Abstract：
The retention of older workers has become a key policy issue in European welfare states. Consequently, there is an increased focus on how lifelong learning, or continued competence development, can extend working life. This article explores the dynamics of competence development among employees aged 55 years and older regarding their learning practices and attitudes toward competence development, based on qualitative fieldwork conducted in nine governmental workplaces across Denmark. To gain a comprehensive understanding of the factors that influence willingness to participate in competence development, the article introduces the analytical framework \"capacity for competence development\" and highlights five factors that influence this capacity: time, economy, learning culture, energy, and purpose. The article argues that (non)participation in competence development is not static and is not solely the responsibility of employees or managers. Rather, it is co-produced by complex workplace dynamics, including policies, age stereotypes, as well as ways of organizing work and learning. In conclusion, the article emphasizes the potential for competence development and suggests that most employees aged 55 years and older want to participate but await the right circumstances. Their participation could be enhanced through an increased focus on the five identified factors in the capacity for competence development.
摘要：
保留老年工人已成为欧洲福利国家的关键政策问题。因此,人们越来越关注如何终身学习，或持续的能力发展，可以延长工作寿命。本文探讨了55岁及以上员工在学习实践和对能力发展的态度方面的能力发展动态，基于在丹麦九个政府工作场所进行的定性实地调查。为了全面了解影响参与能力发展意愿的因素，本文介绍了“能力发展能力”的分析框架，并强调了影响这种能力的五个因素：时间，经济,学习文化,能源,和目的。文章认为，（不）参与能力发展不是一成不变的，也不仅仅是员工或经理的责任。相反，它是由复杂的工作场所动态共同制作的，包括政策,年龄刻板印象，以及组织工作和学习的方式。总之,文章强调了能力发展的潜力，并建议大多数55岁及以上的员工希望参与，但要等待适当的情况。通过更加重视能力发展中确定的五个因素，可以加强他们的参与。
