As stated in the Children’s Act 38 of 2005, learners with behavioural programmes are accommodated in child and youth centres (former industrial schools), and require professional and specialised support. These learners generally display challenging, unacceptable and anti-social behaviour, which must be addressed and handled by teachers and professional support staff. A holistic perspective is needed to meet these learners’ needs and in order to support learners with behavioural problems in child and youth centres, educational services, as well as medical, psychological and other support services must be available. These specialised support services are crucial in the efforts to address the behavioural problems of the learners. The aim of the support to learners with behavioural problems in child and youth centres is to improve the learning ability of the learners with behavioural problems, as well as to change their behavioural patterns in order for them to embrace opportunities in which they will be able to re-enter society successfully and live as well-adapted and functional individuals. Child and youth centres need to make interest groups aware of the challenges with which teachers and professional support staff are confronted on a daily basis in their efforts to support learners with behavioural problems. The aim of this study is to determine what the experiences are of the teachers and professional support staff with regard to the support to learners with behavioural problems in a child and youth centre. To reach the goal of this study, one research question was formulated: “What are the experiences of teachers and professional support staff with regard to the support of learners with behavioural problems in a child and youth centre?” A purposive sample was used, namely the teachers and professional support staff in a child and youth centre in the Ekurhuleni District, were chosen to participate in the research study. The teachers’ group includes the principal, the head of the department and teachers, while the professional support staff included an educational psychologist, a nurse, a social worker and a child and youth worker. The researcher used semi-structured individual interviews which were recorded with the consent of the participants. The recordings were transcribed, interpreted and refined to codes, themes, categories and subcategories. Ethical procedures were followed and approval of the Faculty of Educational Sciences’ Ethics Committee at the North-West University was obtained. Since qualitative studies, which investigates and describes the daily experiences of the teachers and professional support staff in supporting learners with behavioural problems in child and youth centres, are limited, a phenomenological approach, which included an interpretivist paradigm was used to investigate and describe the phenomenon. Meaningful factual conclusions related to the study’s findings, were identified, namely: learners with behavioural problems are provocative and several factors influence the support to the learners negatively; teachers and professional support staff experience uncertainty with regard to their respective responsibilities in the child and youth centre; verbal and physical attacks by the learners on the teachers and professional support staff; and lastly, positive experiences with regard to the support to the learners in a child and youth centre are few and far between. Conceptual findings are enlightened and supported by means of the radical behaviouristic theory, the cognitive social theory, the bio-ecological theory and the social capital theory. In conclusion of the phenomenological qualitative interpretivist study, the researcher offers valuable suggestions with regard to the support to learners with behavioural problems in a child and youth centre. / MEd (Learner Support), North-West University, Potchefstroom Campus, 2015

Higher educational institutions no longer provide the low-stress and highly satisfying working environment they once did. Higher educational institutions experience significant changes, which include restructuring, reduction of state subsidy and use of short-term contracts. Therefore, the changes in the higher educational environment can have costly implications for institutions in terms of staff morale, turnover and absenteeism rates and could also lead to reduced employee performance, poor quality control and a fall in production. It therefore becomes increasingly important for higher educational institutions to intervene to reduce the occupational stress of university staff. The objectives of this study were to determine the occupational stressors for support staff at a higher education institution in the North West Province, to investigate the relationship between occupational stress, ill health, organisational commitment and important organisational outcomes (including absenteeism, productivity and turnover intention) and to assess the financial implications of these factors in a sample of support staff at a higher education institution in the North West Province. A cross-sectional survey design was used. The study population consisted of support staff at a higher education institution in the North West Province (N = 292). An Organisational Screening Tool (ASSET) and a biographical questionnaire were administered. Descriptive statistics, Pearson and Spearman correlations, multiple regression analyses and discriminant analysis were used to analyse the results. The results showed that, compared to normative data, support staff overall demonstrated average levels of occupational stress. However, job control, resources, communication and work relationships were found to be problematic stressors which mainly influenced organisational commitment to the organisation. The prediction of losses suffered by the higher educational institution due to absenteeism, presenteeism and turnover intention indicate that occupational stress cost organisations greatly. Recommendations were made for the organisation and for future research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.

This study looks at what happens in informal conversations between three people with learning difficulties (intellectual impairment) and a range of non-disabled partners. It takes a participatory approach using data collected by the participants with learning difficulties who chose their communication partners; these partners included family and staff who were paid to support them. The study uses descriptive statistics to highlight areas where there was apparent asymmetry in the conversations. Conversation Analysis combined with features taken from Systemic Functional Linguistics is then used to look in detail at some of these aspects. Important features identified include turn design, repair, and the use of evaluative language and the contribution of non-verbal aspects in particular eye gaze, gesture and the use of artefacts. The study highlights possible strategies for assessing and supporting more effective and equitable interaction for those with learning difficulties and communication impairment and identifies features that should be considered when training professionals working in the field of learning difficulties.

Considerando que, além dos professores e da equipe gestora, atuam nas escolas os profissionais do quadro de apoio e que pouco foi investigado nos meios acadêmicos sobre quem são, suas influências nas relações intersubjetivas que se estabelecem no grupo-escola (funcionários, alunos, docentes e equipes gestoras), delineou-se o objetivo dessa pesquisa, que é o de melhor apreender quem são esses sujeitos, como pensam, sentem e agem no cotidiano das escolas, bem como suas histórias, experiências, práticas, percurso ou o que se denominou jornadas arquetípicas, as quais favorecem a busca de um maior conhecimento acerca deles mesmos, seus avanços, limites e possibilidades. Para este fim, uma abordagem fenomenológicacompreensiva foi definida como metodologia, visando a investigar, por exemplo, as questões que mobilizaram o pessoal do quadro e influenciaram seus modos de ser, pensar, agir e sentir, a partir da participação, durante cinco anos, no Projeto Inter- Escolas de Formação dos Educadores. Análise para a qual foram imprescindíveis as contribuições de Gilbert Durand, Cornelius Castoriadis, Edgar Morin, Michel Mafesolli, Joseph Campbell, Paula Carvalho e Carol Pearson, entre outros. Esse trabalho foi organizado em três capítulos, sendo o primeiro dedicado à introdução, ao referencial teórico e à metodologia; o segundo, ao desenvolvimento do Projeto Inter-Escolas de Formação dos Educadores e no qual os agentes escolares, vigias e auxiliares técnicos de educação participaram; e o terceiro, que conta com relatos e histórias de alguns desses profissionais e suas respectivas jornadas. Temos, finalmente, algumas considerações acerca de quem são esses sujeitos, suas histórias e os caminhos percorridos na direção de si mesmos. / Considering that apart from the teachers and the board team, the support staff works in schools and that there is few academic research about who they are, how they influence the intersubjective relations which occur in schools among employers, students, teachers and board team, delineates this research target which is to try to understand who those actors are, how they think, feel and act every day in schools, also understand their stories, experiences, practices and ways during their lives or, in other words, what was nominated archetypical journeys, which favor the search for a bigger knowledge about themselves, their advances, limits and possibilities. In oder to do that a methodological phenomenological-understanding approach was adopted, intending to investigate the questions which mobilized the support staff and influenced their way of being, thinking, acting and feeling, observing how they participate in the Educators Education Inter-Schools Project for five years. The theoretical support of this research was the indispensable contributions from Gilbert Durand, Cornelius Castoriadis, Edgar Morin, Michel Mafesolli, Joseph Campbell, Paula Carvalho and Carol Pearson, among others. This work has three chapters: the first one is dedicated to the introduction, theoretical references and methodology; the second, to the Educators Education Inter-Schools Project development, in which the support staff participated; and the third, where the reports and stories from some those professionals and their own journeys are told. In the end, there are some considerations about who those actors are and their journeys toward themselves.

Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.

Higher educational institutions no longer provide the low-stress and highly satisfying working environment they once did. Higher educational institutions experience significant changes, which include restructuring, reduction of state subsidy and use of short-term contracts. Therefore, the changes in the higher educational environment can have costly implications for institutions in terms of staff morale, turnover and absenteeism rates and could also lead to reduced employee performance, poor quality control and a fall in production. It therefore becomes increasingly important for higher educational institutions to intervene to reduce the occupational stress of university staff. The objectives of this study were to determine the occupational stressors for support staff at a higher education institution in the North West Province, to investigate the relationship between occupational stress, ill health, organisational commitment and important organisational outcomes (including absenteeism, productivity and turnover intention) and to assess the financial implications of these factors in a sample of support staff at a higher education institution in the North West Province. A cross-sectional survey design was used. The study population consisted of support staff at a higher education institution in the North West Province (N = 292). An Organisational Screening Tool (ASSET) and a biographical questionnaire were administered. Descriptive statistics, Pearson and Spearman correlations, multiple regression analyses and discriminant analysis were used to analyse the results. The results showed that, compared to normative data, support staff overall demonstrated average levels of occupational stress. However, job control, resources, communication and work relationships were found to be problematic stressors which mainly influenced organisational commitment to the organisation. The prediction of losses suffered by the higher educational institution due to absenteeism, presenteeism and turnover intention indicate that occupational stress cost organisations greatly. Recommendations were made for the organisation and for future research. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2007.

Considerando que, além dos professores e da equipe gestora, atuam nas escolas os profissionais do quadro de apoio e que pouco foi investigado nos meios acadêmicos sobre quem são, suas influências nas relações intersubjetivas que se estabelecem no grupo-escola (funcionários, alunos, docentes e equipes gestoras), delineou-se o objetivo dessa pesquisa, que é o de melhor apreender quem são esses sujeitos, como pensam, sentem e agem no cotidiano das escolas, bem como suas histórias, experiências, práticas, percurso ou o que se denominou jornadas arquetípicas, as quais favorecem a busca de um maior conhecimento acerca deles mesmos, seus avanços, limites e possibilidades. Para este fim, uma abordagem fenomenológicacompreensiva foi definida como metodologia, visando a investigar, por exemplo, as questões que mobilizaram o pessoal do quadro e influenciaram seus modos de ser, pensar, agir e sentir, a partir da participação, durante cinco anos, no Projeto Inter- Escolas de Formação dos Educadores. Análise para a qual foram imprescindíveis as contribuições de Gilbert Durand, Cornelius Castoriadis, Edgar Morin, Michel Mafesolli, Joseph Campbell, Paula Carvalho e Carol Pearson, entre outros. Esse trabalho foi organizado em três capítulos, sendo o primeiro dedicado à introdução, ao referencial teórico e à metodologia; o segundo, ao desenvolvimento do Projeto Inter-Escolas de Formação dos Educadores e no qual os agentes escolares, vigias e auxiliares técnicos de educação participaram; e o terceiro, que conta com relatos e histórias de alguns desses profissionais e suas respectivas jornadas. Temos, finalmente, algumas considerações acerca de quem são esses sujeitos, suas histórias e os caminhos percorridos na direção de si mesmos. / Considering that apart from the teachers and the board team, the support staff works in schools and that there is few academic research about who they are, how they influence the intersubjective relations which occur in schools among employers, students, teachers and board team, delineates this research target which is to try to understand who those actors are, how they think, feel and act every day in schools, also understand their stories, experiences, practices and ways during their lives or, in other words, what was nominated archetypical journeys, which favor the search for a bigger knowledge about themselves, their advances, limits and possibilities. In oder to do that a methodological phenomenological-understanding approach was adopted, intending to investigate the questions which mobilized the support staff and influenced their way of being, thinking, acting and feeling, observing how they participate in the Educators Education Inter-Schools Project for five years. The theoretical support of this research was the indispensable contributions from Gilbert Durand, Cornelius Castoriadis, Edgar Morin, Michel Mafesolli, Joseph Campbell, Paula Carvalho and Carol Pearson, among others. This work has three chapters: the first one is dedicated to the introduction, theoretical references and methodology; the second, to the Educators Education Inter-Schools Project development, in which the support staff participated; and the third, where the reports and stories from some those professionals and their own journeys are told. In the end, there are some considerations about who those actors are and their journeys toward themselves.

TITLE: THE GENDER WAGE GAP OF CIVIL SERVICE EMPLOYEES AT ILLINOIS PUBLIC FOUR-YEAR UNIVERSITIES

Les tendances de la participation à la formation des adultes au Canada n’ont pas évolué depuis des décennies, malgré les nouvelles influences économiques qui ont stimulé l’augmentation et la diversification permanente de la formation des employés et malgré les initiatives plus nombreuses en faveur de l’apprentissage des employés en milieu de travail. Il est donc nécessaire de ne plus se contenter d’étudier les prédicteurs de la formation déjà connus dans les profils des employés et des employeurs. Il est, en revanche, indispensable d’étudier les antécédents de la participation des employés à la formation, y compris les aspects et les étapes du processus qui la précède. Cette étude porte sur les antécédents de la participation des employés aux formations dans un important collège communautaire urbain en Ontario. Afin de préparer le recueil des données, un cadre théorique a été élaboré à partir du concept d’expression de la demande. Ce cadre implique l’existence d’un processus qui comporte plusieurs étapes, au cours desquelles plusieurs intervenants interagissent et dont la formation est susceptible d’être le résultat. Les résultats de l’enquête sur le profil d’apprentissage ont permis de conclure que le comportement des employés et de l’employeur est conforme aux modèles de prédicteurs existants et que les taux et les types de participation étaient similaires aux tendances nationales et internationales. L’analyse des entrevues d’un groupe d’employés atypiques, de leurs superviseurs, ainsi que de représentants du collège et du syndicat, a révélé d’importants thèmes clés : l’expression de la demande n’est pas structurée et elle est communiquée par plusieurs canaux, en excluant parfois les superviseurs. De plus, la place de l’auto évaluation est importante, ainsi que la phase de prise de décision. Ces thèmes ont souligné l’interaction de plusieurs intervenants dans le processus d’expression de la demande d’apprentissage et pendant la prise de décision. L’examen des attentes de chacun de ces intervenants au cours de ce processus nous a permis de découvrir un désir tacite chez les superviseurs et les employés, à savoir que la conversation soit à l’initiative de « l’autre ». Ces thèmes clés ont été ensuite abordés dans une discussion qui a révélé une discordance entre le profil de l’employeur et les profils des employés. Celle-ci se prête à la correction par l’employeur de son profil institutionnel pour l’harmoniser avec le profil dispositionnel des employés et optimiser ainsi vraisemblablement son offre de formation. Ils doivent, pour cela, appliquer un processus plus systématique et plus structuré, doté de meilleurs outils. La discussion a porté finalement sur les effets des motivations économiques sur la participation des employés et a permis de conclure que, bien que les employés ne semblent pas se méfier de l’offre de formation de l’employeur et que celle ci ne semble pas non plus les décourager, des questions de pouvoir sont bel et bien en jeu. Elles se sont principalement manifestées pendant le processus de prise de décision et, à cet égard, les superviseurs comme les employés reconnaissent qu’un processus plus structuré serait bénéfique, puisqu’il atténuerait les problèmes d’asymétrie et d’ambiguïté. Les constatations de cette étude sont pertinentes pour le secteur de la formation des adultes et de la formation en milieu de travail et, plus particulièrement, pour la méthodologie de recherche. Nous avons constaté l’avantage d’une méthodologie à deux volets, à l’écoute de l’employeur et des employés, afin de mieux comprendre la relation entre l’offre de formation et la participation à la formation. La définition des antécédents de la participation sous la forme d’un processus dans lequel plusieurs intervenants remplissent plusieurs rôles a permis de créer un modèle plus détaillé qui servira à la recherche future. Ce dernier a démontré qu’il est indispensable de reconnaître que la prise de décision constitue une étape à part entière, située entre l’expression de la demande et la participation à la formation. Ces constatations ont également révélé qu’il est véritablement indispensable que le secteur de la formation des adultes continue à traiter les questions reliées à la reconnaissance de la formation informelle. Ces conclusions et la discussion sur les constatations clés nous ont inspiré des recommandations à appliquer pour modifier les retombées du processus précédant la participation des employés à la formation. La majorité de ces recommandations ont trait à l’infrastructure de ce processus et ciblent donc principalement l’employeur. Certaines recommandations sont cependant destinées aux syndicats, aux superviseurs et aux employés qui peuvent aider l’employeur à remplir son rôle et favoriser la participation efficace de tous à ce processus. Les recommandations qui précédent impliquent que ce sont les antécédents de la formation qui gagneraient à être plus structurés et non la formation elle même. La structuration de l’infrastructure de l’apprentissage présente cependant des risques à elle seule. En liaison avec ce phénomène, une étude spécifique des effets de la nature, de la qualité et de l’asymétrie de la relation superviseur employé sur la participation des employés à la formation serait bénéfique. Mots clés : formation en entreprise, formation professionnelle continue, antécédents à la participation, employés de soutien / Trends in adult learning participation in Canada have remained unchanged for decades. This is despite emerging economic pressures to increase and widen continuous employee participation in learning and despite increased efforts towards employee learning in the workplace. This means that there is a need to go beyond examining the already well-established learning predictor profiles of employees and employers. There is in fact a need to examine the antecedents to participation, including aspects and steps of the process that precedes participation. This study set out to research the antecedents to participation in employer-sponsored learning among the support staff population in a large, urban community college in Ontario. In preparation for the data collection, a theoretical framework was developed based on the concept of expression of demand. This framework implies that there is a multi-step process involving interactions between several parties and wherein participation may be the outcome. Based on the results of the Learning Profile Survey, the employees and the employer were found to be behaving according to existing predictor models and the rates and types of participation were similar to national and international trends. The analysis of the interviews conducted among a group of atypical employees, their supervisors, as well as with representatives from the college and from the union, revealed important key themes: informality of the expression of demand through multiple channels, sometimes excluding the supervisors, the reliance on self-assessment, and the importance of the decision-making phase. These themes reinforced the fact that there are several parties interacting during the process of expressing demand for learning and during decision-making. By examining the expectations of each party during the process, we uncovered a tacit desire by the supervisors and by the employees to have “the other” initiate the conversation. The key themes were then discussed in relation to the research and knowledge gaps identified as the basis and context for this study. In this light, the misalignment between the employer and the employees’ profiles revealed some opportunities for the employer to address its institutional profile in order to better match the employees’ dispositional profile and thus be more likely to maximize the employer’s learning offer. The deconstruction of the antecedents to participation in learning activities provided insights along the same lines. Here there are opportunities for the employer, the supervisors and the union to better support the employees in the identification of their learning needs and the articulation of their learning demand by providing a more systematic, more formalized process with better tools. This would once again be a better match for the employees’ situational and dispositional profile. Finally, the discussion examined the impact of the economic drivers on the employees’ participation and concluded that even though the employees did not appear suspicious or deterred by the employer’s offer of learning, there are indeed issues of power in play. Those manifested themselves mainly during the decision-making process, and in this regard, both the supervisors and the employees agree that a more formalized process would be beneficial as a way to mitigate the issue of asymmetry and the issue of ambiguity. The findings of this study have implications for the field of adult education and workplace learning, particularly in regards to research methodology. We found that the use of mix methodology capturing the employer and the employees’ voice was beneficial in providing new insights about the alignment between the offer and the uptake. The recognition of the antecedents to participation as a process involving several, multi-faceted actors allowed for the creation of a more detailed model useful for further research. It identified the need to separate decision-making as a stand-alone step between the expression of demand and participation in learning. The findings also reinforced the need for the field of adult education to continue to address issues related to the recognition of informal learning. Based on the results and the discussion of key findings there are several recommendations that can be considered if we are to affect the outcome of the process preceding employee participation in learning. Most of the recommendations pertain to the infrastructure that supports the process and therefore are largely targeted at the employer. However, as the employers consider the implementation of a more solid infrastructure and the use of more intervention methods, there are recommendations for unions, supervisors and for employees that can assist the employer living up to its role and facilitate everyone’s effective participation in the process. The above recommendations imply that it is the antecedents to learning that could benefit from greater formality, not the learning itself. On the other hand, there are risks associated with formalizing even the infrastructure for learning. Future research should further explore the new type of workplace learning participants for whom participation is an expression of control and power over their work. In relation to this phenomenon, a specific study on the impact of the nature, quality and asymmetry of the supervisor-employee relationship on employee participation in learning would be beneficial. Keywords: workplace learning, antecedents to participation, support staff

Les tendances de la participation à la formation des adultes au Canada n’ont pas évolué depuis des décennies, malgré les nouvelles influences économiques qui ont stimulé l’augmentation et la diversification permanente de la formation des employés et malgré les initiatives plus nombreuses en faveur de l’apprentissage des employés en milieu de travail. Il est donc nécessaire de ne plus se contenter d’étudier les prédicteurs de la formation déjà connus dans les profils des employés et des employeurs. Il est, en revanche, indispensable d’étudier les antécédents de la participation des employés à la formation, y compris les aspects et les étapes du processus qui la précède. Cette étude porte sur les antécédents de la participation des employés aux formations dans un important collège communautaire urbain en Ontario. Afin de préparer le recueil des données, un cadre théorique a été élaboré à partir du concept d’expression de la demande. Ce cadre implique l’existence d’un processus qui comporte plusieurs étapes, au cours desquelles plusieurs intervenants interagissent et dont la formation est susceptible d’être le résultat. Les résultats de l’enquête sur le profil d’apprentissage ont permis de conclure que le comportement des employés et de l’employeur est conforme aux modèles de prédicteurs existants et que les taux et les types de participation étaient similaires aux tendances nationales et internationales. L’analyse des entrevues d’un groupe d’employés atypiques, de leurs superviseurs, ainsi que de représentants du collège et du syndicat, a révélé d’importants thèmes clés : l’expression de la demande n’est pas structurée et elle est communiquée par plusieurs canaux, en excluant parfois les superviseurs. De plus, la place de l’auto évaluation est importante, ainsi que la phase de prise de décision. Ces thèmes ont souligné l’interaction de plusieurs intervenants dans le processus d’expression de la demande d’apprentissage et pendant la prise de décision. L’examen des attentes de chacun de ces intervenants au cours de ce processus nous a permis de découvrir un désir tacite chez les superviseurs et les employés, à savoir que la conversation soit à l’initiative de « l’autre ». Ces thèmes clés ont été ensuite abordés dans une discussion qui a révélé une discordance entre le profil de l’employeur et les profils des employés. Celle-ci se prête à la correction par l’employeur de son profil institutionnel pour l’harmoniser avec le profil dispositionnel des employés et optimiser ainsi vraisemblablement son offre de formation. Ils doivent, pour cela, appliquer un processus plus systématique et plus structuré, doté de meilleurs outils. La discussion a porté finalement sur les effets des motivations économiques sur la participation des employés et a permis de conclure que, bien que les employés ne semblent pas se méfier de l’offre de formation de l’employeur et que celle ci ne semble pas non plus les décourager, des questions de pouvoir sont bel et bien en jeu. Elles se sont principalement manifestées pendant le processus de prise de décision et, à cet égard, les superviseurs comme les employés reconnaissent qu’un processus plus structuré serait bénéfique, puisqu’il atténuerait les problèmes d’asymétrie et d’ambiguïté. Les constatations de cette étude sont pertinentes pour le secteur de la formation des adultes et de la formation en milieu de travail et, plus particulièrement, pour la méthodologie de recherche. Nous avons constaté l’avantage d’une méthodologie à deux volets, à l’écoute de l’employeur et des employés, afin de mieux comprendre la relation entre l’offre de formation et la participation à la formation. La définition des antécédents de la participation sous la forme d’un processus dans lequel plusieurs intervenants remplissent plusieurs rôles a permis de créer un modèle plus détaillé qui servira à la recherche future. Ce dernier a démontré qu’il est indispensable de reconnaître que la prise de décision constitue une étape à part entière, située entre l’expression de la demande et la participation à la formation. Ces constatations ont également révélé qu’il est véritablement indispensable que le secteur de la formation des adultes continue à traiter les questions reliées à la reconnaissance de la formation informelle. Ces conclusions et la discussion sur les constatations clés nous ont inspiré des recommandations à appliquer pour modifier les retombées du processus précédant la participation des employés à la formation. La majorité de ces recommandations ont trait à l’infrastructure de ce processus et ciblent donc principalement l’employeur. Certaines recommandations sont cependant destinées aux syndicats, aux superviseurs et aux employés qui peuvent aider l’employeur à remplir son rôle et favoriser la participation efficace de tous à ce processus. Les recommandations qui précédent impliquent que ce sont les antécédents de la formation qui gagneraient à être plus structurés et non la formation elle même. La structuration de l’infrastructure de l’apprentissage présente cependant des risques à elle seule. En liaison avec ce phénomène, une étude spécifique des effets de la nature, de la qualité et de l’asymétrie de la relation superviseur employé sur la participation des employés à la formation serait bénéfique. Mots clés : formation en entreprise, formation professionnelle continue, antécédents à la participation, employés de soutien / Trends in adult learning participation in Canada have remained unchanged for decades. This is despite emerging economic pressures to increase and widen continuous employee participation in learning and despite increased efforts towards employee learning in the workplace. This means that there is a need to go beyond examining the already well-established learning predictor profiles of employees and employers. There is in fact a need to examine the antecedents to participation, including aspects and steps of the process that precedes participation. This study set out to research the antecedents to participation in employer-sponsored learning among the support staff population in a large, urban community college in Ontario. In preparation for the data collection, a theoretical framework was developed based on the concept of expression of demand. This framework implies that there is a multi-step process involving interactions between several parties and wherein participation may be the outcome. Based on the results of the Learning Profile Survey, the employees and the employer were found to be behaving according to existing predictor models and the rates and types of participation were similar to national and international trends. The analysis of the interviews conducted among a group of atypical employees, their supervisors, as well as with representatives from the college and from the union, revealed important key themes: informality of the expression of demand through multiple channels, sometimes excluding the supervisors, the reliance on self-assessment, and the importance of the decision-making phase. These themes reinforced the fact that there are several parties interacting during the process of expressing demand for learning and during decision-making. By examining the expectations of each party during the process, we uncovered a tacit desire by the supervisors and by the employees to have “the other” initiate the conversation. The key themes were then discussed in relation to the research and knowledge gaps identified as the basis and context for this study. In this light, the misalignment between the employer and the employees’ profiles revealed some opportunities for the employer to address its institutional profile in order to better match the employees’ dispositional profile and thus be more likely to maximize the employer’s learning offer. The deconstruction of the antecedents to participation in learning activities provided insights along the same lines. Here there are opportunities for the employer, the supervisors and the union to better support the employees in the identification of their learning needs and the articulation of their learning demand by providing a more systematic, more formalized process with better tools. This would once again be a better match for the employees’ situational and dispositional profile. Finally, the discussion examined the impact of the economic drivers on the employees’ participation and concluded that even though the employees did not appear suspicious or deterred by the employer’s offer of learning, there are indeed issues of power in play. Those manifested themselves mainly during the decision-making process, and in this regard, both the supervisors and the employees agree that a more formalized process would be beneficial as a way to mitigate the issue of asymmetry and the issue of ambiguity. The findings of this study have implications for the field of adult education and workplace learning, particularly in regards to research methodology. We found that the use of mix methodology capturing the employer and the employees’ voice was beneficial in providing new insights about the alignment between the offer and the uptake. The recognition of the antecedents to participation as a process involving several, multi-faceted actors allowed for the creation of a more detailed model useful for further research. It identified the need to separate decision-making as a stand-alone step between the expression of demand and participation in learning. The findings also reinforced the need for the field of adult education to continue to address issues related to the recognition of informal learning. Based on the results and the discussion of key findings there are several recommendations that can be considered if we are to affect the outcome of the process preceding employee participation in learning. Most of the recommendations pertain to the infrastructure that supports the process and therefore are largely targeted at the employer. However, as the employers consider the implementation of a more solid infrastructure and the use of more intervention methods, there are recommendations for unions, supervisors and for employees that can assist the employer living up to its role and facilitate everyone’s effective participation in the process. The above recommendations imply that it is the antecedents to learning that could benefit from greater formality, not the learning itself. On the other hand, there are risks associated with formalizing even the infrastructure for learning. Future research should further explore the new type of workplace learning participants for whom participation is an expression of control and power over their work. In relation to this phenomenon, a specific study on the impact of the nature, quality and asymmetry of the supervisor-employee relationship on employee participation in learning would be beneficial. Keywords: workplace learning, antecedents to participation, support staff