ABSTRACT
The importance of learning as a source of sustainable competitive advantage for organizations has been consistently articulated in the scholarly literature in the past decade (Kang et al. 2007; Voronov 2008). Learning may occur formally through sponsored training and education programs, more informally as learners experience challenges and integrate their learning with their daily work, may occur within teams and groups, and may manifest itself at the organizational level. Ultimately, learning at all levels is essential for organizations to adapt to internal and external environmental challenges (Casey 2005). Given the competitive global landscape, considerable attention has been given to learning in and with relation to work and organizations, and a base of literature has been growing on two scholarly traditions: workplace learning and organizational learning (Carrillo and Gaimon 2004; Elkjaer and Wahlgren 2006).
