Abstract
Lawyers mostly work individually and unobserved by supervisors, therefore, their employers want to make sure they gain sufficient competence to perform well. There is little previous research on the direct relationship between self-directed learning and individual work performance. Therefore, the goal of the paper is to analyze how self-directed learning influences individual work performance of lawyers in Lithuania.
 
 Our study is based on a quantitative research method, a self-reported questionnaire including 267 lawyers. The self-directed learning readiness (Guglielmino, adapted by Hashim, 2007) and individual task performance (Koopmans et al., 2012) scales were chosen. The correlation and regression analysis is performed to answer the question of the research.
 The survey revealed that self-directed learning dimensions explain up to 32.5 % of variance in individual work performance expressed by task performance. Determination, initiative, confidence and reflection in learning have statistically significant influence on individual work performan between self-directed learning and individual work performance of lawyers. Also, the topic is under-researched in the context of emerging economies.
 The paper is original as few if any previous studies analyze the relationship between self-directed learning and individual work performance of lawyers. Also, the topic is under-researched in the context of emerging economies.
Highlights
Professionals face particular job specifics which influence how they work, perform, learn and improve
Both task performance (TP) (4.17 out of 5) and selfdirected learning readiness scale (SDLRS) (3.84 out of 5) dimensions are generally evaluated rather high by the lawyers
The findings of our research prove that self-directed learning (SDL) affects TP significantly in the context of Lithuanian lawyers
Summary
Professionals face particular job specifics which influence how they work, perform, learn and improve. Lawyers are supposed to stay informed about the changes in the legal system and keep improving competence. As they tend to work mostly individually with limited supervision, their employers want to make sure lawyers perform well and are competent enough. Guglielmino and Roberts (1992) notice the difference in evaluating SDL: the US respondents rate their SDL readiness higher than those from Hong Kong. It suggests that research findings might be different in emerging economies.
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