scholarly journals Coping with Job Loss Between 50 and 65: Applying a Positive Ageing Framework

2021 ◽  
Author(s):  
◽  
Joanne Margaret Brown
Keyword(s):  
Older Workers ◽  
Job Loss ◽  
Optimal Level ◽  
Life Transitions ◽  
Related Strain ◽  
Satisfaction Scale ◽  
Age Related ◽  
Positive Ageing ◽  
The Impact ◽  
Coping With Job Loss

<p>The aim of the research was to explore predictors of positive ageing in a sample of 50 to 65 year old New Zealand displaced workers. The main focus of the research was to ascertain the mechanisms used by individuals to age positively when faced with situations characterized by limited control. Of the 174 respondents, 103 were male, 7l female. Of this sample, 8l individuals (47 males, 34 females) also took part in an interview evaluating cognitive aspects of wisdom. The survey contained a mixture of standardized measures (ABS and CES-D and a Life Satisfaction Scale as measures of wellbeing; OPS-JL and the Coping Humour Scale for measurement of coping) in addition to a number of closed and open-ended questions. Areas evaluated in the research were divided into three parts: opportunities (non-work and work based activities, roles, social resources, humour, wisdom and generativity), coping (using the newly developed 'Optimization in Primary and Secondary Control Job Loss Scale' (OPS-JL)) and constraints (job-related strain and other life transitions), and it was predicted that bidirectional links would be found between these three areas. Evidence for lack of control over re-employment in this age group and gender differences in coping with job loss (as a function of differences in central identity, coping, work history and socialization) were also predicted. Results found evidence for systematic differences between the sexes, in particular - males appeared to have more complex coping hierarchies. Substantial evidence was found for lack of situational control over re-employment and bi-directional links between opportunities, coping and constraints were demonstrated, indicating a holistic approach to evaluating positive ageing is warranted. Among outcomes unique to the thesis were a correlation between wisdom and the impact of life transitions, the moderating role of wisdom between coping and wellbeing, and the necessity to distinguish flexible goal adjustment into two forms: horizontal goal adjustments (HGA) (i.e. different jobs but similar rewards) and downward goal adjustments (DGA) (i.e. different jobs with lower rewards). DGA's were generally associated with lower levels of wellbeing for males, with outcomes contingent on factors such as whether HGA's were used first, levels of job related strain and current work status. It was concluded that older workers use many resources to aid positive ageing, but society must work to remove age-related blocks if this is to be achieved at an optimal level.</p>

scholarly journals Coping with Job Loss Between 50 and 65: Applying a Positive Ageing Framework

2021 ◽  
Author(s):  
◽  
Joanne Margaret Brown
Keyword(s):  
Older Workers ◽  
Job Loss ◽  
Optimal Level ◽  
Life Transitions ◽  
Related Strain ◽  
Satisfaction Scale ◽  
Age Related ◽  
Positive Ageing ◽  
The Impact ◽  
Coping With Job Loss

<p>The aim of the research was to explore predictors of positive ageing in a sample of 50 to 65 year old New Zealand displaced workers. The main focus of the research was to ascertain the mechanisms used by individuals to age positively when faced with situations characterized by limited control. Of the 174 respondents, 103 were male, 7l female. Of this sample, 8l individuals (47 males, 34 females) also took part in an interview evaluating cognitive aspects of wisdom. The survey contained a mixture of standardized measures (ABS and CES-D and a Life Satisfaction Scale as measures of wellbeing; OPS-JL and the Coping Humour Scale for measurement of coping) in addition to a number of closed and open-ended questions. Areas evaluated in the research were divided into three parts: opportunities (non-work and work based activities, roles, social resources, humour, wisdom and generativity), coping (using the newly developed 'Optimization in Primary and Secondary Control Job Loss Scale' (OPS-JL)) and constraints (job-related strain and other life transitions), and it was predicted that bidirectional links would be found between these three areas. Evidence for lack of control over re-employment in this age group and gender differences in coping with job loss (as a function of differences in central identity, coping, work history and socialization) were also predicted. Results found evidence for systematic differences between the sexes, in particular - males appeared to have more complex coping hierarchies. Substantial evidence was found for lack of situational control over re-employment and bi-directional links between opportunities, coping and constraints were demonstrated, indicating a holistic approach to evaluating positive ageing is warranted. Among outcomes unique to the thesis were a correlation between wisdom and the impact of life transitions, the moderating role of wisdom between coping and wellbeing, and the necessity to distinguish flexible goal adjustment into two forms: horizontal goal adjustments (HGA) (i.e. different jobs but similar rewards) and downward goal adjustments (DGA) (i.e. different jobs with lower rewards). DGA's were generally associated with lower levels of wellbeing for males, with outcomes contingent on factors such as whether HGA's were used first, levels of job related strain and current work status. It was concluded that older workers use many resources to aid positive ageing, but society must work to remove age-related blocks if this is to be achieved at an optimal level.</p>

Too Old to Tango? Job Loss and Job Search Among Older Workers

2017 ◽  
Author(s):  
Ute-Christine Klehe ◽  
Irene E. De Pater ◽  
Jessie Koen ◽  
Mari Kira
Keyword(s):  
Job Search ◽  
Older Workers ◽  
Job Loss ◽  
Job Seekers ◽  
Perceived Employability ◽  
Age Related ◽  
Nonmonetary Benefits ◽  
Coping With Job Loss

Older workers are often shielded from job loss by high tenure, yet are struck particularly harshly when seeking reemployment after job loss. This article combines earlier research on coping with job loss and job search with insights on employability for older workers. We outline the situation of older workers, highlighting their vulnerability to possible job-loss and to stereotypes that may lower their perceived employability. Then we outline how this may place older workers in precarious situations regarding (a) the threat of losing their jobs, (b) suffering from loss of nonmonetary benefits (or latent functions) associated with work, (c) having different and fewer coping options than younger job-seekers, and (d) facing fewer chances of finding reemployment. Older workers face an uphill battle when searching for reemployment, which is partially explained by retirement as an alternative coping reaction to age-related stereotypes, discrimination that undermines older workers’ employability, and other factors.

Problems of the Accumulation of Human Capital by Employed Workers in Modern Russia

2021 ◽  
Vol 9 (1) ◽  
pp. 59-63
Author(s):  
Elena Basovskaya
Keyword(s):  
Human Capital ◽  
Older Workers ◽  
Work Experience ◽  
Positive Experience ◽  
Highly Qualified ◽  
Institutional Conditions ◽  
Age Related ◽  
Implementation Of Innovations ◽  
The Impact ◽  
Age Related Changes

The paper analyzes the accumulation of human capital by the employed popula-tion of modern Russia, depending on age, work experience and profession. The influ-ence of the age and seniority of workers on the amount of wages assessed as character-istics of the human capital of workers. For the analysis, we used Rosstat data on the amount of remuneration of workers of different professions, of different ages, with dif-ferent work experience for the period 2005-2019. It found that the nature of the age-related changes in wages during the period under review approached the nature of the age-related changes in wages in OECD countries, which demonstrates the resumption of growth in the wages of older workers. This indicates an increase in the efficiency of the human capital of older workers, which be explained the development of creative abilities based on the accumulated positive experience. This phenomenon is inherent, mainly, in managers and highly qualified specialists. The impact of experience on the accumulation of human capital in the period from 2005-2019 has been steadily decreasing, which indicates a low level of implementation of innovations in the economy and limited economic growth due to unfavorable institutional conditions.

Af- en toename van arbeidspotentieel als beleidsthema. Leeftijdgericht arbeidsmarktbeleid in organisatie-intern perspectief

2007 ◽  
Vol 23 (3) ◽  
Author(s):  
Jo Thijssen
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Early Retirement ◽  
Labour Force ◽  
Replacement Policy ◽  
Labour Market Policy ◽  
Market Policy ◽  
Age Related ◽  
Retirement Policy ◽  
The Impact

De- and increase of the labour force as a subject of policy. Ageing-related labour market policy from an organisational perspective. De- and increase of the labour force as a subject of policy. Ageing-related labour market policy from an organisational perspective. The Netherlands, like many other Western countries, are used to a long tradition of pension policies opting for 65 as the standard retirement age, but from the eighties of the last century a massive number of older workers retired early opening positions for younger workers: a replacement policy to cope with unemployment. This early retirement policy reduced the amount of workers available for the labour market, but the influence on the proportion of working and non-working people was not significant. That changed dramatically because of recent demographic developments. As a reaction to the increasing ageing of the population the government is taking several decisions which have to promote working longer. However, the impact at organisational level is modest, although many companies are concerned with new older worker policies. Recent research findings offer an overview of responsible causes: especially the role of the managers of older workers is very important. Reflecting on the status quo this contribution will finish with three possible scenario’s for the future: 1 the repression scenario, raising obstacles to hinder early retirement; 2 the seduction scenario, creating attractive conditions to work longer; 3 the differentiation scenario, meeting the age-related interpersonal differences in employment opportunities and restrictions.

Life Transitions in the Waning of Physical Activity From Childhood to Adult Life in the Trois-Rivières Study

2012 ◽  
Vol 9 (4) ◽  
pp. 516-524 ◽  
Author(s):  
Richard Larouche ◽  
Louis Laurencelle ◽  
Roy J. Shephard ◽  
Francois Trudeau
Keyword(s):  
Physical Activity ◽  
Labor Market ◽  
Postsecondary Education ◽  
Adult Life ◽  
Life Transitions ◽  
Experimental Program ◽  
Semistructured Interview ◽  
Age Related ◽  
Quasi Experimental ◽  
The Impact

Background:Several studies have reported an age-related decline of physical activity (PA). We examined the impact of 4 important transitional periods—adolescence, the beginning of postsecondary education, entry into the labor market, and parenthood—on the PA of participants in the Trois-Rivières quasi-experimental study.Methods:In 2008, 44 women and 42 men aged 44.0 ± 1.2 years were given a semistructured interview; the frequency and duration of physical activities were examined during each of these transition periods. Subjects had been assigned to either an experimental program [5 h of weekly physical education (PE) from Grades 1 to 6] or the standard curriculum (40 min of weekly PE) throughout primary school.Results:The percentage of individuals undertaking ≥ 5 h of PA per week decreased from 70.4% to 17.0% between adolescence and midlife. The largest decline occurred on entering the labor market (from 55.9% to 23.4%). At midlife, there were no significant differences of PA level between experimental and control groups. Men were more active than women at each transition except for parenthood.Conclusions:Our results highlight a progressive nonlinear decline of PA involvement in both groups. Promotion initiatives should target these periods to prevent the decline of PA.

scholarly journals Intergenerational conflict at US airlines: an unresolved Oedipal Complex?

2017 ◽  
Vol 32 (1) ◽  
pp. 75-88 ◽  
Author(s):  
Amy L. Fraher
Keyword(s):  
Older Workers ◽  
Intergenerational Conflict ◽  
Mandatory Retirement ◽  
Retirement Age ◽  
Policy Changes ◽  
Data Set ◽  
Content Type ◽  
Airline Pilots ◽  
Age Related ◽  
The Impact

Purpose The purpose of this paper is to investigate how, if at all, organizational dynamics changed at US airlines after an industry wide modification to mandatory retirement age regulations in 2007. Findings challenge assumptions that society, organizations, and employees will all unequivocally benefit from abolishing mandatory retirement by investigating the impact of age-related policy changes on US airline pilots. Design/methodology/approach In total, 43 semi-structured interviews were conducted with captains and copilots from US airlines between September 2010 and July 2011. From this data set, two informant subgroups emerged: first, senior captains averaging 59 years of age; and second, junior pilots averaging 43.5 years of age. Findings Findings revealed that both senior and junior pilots reported retirement age policy changes created an antagonistic environment, pitting employees against each other in competition over scarce resources. Research limitations/implications Paper findings are based on empirical materials collected during an 11 month snapshot-in-time between September 2010 and July 2011 and interview data are based on a small subgroup of US airline pilots who self-selected to participate in the study. Therefore, findings are not unbiased and may not be generalizable across all airlines’ pilot workgroups. Practical implications Considerable research has been conducted identifying the policy and practice changes that employers need to adopt to retain older workers. However, few studies consider the psychological impact of these age-related workplace changes on employees or the organizational psychodynamics they might trigger. Originality/value This paper makes two main contributions. First, through use of the psychoanalytic construct of the Oedipus complex, the paper sheds light on some of the psychodynamic consequences of age-related policy changes. Second, it challenges assumptions about workforce aging and the underlying causes of intergenerational conflict, highlighting ways that policy changes intended to eradicate discrimination against older workers can result in age discrimination against younger employees.

Ageism in the Workplace

2017 ◽  
Author(s):  
David M. Cadiz ◽  
Amy C. Pytlovany ◽  
Donald M. Truxillo
Keyword(s):  
Older Workers ◽  
Age Discrimination ◽  
Older Individuals ◽  
Demographic Shift ◽  
Affective Component ◽  
Cognitive Component ◽  
Lower Performance ◽  
Younger Workers ◽  
Age Related ◽  
The Impact

The population is aging in most industrialized nations around the world, and this trend is anticipated to continue well into the future. This demographic shift impacts the workforce in that the average age of workers is increasing, and the workplace is becoming more age diverse, meaning different generations of employees are working side by side now more than ever before. Increasing age diversity can be problematic if misguided age-related attitudes, biases, and behaviors lead to ageism—the stigmatization of, and discrimination against, people based on age. Evidence of the impact of ageism in the workplace is being observed in increasing age-related discrimination claims as well as increased time for older people to find employment. Workplace ageism manifests from cognitive, affective, and behavioral components. Age stereotypes are associated with the cognitive component, age-related prejudice is related to the affective component, and age discrimination is aligned with the behavioral component. There is an abundance of research identifying age-related stereotypes and it is thought that these stereotypes influence how workplace decisions are made. Age-related prejudice research indicates that older workers are generally viewed more negatively than younger workers which can result in lower performance appraisals or older workers’ receiving harsher consequences for lower performance. Finally, age-discrimination research has identified that older workers struggle to find employment, to receive training and development opportunities, and to advance their careers. Although the majority of research on workplace ageism has focused on older individuals, younger workers also face challenges related to their age and this is a line of research that needs further exploration. Nevertheless, the accumulating evidence supports claims that workplace ageism has wide-ranging effects on individuals, groups/teams, organizations, and society.

scholarly journals Exploring the Concept of ‘Positive Ageing’ in the UK Workplace—A Literature Review

Geriatrics ◽  
2018 ◽  
Vol 3 (4) ◽  
pp. 72 ◽  
Author(s):  
Diane Keeble-Ramsay
Keyword(s):  
Older Workers ◽  
Later Life ◽  
Well Being ◽  
Low Fertility ◽  
Organizational Level ◽  
Retirement Age ◽  
Ageing Workers ◽  
Age Related ◽  
Positive Ageing ◽  
The Uk

The participation rate of older people in the labour market is forecast to increase due to demographic changes afoot. For example, low fertility rates, higher life expectancy, and increases in the retirement age will affect labour availability. The working-age population trends indicate that the age group 55–64 years will expand. This trend is bolstered by policy debate about the sustainability of economic and social support systems for the wider population and necessary strategies to keep older workers in labour markets. Within the UK, as the statutory pension age is placed now at 67, changes affecting the national default retirement age (previously age 60 for women and 65 for men) already mean that many older workers will feature in workplaces past historical expectations. A lack of sensitivity about the adjustments older workers needed, due to age-related changes in health and functional capacities, attests the demoted valuing of ageing workers. Despite a rise in the importance of wisdom across cultures, the significance of experience that comes with ageing, however, has become less revered within the UK resulting in less than the institutional promotion of Positive Ageing might depict. This paper draws from a structured review of literature (SLR) which seeks to address the question of what is currently identified as ‘Positive Ageing’ to consider what contributions can be found in current literature that may represent these changes in the UK. The paper concludes that demographic change has stimulated significant re-thinking of workplace strategies for the maintenance of health and well-being of ageing workers at national or governmental policy levels. To ensure sustainability, workability, and productivity in work, however, the concept of Positive Ageing towards later life might be furthered despite that, at the organizational level, its enactment remains incomplete currently post retirement age.

scholarly journals Age, human performance, and physical employment standards

2016 ◽  
Vol 41 (6 (Suppl. 2)) ◽  
pp. S92-S107 ◽  
Author(s):  
Glen P. Kenny ◽  
Herbert Groeller ◽  
Ryan McGinn ◽  
Andreas D. Flouris
Keyword(s):  
Physical Function ◽  
Older Workers ◽  
Work Performance ◽  
Labour Force ◽  
Heat Exposure ◽  
Performance Standards ◽  
Age Related ◽  
Work Tasks ◽  
Employment Standards ◽  
The Impact

The proportion of older workers has increased substantially in recent years, with over 25% of the Canadian labour force aged ≥55 years. Along with chronological age comes age-related declines in functional capacity associated with impairments to the cardiorespiratory and muscular systems. As a result, older workers are reported to exhibit reductions in work output and in the ability to perform and/or sustain the required effort when performing work tasks. However, research has presented some conflicting views on the consequences of aging in the workforce, as physically demanding occupations can be associated with improved or maintained physical function. Furthermore, the current methods for evaluating physical function in older workers often lack specificity and relevance to the actual work tasks, leading to an underestimation of physical capacity in the older worker. Nevertheless, industry often lacks the appropriate information and/or tools to accommodate the aging workforce, particularly in the context of physical employment standards. Ultimately, if appropriate workplace strategies and work performance standards are adopted to optimize the strengths and protect against the vulnerability of the aging workers, they can perform as effectively as their younger counterparts. Our aim in this review is to evaluate the impact of different individual (including physiological decline, chronic disease, lifestyle, and physical activity) and occupational (including shift work, sleep deprivation, and cold/heat exposure) factors on the physical decline of older workers, and therefore the risk of work-related injuries or illness.

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