Human Resource Development Quarterly

This paper complements retrospective approaches to researching informal learning in the workplace with experience sampling. Since (conscious) informal learning is becoming increasingly important for successfully keeping pace with rapid changes in working environments, a clear understanding of the co…

Innovative products and services are key factors in corporate competitiveness, and the expression “employee creativity” is the top priority factor in leading corporate innovation. This study aims to investigate the differences between the predictive variables for the expression of radical and increm…

Research on lecturers' achievement goals and their impact on professional learning in higher education is a topic that has assumed importance in recent years. However, previous studies have neglected the multidimensionality of informal workplace learning and ignored the differences between self-base…

The challenges resulting from increasing digitalization and globalization require flexible continuing education for white-collar workers. Especially informal learning becomes increasingly important in the modern workplace. Practitioners want to promote informal learning among employees, researchers …

The aim of this contribution was to investigate predictors of innovative work behavior (IWB) in nonprofit organizations. For instance, in schools, innovative solutions are crucial as the quality of education and therefore the schools' competitiveness depends on their ability to keep pace with techno…

Informal workplace learning (IWL) is an important part of work-related continuing education, especially in the case of blue-collar workers. The current article presents a new measure of IWL, which we developed based on the already existing Dynamic Model of Informal Learning by Tannenbaum et al. (201…

According to the U.S. Department of Justice (2007), over 10,000 formerly incarcerated individuals are released each week from federal and state prisons. The purpose of this study is to draw upon human capital theory to examine the relationships between the types of training programs and gainful empl…

Individuals and society invest ever-increasing resources in formal educational programs. However, informal workplace learning may be an effective alternative source for enhancing competencies, but, unfortunately, our knowledge about informal learning is still limited. We extend the research on infor…

The primary purpose of this study was to identify competencies needed by current human resource development (HRD) master's degree graduate students in Korea. The study used a quantitative method, the Delphi technique, in combination with a qualitative method consisting of a series of in-depth interv…

The 1990s and early 2000s saw the increased development of advanced training, skills standards, and certification exams by private organizations in the United States. Employers began accepting these skill certifications in lieu of traditional on-the-job training, thereby encouraging employees to acq…

[No abstract available]

U.S. employers and their workers underinvest in employer training. Underinvestment occurs because training generates externalities, because the tax system is biased against training investments, because turnover is high, and because most workers lack access to loans and are unable to finance general…