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1
Shacklock, Kate Herring, and n/a. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting." Griffith University. Griffith Business School, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060818.144021.
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Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.
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Shacklock, Kate Herring. "Shall I stay?: The Meaning of Working to Older Workers in an Organisational Setting." Thesis, Griffith University, 2005. http://hdl.handle.net/10072/366714.
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Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
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Schröder, Heike Simone, Michael Müller-Camen, and Mathew Flynn. "The management of an ageing workforce: organisational policies in Germany and Britain." Wiley, 2014. http://dx.doi.org/10.1111/1748-8583.12043.
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Demographic change as well as pressure from the European Union and national government are forcing organisations to change age-discriminatory Human Resource Management (HRM) approaches. Based on a qualitative analysis of eight British and German organisations, we found that commitment, scope, coverage and implementation of age management differ due to country-specific institutions, particularly government, in nudging employers and unions to preferred age practices. This confirms the path-dependency concept suggested by institutional theory. Nevertheless, we also found that industry-specific factors mediate the implementation of age management, leading to some convergence across countries. This indicates that organisations deviate from the institutional path to implement practices that they deem important. (authors' abstract)
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Dunham, Annette Heather. "Knowledge Management in the Context of an Ageing Workforce: Organizational Memory and Mentoring." Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/4716.
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Organizational memory has significant potential for companies’ competitive advantage, with mentoring considered a particularly effective method of transferring this knowledge. Older workers are often considered ideal mentors because of their experience and alleged willingness to pass on their knowledge. There is an associated assumption that these workers anticipate and experience positive outcomes from mentoring others. This thesis tested if these assumptions hold up in 21st century workplaces - some discriminatory practices towards older workers and a career contract that no longer guarantees employment, may discourage knowledge sharing.
An organizational memory scale was constructed to help test the assumptions and an exploratory factor analysis involving 143 employees from eight companies resulted in 21 items and five correlated factors including socio-political knowledge, job knowledge, external network, history, and industry knowledge. Two confirmatory factor analyses, the first involving 287 employees and the second 115 retirees, found support for five correlated first-order factors and a second order factor, organizational memory.
In a third study involving 134 employees, support was found for a model of organizational memory and empowerment. Age was found to relate to organizational memory but this relationship was mediated by organizational tenure. In turn, organizational memory was found to relate to psychological empowerment and the frequency with which participants were requested to share knowledge at work. Organizational memory, empowerment and request to train and mentor others also positively related to organization-based self-esteem.
In the fourth study, an organizational case study involving 78 employees, support was found for a model of organizational memory and the intention to mentor within the context of an aging workforce. Generativity and the expected cost of the time and effort involved in mentoring mediated the relationship between organizational memory (specifically, socio-
political knowledge) and the intention to mentor. Furthermore those participants with high scores on both organizational memory and occupational self-efficacy anticipated more cost in time and effort, and indicated less intention to mentor, than those with high organizational memory but low occupational self-efficacy. These findings challenge the assumption that experienced workers are, as a matter of course, willing to mentor others.
In a final study involving 96 retired individuals, there were no significant differences found between retirees with and those without experience as a mentor, in career satisfaction and unwelcome work ruminations. However notably, the study showed that participants did experience unwelcome work ruminations even (as in the case of some) well into retirement. The thesis concludes with a summary of findings as they relate to the assumptions under examination, an outline of the overall implications of the findings for future research and for organizational practice, and closing remarks about the overall research contribution of the thesis.
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Krutrök, Malin. "Hur förlänger vi arbetslivet? : En kvalitativ studie om äldre arbetskraft inom Luleå kommuns gymnasieskolor." Thesis, Umeå universitet, Pedagogiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-128537.
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Luleå kommun står inför en stor generationsväxling kommande år, där efterfrågan på arbetskraft kommer vara större än utbudet. En allt äldre befolkning gör att de som arbetar måste försörja fler. Om äldre arbetskraft arbetar längre skulle det ge stora effekter på den framtida sysselsättningen och försörjningsbördan. Studiens syfte har därför varit att undersöka pensionspreferenserna hos äldre gymnasielärare inom Luleå kommun och identifiera de olika bakgrundsfaktorer som påverkar deras önskemål gällande ålder för ålderspensionering. Målsättningen med studien har varit att skapa en förståelse kring äldre arbetskraft som ska generera i ett underlag för Luleå kommuns arbete med äldre arbetskraft och möjligheten att förlänga arbetslivet. Genom kvalitativa intervjuer med fyra gymnasielärare och två rektorer har resultatet visat att majoriteten av lärarna är inställda att arbeta fram till 65 års ålder. De faktorer som påverkar pensionsbeslutet är hälsan i första hand men även påverkansmöjligheter och ekonomin. Lärarna är i stort positiva till att kunna förlänga arbetslivet men för att stanna kvar längre vill de få vara delaktiga och kunna påverka sin arbetssituation där arbetskraven anpassas efter arbetsförmåga. Lönepåslag eller möjlighet att gå ner i tid ökar även förutsättningen för att lärarna kan tänka sig att stanna kvar i arbetslivet längre.
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Saarteinen-Erben, Jaana. "fostering productivity, innovation and an extended workforce contribution of a professional ageing workforce; A study of management perceptions in a global pharmaceutical corporation." Thesis, University of Surrey, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.529419.
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Wai, Chun Yip Thomas. "Lessons from Singapore How to manage the ageing workforce in corporations effectively in an industrialized country /." St. Gallen, 2008. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/07612906001/$FILE/07612906001.pdf.
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Sprenger, Gabriele [Verfasser]. "Pay Flexibility in an Ageing Workforce. A Model of Pay for the German Building Trade / Gabriele Sprenger." München : GRIN Verlag, 2020. http://d-nb.info/1215103492/34.
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Edge, C. E. "Ageing, health and retirement choices in a diverse workforce : a case study of a large private sector retail organisation." Thesis, University of Salford, 2017. http://usir.salford.ac.uk/43769/.
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State pension age is due to rise to 68 years in the UK for both men and women by 2046 and the statutory retirement age has been removed. Organisations need to better adapt to the needs of their older employees. Research suggests that a growing number of people want to remain employed past traditional retirement age if the correct conditions are in place such as flexible working arrangements or measures to improve employees’ enjoyment of their work. Health is a key predictor of retirement. Good health acts as an enabler to extending working life. This research aims to explore the factors that enable or inhibit people to work for longer, post traditional retirement age, in a large UK based private sector retail organisation. There are two phases to the study: Phase One is the descriptive and inferential secondary data analysis of existing human resource data in relation to the health and wellbeing of the work force. This is based on a cohort of the employee work force in the retail sector taken over a three-year period from 2011-2013 (2013 data N=76,379) with a focus on workers aged ≥ 50 (n=19,244). The second phase is a qualitative study using semi-structured interviews with a purposive sample of 30 participants: 15 employees aged ≥ 60 and 15 supervisors supporting these employees. The aim of phase two is to explore employee experiences of nearing or working beyond state pensionable age, as well as the factors enabling and inhibiting people to work for longer. Phase Two also explores the organisational and store level factors that enable and inhibit people to work for longer. Findings from Phase One show that 76% of workers aged ≥ 50 in the study population (n=14,596) are female. Specific needs associated with female older workers are reflected in the rates of mental ill-health, whereby the largest increases in proportion of ‘mental ill health’ cases across three years were found in the older female worker group. Older workers represent 25% of employees, but account for 39% of all long-term sickness. Although men had fewer instances of time off for mental ill health issues, for long-term absence males had significantly higher recovery time (M=63days, SD=54 days) than females (M=57 days, SD=47 days). Female older employees and those in the north of England had a significantly higher probability of retirement during 2-years follow-up. Older workers showed gendered workplace sickness absence trends and ill health was been found to be a key predictor of retirement. In Phase Two the majority of older workers and supervisors reported that facilitators to extending their working lives were: the values of the organisation in respect of its ethos and long history within the community; good health; the social aspects of work, which were considered to be beneficial for health; good support from supervisors; good team dynamics; positive self-perceptions of ageing; and a choice in shift patterns with a preference for morning shifts. Perceived barriers to extended working life included poor health, negative impacts of work on health, for example due to issues such as prolonged standing, and a lack of respect and support from management and colleagues, specifically in respect of: • Intergenerational (across the generations from young to old) barriers. • The majority of older females interviewed experienced a lack of choice to EWL e.g. caring responsibilities acted as a barrier to EWL. To address these barriers, it is suggested that flexible working practices and choice of shift patterns should be considered as well as practices harnessing the social and community aspects of work. Further, it is recommended that an organisational approach to championing age and EWL as part of an overall life-course approach to diversity management should be implemented.
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Merkes, Monika, and monika@melbpc org au. "A longer working life for Australian women of the baby boom generation? � Women�s voices and the social policy implications of an ageing female workforce." La Trobe University. School of Public Health, 2003. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20051103.104704.
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With an increasing proportion of older people in the Australian population and increasing health and longevity, paid work after the age of 65 years may become an option or a necessity in the future. The focus of this research is on Australian women of the baby boom generation, their working futures, and the work-retirement decision. This is explored both from the viewpoint of women and from a social policy perspective. The research draws on Considine�s model of public policy, futures studies, and Beck�s concept of risk society. The research comprises three studies. Using focus group research, Study 1 explored the views of Australian women of the baby boom generation on work after the age of 65 years. Study 2 aimed to explore current thinking on the research topic in Australia and overseas. Computer-mediated communication involving an Internet website and four scenarios for the year 2020 were used for this study. Study 3 consists of the analysis of quantitative data from the Healthy Retirement Project, focusing on attitudes towards retirement, retirement plans, and the preferred and expected age of retirement. The importance of choice and a work � life balance emerged throughout the research. Women in high-status occupations were found to be more likely to be open to the option of continuing paid work beyond age 65 than women in low-status jobs. However, the women were equally likely to embrace future volunteering. The research findings suggest that policies for an ageing female workforce should be based on the values of inclusiveness, fairness, self-determination, and social justice, and address issues of workplace flexibility, equality in the workplace, recognition for unpaid community and caring work, opportunities for life-long learning, complexity and inequities of the superannuation system, and planning for retirement. Further, providing a guaranteed minimum income for all Australians should be explored as a viable alternative to the current social security system.
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Kelly, Kathy A. "Perceptions and expectations for learning and development for older workers within Queensland local government councils : a case study." Thesis, Queensland University of Technology, 2012. https://eprints.qut.edu.au/60958/1/Kathy_Kelly_Thesis.pdf.
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Current literature warns organisations about a global ageing phenomenon. Workplace ageing is causing a diminishing work pool which has consequences for a sustainable workforce in the future. This phenomenon continues to impact on local government councils in Australia. Australia has one of the world’s most rapidly ageing populations, and there is evidence that Australian local government councils are already resulting in an unsustainable workforce. Consequently, this research program investigated the role of older workers in the Queensland local government workplace in enabling them to extend their working lives towards transitional employment and a sustainable workforce in the future. Transitional Employment is intended as a strategy for enabling individuals to have greater control over their employment options and their employability during the period leading to their final exit from the workforce. There was no evidence of corporate support for older workers in Queensland local government councils other than tokenistic government campaigns encouraging organisations to "better value their older workers". (Queensland Government, 2007d, p.6). TE is investigated as a possible intervention for older workers in the future.
The international and national literature review reflected a range of matters impacting on current older workers in the workforce and barriers preventing them from accessing services towards extending their employment beyond the traditional retirement age (60 years) as defined by the Australian Government; an age when individuals can access their superannuation. Learning and development services were identified as one of those barriers.
There was little evidence of investment in or consistent approaches to supporting older workers by organisations. Learning and development services appeared at best to be ad hoc, reactive to corporate productivity and outputs with little recognition of the ageing phenomenon (OECD, 2006, p.23) and looming skills and labour shortages (ALGA, 2006, p.
19). Themes from the literature review led to the establishment of three key research questions: 1. What are the current local government workforce issues impacting on skills and labour retention? 2. What are perceptions about the current workplace environment? And, 3. What are the expectations about learning and development towards extending employability of older workers within the local government sector? The research questions were explored by utilising three qualitative empirical studies, using some numerical data for reporting and comparative analysis. Empirical Study One investigated common themes for accessing transitional employment and comprised two phases. A literature review and Study One data analysis enabled the construction of an initial Transitional Employment Model which includes most frequent themes. Empirical Study Two comprised focus groups to further consider those themes. This led to identification of issues impacting the most on access to learning and development by older workers and towards a revised TEM.
Findings presented majority support for transitional employment as a strategy for supporting older workers to work beyond their traditional retirement age. Those findings are presented as significant issues impacting on access to transitional employment within the final 3-dimensionsal TEM. The model is intended as a guide for responding to an ageing workforce by local government councils in the future. This study argued for increased and improved corporate support, particularly for learning and development services for older workers. Such support will enable older workers to maintain their employability and extend their working lives; a sustainable workforce in the future.
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Aleixo, Mara Sofia Calado. "Decisões de Reforma, Efeitos na Oferta de Trabalho e Sustentabilidade da Segurança Social." Master's thesis, Instituto Superior de Economia e Gestão, 2011. http://hdl.handle.net/10400.5/3132.
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Mestrado em Ciências ActuariaisEste projecto tem dois objectivos: (1) tentar compreender os incentivos à reforma antecipada implícitos no sistema de pensões da Segurança Social em Portugal, os quais têm um indesejável impacto de redução na força de trabalho e um ónus gravoso sobre a sustentabilidade financeira do sistema; (2) tentar estudar em que medida alterações na idade normal de reforma e na elegibilidade para as pensões permitirão reverter a situação. A análise efectuada segue de perto estudos realizados por David Wise (2005), com algumas preocupações específicas: actualizar temporalmente todos os dados passíveis de actualização; incluir o caso português e dar-lhe um particular destaque; e por fim, mas não menos importante, aprofundar as questões de comparabilidade internacional.
This project has two purposes: (1) trying to understand the early retirement incentives implicit in the Portuguese Social Security pension system, which have an undesirable impact, by reducing the workforce and creating an onerous burden on the financial sustainability of the system; (2) attempting to see to what extent changes in normal retirement age and eligibility for pensions will revert the situation. The analysis closely follows the studies by David Wise (2005), with some specific concerns: namely to update all data which can be updated, to include the Portuguese case and to give it a particular highlight, and (last but not least) to explore the issues of international comparability, whenever possible.
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Marin, Mario. "A Framework For Workforce Management An Agent Based Simulation Approach." Doctoral diss., University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6316.
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In today's advanced technology world, enterprises are in a constant state of competition. As the intensity of competition increases the need to continuously improve organizational performance has never been greater. Managers at all levels must be on a constant quest for finding ways to maximize their enterprises' strategic resources. Enterprises can develop sustained competitiveness only if their activities create value in unique ways. There should be an emphasis to transfer this competitiveness to the resources it has on hand and the resources it can develop to be used in this environment. The significance of human capital is even greater now, as the intangible value and the tacit knowledge of enterprises' resources should be strategically managed to achieve a greater level of continuous organizational success. This research effort seeks to provide managers with means for accurate decision making for their workforce management. A framework for modeling and managing human capital to achieve effective workforce planning strategies is built to assist enterprise in their long term strategic organizational goals.Ph.D.
Doctorate
Industrial Engineering and Management Systems
Engineering and Computer Science
Industrial Engineering
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Francis-Pettway, Julie Sulene. "An Aging Workforce and the Technology Gap: An Exploratory Multiple Case Study." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6428.
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A gap exists in the literature on the actual experiences of older workers with information and communication technology adoption in technology-infused workplaces. To inform organizations on how to more effectively support this employee group's adoption of technology, the purpose of this qualitative exploratory multiple case study was designed to gain a deeper understanding of the daily experiences of older workers when adopting and adapting to information and communication technologies in a technology-infused workplace. This study is framed by, first, the selection-optimization-compensation framework for successful aging and, second, the age-inclusive training design framework. Semistructured interviews with 8 participants, observational field notes, and archival data provided data regarding specific technology experiences among older workers in the workplace. Identifiable themes emerged through thematic analysis of the textual data and cross-case synthesis analysis. A total of 8 categories that enclose a total of 18 themes were identified. The categories are (a) selection of resources, (b) optimization of resources, (c) compensation of resources, (d) performance limitations, (e) assessing training needs, (f) establishing/ sustaining performance, (g) age-inclusive training needs, and (h) older workers as organizational assets. Findings enhanced social change efforts by providing insight on the daily experiences that the older worker faced which may contribute to limited productivity in the workplace. Organizational leaders and human resource managers may use results of this study to implement provisions that improve help organizational profitability, team cohesiveness, and workplace satisfaction.
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Gallego, Escudero Gicela. "The workplace as an agent of diversity, inclusiveness, social integration, and social relations : A qualitative study in a multinational company." Thesis, Stockholms universitet, Sociologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-162201.
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This qualitative study aims to investigate how a multinational company works to promote workforce diversity and inclusiveness, how native and immigrant employees and managers experience social integration and social relations in the workplace, and how the managers work to contribute to social integration and social relations in the workplace. Interviews have been made with thirteen participants working in the same company. Among the participants there are natives and immigrants, and there are managers and employees. The theoretical framework is based on habitus, on capital, and on symbolic interactionism theory. The previous research is based on workforce diversity and inclusiveness, on social integration, and on social relations in workplaces. The findings indicate that the managers involve in different initiatives to promote diversity and inclusiveness inside and outside the company. Most participants have positive attitudes towards the position of the company in its work with diversity and inclusiveness. The findings also indicate that social integration and social relations in the workplace are of extreme importance for the employees and the managers. Most participants have good experiences of social integration in their workplace as they have feelings of inclusion, belonging, and community. Social relations in the workplace seem to be extremely significant for meaning, job satisfaction, well-being, and job performance. In addition, the findings indicate that the managers work with multiple initiatives to contribute to social integration and social relations in the workplace.
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Figueiredo, Ricardo Pedro. "The effects of an ageing workforce on firm productivity : evidence from Portugal." Master's thesis, 2021. http://hdl.handle.net/10400.14/35807.
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This thesis examines the relationship between the age structure of the workforce, labor productivity
and wages at the firm level, using a longitudinal employer employee dataset from Portugal for the period 2004-2018. It finds that labor productivity increases until the age of 55-59, whereas wages are ever increasing with age. This result is mainly driven by firms with a more skilled labor force, as less skill intensive firms show no significant increase in productivity from the age of 35-39. The relationship between age and productivity is positive among firms in technology intensive sectors, while it is mildly increasing from ages 3539
to 50-54 and falls among older individuals. Overall, these results suggest that the adoption of technology in
Portugal may be increasing older workers´ productivity rather than rendering them obsolete.Esta tese examina a relação entre a estrutura etária da força de trabalho, a produtividade do trabalho e os salários ao nível da empresa através de uma base de dados longitudinal que associa informação ao nível do trabalhador e da empresa de Portugal, entre o período 2004-2018. Descobre que a produtividade do trabalho aumenta até à idade de 55-59, enquanto os salários aumentam a um ritmo sempre crescente com a idade. Este resultado é impulsionado principalmente por empresas com uma força de trabalho mais especializada, enquanto as empresas menos especializadas não revelam nenhum aumento significativo na produtividade desde o grupo de idades 35-39 para a frente. As empresas em setores de alta tecnologia mostram uma relação positiva entre a idade e a produtividade, enquanto as empresas de baixa tecnologia revelam um crescimento brando desde as idades 35-39 até 50-54 e um decréscimo entre os indivíduos mais velhos. No cômputo geral, estes resultados sugerem que a adoção de tecnologias em Portugal pode estar a aumentar a produtividade dos trabalhadores mais velhos em vez de os tornar obsoletos.
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Tavares, Paulo Renato Correia Bettencourt. "Addressing the ageing workforce phenomenon in the food retail sector: challenges and solutions." Master's thesis, 2017. http://hdl.handle.net/10362/27858.
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Demographics have been changing inverting the age pyramid in developed countries. This shift raises challenges to many companies, which must regard the current tendency of an ageing workforce with increasing concerns and looking forward to anticipate the adversities that may come with this new tendency as the food retail sector seems to be no exception. This study concludes that companies are being reactive towards this phenomenon, therefore, the purpose is to identify the key challenges and solutions in order to mitigate both the risks and negative effects taking the example of a Portuguese company that operates in the mentioned sector of activity. The challenges and solutions identified are related to human resources management policies and practices as well as initiatives and implications that will be further discussed in this study.
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Guerreiro, Ana Margarida Sabino. "Ageing workforce : determinar e caracterizar os diferentes clusters de colaboradores para uma melhor compreensão da sua diversidade." Master's thesis, 2019. http://hdl.handle.net/10362/63948.
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Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Knowledge Management and Business IntelligenceA presente dissertação consiste numa análise de clusters com foco na importância que a temática do Ageing Workforce assume atualmente na organização em estudo. Para explorar a relevância do tema são abordados conceitos inerentes ao People Analytics e também algumas técnicas de Data Mining utilizadas em contexto organizacional. A bibliografia disponível aponta para uma mudança na função de Recursos Humanos que tem vindo a ser registada ao longo dos últimos anos. Esta mudança resulta da necessidade de tornar os dados de Recursos Humanos úteis para uma gestão estratégica da organização. Estes deixam de ser úteis apenas para a função de Recursos Humanos e passam a ser utilizados também em outras áreas de negócio de forma estratégica e assegurando a evolução de desempenho de uma organização. Comprova-se a importância crescente de ferramentas que tenham por base o conceito de People Analytics na função de Recursos Humanos. É importante que as organizações tenham conhecimento sobre os seus colaboradores, desta forma é crucial garantir o armazenamento dos dados de forma a assegurar a sua qualidade e disponibilidade. Os objetivos da análise de clusters passam por: analisar a estrutura dos dados, verificar e relacionar os aspetos dos dados entre si e ajudar a caracterizar os colaboradores. O trabalho desenvolvido permite à organização aumentar o conhecimento sobre o perfil dos colaboradores, com vista a uma análise das práticas vigentes de Recursos Humanos e uma eventual adequação das mesmas.
The present dissertation shows the results of a cluster analysis focused on the importance that the Ageing Workforce has nowadays, namely in the context of the organization considered for this study. To study the relevancy of the thematic this study addresses concepts related to People Analytics and some Data Mining techniques used in an organizational context. The worldwide bibliography available points to a change in the Human Resources function which has been registered in the last few years. This change comes from a need of finding Human Resources Data useful to support the strategic management of the organization. Data becomes useful in other business areas, not only in the Human Resources context, which ensures the performance improvement of an organization. It’s possible to prove the growing importance of tools based on the People Analytics concept in a Human Resources function. It’s always considered important that organizations have an awareness of their employees, so it is critical to guarantee an efficient data storage in order to provide quality and availability of data. The objective of the cluster analysis presented in this dissertation is to analyze the data structure verified and relate data with each other in order to improve the employee’s characterization. It allows an increase in the knowledge about the employees in the organizational context with the goal to analyze the current Human Resources policies and an eventual adequation of these policies.
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Kannan, Selvi. "Perspectives on knowledge retention and loss from expert attrition : an organisational case study." Thesis, 2016. https://vuir.vu.edu.au/34846/.
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The dissertation’s major theoretical contribution involves constructing an experts’ perspective conceptualisation that is guided by Nonaka and Takeuchi’s (1995) SECI Model. A framework is developed for managing and retaining knowledge based on the identification of critical knowledge areas that have been lost.
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Wilhelmy, Mutsumi. "L'effet des pratiques de gestion sur le maintien en emploi et le recrutement des seniors." Thèse, 2008. http://hdl.handle.net/1866/2471.
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Marois, Guillaume. "La "migration de remplacement" au Québec : à quel point peut-on compter sur l’immigration pour contrer les problèmes démographiques appréhendés?" Thèse, 2008. http://hdl.handle.net/1866/6967.
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Le Québec, comme la plupart des sociétés occidentales, fait face à un vieillissement de sa population, engendrant de nombreuses conséquences économiques, politiques et sociales. Une solution souvent envisagée est de compter sur l’immigration pour amoindrir, repousser ou même contrer certaines conséquences. C’est à cet effet que la migration de remplacement apporte sa contribution : elle a pour but de connaître le nombre d’immigrants nécessaire pour atteindre des objectifs démographiques précis, soit, dans le cadre de cette étude, éviter le déclin de la population totale, éviter le déclin de la population en âge de travailler et éviter que la part des 65 ans et plus dans la population totale dépasse 25%.
Les résultats démontrent qu’il serait possible pour le Québec d’éviter le déclin de sa population si la fécondité ne diminue pas et si une bonne gestion de l’immigration est appliquée : la migration de remplacement n’est pas excessivement élevée. Cependant, accueillir trop d’immigrants avant que cela ne soit essentiel nuirait à l’atteinte de cet objectif. Le déclin de la population âgée entre 20 et 64 ans est quant à lui inévitable : peu importe le niveau de fécondité, la migration de remplacement est beaucoup plus élevée pour les deux prochaines décennies que tout ce qui a pu être envisagé pour le Québec. Finalement, l’immigration n’a pas d’impact significatif sur la structure par âge d’une population : il est donc tout à fait irréaliste de vouloir compter sur cette composante pour éviter que la part des 65 ans et plus dans la population totale ne dépasse 25%. La seule façon pour que cet objectif soit possible serait une augmentation rapide de la fécondité au seuil de renouvellement de la population. Cela signifie que l’immigration ne peut en aucun cas empêcher le vieillissement de la population ou avoir un impact significatif sur le processus.Quebec, as most Western societies, is facing the ageing of its population, producing many economic, political and social impacts. One solution often considered is to rely on immigration to reduce, delay or even counter certain consequences. For this purpose, replacement migration is sometimes seen as a solution : it aims to establish the number of immigrants needed to reach specific demographic targets, which are, in this study, to prevent total population decline, to prevent working-age population decline and to prevent that the percentage of those 65 years and over exceeds 25% of the total population. The results show that it could be possible for Quebec to prevent the decline of its population if fertility is not decreasing and if immigration is well managed : replacement migration is not excessively high. However, raising the immigration level too quickly could impede to reach this objective. The decline of the population aged between 20 and 64 years is inevitable : no matter the level of fertility, replacement migration is much higher for the next two decades that what has been planned for Quebec. Finally, immigration has no significant impact on the age structure of a population: it is quite unrealistic to expect this component to prevent that the percentage of those 65 years and over in the total population exceeds 25%. The only way to reach this objective is a rapid increase of fertility at the replacement level. This means that immigration can in no way prevent the ageing of the population or have a significant impact on the process.
Récipiendaire du prix Jacques-Henripin décerné au meilleur mémoire de l'année 2008 en démographie canadienne.
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Middleton-Green, Laura. "Ageism and death anxiety." Master's thesis, 2014. http://hdl.handle.net/10454/7384.
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