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Learning from errors is a complex process that requires careful support. Building on affective events theory, the purpose of this paper is to explore how a supportive learning from error climate can contribute to social learning from errors through affective and cognitive error responses by individual professionals.

A total of 139 early-career auditors completed an online questionnaire consisting of validated survey scales, allowing for serial mediation analysis to compare direct and indirect effects.

Learning from error climate was directly and positively related to engagement in social learning activities after committing an error. Furthermore, the authors found a double mediation by error strain (an affective error response) and reflecting on errors (a cognitive error response) on this relationship.

Organizations can actively encourage professionals to learn from their errors by creating a supportive learning from error climate and holding professionals accountable for their errors.

The present study enriches the authors’ understanding of the mechanisms through which learning from error climate influences engagement in social learning activities. It extends prior research on learning from errors by investigating the sequential effects of engagement in error-related learning activities performed individually and in social interaction.

This study aimed to investigate the impact of social networks on learning requests by Arab undergraduate EFL students.

Furthermore, both types of requests (i.e. direct and indirect) have been compared under the same condition. A total of 40 Saudi EFL learners participated in this study. Their scores in the pre-test and post-test were compared.

Results of the post-tests indicated that the experimental groups' performance significantly outscored the control groups. However, no significant difference was reported between the two experimental groups (i.e. direct and indirect).

Requests, as a component of pragmatics, have been investigated extensively in the literature to aid second/foreign language learning. However, little is known about the manner by which social networks could foster learning requests.

Different studies have analyzed the relationship between organizational learning and value creation. However, the question of how crowdsourcing affects the relationships between organizational learning and value creation remains unexplored. This paper aims to explore the mediating role of crowdsourcing in the relationship between organizational learning and value creation in local governance.

The hypotheses were tested based on data collected from 205 local governance units in Poland using crowdsourcing. Data collection was carried out by using a set of standardized questionnaires. Correlation analyses were used to specify the strength of the relationships between the variables. To test the hypotheses, multiple regression analysis was used.

The results have shown that in the local governance organizational learning is related to crowdsourcing, while organizational learning is not related to value creation. Crowdsourcing does not play a mediating role in explaining the relationship between organizational learning and value creation.

A research model was developed based on the relevant literature in the field of organizational learning, value creation and crowdsourcing. This study urges researchers to explore the relationship between organizational learning and value creation in other public organizations using crowdsourcing.

This is the first study on the intermediate role of crowdsourcing in the relationship between organizational learning and value creation in local governance. The proposed model enriches the existing literature and allows better understanding of how crowdsourcing acts as an intermediary in the organizational learning-value creation relationship.

The purpose of this study is to examine the relationship between job characteristics that foster learning (experience with and demand for continuous learning at work, skills variety and autonomy) as potential predictors of self-reported outcomes, such as future learning ability and employee disengagement at work for a cohort of employees with no or very limited job change experience. Further consideration was given to employees’ experiences at work (meaningfulness and recognition at work) as potential mediators in this relationship between job characteristics and employee outcomes.

A cross-sectional design was applied. Participants (N = 284) were recruited from Northern Germany and asked to complete a paper-and-pencil survey. The results were subsequently analyzed using path models to examine direct and indirect effects associated with mediation.

Path model analysis indicated that job characteristics promoting learning at work are positive predictors of self-reported future learning ability and negative predictors of disengagement. Both meaningfulness and recognition predict future learning ability as well. However, these variables only operated as significant mediators in the relationship between job characteristics and employee disengagement (but not self-reported future learning ability).

The study outlines the importance of job characteristics and employee experience to understand employees’ beliefs about their learning ability and engagement at work. The findings highlight the importance of meaningfulness and recognition for employees, as well as the role of learning-supportive job characteristics.

The purpose of this paper is to examine the relationship among training design, trainee motivation and work environment on the transfer of learning for teachers enrolled in a continuing professional education (CPE) training program and the confirmation of potential positive, predictive relationships of trainee motivation, work environment and training design to transfer of learning. This study investigated the contribution of training efficiency and relevance as measured by the training design; work environment as measured by work autonomy, work complexity and work variability; and trainee’s motivation of training (learning- and job-oriented) to the transfer of knowledge and skills from the training program to their workplace. Both direct and indirect effects of mentioned components on the learning transfer were explored.

This study included 160 teachers working in high-needs schools with large numbers of English learners (ELs) Southwest USA. Teachers in this study primarily needed professional development to empower them and enhance their instructional capacity for ELs and economically challenged students. During the recruitment, participants completed a demographic information (e.g. gender, ethnicity, number of years teaching, age, educational background) survey.

A mediation model with training design as the mediating factor was developed and analyzed. The results revealed that training design fully mediated the relationship between trainees’ work environments and the transfer of knowledge, skills and attitude acquired from the training to their workplace. Furthermore, it partially mediated the relationship between learning-oriented motivation and the transfer of learning. These findings further amplify the significance of CPE program training design and foster important considerations for future research regarding the isolation of specific training design aspects that significantly contribute to the mediation of these relationships.

Considering the significance of learning transfer in developing professional knowledge and skills for target employees and trainees, confirming the mediating effects of training design on training transfer holds critical implications for future research. Specific and purposeful attention needs to be given to the design of CPE training. Investigations into the effects of training design and successful elements such as the training platform (online, hybrid or in-person), sample size, group structure, facilitation and participant demographics are warranted.

The finding of this research provides a preliminary guide for scholar-practitioners. Results of the study confirmed the role that learning-oriented motivation, job-oriented motivation, work variability or flexibility, work complexity and training design play in transfer of learning. In practice, training professionals will be more comfortable pinpointing the factors that lead to the transfer of learning or the lack of it.

Learning transfer has been found to be imperative for target employees and trainees to develop professional knowledge, skills and attitudes. Results of this study reveal variables that promote the positive transfer of learning to the workplace.

This study examines whether learning climate relates to employability competences through social informal learning (i.e. feedback, help and information seeking).

Multiple regression analyses and structural equation modeling were used to test direct and indirect effects in a sample of 372 employees working in two Dutch governmental institutes.

The analyses confirmed that learning climate has an indirect effect on employability competences through feedback, help and information seeking. More specifically, the findings suggest that learning climate is important for employees' engagement in proactive social informal learning activities. Engaging in these learning activities, in turn, relates to a higher level of employability.

This study employs an integrative approach to understanding employability by including the organization's learning climate and employees' social informal learning behavior. It contributes to the extant literature on professional development by unraveling how proactive social informal learning relates to employability competences. It also provides new insights on learning climate as a determinant for social informal learning and employability.

The purpose of this paper is to evaluate the relative effects of three facets or connectors argued to be vital for learners in successful e-learning outcomes in developing economies.

Data were collected through a survey involving 130 learners. A stratified sampling technique was employed. Regression analyses making use of linear, multiple and PROCESS macro in Statistical Package for the Social Sciences (SPSS) were used to analyze data.

Technological self-efficacy and social presence are the most important facets needed by participants for effective learning in higher education institutions in developing countries. Learning tools meant to enhance teaching and learning and also contribute to learner satisfaction.

The findings of the study provide insights to academic administrators to pay close attention to the three connectors in order to ensure quality learning. The findings guide higher learning institutions to adequately and selectively pay attention to the three connections. Deliberate efforts focusing on students' situations, opinions and concerns are vital for learner satisfaction in developing economies.

This study represents a first attempt to examine the effect of the “right connections” for effective learning in developing economies, using a quantitative approach. The findings bring into attention the role of assessing learner inputs and virtual environment in boosting the effectiveness of e-learning. The findings also result in a model that should lead to increased learner satisfaction through the implementation of right connections. The study “disputes” the relevance of a universal e-learning system.

The aim of this study is to investigate the serially mediating effect of knowledge management (KM) practices (namely, knowledge creation, storage and sharing) on the organizational learning (OL) and organizational performance (OP) relationships during a crisis.

Based on theories-of-action, knowledge-based and resource-based theories, this study proposed a sequential mediation model where OL underlying mechanisms through which KM practices have facilitated OP during the crisis. The sample dataset contains 440 responses collected from the managers of the software development companies in Pakistan. The authors used Hayes Process macro with SPSS to test the study hypotheses.

The results of the study reveal that knowledge creation, storage and sharing serially mediate the relationships between OL and OP. These findings strengthen the argument suggesting that OL plays the key role in KM that helps software companies to mend their performance in times of crisis.

This study contributes to the KM literature in two ways: (1) grounded on the study's proposed framework, organizations can improve and manage their businesses in times of crisis and (2) learn how to generate new knowledge in response to business crises.

本研究擬探討在危機中,知識管理做法(即知識的創造、儲存和分享),如何連續地在組織學習與組織績效之間的聯繫上起著仲介效應

研究以行為理論、知識基礎理論和資源基礎理論之論據,提出了一個系統化的仲介模型,闡釋知識管理如何在危機中、透過以組織學習為基礎之機制,去促進組織之績效。數據集為取自在巴基斯坦的軟件開發公司工作的主管的440個調查答覆;我們以 Hayes, A. F. 的 PROCESS macro、並附以 SPSS,去測試我們的研究假設。

研究結果顯示、知識的創造、儲存和分享,會在組織學習與組織績效之間的聯繫上,起著連續性的仲介效應。知識管理被認為可幫助軟件公司在危機中改善其表現不足之處,而組織學習在知識管理上或許扮演著關鍵的角色。研究結果強化了肯定這個角色的論據。

本研究對知識管理文獻有兩方面的貢獻: (一)若以本研究提出的框架為基礎,組織可於危機中改善及管理其業務; (二)組織可學習如何創造新的知識,以能應對業務上極其困難的時刻。

組織學習、知識管理做法、組織績效、行為理論、2019冠狀病毒疫情危機、軟件開發產業.

This study determines which aspects of the intended object of learning (planned by teachers during the first phase of a learning study) is made discernible from a learners' perspective. In a learning study, the intended, enacted, and lived object of learning are considered. This study focuses on the learning material used by teachers while designing a lesson.

In many learning studies, variation theory is used to design lessons, which predicts difficulties in and possibilities for student learning. The data consisted of a lesson part – instruction through a video-recorded dance choreography – employed to enhance primary school (in a Swedish context, grade 4) students' dancing skills in the subject of Physical Education and Health. The choreography comprised five different sequences, where a variation occurred when the subsequent (new) sequence was applied to the previous movement pattern. The sequences acted as building blocks, where the students' transitions from one movement pattern to another were logical and distinguishable.

The results of this study show in what way an analysis of learning material, based on variation theory, can help teachers take into account the level of complexity of the object of learning. The results also identify which parts of a lesson design can be predicted to present a higher degree of challenge and by that more difficult to grasp, especially for students with different educational needs.

Lessons may be designed based on theoretical assumptions to ensure effective classroom learning and provide guidance to teachers based on student needs.

This study explores whether metacognitive strategy training can influence the lexical knowledge of L2 learners of the present study, and what they think about the use of metacognitive strategies in language learning classes. To do so, a 50-item multiple-choice vocabulary test, developed by the researchers based upon Nation’s (1990) levels of language proficiency, was employed to measure the learners’ vocabulary knowledge progress during the period of instruction. The instruction received by the experimental group was based on the Cognitive Academic Language Learning Approach (CALLA) Model, developed and validated by Chamot and O’Malley (1994). The findings revealed that the experimental group outperformed the control group in their endeavors for comprehending and producing vocabulary. This may be attributed to the fact that after this intervention, participants have developed their metacognitive awareness and their thinking skills. The study concludes with pedagogical implications and highlights avenues for future research.

ﺗ مّ د ﻣ ﺞ ا ﺳ ﺗ ر ا ﺗ ﯾ ﺟ ﯾ ﺎ ت ﻣ ﺎ و ر ا ء ا ﻟ ﻣ ﻌ ر ﻓ ﯾ ﺔ (MS) ، ا ﻟ ﺗ ﻲ ﺗ ﻌ ﺗ ﺑ ر ا ﻟ ﻔ ﺋ ﺔ ا ﻟ ﻔ ر ﻋ ﯾ ﺔ ا ﻟ ر ﺋ ﯾ ﺳ ﯾ ﺔ ﻻ ﺳ ﺗ ر ا ﺗ ﯾ ﺟ ﯾ ﺎ ت ﺗ ﻌ ﻠّ م ا ﻟ ﻠّ ﻐ ﺔ ﻓ ﻲ ﻣ ﻧ ﺎ ھ ﺞ ﺗ ﻌ ﻠّ م ا ﻟ ﻠّ ﻐ ﺔ ا ﻷ ﺟ ﻧ ﺑ ﯾ ﺔ ﻟ ﺗ ﺳ ﮭ ﯾ ل ا ﻟ ﺗ ﻔ ﻛ ﯾ ر ا ﻟ ﻌ ﺎ ﻟ ﻲ و ا ﻟ ﺗ ﺧ ط ﯾ ط ا ﻟ ذ ا ﺗ ﻲ و ا ﻟ ﺗ ﻌ ﻠّ م ا ﻟ ﻣ ﺳ ﺗ ﻘِّل و ا ﻟ ﺗ ﻌ ﻠ م ا ﻷ ﻓ ﺿ ل ﻓ ﻲ ﻧ ﮭ ﺎ ﯾ ﺔ ا ﻟ ﻣ ط ﺎ ف . و ﻓ ﻘًﺎ ﻟ ذ ﻟ ك ، ﺗ ﻌ دّ ھ ذ ه ا ﻟ دّر ا ﺳ ﺔ ﻣ ﺣ ﺎ و ﻟ ﺔً ﻟ ﻺ ﺟ ﺎ ﺑ ﺔ ﻋ ﻣ ﺎ إ ذ ا ﻛ ﺎ ن ا ﻟ ﺗ د ر ﯾ ب ﻋ ﻠ ﻰ ا ﺳ ﺗ ر ا ﺗ ﯾ ﺟ ﯾ ﺔ ﻣ ﺎ و ر ا ء ا ﻟ ﻣ ﻌ ر ﻓ ﻲ ﯾ ﻣ ﻛ ن أ ن ﯾ ؤ ﺛّ ر ﻋ ﻠ ﻰ ا ﻟ ﻣ ﻌ ر ﻓ ﺔ ا ﻟ ﻣُﻌ ﺟ ﻣ ﯾ ﺔ ﻟ ﻠ ﻣ ﺗ ﻌ ﻠ ﻣ ﯾ ن و ﻣ ﺎ ذ ا ﯾ ﻔ ﻛّر ﻓ ﯾ ﮫ ا ﻟ ﻣ ﺗ ﻌ ﻠّ ﻣ و ن ﺣ ول ﺗ د ر ﯾ س ا ﺳ ﺗ ر ا ﺗ ﯾ ﺟ ﯾ ﺎ ت ﻣ ﺎ و ر ا ء ا ﻟ ﻣ ﻌ ر ﻓ ﯾ ﺔ . و ﻟ ﻠ ﻘ ﯾ ﺎ م ﺑ ذ ﻟ ك ، ﺗ مّ ا ﺳ ﺗ ﺧ د ا م ا ﺧ ﺗ ﺑ ﺎ ر ﻣ ﻛ و ن ﻣ ن 50 ﻋ ﻧ ﺻ ر اً ﻣ ﺗ ﻌ د د ا ﻻ ﺧ ﺗ ﯾ ﺎ ر ا ت ا ﻟّ ذ ي ﺗ مّ ﺗ ط و ﯾ ر ه ﺑ و ا ﺳ ط ﺔ ا ﻟ ﺑ ﺎ ﺣ ﺛ ﯾ ن ا ﺳ ﺗ ﻧ ﺎ دًا إ ﻟ ﻰ ﻣ ﺳ ﺗ و ﯾ ﺎ ت ا ﻟ ﻛ ﻔ ﺎ ء ة ا ﻟ ﻠ ﻐ و ﯾ ﺔ ﻟ د ى ا ﻟ ﺷ ﻌ ب (Nation) (1990 م ( ، ﻟ ﻘ ﯾ ﺎ س ﺗ ط وّ ر ﻣ ﻌ ر ﻓ ﺔ ا ﻟ ﻣ ﻔ ر د ا ت أ ﺛ ﻧ ﺎ ء ﻓ ﺗ ر ة اﻟ ﺗد ر ﯾ س . ا ﺳ ﺗ ﻧ د ت ا ﻟ ﺗ ﻌ ﻠ ﯾ ﻣ ﺎ ت ا ﻟ ﺗ ﻲ ﺗ ﻠ ﻘّﺗ ﮭ ﺎ ا ﻟ ﻣ ﺟ ﻣ و ﻋ ﺔ ا ﻟ ﺗ ﺟ ر ﯾ ﺑ ﯾ ﺔ إ ﻟ ﻰ ﻧ ﻣ و ذ ج ﻣ ﻧ ﮭ ﺞ ا ﻟ ﺗ ﻌ ﻠ م ا ﻟ ﻣ ﻌ ر ﻓ ﻲ ا ﻷ ﻛ ﺎ د ﯾ ﻣ ﻲ ) CALLA ( ا ﻟ ذّي أ ﻋ دّه و و ا ﻓ ق ﻋﻠ ﯾ ﮫ ﺷﺎ ﻣو ت وأ وﻣﺎﻟ ﻲ ) 1994 ( . ﻛ ﺷ ﻔ ت ا ﻟ ﻧ ﺗ ﺎ ﺋ ﺞ أ نّ ا ﻟ ﻣ ﺟ ﻣ و ﻋ ﺔ ا ﻟ ﺗ ﺟ ر ﯾ ﺑ ﯾ ﺔ ﺗ ﻔ و ﻗ ت ﻋ ﻠ ﻰ ا ﻟ ﻣ ﺟ ﻣ و ﻋ ﺔ ا ﻟ ﺗ ﺣ ﻛ ﻣ ﯾ ﺔ ﺑ ﺎ ﻟ ﻧّﺳ ﺑ ﺔ ﻟ ﻔ ﮭ م و إ ﻧ ﺗ ﺎ ج ا ﻟ ﻣ ﻔ ر د ا ت . ﻣن اﻟ ﻣﻣﮑن أ ن ﯾﻌود ذ ﻟ ك إ ﻟ ﻰ ﺣ ﻘ ﯾ ﻘ ﺔ أ نّ ا ﻟ ﻣ ﺗ ﻌ ﻠ ﻣ ﯾ ن ﺑ ﻌ د ھ ذ ا ا ﻟ ﻌ ﻼ ج ﯾ ﻣ ﻛ ﻧ ﮭ م ا ﻟ ﺗ ﻔ ﻛ ﯾ ر أ ﻛ ﺛ ر و ر ا ء ا ﻟ ﻣ ﻌ ر ﻓ ﯾ ﺔ و ﺗ ط و ﯾ ر ﺗ ﻘ دّم ﺗ ﻔ ﻛ ﯾ ر ھ م . ﺗ ﺧ ﺗ ﺗ م ا ﻟ دّر ا ﺳ ﺔ ﺑ ذ ﮐ ر ﺑ ﻌ ض ا ﻵ ﻓ ﺎ ق ا ﻟ ﺗ ر ﺑ و ﯾّﺔ و ﺗ ﺳ ﻠ ﯾ ط ا ﻟ ﺿّو ء ﻋ ﻠ ﻰ ﺑ ﻌ ض ا ﻟ ﺳّﺑ ل ﻟ ﻠ ﺑ ﺣ ث ﻓ ﻲ ا ﻟ ﻣ ﺳ ﺗ ﻘ ﺑ ل .