{"id":126122,"date":"2020-08-11T17:56:14","date_gmt":"2020-08-11T21:56:14","guid":{"rendered":"https:\/\/fsc-ccf.ca\/references\/how-do-organizational-and-task-factors-influence-informal-learning-in-the-workplace-2\/"},"modified":"2020-08-11T17:56:13","modified_gmt":"2020-08-11T21:56:13","slug":"how-do-organizational-and-task-factors-influence-informal-learning-in-the-workplace-2","status":"publish","type":"reference","link":"https:\/\/fsc-ccf.ca\/fr\/references\/how-do-organizational-and-task-factors-influence-informal-learning-in-the-workplace-2\/","title":{"rendered":"How do organizational and task factors influence informal learning in the workplace?"},"content":{"rendered":"

Le but de cette \u00e9tude \u00e9tait d’examiner la relation entre les facteurs organisationnels et la t\u00e2che et l’efficacit\u00e9 des deux types d’apprentissage informel: interaction avec les pairs et l’apprentissage en faisant via propre t\u00e2che. Les donn\u00e9es examin\u00e9es \u00e9taient donn\u00e9es secondaires d\u00e9riv\u00e9es des donn\u00e9es de panel d’entreprise du capital humain en 2007, recueillis et organis\u00e9s par l’Institut cor\u00e9en de recherche sur l’\u00e9ducation et la formation professionnelle Comp\u00e9tences (KRIVET). Une analyse hi\u00e9rarchique multi-r\u00e9gression a \u00e9t\u00e9 appliqu\u00e9e \u00e0 des donn\u00e9es dans cette \u00e9tude. Les r\u00e9sultats des \u00e9tudes ont soutenu la conviction que le leadership de gestion de haut dans le d\u00e9veloppement des ressources humaines (DRH de) ainsi que des communications ouvertes une incidence positive sur l’efficacit\u00e9 de l’apprentissage informel. Cependant, la culture de l’innovation n’a pas de relation statistiquement significative avec l’efficacit\u00e9 de l’apprentissage informel. En outre, cette \u00e9tude a montr\u00e9 que la nouvelle t\u00e2che et la satisfaction de la t\u00e2che une influence positive sur cette efficacit\u00e9. Efficacit\u00e9 accrue lorsque les employ\u00e9s ont reconnu que les connaissances et les comp\u00e9tences acquises des t\u00e2ches actuelles ont \u00e9galement \u00e9t\u00e9 utiles \u00e0 d’autres organisations. Implications pour la pratique et des recommandations pour d’autres recherches sont discut\u00e9es. Traduit a\u0300 l'aide de Google Translate<\/p>\n","protected":false},"excerpt":{"rendered":"

Le but de cette \u00e9tude \u00e9tait d’examiner la relation entre les facteurs organisationnels et la t\u00e2che et l’efficacit\u00e9 des deux types d’apprentissage informel: interaction avec les pairs et l’apprentissage en faisant via propre t\u00e2che. Les donn\u00e9es examin\u00e9es \u00e9taient donn\u00e9es secondaires d\u00e9riv\u00e9es des donn\u00e9es de panel d’entreprise du capital humain en 2007, recueillis et organis\u00e9s par l’Institut cor\u00e9en de recherche sur l’\u00e9ducation et la formation professionnelle Comp\u00e9tences (KRIVET). Une analyse hi\u00e9rarchique multi-r\u00e9gression a \u00e9t\u00e9 appliqu\u00e9e \u00e0 des donn\u00e9es dans cette \u00e9tude. Les r\u00e9sultats des \u00e9tudes ont soutenu la conviction que le leadership de gestion de haut dans le d\u00e9veloppement des ressources humaines (DRH de) ainsi que des communications ouvertes une incidence positive sur l’efficacit\u00e9 de l’apprentissage informel. Cependant, la culture de l’innovation n’a pas de relation statistiquement significative avec l’efficacit\u00e9 de l’apprentissage informel. En outre, cette \u00e9tude a montr\u00e9 que la nouvelle t\u00e2che et la satisfaction de la t\u00e2che une influence positive sur cette efficacit\u00e9. Efficacit\u00e9 accrue lorsque les employ\u00e9s ont reconnu que les connaissances et les comp\u00e9tences acquises des t\u00e2ches actuelles ont \u00e9galement \u00e9t\u00e9 utiles \u00e0 d’autres organisations. Implications pour la pratique et des recommandations pour d’autres recherches sont discut\u00e9es. [googletranslate_fr]<\/p>\n","protected":false},"template":"","reference-tag":[],"reference-type":[435],"class_list":["post-126122","reference","type-reference","status-publish","hentry","reference-type-journal-article"],"acf":{"citation":"Jeon, K. and Kim, K. (2012). How do organizational and task factors influence informal learning in the workplace?. Human Resource Development International, 15(2), 1-18. 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