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  E-mail Message: I thought you might be interested in this item at http://www.worldcat.org/oclc/1044726395 Title: Le rapport à la formation des sénior(e)s en emploi : contribution à une théorie de l'apprenance tout au long de la vie Author: Françoise Lemaire; Philippe Carré; Even Loarer; Jacques Aubret; Pierre Dominicé; Jean-Marie Dujardin; Université Paris Nanterre; École doctorale Connaissance, langage et modélisation (Nanterre); Centre de recherches en éducation et formation (Nanterre) Publisher: 2014. OCLC:1044726395

  
  

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Le rapport à la formation des sénior(e)s en emploi : contribution à une théorie de l'apprenance tout au long de la vie

Author:	Françoise Lemaire; Philippe Carré; Even Loarer; Jacques Aubret; Pierre Dominicé; All authors
Publisher:	2014.
Dissertation:	Thèse de doctorat : Sciences de l'éducation : Paris 10 : 2014.
Edition/Format:	Computer file : Document : Thesis/dissertation : French
Summary:	La formation professionnelle continue (FPC) est considérée comme un bon moyen pour maintenir en emploi les travailleurs vieillissants. Or, le taux d'accès à la FPC décline avec l'âge, quel que soit le profil de l'individu. Ce constat laisse supposer que plus on avance en âge moins on a envie d'apprendre. Or, l'étude présentée ici, confirme que l'âge n'impacte pas directement l'envie d'apprendre. D'autres facteurs interviennent, qu'une analyse d'entretiens, menée auprès de deux groupes de travailleurs âgés soit de 55 ans, soit de 40 ans, identifie. Parmi eux, l'absence de perspectives professionnelles semble déterminante. Aussi, le rapport à la FPC des seniors traduit-elle plus un rapport au travail qu'un rapport à la formation ou au savoir stricto sensu. Envisager le vieillissement comme un processus motivationnel et biographique et non pas comme l'effet d'un déclin physiologique ou social inexorable, permettrait peut-être de rétablir un rapport positif des seniors à la FPC, et de contribuer ainsi au maintien de leur employabilité. The further vocational training is considered as a good way to keep on job aging employees. But the older employees are, the less they get access to ongoing vocational training, regardless their profile. This assessment may imply that the older we get older, the less we are motivated to learn. However, the present study confirms that age has no direct impact on envy to learn. An analysis of interviews, targeting different employees sets (one group of 55-year-old employees, and another group of 40), points out other factors. Among them, professional perspectives are key elements. The relationship of senior employees to further vocational training connection unveils a relationship to work rather than a relationship to training, or to knowledge. Considering aging process as a motivational and biographic process and not as an inevitable effect of physiological or social decline would enable, perhaps, to re-establish a positive relationship of senior employees to further vocational training, hence would contribute to maintain their employability.  Read more...
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Subjects	Formation continue. Personnes d'âge moyen -- Formation. Personnel -- Formation. View all subjects
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