The article deals with the creation of employee learning programs in relation to the work they perform. The aim of the study was to gather empirical evidence for an actor model as an analytical framework for learning-program creation in work contexts. This process is understood as combining various types of learning situations into a coherent set of learning activities by a network of actors. After an outline of the actor model, the empirical basis for five of its core assumptions is investigated: (a) learning programs in different work contexts; (b) views and interests of actors; (c) social interactions among actors; (d) learning programs as combinations of learning situations; and (e) the typological approach. Based on this research overview, conclusions are drawn about the empirical basis of the actor model and about promising directions for further research.
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