Exploring the role of age in workplace intimidation in the US restaurant industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Regina Yanson ◽  
Jessica M. Doucet ◽  
Alysa D. Lambert
Keyword(s):  
Workplace Violence ◽  
Older Workers ◽  
Restaurant Industry ◽  
National Database ◽  
Content Type ◽  
Work Related ◽  
Younger Workers ◽  
Employee Behaviors ◽  
Violence In The Workplace ◽  
Hr Managers

Purpose The purpose of this study is to explore the relationship between employee age and intimidation in the workplace. Dysfunctional employee behaviors such as harassment and aggression are harmful to the organizational work environment. Such destructive behaviors have long been viewed as negatively impacting organizational success. Additionally, the age dynamics in organizations are rapidly changing as the “graying of America” progresses, older workers remain in the workforce and younger workers delay employment.Design/methodology/approach The study utilizes data from the Federal Bureau of Investigation's National Incident-Based Reporting System (NIBRS), which is a national database containing information on crime in the US.NIBRS was used to measure the occurrence of workplace violence overall, and workplace intimidation specifically, in the restaurant industry, as well as the ages of both victims and perpetrators of work-related violence.Findings Results revealed that younger workers are more likely to perpetrate workplace intimidation than their senior counterparts. As victim age increases, employees are more likely to report intimidation than more serious crimes.Practical implications Workplace intimidation prevention programs do not typically include age as a factor. This study may be helpful to managers and HR managers charged with developing workplace training programs.Originality/value The results of this study contribute to the shared understanding of dysfunctional workplace dynamics. As the workforce collectively ages, organizations should acknowledge the potential impact age may have on violence in the workplace.

Perceived qualities of older workers and age management in companies

2015 ◽  
Vol 44 (5) ◽  
pp. 801-820 ◽  
Author(s):  
Andrea Principi ◽  
Paolo Fabbietti ◽  
Giovanni Lamura
Keyword(s):  
Older Workers ◽  
Early Retirement ◽  
Design Methodology ◽  
Factor Analyses ◽  
Content Type ◽  
Younger Workers ◽  
Management Policies ◽  
Hr Managers ◽  
Italian Context ◽  
Practical Implications

Purpose – To explore whether the ages of human resources (HR) managers has an impact on their perceptions of the qualities/characteristics of older and younger workers (i.e., manager attitudes) and on the implementation of age management initiatives to the benefit of older workers (i.e., manager behaviors). The paper aims to discuss this issue. Design/methodology/approach – Based on theories concerning the origins of stereotypes and the concept of “in-group bias”, three hypotheses were tested on a sample of HR managers from 516 Italian companies extracted from the Gfk Eurisko database by using factor analyses and bivariate and multivariate tools. Findings – The age of an HR manager seems to influence his/her attitudes towards older and younger workers, because HR managers judge workers of a similar age to them more positively. In contrast, the age of an HR manager does not seem to play a particular role in the implementation of age management initiatives. In the companies considered, however, there is a tendency to adopt early retirement schemes when the HR managers concerned are younger, while in general there is a tendency to implement age management initiatives and show a greater appreciation of older workers in larger companies. Practical implications – The implementation of age management initiatives to the benefit of older workers may improve HR managers ' perceptions of those workers ' positive qualities. Furthermore, specific training may help HR managers recognize that both younger and older workers have useful albeit different strengths. Originality/value – This study provides new empirical evidence from the Italian context on the largely under-investigated issue of the role played by age in shaping HR managers ' attitudes towards older workers, and age management policies in particular.

scholarly journals Description of Main Predictors for Taking Sick Leave Associated with Work-Related Eye Injuries in Spain

2021 ◽  
Vol 18 (10) ◽  
pp. 5157
Author(s):  
Sergio Martín-Prieto ◽  
Cristina Alvarez-Peregrina ◽  
Israel Thuissard-Vassallo ◽  
Carlos Catalina-Romero ◽  
Eva Calvo-Bonacho ◽  
...  
Keyword(s):  
Sick Leave ◽  
Older Workers ◽  
Descriptive Study ◽  
Labor Cost ◽  
Eye Injury ◽  
Eye Injuries ◽  
Work Related ◽  
Younger Workers ◽  
Initial Injury ◽  
Type Of Injury

Recent studies in Spain have shown that males, younger workers, and people involved in manual jobs had the highest risk of suffering a work-related eye injury (WREI). This study aims to assess the predictors of sick leave associated with WREI and to compare them with risk factors of initial injury. A retrospective and descriptive study of WREI that causes sick leave of one or more days among workers from an insurance labor mutual company in Spain was conducted over a period from 2008 to 2018. The variables of the study were sex, age, occupation, and type of injury. A total of 9352 (18.6% of 50,265 WREI) cases and 113,395 total days of sick leave were observed, with an estimated EUR 4,994,009.59 of associated labor cost. The main predictors of sick leave related to WREI were found to be female (highest incidence; 25.9 (95% CI (24.8–27.1))), >55 years of age (highest incidence; 20.5 (95% CI (19.3–21.7))), not working in the industry (lowest incidence; 13.8 (95% CI (13.3–14.2))), and not suffering “other disorders of conjunctiva” (lowest incidence; 5.7 (95% CI (4.7–6.8))). The consequences associated with WREI are worse for female and older workers, despite the main risk of suffering WREI being observed in males and younger workers.

Non-Work Related Movements in Machine Paced and in Self-Paced Work

1979 ◽  
Vol 23 (1) ◽  
pp. 149-152 ◽  
Author(s):  
B. Basila ◽  
S. Suominen ◽  
G. Salvendy ◽  
G.P. McCabe
Keyword(s):  
Older Workers ◽  
Task Complexity ◽  
Lower Extremities ◽  
Industrial Workers ◽  
Repetitive Work ◽  
Work Related ◽  
Younger Workers

In studying the non-work related movements (NRM) on 10 experienced industrial workers performing similar light repetitive work, the following is concluded: 1) on the average there is 54% more NRM in machine paced than in self-paced operations (1300 NRM for self-paced work compared to 2000 NRM per 8 hours for paced work), 2) the older workers have significantly less NRM than the younger workers, and 3) the NRM were most frequent in the upper than in the lower extremities. These differences are discussed in terms of differences in task complexity and stringency of pacing.

Violence in the Workplace

1997 ◽  
Vol 15 (1) ◽  
pp. 81-99 ◽  
Author(s):  
JEANNE B. HEWITT ◽  
PAMELA F. LEVIN
Keyword(s):  
United States ◽  
Health Care ◽  
Workplace Violence ◽  
Service Sector ◽  
Occupational Injuries ◽  
The United States ◽  
Grocery Stores ◽  
United States Bureau ◽  
Work Related ◽  
Violence In The Workplace

This integrative review of research on workplace violence in Canada and the United States showed that risk factors for homicide and nonfatal assault injuries differed significantly. In 1993, there were 1,063 work-related homicides in the United States (Bureau of Labor Statistics, 1994). Workplace homicide was the second leading cause of fatal occupational injuries overall, but the primary cause for women. The highest risk for workplace homicide was observed among males, the self-employed, and those employed in grocery stores, eating and drinking establishments, gas service stations, taxicab services, and government service, including law enforcement. The majority of workplace homicides occurred during robberies. Unlike workplace homicide, the majority of nonfatal assaults that involved lost work time occurred to women, primarily employed in health care or other service sector work. The assault rates for residential care and nursing and personal care workers were more than ten times that of private non-health care industries. Minimal intervention research has been reported. In recent years, some governmental agencies and professional organizations have begun to address policy issues related to workplace violence.

scholarly journals Fading away at work: “I could have left without saying anything” – performing talent management in a multinational organization

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nanna Gillberg ◽  
Ewa Wikström
Keyword(s):  
Older Workers ◽  
Single Case ◽  
Talent Management ◽  
Skilled Workers ◽  
Multinational Organization ◽  
Content Type ◽  
Younger Workers ◽  
The Relationship ◽  
Two Sides

PurposeThis study was undertaken in order to show how talent management (TM) was performed in practice in a multinational organization as well as how the TM practices affected both different groups of workers and the perception of talent within the organization.Design/methodology/approachPerforming talent management was reassessed in the relationship between TM practices, view and identification of talent, attributed positioning and self-positioning of older and younger workers; retrieved from an exploratory single case study in a multinational organization, based on interviews.FindingsThe findings illustrate that despite the struggling to fill key positions with skilled workers, the studied organization adopted approaches to TM that excluded older workers' talent. First, central to performing TM was how talent was viewed and identified, and second, two types of positioning acts were important: the organizations (re)producing of talent management through attributive positioning acts on older/younger workers and older workers' self-positioning of their own talent. The two sides of performing talent management were complex and intertwined resulting in an age-based devaluation of talent at work.Practical implicationsThe study points to important issues in designing and performing TM that may be useful to HR and managers as a point of departure in the development of more inclusive approaches to TM.Originality/valueThe concept “performing talent management” was developed as an intertwined relationship between on-going positioning acts and (re)production of status, talent and age at work; recognizing preferences of what was viewed and identified as valued talent as main drivers made it possible to develop an understanding of exclusion and inclusion mechanisms in performing TM.

Informal learning and work engagement among older workers

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Informal Learning ◽  
Work Engagement ◽  
Older Workers ◽  
Design Methodology ◽  
Content Type ◽  
Older Employees ◽  
Younger Workers ◽  
Firm Success ◽  
Key Skills ◽  
Pertinent Information

Purpose Transfer of key skills and knowledge between older and younger workers remains vital for ongoing firm success. The effectiveness of this process can be increased when organizations provide opportunities for informal learning that serve to heighten levels of work engagement among older employees. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Transfer of key skills and knowledge between older and younger workers remains vital for ongoing firm success. The effectiveness of this process can be increased when organizations provide opportunities for informal learning that serve to heighten levels of work engagement among older employees. Originality/value The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Risky business

2018 ◽  
Vol 11 (3) ◽  
pp. 177-188
Author(s):  
Stephanie Donovan ◽  
Jordan Duncan ◽  
Sue Patterson
Keyword(s):  
Workplace Violence ◽  
Qualitative Interviews ◽  
Clinical Staff ◽  
Content Type ◽  
Perceived Safety ◽  
Work Related ◽  
Framework Approach ◽  
Disease Impact ◽  
Related Stress ◽  
Context Specific

Purpose The purpose of this paper is to describe the experiences of non-clinical staff working in psychiatric settings, particularly in relation to exposure to context-specific hazards, and perceived safety. Design/methodology/approach Qualitative interviews with 23 administrative and operational staff were analysed using a framework approach. Findings Analysis demonstrated extensive exposure to occupational violence, including assault and verbal abuse within and/or beyond the workplace and concern about infectious disease. Impact of exposure was wide ranging, dependent on type and circumstances of violence and personal resources, with several participants experiencing ongoing psychological distress. Participants employed a range of problem- and emotion-focused strategies, typically seeking support from peers, to manage work-related stress but felt neglected by the organisation. They sought inclusion in or access to processes, such as supervision and debrief, routinely available to clinicians and to information about risk associated with patients. Research limitations/implications Generalisability is constrained by conduct of this study in a particular setting with non-random sample. Practical implications The findings of this paper indicate a pressing need for administrators to ensure efforts to address safety encompass all staff, and the need for further research. Particular attention should be given to enabling non-clinical staff to examine ethical questions, ensuring access to support mechanisms and development of an inclusive culture. Originality/value While exposure to, and impact of workplace violence on clinical staff have been extensively studied, this paper is the first to qualitatively examine the safety of a commonly forgotten workforce.

scholarly journals Let's work together, especially in the pandemic: finding ways to encourage problem-focused voice behavior among passionate employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Renato Pereira
Keyword(s):  
Common Ground ◽  
Voice Behavior ◽  
Goal Congruence ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Hr Managers ◽  
Positive Work ◽  
Passion For Work

PurposeThis study seeks to unravel the relationship between employees' passion for work and their engagement in problem-focused voice behavior by identifying a mediating role of their efforts to promote work-related goal congruence and a moderating role of their perceptions of pandemic threats to the organization.Design/methodology/approachThe research hypotheses were tested with quantitative data collected through a survey instrument administered among 158 employees in a large Portuguese-based organization that operates in the food sector, in the midst of the coronavirus disease 2019 (COVID-19) pandemic. The Process macro was applied to assess the moderated mediation dynamic that underpins the proposed theoretical framework.FindingsEmployees' positive work-related energy enhances their propensity to speak up about organizational failures because they seek to find common ground with their colleagues with respect to the organization's goals and future. The mediating role of such congruence-promoting efforts is particularly prominent to the extent that employees dwell on the threats that a pandemic holds for their organization.Practical implicationsThe study pinpoints how HR managers can leverage a negative situation—employees who cannot keep the harmful organizational impact of a life-threatening virus out of their minds—into productive outcomes, by channeling positive work energy, derived from their passion for work, toward activities that bring organizational problems into the open.Originality/valueThis study adds to HR management research by unveiling how employees' attempts to gather their coworkers around a shared work-related mindset can explain how their passion might spur reports of problem areas, as well as explicating how perceived pandemic-related threats activate this process.

scholarly journals Younger workers’ attitudes and perceptions towards older colleagues

2018 ◽  
Vol 22 (3) ◽  
pp. 129-138 ◽  
Author(s):  
Jasmine Patel ◽  
Anthea Tinker ◽  
Laurie Corna
Keyword(s):  
Older Workers ◽  
Generational Differences ◽  
Small Sample Size ◽  
Team Building ◽  
Well Being ◽  
Small Sample ◽  
Structured Interviews ◽  
Content Type ◽  
Younger Workers ◽  
The Uk

Purpose The purpose of this paper is to investigate younger workers’ perceptions of older colleagues, including whether there is evidence of ageism. Design/methodology/approach Convenience sampling was used to recruit ten individuals who were both below the age of 35 and employed at a multigenerational workplace in England. The study is qualitative, involving semi-structured interviews that were audio-recorded, transcribed and analysed using thematic analysis. Findings This study found that whilst some younger employees valued working with older colleagues as they believe that their differing characteristics are complementary, others felt that it leads to intergenerational conflict due to contrasting approaches towards work. Positive perceptions of older workers included their increased knowledge and experience, reliability and better social skills; however, ageism was also prevalent, such as the perception of older workers as resistant to change, slower at using technology and lacking the drive to progress. This study also provided evidence for the socioemotional selectivity and social identity theories. Research limitations/implications This study has a small sample size and participants were only recruited from London. Practical implications In order to create working environments that are conducive to the well-being of employees of all ages, organisations should place an emphasis on reducing intergenerational tension. This could be achieved by team building sessions that provide an opportunity for individuals to understand generational differences. Originality/value There is minimal evidence from the UK focussing on the perceptions of specifically younger workers towards older colleagues and the basis of their attitudes. Only by gaining an insight into their attitudes and the reasoning behind them, can efforts be made to decrease ageism.

Never too old to work: managing an age diverse workforce

2020 ◽  
Vol 19 (3) ◽  
pp. 117-122
Author(s):  
Steve Butler
Keyword(s):  
Older Workers ◽  
Design Methodology ◽  
Team Member ◽  
Content Type ◽  
Team Members ◽  
Diverse Workforce ◽  
Elderly Parents ◽  
Younger Workers ◽  
Huge Impact ◽  
Changing Demographics

Purpose Setting the scene of a workforce that is living and working longer. Changing demographics are going to have a huge impact on the workplace and businesses need to get ahead of the curve. Design/methodology/approach Age stereotyping is one of the biggest issues faced by companies today. Companies need to focus on recruiting and retaining people based on their ability and capabilities, not their age. Findings In an intergenerational team, the team members are not artificially defined or divided by age; it is their talent that is important. Employers must recognize the unique skills and experiences each team member brings. Originality/value The expectation of flexibility among younger employees is now ingrained. If businesses want to recruit and retain younger workers, they must embrace this way of working. Flexibility is just as important for older workers, especially those with caring responsibilities (children or elderly parents.) Employers need to adapt their benefits package to appeal to all.

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