ABSTRACT
This chapter examines autonomous learning through the lens of lifespan career theories. The term autonomous learning is relatively new in organizational science, but research and theory on informal learning is related. Informal learning is generally described as unstructured, experiential learning that would include, for instance, on-the-job training and the outcomes of "teachable moments" at work. A classic theory of lifespan career development is Super's lifespan, life-space theory of career development, which suggests that career development is a lifelong process, with career self-concept continuously developing from experiences and guiding future career decisions. Career development is expected to influence individual factors and it is also expected to influence developmental goals. Cognitive ability is a major predictor of learning and training performance, and cognitive abilities change throughout the lifespan in ways that affect learning. Autonomous learning should be influenced by contextual and environmental conditions that affect norms and beliefs about learning and the resources required.
