Lifelong learning and the low‐skilled

By K. Illeris. 2006

122 citations recorded by the source corpus.

Subfields: Education, Human Factors and Ergonomics

View Paper: https://www.semanticscholar.org/paper/f3202b9290f0ab2ea15443ddb5e1082f244ee2f7

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In Education

In Human Factors and Ergonomics

Citations in the corpus

Competence development in the workplace: concepts, strategies and effects (2008, background): “Burke & Hutchins, 2007; Ellstrom & Nilsson, 1997; Illeris, 2005; Kock et al., 2007; Mulder, 1998), point to a range of important conditions connected with the planning, design and implementation of the programme.”
Antecedents of Employees’ Involvement in Work-Related Learning (2013, background): “On one hand, these results can be explained on an individual level; low-qualified employees often have negative experiences with education, making them less inclined to participate in learning activities (Illeris, 2006).”
Why do low-educated workers invest less in further training? (2010, background): “However, a qualitative observational study reported by Illeris (2005) indicates that the low educated have a subjective feeling of ambivalence toward job-related training; that is, most of them have had negative experiences in school and thus want to avoid any form of training whatsoever in later…”
An Analysis of Skill Mismatch Using Direct Measures of Skills (2011, background): “The structure of work settings as well as broader structural characteristics of the economy and society may facilitate or constrain opportunities to participate in adult education/training (Brown, Green & Lauder, 2001; Illeris, 2004b; Sawchuk, 2006).”
A Comprehensive Understanding of Human Learning (2018, background): “Now they are forced to undergo a demanding transformative learning process at the same time as they are expected to acquire a great many new practical qualifi cations (see e.g. Illeris 2006).”
Engaging leader – Engaged employees? A cross-lagged study on employee engagement (2019, background): “On a similar note, owing to the low learning efficacy and the accumulation of negative educational experiences, low-qualified employees may be less willing to participate in training (Illeris, 2006; Kyndt et al., 2009).”