Unlearning in the workplace: Antecedents and outcomes

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Eun Jee Kim, Sunyoung Park
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引用次数: 9

Abstract

In the fast-changing world of business, organizations including individuals and groups/teams need to unlearn old knowledge and learn new knowledge and routines to stay competitive. The purpose of this study is to review the current studies on unlearning in organizations and to integrate the findings to provide insights on how to better manage and facilitate the process of unlearning. We reviewed 37 empirical and related studies to reveal the current research perspectives on unlearning in the workplace. We also identified 30 antecedents promoting unlearning and 44 outcomes of unlearning at the individual, group, and organizational levels. These antecedents and outcomes related to learning, knowledge, and innovation are key HRD research topics. Discussion, implications, and recommendations for future research are presented.

职场遗忘:前因后果
在快速变化的商业世界中,包括个人和团体/团队在内的组织需要忘记旧知识,学习新知识和惯例以保持竞争力。本研究的目的是回顾当前关于组织中遗忘的研究,并整合研究结果,为如何更好地管理和促进遗忘过程提供见解。我们回顾了37项实证研究和相关研究,以揭示当前关于工作场所遗忘的研究观点。我们还在个人、群体和组织层面确定了30个促进遗忘的前因和44个遗忘的结果。这些与学习、知识和创新相关的前因和结果是人力资源开发研究的关键课题。讨论,影响和建议,为未来的研究提出。
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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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