Effects of career‐related continuous learning on competencies
| Date | 26 December 2008 |
| Published date | 26 December 2008 |
| Pages | 90-101 |
| DOI | https://doi.org/10.1108/00483480910920732 |
| Author | Jens Rowold,Simone Kauffeld |
| Subject Matter | HR & organizational behaviour |
Effects of career-related
continuous learning on
competencies
Jens Rowold
University of Muenster, Muenster, Germany, and
Simone Kauffeld
Department of Work, Organizational and Social Psychology,
University of Braunschweig, Braunschweig, Germany
Abstract
Purpose – The present study aims to examine how employees’ formal (e.g. off-the-job training) and
informal (e.g. discussion with colleagues) career-related continuous learning (CRCL) activities affect
the development of self-reported work-related competencies.
Design/methodology/approach – Participants were 372 employees working in one of 19
companies from a wide range of industries in Germany.
Findings – Results revealed that informal CRCL affected professional, method, and social
competencies. In addition, employees’ participation in formal CRCL activities that focused on social
issues was positively related to social competencies. Three types of competencies (professional,
method, and social) are distinguished in the present study.
Research limitations/implications – Additional influences on competency such as motivation
and commitment should be controlled for in future studies. Also, competencies should be rated by
supervisors. Objective measures of formal CRCL should be assessed.
Practical implications – Organizations that aim to enchance employees’ level of competencies
should invest in informal CRCL and formal CRCL activities that focus on social competencies. The fact
that the study was conducted in a variety of firms supports the idea that the findings could be
generalized to other industrial settings.
Originality/value – To the authors’ knowledge, this study is the first to demonstrate positive effects
of CRCL on employees’ levels of social competencies. In addition, the value of informal CRCL for the
development of competencies was highlighted.
Keywords Continuingdevelopment,Workplace learning,Performancemanagement, Careers,Germany,
Learning
Paper type Research paper
Introduction
Organizations invest in human resource development activities in order to meet new
and additional requirements due to technological development. Given the increasingly
lower half-life of work-related knowledge, updating employee’s knowledge
continuously is imperative for organizations facing global competition (Mayo, 2000).
In addition, while prior research focused on formal development interventions such as
off-the job training, a recent trend in the development literature explores the benefits of
informal learning activities such as discussing work-related issues with colleagues and
supervisors. In contrast to the importance of these topics, virtually no empirical
research exists that helps to understand the way employees’ formal and informal
The current issue and full text archive of this journal is available at
www.emeraldinsight.com/0048-3486.htm
PR
38,1
90
Received 1 March 2006
Revised July 2007
Accepted 6 November 2007
Personnel Review
Vol. 38 No. 1, 2009
pp. 90-101
qEmerald Group Publishing Limited
0048-3486
DOI 10.1108/00483480910920732
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