Capacity for Competence Development: Unlocking Potential for Lifelong Learning in Later Working Life
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View abstract on PubMed
Summary
This summary is machine-generated.Older workers aged 55+ want to engage in lifelong learning to extend their careers. Their participation in competence development hinges on workplace factors like time, culture, and purpose, not just individual desire.
Area Of Science
- Workplace Learning and Development
- Gerontology in Organizational Studies
- European Social Policy and Aging Workforce
Background
- The retention of older workers is a critical policy concern in European welfare states.
- Lifelong learning and continued competence development are increasingly viewed as strategies to extend working lives.
Purpose Of The Study
- To explore the learning practices and attitudes of employees aged 55 and older towards competence development.
- To identify factors influencing the willingness of older employees to participate in competence development initiatives.
Main Methods
- Qualitative fieldwork was conducted in nine governmental workplaces in Denmark.
- An analytical framework, 'capacity for competence development,' was introduced, identifying five key influencing factors: time, economy, learning culture, energy, and purpose.
Main Results
- Participation in competence development is a dynamic process, co-produced by workplace dynamics, policies, age stereotypes, and work organization, not solely an individual responsibility.
- Five factors—time, economy, learning culture, energy, and purpose—significantly influence an employee's capacity for competence development.
Conclusions
- Most employees aged 55 and older desire to participate in competence development but require suitable circumstances.
- Enhancing participation necessitates a focused approach on the identified factors within the 'capacity for competence development' framework.
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