Suchprofil: Altern
Durchsuchter Fertigstellungsmonat: 09/20

Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN


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1. SSCI-JOURNALS
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%0 Journal Article
%J International journal of manpower
%V 41
%N 5
%F Z 716
%A Dalen, Hendrik P. van
%A Henkens, Kène
%T Do stereotypes about older workers change? : A panel study on changing attitudes of managers
%D 2020
%P S. 535-550
%G en
%# 2010-2013
%R 10.1108/IJM-09-2018-0300
%U http://dx.doi.org/10.1108/IJM-09-2018-0300
%U https://doi.org/10.1108/IJM-09-2018-0300
%X "Purpose – The purpose of this paper is to see whether attitudes toward older workers by managers change over time and what might explain development over time. Design/methodology/approach – A unique panel study of Dutch managers is used to track the development of their attitudes toward older workers over time (2010-2013) by focusing on a set of qualities of older workers aged 50 and older. A conditional change model is used to explain the variation in changes by focusing on characteristics of the manager (age, education, gender, tenure and contact with older workers) and of the firm (composition staff, type of work and sector, size). Findings – Managers have significantly adjusted their views on the so-called 'soft skills' of older workers, like reliability and loyalty. Attitudes toward 'hard skills' – like physical stamina, new tech skills and willingness to train – have not changed. Important drivers behind these changes are the age of the manager – the older the manager, the more likely a positive change in attitude toward older workers can be observed – and the change in the quality of contact with older workers. A deterioration of the managers' relationship with older workers tends to correspond with a decline in their assessment of soft and hard skills. Social implications – Attitudes are not very susceptible to change but this study shows that a significant change can be expected simply from the fact that managers age: older managers tend to have a more positive assessment of the hard and soft skills of older workers than young managers. Originality/value – This paper offers novel insights into the question whether stereotypes of managers change over time." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K ältere Arbeitnehmer
%K Stereotyp
%K Führungskräfte
%K Einstellungsänderung
%K Kompetenzbewertung
%K soziale Qualifikation
%K Schlüsselqualifikation
%K altersspezifische Faktoren
%K Lernfähigkeit
%K EDV-Kenntnisse
%K Belastbarkeit
%K physische Belastung
%K Arbeitsbelastung
%K Leistungsbewertung
%K Niederlande
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-09-18
%M K200901CVT
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J International journal of manpower
%V 41
%N 5
%F Z 716
%A Elsen, Josine van den
%A Vermeeren, Brenda
%T Age and sustainable labour participation : studying moderating effects
%D 2020
%P S. 503-521
%G en
%# 2018-2018
%R 10.1108/IJM-09-2018-0362
%U http://dx.doi.org/10.1108/IJM-09-2018-0362
%U https://doi.org/10.1108/IJM-10-2018-0362
%X "Purpose - research findings are ambiguous regarding the effects of age on sustainable labour participation (SLP), defined as the extent to which people are able and willing to conduct their current and future work. The purpose of this paper is to contribute by examining age effects on SLP by focusing on the moderating role of workload. Design/methodology/approach - mixed-method study was conducted in 2018. First, a survey was distributed among a sample of 2,149 employees of the Dutch central government. Second, 12 interviews with public sector employees took place to gain greater insight into the quantitative data collected. Findings – Three components that reflect an employee's SLP were studied: vitality, work ability and employability. The quantitative results, in general, showed that SLP decreased with ageing. However, in contrast to the hypothesis, the results showed a significant positive relationship between age and energy. Moreover, relationships between an employee's age and certain aspects of their SLP were moderated by workload. The interviews helped to interpret these results. Practical implications - he findings demonstrate that some of the older worker stereotypes are unfounded, and the important practical implications of these are discussed. Originality/value - earlier research has produced conflicting findings regarding the relationship between age and (aspects of ) SLP. By investigating several aspects of SLP in separate regressions within this research, the specific influences of age have become clearer. Furthermore, the research provides fresh insights into the relationship between age and SLP by including moderating effects of workload." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K Erwerbsbeteiligung
%K altersspezifische Faktoren
%K Arbeitsbelastung
%K Auswirkungen
%K Gesundheitszustand
%K Determinanten
%K Arbeitsfähigkeit
%K Beschäftigungsfähigkeit
%K ältere Arbeitnehmer
%K Stereotyp
%K öffentliche Verwaltung
%K physische Belastung
%K psychische Faktoren
%K Resilienz
%K Arbeitsmotivation
%K Niederlande
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-09-18
%M K200901CV3
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J International journal of manpower
%V 41
%N 5
%F Z 716
%A Mulders, Jaap Oude
%T Employers' age-related norms, stereotypes and ageist preferences in employment
%D 2020
%P S. 523-534
%G en
%# 2017-2017
%R 10.1108/IJM-10-2018-0358
%U http://dx.doi.org/10.1108/IJM-10-2018-0358
%U https://doi.org/10.1108/IJM-10-2018-0358
%X "Purpose - Social norms about the timing of retirement and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers' ageist preferences. The purpose of this paper is to study the effects of employers' retirement age norms and age-related stereotypes on their preferences for younger or older workers in three types of employment practices: hiring a new employee; offering training; and offering a permanent contract. Design/methodology/approach - Survey data from 960 Dutch employers from 2017 are analysed to study employers' preferences for younger or older workers. Effects of organisations' and managers' characteristics, retirement age norms and stereotypes are estimated with multinomial logistic regression analyses. Findings - Many employers have a strong preference for younger workers, especially when hiring a new employee, while preferences for older workers are highly uncommon. Higher retirement age norms of employers are related to a lower preference for younger workers in all employment decisions. When employers are more positive about older workers' soft qualities (such as reliability and social skills), but not about their hard qualities (such as their physical capacity and willingness to learn), they rate older workers relatively more favourable for hiring and offering training, but not for providing a permanent contract. Originality/value - This is one of the first studies to estimate the effects of retirement age norms and age-related stereotypes on ageist preferences for a diverse set of employment practices." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K ältere Arbeitnehmer
%K altersspezifische Faktoren
%K Stereotyp
%K soziale Normen
%K Rentenalter
%K Berufsausstieg
%K Diskriminierung
%K Beschäftigerverhalten
%K Personaleinstellung
%K Weiterbildungsangebot
%K unbefristeter Arbeitsvertrag
%K Präferenz
%K Niederlande
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-09-18
%M K200901CV4
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J International journal of manpower
%V 41
%N 5
%F X 267
%A Naegele, Laura
%A De Travenier, Wouter
%A Hess, Moritz
%A Frerichs, Frerich
%T A tool to systematise discrimination in labour market integration: An application to ageism
%D 2020
%P S. 567-581
%G en
%R 10.1108/IJM-10-2018-0364
%U http://dx.doi.org/10.1108/IJM-10-2018-0364
%U https://doi.org/10.1108/IJM-10-2018-0364
%X "Purpose: The purpose of this paper is to contribute to the discourse on labour market discrimination by introducing an analytical process model that offers a template for the systematic analysis of discrimination within the process of labour market integration. Its usage and contribution to the field is exemplified by applying the proposed model to the case of ageism in labour market integration. Design/methodology/approach: Five phases and four actors are distinguished that, added together, compose the proposed analytical process model. In the following, the model is used as an analytical framework for a mapping review, aimed at identifying and critically evaluating the vast and extensive literature on ageism in the process of labour market integration. Findings: The paper concludes that ageism occurs in all five phases of the integration process, pinpointing potential areas for policy interventions. Furthermore, the authors conclude that the existing literature on ageism in labour market integration is fragmented, with some elements and/or actors within the process so far having received little attention. Originality/value: The analytical process model developed in this paper provides the scientific community with a tool to systematise the literature, detect underlying mechanisms and uncover existing research gaps, not only for the case of ageism presented here, but for a vast variety of other 'isms. In addition, policy makers, trade unions and employers can use the model to better target and tailor anti-discrimination measures in labour market integration." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K ältere Arbeitnehmer
%K Diskriminierung
%K berufliche Integration
%K Personaleinstellung
%K Analyseverfahren
%K Prozessanalyse
%K Arbeitslose
%K Vermittlungsprozess
%K berufliche Reintegration
%K Beschäftigerverhalten
%K Arbeitsvermittlung
%K Entlassungen
%K Aktivierung
%K Stereotyp
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-09-22
%M K200909C1X
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J International journal of manpower
%V 41
%N 5
%F X 267
%A Solem, Per Erik
%T The affective component of ageism needs attention
%D 2020
%P S. 583-594
%G en
%# 2003-2003
%R 10.1108/IJM-11-2018-0380
%U http://dx.doi.org/10.1108/IJM-11-2018-0380
%U https://doi.org/10.1108/IJM-11-2018-0380
%X "Purpose: The purpose of this paper is to explore responses of older workers and of managers to the call from the authorities to extend working life. Design/methodology/approach: Data are from the Norwegian Senior Policy Barometer with interviews with samples of about 750 managers and 1,000 workers each year from 2003. There is no panel data. Findings: Older workers increasingly prefer to extend their working career. The preferred age for exit has increased from 61 years in 2003 to 66 years in 2018. Managers seem less interested in expanding their older workforce. A majority of managers expressed quite positive conceptions of older workers' performance, but less often they liked to recruit older workers. As an average, managers told that they would hesitate to call in applicants above 58 years of age to job interviews. Age for hesitation is only moderately correlated (r = 0.29) to managers' beliefs about older workers' performance at work. Thus, the managers' beliefs about older workers' performance made only a small difference for their willingness to hire older workers.Research limitations/implications The results suggest that counteracting stereotypes, prejudice and age discrimination in working life needs a broad approach, including attention to the affective component of ageism. For research, the measurement of the affective component needs consideration and further exploration. Originality/value: The article brings data from a distinctive Norwegian context and approaches the rarely studied affective component of ageism in working life." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K ältere Arbeitnehmer
%K Diskriminierung
%K Lebensarbeitszeit
%K Arbeitszeitverlängerung
%K Präferenz
%K Führungskräfte
%K Einstellungen
%K Personaleinstellung
%K Leistungsbewertung
%K Beschäftigerverhalten
%K Fremdbild
%K Stereotyp
%K Vorurteil
%K Norwegen
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-09-22
%M K200909C1V
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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