Individual learning accounts: a strategy for lifelong learning?

Abstract

Purpose

Since the end of the previous century social partners in different branches of industry have laid down measures to stimulate individual learning and competence development of workers in collective labour agreements. Special attention is given to stimulating learning demand among traditional non‐participants to lifelong learning, such as lower educated and older employees. The paper examines one such measure, the individual learning account (ILA).

Design/methodology/approach

This paper is based on a quasi‐experimental study, in which we evaluate the impact of ILA on learning intention and work floor learning culture is evaluated. The study focuses on lower educated employees in two sectors of employment: the elderly care sector and SME's in the technical installation (TI) sector. The point of departure is Ajzen'se theory of planned behaviour. In this study, we attempt to examine the effects of ILAs on intention to engage in learning activities and behavioural predictors such as attitude, perceived behavioural control and perceived learning culture. A number of authors point out the pivotal influence of supportive learning culture on learning behaviour, in which employer and employees are portrayed as partners. Therefore, for this study the variable perceived dialogical learning culture was constructed.

Findings

Differences were found in the effect of ILA on learning intention and perceived learning culture between both sectors. Especially, in TI companies ILA had significant effect on the learning intention of older employees and employees working in level three functions.

Originality/value

The paper assesses ILAs.

Citation

Renkema, A. (2006), "Individual learning accounts: a strategy for lifelong learning?", Journal of Workplace Learning, Vol. 18 No. 6, pp. 384-394. https://doi.org/10.1108/13665620610682107