Aging Workforce Issues from a Multilevel Approach

2017 ◽  
Author(s):  
Lale M. Yaldiz ◽  
Franco Fraccaroli ◽  
Donald M. Truxillo
Keyword(s):  
Older Workers ◽  
Baby Boom ◽  
Well Being ◽  
Social Environments ◽  
Industrialized Countries ◽  
Health Attitudes ◽  
Aging Workforce ◽  
Age Diversity ◽  
Personality Changes ◽  
Diversity Issues

The proportion of older people in the industrialized workforce is increasing owing to the aging of the baby-boom generation, improved health in industrialized countries, changing retirement laws, need for additional income by older workers, and entry of fewer younger people into the workforce in some countries. This “graying” trend of the workforce raises a number of issues such as the needs, motivation, job attitudes, and behaviors of older workers; how to manage age diversity issues at work; late career issues; and preparing the worker and the organization for retirement. Specifically, older worker issues as a research topic includes work-relevant changes taking place within individuals as they age (e.g., physical, cognitive, and personality changes); how older workers are affected by their physical and social environments; the sources of age stereotyping and discrimination and how to combat them; and how these factors affect outcomes such as older workers’ well-being, health, attitudes, motivation, performance, and desire to continue working.

scholarly journals Ageism at Work

Psychology ◽  
2020 ◽  
Author(s):  
Amy Pytlovany
Keyword(s):  
Generation X ◽  
Older Workers ◽  
Negative Consequences ◽  
Aging Workforce ◽  
Demographic Shift ◽  
Negative Effects ◽  
Age Bias ◽  
Older Employees ◽  
Age Diversity ◽  
Generation Z

A demographic shift has been occurring in the workforce and is expected to continue in most industrialized nations across the globe. The popular press calls it “the graying of the workforce,” or “the silver tsunami,” reflecting a trend of an aging workforce. Older employees are remaining at their jobs longer and consequently age diversity within organizations has increased. Five different generations (Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z) are working together more than ever before. Increased age diversity has important implications for organizational processes and can have positive and negative consequences. As this trend continues, businesses must adapt to effectively manage age-diverse employees. If left unchecked, ageism at work can lead to numerous detrimental outcomes for organizations (e.g., reduced firm performance, employee turnover), teams (e.g., intergroup conflict), and individuals (e.g., selection discrimination, poor health). Research on this topic seeks to understand the content and process of age-based stereotyping, accuracy of stereotypes, outcomes of age bias, and conditions under which stereotypes are most likely to result in discrimination. Most of the work to date has focused on older workers; however, attention to younger worker age bias is increasing. Developing research streams strive to understand personal and contextual factors impacting ageism at work, and strategies for mitigating the negative effects of age diversity while fostering positive outcomes.

scholarly journals An Aging Workforce and Work Environment: A Hotel Case Study in China

2017 ◽  
Vol 1 (2) ◽  
pp. 59-64
Author(s):  
Eunhwa Yang ◽  
Yiqian Nie
Keyword(s):  
Indoor Air ◽  
Physical Environment ◽  
Older Workers ◽  
Well Being ◽  
Working Environment ◽  
Aging Workforce ◽  
Older Employees ◽  
Safety First ◽  
Safe Working

ABSTRACT The demographic trends of decreasing fertility rate and increasing life expectancy result in many older people remaining in the workforce. The biggest challenge for organizations is to establish a productive and safe working environment for their aging workers as their physical and cognitive capabilities decrease. The physical environment can influence workers' productivity, well-being, and safety. First, this study provides a literature review on how older workers' physical and cognitive conditions change. Second, a survey was conducted with older employees in a hotel located in Xi'an, China to understand the older employees' job satisfaction level, current diseases, possible reasons for their diseases or low productivity at work, and their preference on the future workspace. Lastly, this paper suggests several workplace strategies including ergonomic design in the workspace, flexible office layout, and improvement of indoor air quality to support the aging workforce with their working environment. Besides, the method can be used by other similar organizations to understand their aging employees' concerns and needs and to inform how to design the workplace for the aging employees.

scholarly journals Include, Individualize, and Integrate: Organizational Meta-strategies for Mature Workers

2019 ◽  
Vol 6 (1) ◽  
pp. 1-7 ◽  
Author(s):  
Sharon K Parker ◽  
Daniela M Andrei
Keyword(s):  
Older Workers ◽  
Decision Makers ◽  
Aging Workforce ◽  
Diverse Workforce ◽  
Work Redesign ◽  
Age Diversity ◽  
Optimal Distinctiveness ◽  
Optimal Distinctiveness Theory ◽  
The Individual ◽  
Mature Workers

Abstract In this commentary, we synthesize the literature on mature workers in organizations to support the development of an intervention-focused research program. We identify 3 broad approaches, or “meta-strategies,” which theory and research suggest organizations can use to reap the benefits associated with a mature and age-diverse workforce. “Include” involves strategies to create an inclusive climate in which mature workers are welcomed and fairly treated and is based on theories such as optimal distinctiveness theory. “Individualize” involves strategies to adapt the work to meet the individual needs and preferences of an aging workforce, such as work redesign and is based on theories about how people change over the life span. “Integrate” involves strategies to address the greater age diversity that comes with an aging workforce, such as how mentoring schemes enable younger and older workers to better learn from each other, and is based on theories such as those concerned with team diversity. We believe that this framework will help organizational decision makers to think more broadly and more proactively about how to manage, and harness the benefits of, an aging workforce. Our framework also challenges researchers to give more attention to intervention studies, including considering what configurations of strategies might be most helpful, as well as whether sequencing of strategies is important.

Diet Quality, a Term Subject to Change over Time

2012 ◽  
Vol 82 (3) ◽  
pp. 144-147 ◽  
Author(s):  
Ibrahim Elmadfa ◽  
Alexa L. Meyer
Keyword(s):  
Diet Quality ◽  
Functional Foods ◽  
Disease Risk ◽  
Well Being ◽  
Industrialized Countries ◽  
Quality Factors ◽  
Long Time ◽  
Quality Diet ◽  
Important Quality ◽  
Health And Well Being

A high-quality diet is one of the foundations of health and well-being. For a long time in human history, diet was chiefly a source of energy and macronutrients meant to still hunger and give the strength for work and activities that were in general much harder than nowadays. Only few persons could afford to emphasize enjoyment. In the assessment of quality, organoleptic properties were major criteria to detect spoilage and oxidative deterioration of food. Today, food hygiene is a quality aspect that is often taken for granted by consumers, despite its lack being at the origin of most food-borne diseases. The discovery of micronutrients entailed fundamental changes of the concept of diet quality. However, non-essential food components with additional health functions were still barely known or not considered important until recently. With the high burden of obesity and its associated diseases on the rise, affluent, industrialized countries have developed an increased interest in these substances, which has led to the development of functional foods to optimize special body functions, reduce disease risk, or even contribute to therapeutic approaches. Indeed, nowadays, high contents of energy, fat, and sugar are factors associated with a lower quality of food, and products with reduced amounts of these components are valued by many consumers. At the same time, enjoyment and convenience are important quality factors, presenting food manufacturers with the dilemma of reconciling low fat content and applicability with good taste and appealing appearance. Functional foods offer an approach to address this challenge. Deeper insights into nutrient-gene interactions may enable personalized nutrition adapted to the special needs of individuals. However, so far, a varied healthy diet remains the best basis for health and well-being.

An introduction to the work and well‐being of older workers

2008 ◽  
Vol 23 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Maria C.W. Peeters ◽  
Hetty van Emmerik
Keyword(s):  
Older Workers ◽  
Well Being

ManAGEment: the challenges of global age diversity for corporations and governments

2014 ◽  
Vol 27 (4) ◽  
pp. 553-568 ◽  
Author(s):  
John F. Mahon ◽  
Carla C.J.M. Millar
Keyword(s):  
Public Policy ◽  
Aging Workforce ◽  
Corporate Policies ◽  
Content Type ◽  
Age Diversity ◽  
Dependency Ratios ◽  
Multiple Dimensions ◽  
Global Age ◽  
The Impact ◽  
First Time

Purpose – The purpose of this paper is to investigate the challenges, worldwide of managing an aging workforce. The paper offers suggestions for public policy and for individual organizational approaches to developing, managing and motivating an aging workforce. Design/methodology/approach – The paper reviews in depth international literature, public policies and corporate policies that deal with an aging workforce. Findings – In virtually every nation in the world, society is aging and the costs to society – on multiple dimensions demand organizational action and changes in public policy. For the first time in recorded history the number of people aged 65+ will exceed those 15 and under starting in 2015. It is also predicted that those 80+ will be greater than those under 15 in Europe by 2060. Originality/value – This paper explores the impact of a worldwide aging society on the management of organizations and the demands that this aging will place on public policy. It addresses the profound impacts of changing dependency ratios on nations and on their future competitiveness.

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.

scholarly journals User Requirements Analysis of an Embodied Conversational Agent for Coaching Older Adults to Choose Active and Healthy Ageing Behaviors during the Transition to Retirement: A Cross-National User Centered Design Study

2021 ◽  
Vol 18 (18) ◽  
pp. 9681
Author(s):  
Sara Santini ◽  
Vera Stara ◽  
Flavia Galassi ◽  
Alessandra Merizzi ◽  
Cornelia Schneider ◽  
...  
Keyword(s):  
Older Adults ◽  
Older Workers ◽  
Well Being ◽  
End Users ◽  
Healthy Ageing ◽  
User Requirements ◽  
Conversational Agent ◽  
Embodied Conversational Agent ◽  
Active And Healthy Ageing ◽  
Transition To Retirement

Background: Retirement is recognized as a factor influencing the ageing process. Today, virtual health coaching systems can play a pivotal role in supporting older adults’ active and healthy ageing. This study wants to answer two research questions: (1) What are the user requirements of a virtual coach (VC) based on an Embodied Conversational Agent (ECA) for motivating older adults in transition to retirement to adopt a healthy lifestyle? (2) How could a VC address the active and healthy ageing dimensions, even during COVID-19 times? Methods: Two-wave focus-groups with 60 end-users aged 55 and over and 27 follow-up telephone interviews were carried out in Austria, Italy and the Netherlands in 2019–2020. Qualitative data were analysed by way of framework analysis. Results: End-users suggest the VC should motivate older workers and retirees to practice physical activity, maintain social contacts and emotional well-being. The ECA should be reactive, customizable, expressive, sympathetic, not directive nor patronizing, with a pleasant and motivating language. The COVID-19 outbreak increased the users’ need for functions boosting community relationships and promoting emotional well-being. Conclusions: the VC can address the active and healthy ageing paradigm by increasing the chances of doing low-cost healthy activities at any time and in any place.

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