Identifying the Components and Factors Affecting the learning of Day Insurance Company Employees Based on the Heutagogy Approach
Authors: Ghalandari Hasan , Mohamaddavodi Amirhossein , Jafari Parivash 
Published: October 2024

The approach of learning in organizations and organizational learning due to the changes in the competencies required to do the work, must leave the traditional approach and taking the teacher-apprentice approach is no longer suitable for these changes, and for organizations to succeed in the competitive world, their employees must lead to the approach of self-determining learning and heutagogy. The concept of heutagogy was conceptualized in 2000 by Hase and Kenyon following the need to acknowledge learning as a dynamic and complex process. Heutagogy develops and expands the role of human agency in the learning process. This theory considers learners as the main factor in their own learning and considers learning to be the result of personal experiences. In heutagogy, learners take independent responsibility for learning and control what they will learn, when they will learn it, and how they will learn it. The general purpose of this research is to identify the components and factors affecting the learning of employees of the day insurance company based on the heutagogy approach. The current research approach is qualitative and in it, two methods of meta-synthesis and content analysis of the interviews have been used. The statistical population of the research in the meta-synthesis section included the researches and studies conducted in the period from 1970 to 2024 in the field of heutagogy and learning in the workplace, and after several stages of screening, 80 articles were selected. The participants in the interview section were elites and experts in the field of heutagogy and self-determined learning, who were selected using available targeted sampling, and after theoretical saturation, the number of participants reached 15. The CASP tool was used to control the quality of the meta-composite method and four criteria of validity, transferability, reliability and verifiability were used to check the accuracy and confirm the robustness index of the data obtained from the interview. Also, to check the reliability of the data obtained from the interview, the intra-subject agreement method was used, and the rate was 84%. In order to analyze meta-composite data, three-step coding method was used, and in order to analyze interview data, thematic analysis method was used. The findings of meta-synthesis and content analysis of the interviews in order to identify the learning components of insurance workers based on the heutagogy approach showed that the identified components included the following items: 1. Learner-centered 2. Self-reflection 3. Ability development 4. Metacognition 5. Double-loop learning 6. Non-linear learning and 7. Active learner. Also, the findings showed that the factors affecting employees' learning based on the heutagogy approach are categorized into 3 general factors: individual, organizational and environmental factors, each of which consists of the following components: 1. Individual factors motivation/willingness to learn, job involvement, individual's commitment to the organization and job satisfaction) 2. Organizational factors (the nature of the job, organization/manager support, organizational culture, job expectations, organization/manager feedback and technology infrastructure) 3. Environmental factors Sociocultural). Considering that the identified components are derived from the theoretical and empirical bases of research as well as interviews with experts and elites, they can be used as a suitable reference in other insurance companies to determine the status of employees' participation in self-determining learning activities or heutagogy. be used Also, insurance companies can adapt them to their companies by knowing the effective factors on employees' learning based on the heutagogy approach in this research and provide the necessary ground for more participation of their employees in self-determining learning.