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Why learning doesn't mean leaving

机译：为什么学习并不意味着离开

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摘要

Many progressive organizations who do not need any convincing of the value of learning and who commendably strive to enhance the individual performance of their people within a framework of organizational learning, can face an undeserved difficulty: The greater the increase in a worker's employability, the greater the risk that they may sooner rather than later say: "Thanks for all you've done for me but it's time to move on."But it does not need to be like that. In fact academic studies that have analyzed the relationship between employability and performance show contradictory results. On the one hand, firms that invest in workers' employability generate organizational mobility expectations in these employees. Employees who view their positions with their current employer as transitory (high organizational mobility expectations) should act differently from those who expect to spend a significant period of time in their organizations. They are expected to invest comparatively less time in building and developing competences that imply personal commitment and effort, and consequently it is reasonable to expect lower performance from them.
机译：许多不需要任何令人信服的学习价值的进步组织，而值得称赞的是他们努力在组织学习的框架内提高员工的个人绩效，他们可能会面临一个不应有的困难：工人就业能力的提高越大，他们可能很快就会有风险说：“谢谢您为我所做的一切，但是现在该继续前进了。”但是不必那样。实际上，分析就业能力与绩效之间关系的学术研究显示出矛盾的结果。一方面，投资于工人就业能力的公司会在这些员工中产生组织流动的期望。将当前雇主的职位视为暂时的员工（对组织流动性的期望很高），其行为应与那些希望在组织中花费大量时间的员工的行为有所不同。预计他们将花费相对较少的时间来建立和发展暗示个人承诺和努力的能力，因此，可以预期他们的绩效会降低。

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