Age and learning during unemployment

Abstract

Summary This study investigated age, past job control, social support and financial hardship as predictorsof continuous learning among a sample of unemployed job seekers. A total of 172 participantscompleted measures of continuous learning (motivation to leam, education initiative andupdating behaviour) and of potential predictors. Analysis showed that age was not related tomotivation to leam and education initiative. Past job control and social support moderated therelationship between age and continuous learning. Age was positively related to some types ofcontinuous learning for unemployed people with high social support and high past job control.Future research should identify more individual and situational characteristics, which supportcontinuous learning throughout the lifespan. Copyright © 2006 John Wiley & Sons, Ltd. Introduction Global competition, technological innovations, new production and job concepts call for continuousand lifelong learning (Howard, 1995; Ilgen & Pulakos, 1999; London & Mone, 1999; Thayer, 1997).Orgatiizations expect that their employees are able and willing to update their knowledge and skills on aregular basis. Frequent changes of job requirements and the pursuit of multiple careers during workinglives make learning a necessity for today's employees (Hall & Mirvis, 1995; Ilgen & Pulakos, 1999).There is cross-sectional and longitudinal evidence that learning has positive effects on individual andorganizational level outcomes (e.g. Colquitt, LePine, & Noe, 2000; Tharenou, 2000). Moreover, studiesexamined how employees improve their knowledge and skills (e.g. Sonnentag & Kleine, 2000). Inaddition, empirical studies addressed the question if individual differences such as age and motivation(e.g. Birdi, Allan, & Warr, 1997), and situation characteristics such as management support and teamclimate (e.g. Allen, Russell, Poteet, & Dobbins, 1999; Warr, Allan, & Birdi, 1999) support or hinderleaming activities (for an overview see Sonnentag, Niessen, & Ohly, 2004).However, continuous and life-long leaming is not only important for enhancing employees'development, but also for preventing skill obsolescence of unemployed persons. While seeking a newjob, individuals may find that their knowledge and skills have become obsolete. For example, acomputer scientist who is no longer familiar with recent developments in progratnme languages willexperience particular difficulties in finding a new job. Wanberg, Hough and Song (2002) suggested thatseeking additional training while unemployed is one important part of the jobless persons' humancapital that can enhance their skill level and employability. There is some evidence that retrainingduring unemployment is one strategy that helps to accelerate reemployment (Leana, Feldman, & Tan,