Entering the Retirement Zone: How Much Choice do Individuals Have?

2006 ◽  
Vol 5 (4) ◽  
pp. 507-517 ◽  
Author(s):  
Sarah Vickerstaff
Keyword(s):  
Individual Difference ◽  
Older Workers ◽  
Age Discrimination ◽  
Demand Side ◽  
Health Issues ◽  
Factors Affecting ◽  
Individual Difference Variables ◽  
The Individual ◽  
The Impact ◽  
Policies And Practices

Traditionally the factors affecting retirement are correlated with individual difference variables such as level of income, health issues and caring responsibilities. Studies have shown how these factors interact to predict the individual retirement process. However, the demand-side factors which structure opportunities for older workers have been somewhat less studied. This paper explores the employer role in retirement. By investigating the experience of employees and retirees from three organisations this article demonstrates that the employing organisation's policies and practices are key to understanding retirement transitions. In the conclusion the impact of forthcoming age discrimination legislation is considered.

The impact of a health introduction course for medical interpreters in the healthcare sector

2020 ◽  
pp. 205715852097518
Author(s):  
Leila Saud Abdulkadir ◽  
Morten Sodemann ◽  
Claire Gudex ◽  
Sören Möller ◽  
Dorthe Susanne Nielsen
Keyword(s):  
Health Knowledge ◽  
Knowledge Score ◽  
University Hospital ◽  
Healthcare Sector ◽  
Health Issues ◽  
Multiple Choice Questions ◽  
Medical Interpreters ◽  
The One ◽  
The Individual ◽  
The Impact

The aim was to examine the impact on interpreters’ health knowledge, attitudes and self-evaluated skills after they participated in a pilot health introduction course at a university hospital in Denmark. The study was conducted as an intervention study using a questionnaire with both closed and open-ended questions. The questionnaire was distributed to interpreters one week before the six-week course started, and again at one week and at three months after course completion. Level of knowledge was calculated based on the number of answers to 18 multiple-choice questions on common health issues, diagnoses and treatments. Of the 100 interpreters who registered for the course, 86 completed the course, and 61 of these participants (70%) completed both the baseline and the one-week questionnaire. The mean knowledge score increased from 48 ( SD 6.9) at baseline to 52 ( SD 3.4; p < 0.001) one week after the course and was 51 ( SD 7.3; p < 0.001) three months after the course ( n = 55). Participants who increased their knowledge score the most were those with the least interpreter experience ( p = 0.001). One week after the course, most participants (83–95%) agreed that the individual lessons had been useful in their subsequent interpreting activities and that they had gained useful information. The health introduction course appeared to be beneficial for interpreters. This study highlights the need for greater focus on education for interpreters working in the healthcare sector.

scholarly journals Factors affecting the organizational performance of manufacturing firms

2017 ◽  
Vol 9 ◽  
pp. 184797901771262 ◽  
Author(s):  
Ahmad Adnan Al-Tit
Keyword(s):  
Organizational Performance ◽  
Measurement Instrument ◽  
Manufacturing Firms ◽  
Factors Affecting ◽  
Mediating Role ◽  
Values And Beliefs ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Numerous studies have been conducted to explore the individual effects of organizational culture (OC) and supply chain management (SCM) practices on organizational performance (OP) in different settings. The aim of this study is to investigate the impact of OC and SCM on OP. The sample of the study consisted of 93 manufacturing firms in Jordan. Data were collected from employees and managers from different divisions using a reliable and valid measurement instrument. The findings confirm that both OC and SCM practices significantly predict OP. The current study is significant in reliably testing the relationship between SCM practices and OP; however, it is necessary to consider cultural assumptions, values and beliefs as the impact of OC on OP is greater than the impact of SCM practices. Based on the results, future studies should consider the moderating and mediating role of OC on the relationship between SCM practices and OP.

Individual Difference Variables, Ethical Judgments, and Ethical Behavioral Intentions

1999 ◽  
Vol 9 (2) ◽  
pp. 183-205 ◽  
Author(s):  
Kenneth Bass ◽  
Tim Barnett ◽  
Gene Brown
Keyword(s):  
Individual Difference ◽  
Behavioral Intentions ◽  
Structural Equation ◽  
Equation Modeling ◽  
Just World ◽  
Ethical Judgments ◽  
Individual Difference Variables ◽  
The Individual ◽  
Ethical Behavioral Intentions ◽  
The Relationship

Abstract:This study examined the relationship between the individual difference variables of personal moral philosophy, locus of control, Machiavellianism, and just world beliefs and ethical judgments and behavioral intentions. A sample of 602 marketing practitioners participated in the study. Structural equation modeling was used to test hypothesized relationships. The results either fully or partially supported hypothesized direct effects for idealism, relativism, and Machiavellianism. Findings also suggested that Machiavellianism mediated the relationship between individual difference variables and ethical judgments/behavioral intentions.

A novel lattice hydrodynamic model accounting for individual difference of honk effect for two-lane highway under V2X environment

2022 ◽  
Author(s):  
Xiaoqin Li ◽  
Guanghan Peng
Keyword(s):  
Stability Analysis ◽  
Individual Difference ◽  
Early Time ◽  
Mkdv Equation ◽  
Traffic Modeling ◽  
Lattice Hydrodynamic Model ◽  
Lane Changing ◽  
The Individual ◽  
The Impact ◽  
Honk Effect

In this work, the individual difference of the honk effect is explored on two lanes via traffic modeling of the lattice model under Vehicle to X (V2X) environment. We study the impact of individual difference corresponding to honk cases on traffic stability through linear stability analysis for a two-lane highway. Furthermore, the mKdV equation under the lane changing phenomena is conducted via nonlinear analysis. Simulation cases for the early time and longtime impact reveal that individual difference of driving characteristics has a distinct impact on two lanes under the whistling environment.

Factors Affecting Knowledge Acquisition

2015 ◽  
pp. 235-258
Keyword(s):  
Knowledge Acquisition ◽  
Absorptive Capacity ◽  
Organizational Context ◽  
International Joint Ventures ◽  
Organizational Level ◽  
Limited Attention ◽  
Factors Affecting ◽  
Cultural Specificity ◽  
The Individual ◽  
The Impact

Although there is a growing literature on knowledge management, limited attention has been paid to the factors that influence the process of knowledge acquisition. Therefore, the purpose of this chapter is to bring forward the main elements that may stimulate or inhibit knowledge acquisition at both the individual and organizational level. Knowledge acquisition is mainly affected by a company's absorptive capacity, organizational context and structure, and inter-firm alliances. These may increase the firm's awareness of the external challenges and stimulate inter-organizational interactions. The impact of each of these factors is highly visible in the context of international joint ventures. Still, in this case, another factor interferes, namely cultural specificity.

Factors Affecting Human Time Perception: Do Feelings of Rejection Increase the Rate of Subjective Timing?

2019 ◽  
Vol 7 (2) ◽  
pp. 131-147
Author(s):  
Aoife McLoughlin
Keyword(s):  
Social Exclusion ◽  
Peer Rejection ◽  
Neutral Stimulus ◽  
Factors Affecting ◽  
Bisection Task ◽  
Time Distortion ◽  
Expérience Subjective ◽  
Fight Or Flight Response ◽  
The Individual ◽  
The Impact

Research in the area of human sub-second-to-second timing has uncovered that emotional stimuli can influence our subjective timing, with much research highlighting that stimuli portraying high arousal negative emotions (for example, images of angry faces) cause a subjective lengthening effect, based on a potential fight or flight response. Further research has shown that in order for this effect to occur, the individual needs to be able to emulate the emotion that they have seen, suggesting that responses differ dependant on whether the individual is timing an emotional stimulus, or the individual is emotional while timing a neutral stimulus. Research in the area of social psychology has previously highlighted a link between social exclusion (peer rejection) and time distortion at the minute-to-multiple-minute range, with social exclusion causing a subjective lengthening effect of duration, supposedly due to cognitive deconstruction and emotional numbing. The current study aimed to investigate this further by examining the impact of peer rejection on sub-second-to-second timing. Participants completed a bisection task and were subsequently made to feel either rejected, or accepted by their peers. After this intervention stage, they again completed the bisection task. It was hypothesised that those who were rejected would experience subjective lengthening of duration, whereas those who were accepted would experience subjective shortening of duration. These hypotheses were supported. Implications and limitations of the study are also discussed.

The Impact of Legal Age Discrimination on Women in Professional Occupations

2001 ◽  
Vol 11 (2) ◽  
pp. 331-348 ◽  
Author(s):  
Nancy B. Kurland
Keyword(s):  
Decision Making ◽  
Gender Discrimination ◽  
Older Workers ◽  
Work Force ◽  
Age Discrimination ◽  
Common Pattern ◽  
Disparate Treatment ◽  
The Impact

Abstract:This paper describes how anticipated age discrimination in the form of disparate treatment induces behavior that in effect constitutes gender discrimination. Potential employers often exhibit a common pattern of behavior that acts to discriminate against older workers entering a specific workplace. Women, at a decision-making point early in their lives, are aware of this pattern of discrimination. They perceive that it is important for them to establish their careers before they have a family because it will be more difficult for them to enter the work force at a later age and excel at their careers. This anticipated age discrimination disparately impacts women, resulting in gender discrimination.

The impact of age on innovation

2015 ◽  
Vol 38 (4) ◽  
pp. 404-420 ◽  
Author(s):  
Richard A Parsons
Keyword(s):  
Older Workers ◽  
Content Type ◽  
Older Employees ◽  
Human Resource Department ◽  
Age Diversity ◽  
Independent Variable ◽  
The One ◽  
The Individual ◽  
The Cost ◽  
The Impact

Purpose – This paper aims to develop a model of individual innovation based on an employee’s innate propensity to innovate and the specific costs and benefits expected to the individual from the innovation. This model is then used to study the way an employees’ age will impact innovation. Design/methodology/approach – This paper proposes variables which drive an individual’s innovative behavior based on a literature review. This theoretical model is then maximized to show how age drives an employees’ innovation output in three ways. A small survey is used to substantiate the theory. Findings – In this model, the age of the employee becomes an important independent variable with negative elements associated with both the cost and benefit the employee will receive from their innovation efforts. However, age will be positively associated with an employee’s ability to implement and capitalize on their innovation. Practical implications – Firm’s must pay attention to the career life cycle of their employees. The human resource department must take on the task of focusing on delivering the programs needed to support older employees’ particular needs relative to producing innovation. Social implications – As the Western workforce ages, considerations for dealing with older workers and age diversity will become more important. Models such as the one developed in this paper will be important for understanding and managing the changing workforce. Originality/value – This model develops a theory of how age can impact an employee’s innovation in three specific ways that have not previously been addressed in the literature. This model also proposes an explanation for surprising results found in several prior studies.

scholarly journals Impact of meaningful work on elderly people’s intention to continue working after retirement: A Vietnamese study

2020 ◽  
Vol 164 ◽  
pp. 09044
Author(s):  
Thi Mai Huong Doan ◽  
Huong Quynh Pham ◽  
Thi Mai Phuong Tran
Keyword(s):  
Older Workers ◽  
Meaning Making ◽  
Meaningful Work ◽  
Practical Aspect ◽  
Factors Affecting ◽  
Intention To Participate ◽  
Positive Meaning ◽  
Greater Good ◽  
Intention To Continue ◽  
The Impact

The study focuses on examining the relationship between meaningful work and elderly people’s intention to work after retirement. Based on the previous research, we examined the impact level of the three aspects of meaningful work, which are positive meaning, meaning making through work and greater good motivations. The analysis of a sample of 784 workers aged 40 and above showed that all three aspects considered have a positive effect on the intention to participate in the workforce after retirement. In particular, positive meaning has the strongest impact on the workers’ intention. The results of the current study extend previous research on factors affecting workers’ intention to continue working after retirement. The implications of these findings are discussed in the practical aspect of those involved in the development of effective human resource management policies to retain older workers.

scholarly journals Workers age 50 and over in the Brazilian labor market: is there ageism?

2019 ◽  
Vol 26 (2) ◽  
pp. 161-179 ◽  
Author(s):  
Wilson Amorim ◽  
AndréLuiz Fischer ◽  
Fabiana Bitencourt Fevorini
Keyword(s):  
Labor Market ◽  
Older Workers ◽  
Human Resources Management ◽  
Public Servants ◽  
Private Companies ◽  
Content Type ◽  
Specific Objective ◽  
The Individual ◽  
Age Range ◽  
Policies And Practices

Purpose This paper deals with the insertion of workers aged 50 years or more in the Brazilian labor market. Considering this question, the purpose of this paper is to raise evidence about the existence of ageism – prejudice against that age range. The paper identifies the characteristics of participation by workers age 50 or older in Brazil’s formal labor market. The paper also identifies whether and how the specific issues of these workers are handled in the individual employment contract, with the human resources management (HRM) policies and practices of a group of companies. Design/methodology/approach The study applied a quantitative approach in an analysis of the older population in the Brazilian labor market (Annual Social Information Report (RAIS) database and “MEPT” survey database – 2011/2016). The RAIS data are collected annually by the Ministério do Trabalho e Emprego – MTE, coming from all establishments with or without formal employees, whether statutory (public servants) or private organizations. MEPT survey is an annual study focused on quality of the organizational environment and HRM practices (organizations participate voluntarily). A qualitative approach was applied also in a document content analysis on information about HRM policies and practices based on MEPT companies’ research evidence reports. Findings There is evidence of ageism among private companies in Brazil with better HRM. These companies hire proportionally less old workers than the market and their HRM policies and practices scarcely handle with employees. The workers age 50 and over among the workers employed (private and mixed capital companies) have growing participation in the labor market. The profile of these workers is predominantly male, higher level education considering the market average, and working under longer lasting formal contracts comparing all workers combined. People involved in the individual hiring of workers from this age group do not even give this subject much attention. Research limitations/implications The specific objective of verifying if and how the specific issues that workers of 50 years and older are dealing; in the individual hiring for work, encountered limitations based on the restricted character of the data presented. In particular, the information related to the best companies (MEPT) is representative only of its own group and thus is restricted to the private sector. Although this cannot be generalized, they offer support for reflections on the subject. Practical implications This paper shows how companies with advanced HRM handle with older workers in their policies and practices. Social implications This work points out that that the aging of workers will be a problem to be discussed by the companies HRM in the future. Originality/value This paper identifies the need to study how companies will deal with the increasing number of older workers.

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