Informal Learning In The Workplace

1.2 BACKGROUND OF THE RESEARCH

Workplace are potentially become a rich source of learning as well as educational institutions and workplace is a rich environment for learning (Collin 2002; Beckett & Hager 2002; Boud & Middleton, 2003; Ryan, 2008). Moreover, informal learning now are take priority over of formal learning as the main way to keep up-to-date with the current and future work roles (Conner,2005; Ellinger & Grip, 2007; Livingstone and StCseh, 2007; Borghans, Golsteyn, & de owe,2007;Lohman, 2009). Eraut (1994) views on learning in the workplace is an efficiency way compared as formal training especially when employee learning specific job-related skill and obtaining knowledge. Enos, Thamm Kehrhahn & Bell (2003) concluded that most

(1990) brief “Informal Learning” as people learning with accidental, intentional, non-formal, and social learning. Informal learning activities are “unplanned, incidental, unassessed and uncontrolled by an educator, and take place in everyday life” (Hodkinson, 2005, p.114). They often use implements and practices such as: “e-mail knowledge, reading information on the Internet, fingertip knowledge, and casual, unplanned encounters” (Noe et al., 2010, p. 293). Fingertip edge is the acquiring knowledge from searching through Yahoo, Bing, Google, Baidu, Ask and others searching engine. To sum up, they learning on the

Even though “Personal growth and development are obviously major components of job satisfaction and the informal learning that underpins that satisfaction irrespective of the nature of the occupation” (Aspin, Chapman, Hatton, & Sawano, 2012, p.87), but Alonderiene (2010) conclude that informal learning is moderate impact only to worker’s job satisfaction. However, Ahmed (2000) and Rowden (2002) found that informal learning have positive impact on worker’s job satisfaction. Rowden and Conine (2005) highlighted the informal learning is significant to enhance job satisfaction. So, there is raise up question of how is the effectiveness of informal learning in respect of job satisfaction. Again, even other literature may content relevant information but a bridge needs to be built.

In a nutshell, there are still need have some ambiguous and uncertainty in the field of the contextual data of informal learning, the informal learning activities experiencing by employee that are valuable in their workplace and the effectiveness of the informal learning in the workplace.

1.3.2 Methodology