Workplace learningimproves employee’s skills and flourish their knowledge in order to remainup-to-date employees with the rapidly growing technologies, society, andeconomic power and values (Field, 2012; Kyndt & Baert, 2013; Patterson,2001; Schmidt, 2007). Learning can be informal or formal as formal learningconsist of qualifications and certified training that is no longer seen todaybecause informal learning is more important tool for employees to learn withtheir supervisors, peers, even learning by doing on the job or off the job.Moreover, evidence shows that employees learn from each other to get solutionsfor their day-to-day problems at workplace (Felstead et al,2005: 368;Hager & Johnsson, 2009: 497). Undoubtedly, Work-related learning occurswhen individual employee traits and job characteristics match that contributetogether for development of employees himself and for the growth oforganization Doornbos et al, 2008: 131; Felstead et al, 2005:360,363; Fenwick, 2008: 228). Research has shown individual’s learningopportunities occurs more when fit for both person-job-fit andperson-organization-fit (Billett, 2002;Poell et al., 2004). In addition,scholars are interested to study age effect on work-related outcomes (Truxilloet al., 2012).
As one stereotype is that older employees less motivated tolearn as more experienced, having tremendous knowledge by increasing age. For example,they are perceived to lack energy and less interested in training (Noack &Staudinger,2009). As the age increasing employees are learn through intrinsicmotivation that gives autonomy over his own work rather to learn by financialrewards (extrinsic motivation, e.g.
Ryan & Dec, 2000). In addition, growingage of employee differs significantly in their goals, preferences, aims, expectationsand even work values that influence at workplace learning. One of the mostwidely used distinguishes between work values that areextrinsic, or aconsequence of work (e.g. job security, salary) or intrinsic, occurring throughthe process of work (e.g. intellectual simulation, challenge) (Elizur, 1984).
Subsequentresearch has added altruistic values (e.g. making a contribution to society)(Borg, 1990), status-related values (e.g.
influence, recognition, advancement)(Ros et al.,1999), freedom-related values (e.g.
work-life balance, workinghours) and social values (e.g. good relationships with supervisors or peers)(Lyons, 2004). The fact that age difference employees work values have beenlinked to changes the meaning of work for their career and to manage their worklife balance with personal life as responsibilities increase over time.