Rowold, Jens; Hochholdinger, Sabine; and

Rowold, Jens; Hochholdinger, Sabine; and Schilling, Jan (2008) "Effects of career-related continuous learning: a case study," Learning Organization, the, Vol. 15 No. 1, pp.45 -- 57. Article Link: http://www.emeraldinsight.com/journals.htm?articleid=1642028&show=abstract This article seeks to help show a direct link between continuing education and job skills improvement as well as upward mobility in the working world. Little to no empirical evidence currently existed before this study to link these factors directly.

This study was carried out to help do so and to begin to better understand the link between continuing education and the job market. The career-related continuous learning (CCRL) model should help to predict whether or not these results could be linked. The degree of success that CCRL has on helping to maintain a highly educated, highly skilled workforce can be measured by the direct returns on this educational investment by the companies and educational institutions providing the CCRL models.

Rationale The rationale for the article is quite clear in that not much data currently exists to show whether or not CCRL is a good way to educate those within the working environment and whether or not the success of such education is currently meriting the costs. The CCRL should have a direct impact on the job-related performance of employees, lending to the idea that this type of education and investment in n employee base yields positive results.

Purpose The article's authors state that the purpose of the study is to, "A model is derived from theory that predicts a positive impact of CRCL, learning climate, and initial job performance on consequent job performance. In addition, CRCL is hypothesized to mediate the impact of learning climate on final job performance." (45) Method The study's methods were relatively clear in that it was conducted over a period of two years and involved a call center and survey analysis of employee-centered results.

A questionnaire was developed in order to determine the types of CCRL models and how employees felt about the specific educational components contained within them. The employees were also surveyed as to whether or not they felt their particular CCRL models were beneficial to their employment history and their job-related performance. Participants, Procedures, Data collection, Data analysis, and Results Over 1500 participants were surveyed and the results analyzed by a computer program designed to highlight the major differences between attitudes in survey respondents.

This program highlighted the most and least successful on-the-job training models relative to the final attitudes of the respondents surveyed. This helped to identify the most productive CCRL models for companies looking to help improve job training and overall performance within the working environment. The results were analyzed and a conclusion was drawn that a positive link between efficient and relevant CCRL models and improved employee performance and satisfaction can be made.

Discussion This study, while not specifically the first of its kind, seems to be rather late in being implemented given the fact that billions of dollars are spent each year on CCRL models. The study also helped to establish a link between relevance and efficacy in the CCRL models, suggesting that the education and the methods of delivery need to be up-to-date and environmentally relevant and interesting in order for employees and the companies sponsoring the CCRL to fully benefit from their respective investments.

Implications for career counselors Career counselors can learn from this study in many ways. First of all, it is important to realize that as counselors; continued education models can be implemented to help employees attain higher levels of job-related performance and success. Since the study showed a direct link between the4se two factors, CCRL should be encouraged.

Also, the types of CCRL are many, and it is important to implement a model for continued education that is relevant and successful, given the variable experienced by the study's participants in their own lives and careers. This means that the education must be continually updated to reflect changes in the real working environment. What is your overall impression of the article? The article helped to solidify the positive link between on the job continuing education and job performance.

It is important in an ever-changing work world where technology is constantly.