Workplace Learning Subjective Motives and Supervisor Support Matter /

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 decis...

Πλήρης περιγραφή

Λεπτομέρειες βιβλιογραφικής εγγραφής
Κύριος συγγραφέας: Baron, Stefan (Συγγραφέας)
Συγγραφή απο Οργανισμό/Αρχή: SpringerLink (Online service)
Μορφή: Ηλεκτρονική πηγή Ηλ. βιβλίο
Γλώσσα:English
Έκδοση: Wiesbaden : VS Verlag für Sozialwissenschaften, 2011.
Θέματα:
Διαθέσιμο Online:Full Text via HEAL-Link
LEADER 02310nam a22004455i 4500
001 978-3-531-92870-8
003 DE-He213
005 20151204173624.0
007 cr nn 008mamaa
008 110401s2011 gw | s |||| 0|eng d
020 |a 9783531928708  |9 978-3-531-92870-8 
024 7 |a 10.1007/978-3-531-92870-8  |2 doi 
040 |d GrThAP 
050 4 |a H1-970.9 
072 7 |a J  |2 bicssc 
072 7 |a JHB  |2 bicssc 
072 7 |a SOC000000  |2 bisacsh 
082 0 4 |a 300  |2 23 
100 1 |a Baron, Stefan.  |e author. 
245 1 0 |a Workplace Learning  |h [electronic resource] :  |b Subjective Motives and Supervisor Support Matter /  |c by Stefan Baron. 
264 1 |a Wiesbaden :  |b VS Verlag für Sozialwissenschaften,  |c 2011. 
300 |a 135 p. 21 illus.  |b online resource. 
336 |a text  |b txt  |2 rdacontent 
337 |a computer  |b c  |2 rdamedia 
338 |a online resource  |b cr  |2 rdacarrier 
347 |a text file  |b PDF  |2 rda 
520 |a 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. 
650 0 |a Social sciences. 
650 0 |a Sociology. 
650 0 |a Economic sociology. 
650 1 4 |a Social Sciences. 
650 2 4 |a Social Sciences, general. 
650 2 4 |a Organizational Studies, Economic Sociology. 
650 2 4 |a Sociology, general. 
710 2 |a SpringerLink (Online service) 
773 0 |t Springer eBooks 
776 0 8 |i Printed edition:  |z 9783531178578 
856 4 0 |u http://dx.doi.org/10.1007/978-3-531-92870-8  |z Full Text via HEAL-Link 
912 |a ZDB-2-SHU 
950 |a Humanities, Social Sciences and Law (Springer-11648)