Employee Learning and Development Orientation: Toward an Integrative Model of Involvement in Continuous Learning

By Todd J. Maurer. 2002

146 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/004ba601ebd7216055c5d5b8be0d9ea5ee63fd80

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Benefits of a supportive development climate for older workers (2008, unknown): “Maurer (2002) proposed that the extent that supervisors and coworkers emphasize and support learning and development in employees’ daily activities influences their development orientation.”
Estimating return on leadership development investment (2010, background): “Similarly, Maurer (2002) argues for the importance of participants having a feedback orientation in terms of how well any leadership intervention will impact on the participant's leadership development.”
The Concept of Self-Directed Learning and Its Implications for Human Resource Development (2004, background): “As leaders, managers, and human resource professionals attempt to build learning infrastructures that leverage formal and informal learning, learners are being increasingly challenged to become continuous lifelong learners and assume more responsibility for their own learning and development so that”
Career satisfaction, organizational commitment, and turnover intention (2010, background): “Regarding goal orientation, employees who are learning goal-oriented people are likely to have a stronger emotional attachment, such as a stronger acceptance of the organization’s goals and values, a higher willingness to exert effort for the organization, and a stronger desire to maintain membershi”
Promoting more integrative strategies for leadership theory-building. (2007, background): “…that previous discussions of leadership development have not integrated the context into models of development, ignoring numerous authors’ suggestions that coping with difficult situations or challenging events facilitates leadership development (Maurer, 2002; McCauley & Van Velsor, 2003).”
The impact of supervisory mentoring on personal learning and career outcomes: The dual moderating effect of self-efficacy (2011, background): “This paper attempts to extend the current mentoring literature by incorporating research from the learning and development approach (Maurer, 2002).”
The Role of Self-Reflection, Emotional Management of Feedback, and Self-Regulation Processes in Self-Directed Leadership Development (2012, background): “Research on whether derailment relates more to underlying personal characteristics, such as one’s learning and development orientation (Maurer, 2002) or development capacity, may provide further insight into this important HRD issue.”
Employee perceptions of their workplaces as learning environments (2007, background): “These three job characteristics are important determinants of the learning potential of a task (Ellstrom, 2001; Maurer, 2002).”