Career-relevant learning and development, worker age, and beliefs about self-efficacy for development

By Todd J. Maurer. 2001

492 citations recorded by the source corpus.

Subfields: Education, Management of Technology and Innovation, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e5d597188e3f52156d9e1fbbc0e9e31871baafd2

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In Education

In Management of Technology and Innovation

In Organizational Behavior and Human Resource Management

Citations in the corpus

Employee Learning and Development Orientation: Toward an Integrative Model of Involvement in Continuous Learning (2002, background): “If an employee is frequently involved in challenging task assignments that require learning new skills or knowledge, these discrete learning experiences, if successfully completed, are essentially learning mastery experiences (Maurer, 2001).”
Learning at the workplace and sustainable employability: a multi-source model moderated by age (2016, background): “Some scholars (notably, Armstrong-Stassen & Ursel, 2009; Farr & Ringseis, 2002; Maurer, 2001) reasoned that HRD practices are particularly important for continued learning and protecting older workers’ career potential (Brooke & Taylor, 2005).”
Age-related differences in work motivation (2012, background): “The often observed decline in learning activities in older employees can also be accounted for by lower selfconfidence (self-efficacy) in learning (Guerrero & Sire, 2001; Maurer, 2001).”
The relationship between leisure activities and psychological resources that support a sustainable career: The role of leisure seriousness and work-leisure similarity (2020, background): “Over time these lower levels of self-efficacy may reduce a person's willingness and capability to maintain effective work performance (Stajkovic & Luthans, 1998) and reduce their engagement with challenging and developmental work activities that help to maintain a sustainable career (Maurer, 2001).”
Extending Self-Efficacy Theory to Leadership: A Review and Empirical Test (2002, background): “Since there are extensive research results suggesting that the more confident one is that one can perform an activity successfully, the more likely it is that one will voluntarily participate in the activity (Maurer, 2001), the following hypotheses are presented.”
Formal Mentoring Programs and Organizational Attraction. (2006, background): “Individuals with high self-efficacy for development believe they are capable of developing and improving their skills (Maurer, 2001; Maurer et al., 2002).”
Aging and training and development willingness: employee and supervisor mindsets (2011, background): “After this critical period, employers tend to provide less development and learning resources on the assumption that their older employees are no longer interested in learning (Maurer, 2001).”
Aging, Adult Development, and Work Motivation (2004, background): “Protecting self-concept seems to be one of the leading determinants of middle-aged and older adults' avoidance of some kinds of career development activities (e.g., Maurer, 2001).”
Protean and Boundaryless Careers: A Study on Potential Motivators. (2008, background): “In general, it is expected that the decline is a result of a changed cost-benefit trade-off and of greater anxiety about possible learning difficulties (Warr & Birdi, 1998) as with increasing age people seek to protect their self-concept (Kanfer & Ackerman, 2004; Maurer, 2001).”