Suchprofil: Altern
Durchsuchter Fertigstellungsmonat: 09/21



%0 Journal Article
%J Labour economics
%V 71
%F Z 1120
%A Borm, Hannah van
%A Burn, Ian
%A Baert, Stijn
%T What Does a Job Candidate's Age Signal to Employers?
%D 2021
%G en
%R 10.1016/j.labeco.2021.102003
%X "Research has shown that hiring discrimination is a barrier for older job candidates in many OECD countries. However, little research has delved into why these job candidates face discrimination. Therefore, we have conducted an online scenario experiment involving recruiters to empirically investigate 15 potential stigmas related to older age drawn from a systematic review of the literature. We found that older age particularly signals to recruiters that the applicant has lower technological skills, flexibility, and trainability levels. Together, these perceptions explain about 41% of the effect of age on the probability of being invited to a job interview. Additionally, we found that the negative association between age and the invitation to interview probability is smaller when recruiters work for firms with a higher percentage of older employees." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
%K Diskriminierung
%K Personalauswahl
%K altersspezifische Faktoren
%K Stereotyp
%K ältere Arbeitnehmer
%K Vorurteil
%K Plattformökonomie
%K Auftragsvergabe
%K J71
%K J23
%K J24
%K J14
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-09-13
%M K210913LTI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Ageing & Society
%V 41
%N 10
%F Z 2232
%A Handley, Karen
%A den Outer, Birgit
%T Narrating "potential": older knowledge workers' anticipatory narratives about their future employment
%D 2021
%P S. 2375-2395
%G en
%R 10.1017/S0144686X20000252
%X "This article examines the narratives of 24 knowledge workers aged 48-58 as they anticipate their future employment and employability. The term knowledge worker is used to indicate occupational roles such as software engineer, academic, architect, manager and lawyer, where work involves non-routine problem-solving using 'intellectual assets'. Four narrative patterns about future employment are presented: winding down, reorienting 'self' away from work, seeking progression and renewal. These patterns reveal contrasting self-evaluations of employability and potential. We argue that employability is not a straightforward function of human capital, which usually refers to experience, knowledge and qualifications. We show through our data how judgements about a person's employability – both self-evaluations as well as evaluations by others – are complicated by social norms and cultural understandings of 'potential'. Strategies to signal one's potential become more complex and sometimes less effective for older knowledge workers. We contend that a person's age influences others' evaluations of their employment potential, such that the relationship between attributed merit (based largely on past experience) and attributed potential (based on assumptions about a person's future) is inverted as workers become older. The findings have implications for public policies such as 'Extending Working Lives'. Policies that remove legal and institutional barriers to extended working lives may be only partially successful without changes to cultural attitudes about older workers' employment potential." (Author's abstract, IAB-Doku) ((en))
%K ältere Arbeitnehmer
%K Zukunftsperspektive
%K Beschäftigungsfähigkeit
%K Erwartung
%K Hochqualifizierte
%K Akademiker
%K Selbsteinschätzung
%K Fremdbild
%K soziale Normen
%K kulturelle Faktoren
%K Entwicklungspotenzial
%K Wissenswirtschaft
%K Berufswegplanung
%K Berufsausstieg
%K Lebensplanung
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-09-24
%M K210913LSI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

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