap for future training participation. Still, supervisors can help to strengthen confidence levels, but in many cases they are not trained to provide emotional support and may run the risk of following stereotypes and prejudices about older and less educated employees. As a consequence, both groups might not get the support they need for taking part in further training.
Description based upon print version of record.
Acknowledgements; Contents; 1 Introduction; 1.1 Outline; 2 Strengthening further training; 2.1 Do policy instruments matter?; 2.2 The specific situation of Lifelong Learning in Germany; 2.3 Literature Review; 2.4 Theoretical overview; 3 Further training - Subjective factors matter; 3.1 Introduction; 3.2 Explaining educational inequalities; 3.3 Operationalization of theoretical constructs; 3.4 Imputation of missing values; 3.5 Method of analysis; 3.6 Results and discussion; 3.7 Conclusion; 4 Influencing confidence in training competenceThe impact of employees, team, and supervisors
4.1 Introduction4.2 Confidence in one's own training competence; 4.3 Frame-Selection Theory; 4.4 Operationalization of theoretical constructs; 4.5 Method of analysis; 4.6 Results and discussion; 4.7 Conclusion; 5 The role of supervisors and educational credentialsin further trainingBringing the boss back in!; 5.1 Introduction; 5.2 Screening and signalling in internal labour markets; 5.3 Operationalization of theoretical constructs; 5.4 Method of analysis; 5.5 Results and discussion; 5.6 Conclusion; 6 Concluding remarks; Appendix; Overview of Survey Items; References
Stefan Baron gathers information on reasons for the consistently low further training rates of both older and less educated employees, and provides suggestions to increase their participation in further training. He shows that employees are not solely rational decision-makers and that training decisions are affected by different educational motivation and investment risks. In particular, lacking confidence in own training competence can be a handicap for future training participation. Still, supervisors can help to strengthen confidence levels, but in many cases they are not trained to provide emotional support and may run the risk of following stereotypes and prejudices about older and less educated employees. As a consequence, both groups might not get the support they need for taking part in further training.
Social sciences.
Economic sociology.
Sociology.
Social Sciences, general.
Organizational Studies, Economic Sociology.
Sociology, general.