Organizational learning programs to fulfilling basic needs at work: significance for work attractiveness and turnover in strained sectors

Purpose This study aims to explore whether participation in employer-provided skills and learning programs can strengthen older workers’ abilities to carry out their work in a meaningful way so that it increases work attractiveness and a willingness to remain in the current job position. Design/methodology/approach A survey was distributed to assistance nurses, nurses and teachers, aged 55 years and older in a Swedish City ( n = 1,342), analyzed descriptively and with structural equation modeling. Findings This paper showed positive relationships between active participation in organizational learning programs (OLPs) and autonomy, relatedness, competence and also attractive work. Associations are observed between participation in learning programs, e.g. mentorship, through the strengthened basic needs at work with work attractiveness and lower intention to leave, but not prolonged retirement preference. Research limitations/implications The cross-sectional quantitative design restricts drawing causal conclusions about associations. Practical implications OLPs at work may be seen as potential measures to strengthen work conditions, fulfilling basic psychological needs at work and increase work attractiveness in strained welfare sectors. Social implications There are some welfare sectors that – more than others – are strained by challenges to maintain, sustain and develop quality, knowledge and staff due to poor economic and social resources with regard to sustainability, e.g. in the educational and caring sectors. Strengthening organizational measures is needed to support sustainable development. Originality/value This study applies advanced statistical methods, in a large empirical sample, and shows the importance of skills and learning programs for job attractiveness among older workers in female-dominated, strained welfare sectors.