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Company‐based lifelong learning: what’s the pay‐off for employers?

Judy Pate (Dundee Graduate School of Management, Dudhope Castle, Dundee, UK)
Graeme Martin (Dundee Graduate School of Management, Dudhope Castle, Dundee, UK)
Phil Beaumont (University of Glasgow Business School, University of Glasgow, Glasgow, UK)
Jim McGoldrick (Dundee Graduate School of Management, Dudhope Castle, Dundee, UK)

Journal of European Industrial Training

ISSN: 0309-0590

Article publication date: 1 March 2000

Abstract

Addresses the question: will investment in HRD through company‐based programmes of lifelong learning pay dividends to companies in terms of knowledge transfer from courses and more positive psychological contracts? Develops a model of the relationship between HRD investment, the content of psychological contracts and key consequences such as satisfaction, continuance commitment and knowledge transfer. This model is tested empirically using data from a survey of a cohort of participants in a major Scottish electronics company. The results show that the programme paid off in terms of more positive psychological contracts and knowledge transfer. However, contrary to other research, the nature of the transfer climate (e.g. manager support, career and salary advancement, etc.) was not seen to be important in affecting knowledge transfer. This latter finding has important implications for HR policies in knowledge creating companies.

Keywords

Citation

Pate, J., Martin, G., Beaumont, P. and McGoldrick, J. (2000), "Company‐based lifelong learning: what’s the pay‐off for employers?", Journal of European Industrial Training, Vol. 24 No. 2/3/4, pp. 149-157. https://doi.org/10.1108/03090590010321115

Publisher

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MCB UP Ltd

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