The influence of demographics and work related goals on adaptive development for work related learning amongst private hospital employees.

Abstract:

:Contemporary lifespan development models of adaptive development have been applied to the workforce to examine characteristics of the ageing employee. Few studies have examined adaptive development in terms of worker perceptions of workplace, or their learning and development issues. This study used the recently developed Revised Learning and Development Survey to investigate employee selection and engagement of learning and development goals, opportunities for learning and development at work, and constraints to learning and development at work. Demographic and career goal variables were tested amongst a sample of private hospital employees, almost all of whom were nurses. Workers under 45 years of age perceived greater opportunities for training and development than more mature aged workers. Age and physical demands interacted such that physical demands of work were associated with lower engagement in learning and development goals in mature aged workers. The opposite was observed amongst younger workers. Engagement in learning and development goals at work predicted goals associated with an intention to decrease work hours or change jobs to a different industry when opportunities to learn via work tasks were limited. At the same time limited opportunities for training and development and perceptions of constraints to development at work predicted the intention to change jobs. Results indicate consideration must be paid to employee perceptions in the workplace in relation to goals. They may be important factors in designing strategies to retain workers.

journal_name

Contemp Nurse

journal_title

Contemporary nurse

authors

Tones M,Pillay H,Fraser J

doi

10.5172/conu.2010.36.1-2.143

subject

Has Abstract

pub_date

2010-08-01 00:00:00

pages

143-58

issue

1-2

eissn

1037-6178

issn

1839-3535

pii

10.5172/conu.2010.36.1-2.143

journal_volume

36

pub_type

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