M. Gerken

Learning to stay employable

Purpose – The purpose of this paper is to examine the effects of chronological age and formal and informal learning activities on employability. Furthermore, indirect effects of age on employability via learning activities were tested. Design/methodology/approach – The authors conducted quantitative, cross-sectional survey research (n ¼ 780) in three Dutch and Austrian organizations to study the relationship between chronological age, formal and informal learning activities, and employability using structural equation modeling. Findings – The authors find that both formal and informal learning increase employees’ employability. However, each type of learning contributes to different components of employability. Additionally, the authors find indirect effects of chronological age on employability via formal learning. Research limitations/implications – The results question the focus on chronological age in organizational and political decision making and contribute new insights for the management of an increasingly older workforce. Practical implications – The findings question the predominant use of chronological age as decisive criterion in organizational and national policies and call for closer examination of stereotypes against older employees. Employees should be supported in pursuing learning activities – irrespective of their chronological age. The implications of limiting employees’ access to formal learning activities may limit their future employability. Individual employees, however, are in control of their informal learning activities, and this is a very important lever to maintain and develop employability. Social implications – Given the increasing dependency of social welfare systems on older people’s active participation in the labor market, this study stresses that it is not chronological age per se that affects people’s employability. This diverges from the way of how chronological age is used in policy making. Originality/value – This study contributes further evidence for the relationships of age and formal and informal learning on employability. Additionally, it extends previous literature by examining different effects on different facets of employability, criticizing the prevalent use of chronological age, and investigating potential mediation effects.

Enhancing the academic internship learning experience for business education - A critical review and future directions

Academic internships represent an approach for professional development of student’s generic and specific skills and allow students to gain relevant work experience. Despite the growing popularity of internships, limited research has examined the potential benefits of internship supervision at a distance through Computer-Supported Collaborative Learning (CSCL). This chapter combines the findings of a literature review with insights from a concept-mapping exercise with 22 experts from 15 business schools to identify what constitutes effective collaboration of the three stakeholders: students, company, and business school. Results reveal the inherent goals and expectations of internship supervision differ for companies and business schools. Therefore, the substantial benefits could be obtained through CSCL by effective communication and collaboration between the three stakeholders during internships. Future research has to address whether the identified concept map of internships can be successfully implemented in practice.

Working on professional development of faculty staff in higher education: investigating the relationship between social informal learning activities and employability

In this study, we examined how social informal learning and formal learning of faculty staff in higher education relate to their employability. Data were collected from 209 faculty staff members working at a Dutch university. Results showed that social informal learning was related to the employability of faculty staff. Further analysis revealed that especially external information seeking and acting upon feedback from colleagues and not formal learning predicted the employability of faculty staff. The finding suggests that institutes of higher education should especially foster the professional development of their faculty staff by stimulating exchange of information and seeking and using feedback with colleagues in a proactive manner.

Problem-based learning in hybrid, blended and online courses: Instructional and change management implications for supporting learner engagement

Problem-based learning (PBL) is an instructional format which emphasizes collaborative and contextual learning and hence has favored face-to-face course design. However, with the plentitude of online tools which technology offers nowadays, PBL courses can also be effectively offered to students who cannot physically be present at the campus. The change process from offline to hybrid, blended, or online PBL courses need to be carefully managed and the right combination of technology and learning activities selected from the ever increasing available set. Hybrid, blended, or online courses differ in the amount of integration between offline and online activities. A mixed-method design was used to elaborate on how the different (hybrid, blended, or online) PBL courses can be effectively build and taught to create learner engagement. Twelve people (change agent, instructor, and participants) were interviewed and 82 students filled out a course evaluation form. The data was used to describe how a hybrid, blended, or online course was created and how the instructor and students perceived it. Instructional and change management implications for implementation are presented. Instructional implications deal with the needs of the learner, the role of the instructor, and the importance of sound technology integration in the course. Change management implication highlights the need to foster intra-institutional collaboration.

Improving supervision for students at a distance: videoconferencing for group meetings

Every year, thousands of students go abroad for part of their study programme. Supervision from the home institution is then crucial for good study progress. Providing supervision and feedback at a distance is challenging. This project aims to identify bottlenecks for supervision and hypothesises that online supervisory group meetings with videoconferencing contribute to good supervision. Study 1 showed that students who were abroad perceived lower-quality supervision and feedback on all measured aspects, compared with students staying at the home institution. Within a quasi-experimental design, Study 2 showed that students participating in online meetings experienced better supervision than those who were abroad without online meetings, and they were equally positive about supervision as students who stayed at the home institution. These findings stress the need for extra support for students during their stay abroad and the large potential of videoconferencing in optimising supervision at a distance.

Recommendations from Instructors for Adopting Successful Online Learning

Emergent technologies propose new ways to deliver and teach online courses, thereby offering learners more flexibility and new ways to build knowledge (Anderson and Elloumi 2004). When shifting from traditional face-to-face teaching to teaching online, universities and instructors must reconsider their teaching and learning paradigm. They must understand how to effectively design, implement and teach online courses. In this respect, the instructor has a central role. This chapter examines the role of the instructor and challenges faced when transitioning from traditional face-to-face settings to online courses. Through semi-structured interviews with experienced instructors of both online courses, this chapter derives a series of best practices addressing three key challenges for instructors: course design, learner engagement and technological issues.