Too Old to Train or Reprimand: The Role of Intergroup Attribution Bias in Evaluating Older Workers

2013 ◽  
Vol 29 (1) ◽  
pp. 61-70 ◽  
Author(s):  
Cody B. Cox ◽  
Margaret E. Beier
Keyword(s):  
Older Workers ◽  
Intergroup Attribution ◽  
Attribution Bias

Hoe bereid zijn werkgevers om ouderen aan te nemen?

2015 ◽  
Vol 31 (3) ◽  
Author(s):  
Didier Fouarge ◽  
Raymond Montizaan
Keyword(s):  
Public Sector ◽  
Older Workers ◽  
Labor Costs ◽  
Job Applicant ◽  
The Public ◽  
Negative Opinion ◽  
Vignette Study ◽  
Younger Workers ◽  
Relative Productivity

How willing are employers to hire older workers? How willing are employers to hire older workers? In this article, we use a vignette study among employers in the public sector to investigate how the role of the job applicant’s age and employers’ views on productivity and the wages of older workers affect the likelihood that older applicants are hired. We find that the likelihood of being hired significantly decreases with the age of the applicant. A job applicant who is 60 years old, has a 41% lower chance of being hired than someone who is 35 years. Employers believe that the productivity of 55to 64-year-olds is lower and labor costs are higher than that of younger workers. However, a negative opinion on the labor costs of older workers has no significant impact on older applicants’ probability of being hired. A negative opinion of the employer on the relative productivity of older workers does substantially lower the probability that an older applicant will be hired.

RETAINING OLDER WORKERS: USING A CASE STUDY TO FORMULATE PROPOSITIONS ON THE ROLE OF HR BUNDLES.

2009 ◽  
Vol 2009 (1) ◽  
pp. 1-6 ◽  
Author(s):  
DORIEN KOOIJ ◽  
PAUL JANSEN ◽  
JOSJE DIKKERS ◽  
ANNET DE LANGE
Keyword(s):  
Older Workers

Interpersonal conflict at work: Age and emotional competence differences in conflict management

2018 ◽  
Vol 8 (4) ◽  
pp. 195-227 ◽  
Author(s):  
Lena A. Beitler ◽  
Sonja Scherer ◽  
Dieter Zapf
Keyword(s):  
Problem Solving ◽  
Conflict Management ◽  
Older Workers ◽  
Interpersonal Conflict ◽  
Emotional Competence ◽  
Review Of The Literature ◽  
Potential Mediator ◽  
Age Related ◽  
Management Behaviors

Previous research has illustrated that older workers have high emotional competence (EC) that could enable them to effectively manage interpersonal conflict. However, it is still unclear whether age, potentially via EC, also influences a variety of conflict management behaviors. To address this question, we present a systematic review of the literature on the direct relationships between age, EC, and conflict management, and on EC as a potential mediator. We classify conflict management behaviors using the dual concern model (e.g., De Dreu, Evers, Beersma, Kluwer, & Nauta, 2001), and identified 15 studies on age-related conflict management, and 14 studies on EC and conflict management. Unfortunately, we found that none of the previous studies examined EC as a mediator between age and conflict behaviors. Overall, our review does reveal a positive age trend for EC, avoiding, compromising, and problem-solving, and a negative age trend for forcing. Additionally, EC seems to be positively related to problem-solving, compromising, and yielding. We discuss potential moderators and the role of EC as a potential mediator.

Work-family enrichment and well-being: the role of occupational future time perspective

2018 ◽  
Vol 23 (6/7) ◽  
pp. 542-556 ◽  
Author(s):  
Hélène Henry ◽  
Donatienne Desmette
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Older Workers ◽  
Time Perspective ◽  
Well Being ◽  
Future Time Perspective ◽  
Content Type ◽  
Work Family ◽  
The Relationship

Purpose In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined. Design/methodology/approach Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships. Findings The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers. Research limitations/implications This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers. Practical implications Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being. Originality/value This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.

Besluitvorming rondom pensioneren: de invloed van werk- en organisatiecontext

2011 ◽  
Vol 24 (4) ◽  
Author(s):  
Hanna van Solinge ◽  
Kène Henkens
Keyword(s):  
Decision Making ◽  
Older Workers ◽  
Organizational Context ◽  
Work Place ◽  
Retirement Age ◽  
Decision Making Process ◽  
Older Individuals ◽  
Organizational Policies ◽  
Retirement Decision

The retirement decision making process: the role of work and organizational context The retirement decision making process: the role of work and organizational context Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 428-450.This article links organizational forces to individual decision making on retirement. We examine to what extent work characteristics and organizational context (organizational policies and workplace norms toward retirement) affect the (planned) retirement age of workers aged 50 and over. We use data from the NIDI Work and Retirement Panel. This is a longitudinal study among older workers of three private sector organizations and among civil servants in the Netherlands. We use information for those employees that participated in 2001 as well in 2007 (N = 1,611). The results indicate that job characteristics are associated with retirement decision making: older individuals with attractive jobs (in terms of challenge and growth) have a higher (planned) retirement age, the opposite holds for older workers with demanding jobs. Social forces in the work place are relevant as well. The results indicate that older workers in organizations with an ‘early exit culture’, where almost all co-workers take early retirement, show a low propensity to continue working. Perceived supervisor support for extending working life has the opposite effect. Workers that feel that their supervisor has a positive attitude towards working longer, have a higher (planned) retirement age.

Age-inclusive HR practices and the thriving of older workers: the mediating role of occupational future time perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eduardo Oliveira
Keyword(s):  
Surface Analysis ◽  
Older Workers ◽  
Time Perspective ◽  
Future Time Perspective ◽  
Future Time ◽  
Content Type ◽  
Hr Practices ◽  
The Relationship ◽  
Remaining Time

PurposeDrawing on social exchange theory and socio-emotional selectivity theory, this paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers.Design/methodology/approachA two-wave cross-sectional design was adopted with bootstrapped parallel multiple mediation analyses. In addition, polynomial regression with response surface analysis was used to examine the extent to which combinations of focus on opportunities and remaining time relate to thriving at work. Data were collected from 310 older workers working in 13 companies located in Portugal.FindingsAIHRP have direct effects on OFTP dimensions (i.e. focus on opportunities and remaining time), and indirect effects on the two thriving dimensions (i.e. learning and vitality) via focus on opportunities. The positive relationship between AIHRP and learning was mediated by remaining time, while no significant mediating effect on vitality through remaining time was found. Additionally, surface analysis showed that overall thriving and learning increase more sharply when focus on opportunities is higher than remaining time, rather than vice versa.Originality/valueThis paper contributes to the literature by showing the importance of personal resources like OFTP in the relationship between AIHRP and the thriving of older workers. It also provides further support for the distinctiveness of the two OFTP dimensions as remaining time was not linked to vitality, whereas focus on opportunities was linked to both thriving dimensions.

Reducing Older Workers’ Sickness Absence: The Moderating Role of Perceived Fairness

2019 ◽  
Vol 6 (2) ◽  
pp. 130-136
Author(s):  
Bernadeta Goštautaitė ◽  
Yiduo Shao
Keyword(s):  
Sickness Absence ◽  
Social Exchange ◽  
Older Workers ◽  
Social Exchange Theory ◽  
Positive Association ◽  
Perceived Fairness ◽  
Employee Survey ◽  
Public Sector Organization ◽  
Negative Effect

Abstract Although aging is often associated with higher vulnerability for illness, research has reported mixed results regarding the relationship between workers’ age and sickness absence. Drawing on social exchange theory, we propose that perceived fairness may attenuate the positive association between employee age and sickness absence. We tested our hypotheses by matching employee survey data with organizational archival data on sickness absence from a public sector organization in Lithuania (n = 458). Our findings showed that perceived fairness buffered the negative effect of age on sickness absence, which provides important implications.

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