Jana Žnidaršič
Biographic Data
| ID | 4252297 |
|---|---|
| NAME | Jana Žnidaršič |
| GIVEN NAMES | Jana |
| FAMILY NAME | Žnidaršič |
| SIGNATURE | ŽNIDARŠIČ J |
| AFFILIATIONS | University of Ljubljana |
| ORCID | 0000-0003-1719-8394 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 3 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2016 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 0 |
LeverAge: A European network to leverage the multi-age workforce
Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https://www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and th…
It Is Never too Late to Learn: The Role of Organizational Support in Older Employees’ Learning
For last decades, lifelong-learning has been receiving growing attention as playing a crucial role in active ageing social policies. Due to numerous controversial research findings regarding older employees’ continuous learning, our work focuses on comparing older vs. younger employees in terms of their motivation (willingness) to learn and outcomes that result from learning and training processes. Our results do not show statistically significan…
Strategies to Enhance the Learning Results of Older versus Younger Workers
The aim of the paper is to identify the means of assuring a supportive learning environment to gain the highest learning results aligning strategies with the needs of the workers of different age groups. The paper uses a structural equation modeling approach. The survey questionnaire was sent to three different organizations and total of 156 younger workers and 103 older workers filled up the questionnaire. The research results indicate that mana…
No prominent works on this page.
Strategies to Enhance the Learning Results of Older versus Younger Workers
The aim of the paper is to identify the means of assuring a supportive learning environment to gain the highest learning results aligning strategies with the needs of the workers of different age groups. The paper uses a structural equation modeling approach. The survey questionnaire was sent to three different organizations and total of 156 younger workers and 103 older workers filled up the questionnaire. The research results indicate that mana…
It Is Never too Late to Learn: The Role of Organizational Support in Older Employees’ Learning
For last decades, lifelong-learning has been receiving growing attention as playing a crucial role in active ageing social policies. Due to numerous controversial research findings regarding older employees’ continuous learning, our work focuses on comparing older vs. younger employees in terms of their motivation (willingness) to learn and outcomes that result from learning and training processes. Our results do not show statistically significan…
LeverAge: A European network to leverage the multi-age workforce
Bringing together 150+ scholars and practitioners from 50+ countries, and funded by the European Commission, COST Action LeverAge (https://www.cost.eu/actions/CA22120/) is the first network-building project of its kind in the work and organizational psychology and human resource management (WOP/HRM) aspects of work and aging. Focused on the aging workforce, the Action aims to foster interdisciplinary and multinational scientific excellence and th…
Retirement, Disability, and Employment (3 works) · Psychology (2 works) · Workforce (2 works) · Aging in the American workforce (1 works) · Artificial Intelligence (1 works) · Business (1 works) · Computer Science (1 works) · Economic growth (1 works) · Economics (1 works) · Employment and Welfare Studies (1 works)