Aging Workforce, Firm Productivity and Labor Costs in Korea: Are Older Workers Costly to Firms?

2019 ◽  
Vol 33 (2) ◽  
pp. 115-142 ◽  
Author(s):  
Joobong Kim
Keyword(s):  
Older Workers ◽  
Firm Productivity ◽  
Aging Workforce ◽  
Labor Costs

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.

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 Health and Safety Issues of Older Workers Surveyed in the Construction Industry

2013 ◽  
Vol 1 (2) ◽  
pp. 123-131
Author(s):  
Sang D Choi ◽  
Douglas Rosenthal ◽  
Sampson Hauser
Keyword(s):  
Construction Industry ◽  
Older Workers ◽  
Health And Safety ◽  
Wellness Programs ◽  
Aging Workforce ◽  
Safety Issues ◽  
Construction Firms ◽  
Age Related ◽  
Safety And Health ◽  
Health And Safety Issues

The study aimed to gain a better understanding of age-related construction worker’s health and safety issues and discuss practical solutions to improve safety and health of the older workers in the construction industry. A two-page survey questionnaire was developed and sent out to the safety managers, directors, or coordinators in the construction firms. The participants were employed in 27 companies that employed 12,452 employees and have been in business for an average of 75 years. All of the companies had a written safety program, but only 50% of the companies represented in the survey had the Health and Wellness programs. The findings suggested that the construction industry was in fact well aware of the worker health concerns that the aging construction workforce has been facing. The survey also revealed that there was an overwhelming agreement that older workers were still very valuable to the industry. The occupational ergonomic, health and safety professionals should pay more attend to develop creative and effective health/wellness programs that any size organization can use, with the ultimate goal being to have a sustainable and healthier aging workforce in the industry. The results of other findings are also discussed in detail.

scholarly journals INTEREST GROUP SESSION—AGING WORKFORCE: WORK AND PRODUCTIVE AGING: OPPORTUNITIES AND CHALLENGES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S374-S374
Author(s):  
Jim Emerman ◽  
Cal J Halvorsen ◽  
Jim Emerman
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Nonprofit Sector ◽  
Later Life ◽  
Productive Aging ◽  
Aging Workforce ◽  
Social Purpose ◽  
New Ways Of Working ◽  
Older Volunteers ◽  
Challenges And Opportunities

Abstract With much of the world experiencing population aging and a strong need—and desire—among many approaching later life to work longer than past norms, individuals and institutions are experimenting with new ways of working. Yet given the complexities of navigating the work environment in later life, including aspects of cumulative (dis)advantage that help or hinder one’s work prospects, the pull to socially impactful work in the nonprofit sector, and the day-to-day experience of such work in later life, outcomes from this work can vary. Consequently, this symposium will focus on the challenges and opportunities of working longer and their relevance to a productive aging model. The first paper will provide a framework for engaging in the conversation on productive engagement in later life. It will give particular consideration to older workers with lower levels of socioeconomic status in OECD countries. The second paper will discuss results from more than 1,400 surveys of fellows and organizational hosts that have participated in the Encore Fellowships Network, which matches mid- and late-career workers (typically corporate retirees) to non-profit organizations seeking their skills and experience. The third and final paper will reveal findings from an experience sampling methods study of two groups of older adults over the age of 60: founders or leaders of social purpose organizations, and older volunteers. We will conclude by facilitating a discussion on ideas for future scholarship on longer working lives, with particular emphasis on individuals with less advantage as well as those pursuing social purpose work.

The value of older library workers

2016 ◽  
Vol 29 (4) ◽  
pp. 226-229
Author(s):  
Michael A. Crumpton
Keyword(s):  
Older Workers ◽  
Design Methodology ◽  
Aging Workforce ◽  
Content Type

Purpose This paper aims to deal with recognizing and reacting to an aging workforce and understanding the value that older workers can still represent to an organization. Design/methodology/approach This article references field literature to support the points addressed. Findings Librarians and library workers have knowledge and experience that can provide value to both their organizations as they approach retirement and afterwards as retirees in a variety of ways. Originality/value This article represents the viewpoint of the author produced from his experiences and understandings.

Training strategies for an aging workforce

2009 ◽  
Vol 41 (6) ◽  
pp. 334-338 ◽  
Author(s):  
Sergio Koc‐Menard
Keyword(s):  
Older Workers ◽  
Job Seekers ◽  
Aging Workforce ◽  
Content Type ◽  
Older Employees ◽  
Learning Programs ◽  
European Foundation ◽  
Targeted Approach ◽  
Study Database

PurposeThe purpose of this paper is to explore how organizations might support older workers' learning.Design/methodology/approachThe paper highlights an incoming HR challenge (training older workers), conducts a review of corporate responses in Europe, and then identifies lessons. Examples are drawn from the case study database of the European Foundation for the Improvement of Living and Working Conditions.FindingsThe paper identifies four lessons. The first is to adopt a targeted approach, which involves both identifying older employees with key abilities and tailoring training products to their needs. The second lesson is to develop training initiatives that update job‐related skills and knowledge. The third is to complement skills update products with programs that expand the knowledge horizon of older employees. The fourth lesson is to integrate training into recruitment initiatives that target experienced job‐seekers.Originality/valueMany organisations are developing initiatives to tap into the older worker talent pool. Training is a critical component of strategies that seek to retain or attract experienced professionals. The paper provides practical advice that will help organizations to design and implement learning programs for older workers.

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