The purpose of this study was to investigate the effect of individual and organisational factors on knowledge workers’ perceptions of the effectiveness of informal learning. Because most studies on informal learning have been conducted at the individual level, studies empirically examining the influence of individual and organisational factors simultaneously remain necessary. The research question guiding this study was: What are organizational and individual factors that influence knowledge workers’ perceptions of the effectiveness of informal learning? Tynjälä’s (2013) 3-P (Presage, Process, and Product) model of workplace learning was adopted to identify factors affecting informal learning and its outcomes. In performing our multilevel analysis, we used the Human Capital Corporate Panel (HCCP) dataset covering a sample of 4628 knowledge workers across 396 companies in South Korea. At the individual level, task uncertainty, motivation, organisational commitment, job satisfaction, and perceived promotion opportunities were positively related to the workers’ perceptions of the effectiveness of informal learning. At the organisational level, training and development (T&D) support and trust climate were significantly related to perceptions of the effectiveness of informal learning, while top management support and open communication were not.

中文翻译：

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影响知识工作者对非正式学习有效性的感知的个人和组织因素：多层次分析

这项研究的目的是调查个人和组织因素对知识工作者对非正式学习有效性的看法的影响。由于大多数非正式学习的研究都是在个人层面进行的，因此有必要从经验上考察个人和组织因素的影响的研究。指导本研究的研究问题是：影响知识工作者对非正式学习有效性的看法的组织和个人因素是什么？采用Tynjälä（2013）的3-P（预言，过程和产品）工作场所学习模型来确定影响非正式学习及其结果的因素。在执行多层次分析时，我们使用了人力资本公司专家组（HCCP）数据集，该数据集涵盖了韩国396家公司的4628名知识工人。在个人层面上，任务的不确定性，动机，组织承诺，工作满意度和感知的晋升机会与工人对非正式学习有效性的看法成正比。在组织层面，培训与发展（T＆D）的支持和信任气氛与对非正式学习有效性的看法密切相关，而高层管理人员的支持和开放式沟通则与之无关。升职机会与工人对非正式学习效果的看法呈正相关。在组织层面，培训与发展（T＆D）的支持和信任气氛与对非正式学习有效性的看法密切相关，而高层管理人员的支持和开放式沟通则与之无关。升职机会与工人对非正式学习效果的看法呈正相关。在组织层面，培训与发展（T＆D）的支持和信任气氛与对非正式学习有效性的看法密切相关，而高层管理人员的支持和开放式沟通则与之无关。