This chapter examines employee learning behavior as a function of work characteristics. Karasek’s Demand-Control (DC) model proposes that high job demands and high job control are conducive to employee learning behavior. A review of 18 studies revealed that whereas most of these supported these predictions, methodological and conceptual shortcomings necessitate further study. Perhaps the most important weakness of the DC-based research on learning is that the conceptual foundations of the DC model regarding employee learning behavior are quite rudimentary, while the role of interpersonal differences in the learning process is largely neglected. The second part of this chapter explores the relationship between work characteristics and learning behavior from the perspective of German Action Theory (AT). AT explicitly discusses how work characteristics affect learning behavior and assigns a role to interpersonal differences. We conclude by presenting a model that integrates action-theoretical insights on learning with DC-based empirical results.
Taris, T. and Kompier, M. (2004), "JOB CHARACTERISTICS AND LEARNING BEHAVIOR: REVIEW AND PSYCHOLOGICAL MECHANISMS", Perrewe, P. and Ganster, D. (Ed.) Exploring Interpersonal Dynamics (Research in Occupational Stress and Well Being, Vol. 4), Emerald Group Publishing Limited, Bingley, pp. 127-166. https://doi.org/10.1016/S1479-3555(04)04004-1Download as .RIS
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