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Relevant bibliographies by topics / Aging Workforce

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Academic literature on the topic 'Aging Workforce'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 February 2022

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Journal articles on the topic "Aging Workforce"

1

Collins-McNeil, Janice, Daphne Sharpe, and Debra Benbow. "Aging workforce." Nursing Management (Springhouse) 43, no. 3 (March 2012): 50–54. http://dx.doi.org/10.1097/01.numa.0000412228.68794.fa.

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Tugman, Kristin. "Aging Workforce Update." Professional Case Management 18, no. 3 (2013): 155–57. http://dx.doi.org/10.1097/ncm.0b013e31828ad597.

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Brown, Stephen. "The Aging US Workforce." CFA Institute Magazine 15, no. 1 (January 2004): 44–45. http://dx.doi.org/10.2469/cfm.v15.n1.2850.

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&NA;. "Aging Workforce Survey 2006." Nursing Management (Springhouse) 37, no. 1 (January 2006): 9–10. http://dx.doi.org/10.1097/00006247-200601000-00002.

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&NA;. "Aging Workforce Survey 2006." Nursing Management (Springhouse) 37, no. 2 (February 2006): 9–10. http://dx.doi.org/10.1097/00006247-200602000-00003.

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&NA;. "Aging Workforce Survey 2006." Nursing Management (Springhouse) 37, no. 3 (March 2006): 9–10. http://dx.doi.org/10.1097/00006247-200603000-00002.

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Streb, Christoph K., Sven C. Voelpel, and Marius Leibold. "Managing the aging workforce:." European Management Journal 26, no. 1 (February 2008): 1–10. http://dx.doi.org/10.1016/j.emj.2007.08.004.

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Spěšná, D., P. Pospěch, F. Nohel, J. Drlík, and M. Delín. "Aging of the agricultural workforce in relation to the agricultural labour market." Agricultural Economics (Zemědělská ekonomika) 55, No. 9 (September 24, 2009): 424–35. http://dx.doi.org/10.17221/20/2009-agricecon.

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The development of age structure of Czech agricultural workforce has been continuously predominantly negative since 1989 and it constitutes a serious problem in terms of reproduction of agricultural workforce. The present paper abstains from analyzing the demographic, economic and socio-political influences on this process and tries to identify the specific factors inherent in the agricultural labour market. It considers opportunities for improving the age structure of agricultural workforce provided by the labour market system, particularly in relation to the supply of workforce, demand for it, unemployment and wage levels. An abductive approach, based on a secondary analysis of quantitative data and the authors’ own empirical survey, identifies a set of hypotheses about the relationship between agricultural labour market and the age structure of agricultural workforce.

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Denehy, Janice. "The Aging School Nurse Workforce." Journal of School Nursing 23, no. 6 (December 2007): 307–9. http://dx.doi.org/10.1177/10598405070230060101.

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Patel, Prachi. "The aging nuclear workforce [Careers]." IEEE Spectrum 48, no. 5 (May 2011): 26. http://dx.doi.org/10.1109/mspec.2011.5753237.

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Dissertations / Theses on the topic "Aging Workforce"

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Arvidsson, Emma-Maria. "Energizing the aging workforce effective leadership of an age heterogeneous workforce /." St. Gallen, 2008. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01648328002/$FILE/01648328002.pdf.

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Mathias, Robert C. "Reducing long-term injuries in manufacturing companies with an aging male workforce." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007mathiasr.pdf.

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Kast, Marcia L. "Impact of aging nurses on workforce planning at Gundersen Lutheran Medical Center." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007kastm.pdf.

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Francis-Pettway, Julie. "An Aging Workforce and the Technology Gap| An Exploratory Multiple Case Study." Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13806968.

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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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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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Rineer, Jennifer Rae. "Supporting the Aging Workforce: The Impact of Psychosocial Workplace Characteristics on Employees' Work Ability." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2216.

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It is estimated that by 2020, 25% of the US labor force will be aged 55 or older. Along with this demographic shift, Americans and employees in other industrialized nations are now working longer than before, either out of preference or financial necessity. Therefore, it is essential that we understand how to support employees so that they can continue working in a healthy, happy, and productive manner as they age. The construct of work ability (the extent to which people perceive they can meet the mental and physical demands of their jobs) has the potential to guide research and practice on how best to support employees throughout the lifespan. However, though studied extensively in the occupational health literature, work ability has only recently gained attention in the Industrial/Organizational Psychology and Occupational Health Psychology literatures. This study helps to further integrate work ability into our field and theoretically ground the construct using the Job Demands-Resources model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). Specifically, this study examined psychosocial characteristics of the work environment (age diversity climate, team cohesion, organizational justice, and leader-member exchange) that were expected to buffer against the negative effects of increased age and poor health on work ability. The interaction between team cohesion and poor health had a significant effect on work ability. While the other hypothesized interaction relationships were unsupported, ancillary analyses showed that both team cohesion and age diversity climate do relate positively to work ability, even after controlling for age and health. These findings highlight the importance of a positive social work environment in supporting employees' work ability throughout the lifespan. Suggestions for future research include examining additional psychosocial predictors and behavioral outcomes of work ability, as well as conducting intervention studies aimed at increasing work ability by improving social aspects of the work environment.

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Brenneis, Judith Simone. "Aging workforce eine empirische Untersuchung zum Zusammenhang von Arbeitsfähigkeit, körperlicher Leistungsfähigkeit, sportlicher Aktivität, Übergewicht, sozialen Ressourcen und Alter." Berlin dissertation.de, 2007. http://www.dissertation.de/buch.php3?buch=5191.

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Lasten, Yamil Walid. "Strategies for Managing an Age-Diverse Workforce in Curaçao." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3043.

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Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curaçao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes that belonging to the same generational unit, generational location, and generational actuality shapes the beliefs, values, and attitudes of members of a generational cohort collectively. Data from interviews and company documentation that included an annual report, business guide, and performance management documentation were coded and analyzed using NVivo software, and member checking was used to enhance the trustworthiness of interpretations. Key themes that emerged from data analysis include the need to use communication strategies, foster equal treatment of employees, implement employee development plans, and adopt a structured approach for addressing issues related to age-diversity. Implementation of the different strategies and recommendations identified in this study might aid business leaders in their effort to manage an age-diverse workforce and increase workplace productivity. Implications for social change include the potential to improve empathy and relations between individuals from different generations and the cultivation of a more cohesive society.

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Kinsella, Cheyenne. "Strategies that Influence Retention Rate in Ohio Nursing Home State Tested Nurse Aides." Miami University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=miami1590929444739033.

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Streb, Christoph Klaus [Verfasser]. "Empirical research on aging workforce management : secondary data, grounded theory, and case study findings with particular consideration of the automobile industry / Christoph Klaus Streb." Bremen : IRC-Library, Information Resource Center der Jacobs University Bremen, 2008. http://d-nb.info/1034716034/34.

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Books on the topic "Aging Workforce"

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Drabe, David. Strategisches Aging Workforce Management. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2.

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Williams, Anne H. How to manage your aging workforce. Brentwood, Tenn: M. Lee Smith Publishers, 2002.

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Frosch, Katharina. The innovative capacity of an aging workforce. München: R. Hampp, 2011.

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Robinson, Pauline K. Management policy on aging in the workforce. [Los Angeles, Calif.?]: Employment and Retirement Division, Ethel Percy Andrus Gerontology Center, 1985.

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Frosch, Katharina. The innovative capacity of an aging workforce. München: R. Hampp, 2011.

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Burtless, Gary T. Is working longer the answer for an aging workforce? Chestnut Hill, MA: Center for Retirement Research at Boston College, 2002.

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Workforce, Washington (State) Task Force on the Changing Age Profile of the Washington Government. Impact of aging trends on the state government workforce. [Olympia, Wash.]: Washington State Dept. of Personnel, 2000.

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The multi-generational and aging workforce: Challenges and opportunities. Cheltenham, UK: Edward Elgar Publishing, 2015.

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9

Hedge, Jerry W., Walter C. Borman, and Steven E. Lammlein. The aging workforce: Realities, myths, and implications for organizations. Washington: American Psychological Association, 2006. http://dx.doi.org/10.1037/11325-000.

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C, Borman Walter, and Lammlein Steven E, eds. The aging workforce: Realities, myths, and implications for organizations. Washington, DC: American Psychological Association, 2006.

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Book chapters on the topic "Aging Workforce"

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Furnham, Adrian. "The aging workforce." In The People Business, 18–20. London: Palgrave Macmillan UK, 2005. http://dx.doi.org/10.1057/9780230510098_2.

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Rauvola, Rachel S., and Cort W. Rudolph. "Multigenerational Workforce." In Encyclopedia of Gerontology and Population Aging, 1–6. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69892-2_905-1.

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Drabe, David. "Einleitung." In Strategisches Aging Workforce Management, 1–5. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_1.

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Drabe, David. "Demographische Rahmenbedingungen." In Strategisches Aging Workforce Management, 7–20. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_2.

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Drabe, David. "Grundlagen der Altersforschung im Organisationskontext." In Strategisches Aging Workforce Management, 21–57. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_3.

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Drabe, David. "Mitarbeiterzufriedenheit im Organisationskontext." In Strategisches Aging Workforce Management, 59–98. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_4.

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Drabe, David. "Altersspezifische Determinanten und Implikationen der Mitarbeiterzufriedenheit." In Strategisches Aging Workforce Management, 99–134. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_5.

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Drabe, David. "Empirische Untersuchung." In Strategisches Aging Workforce Management, 135–215. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_6.

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Drabe, David. "Überprüfung der Hypothesentests und Diskussion der empirischen Ergebnisse." In Strategisches Aging Workforce Management, 217–25. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_7.

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Drabe, David. "Ableitung von Implikationen für Unternehmen." In Strategisches Aging Workforce Management, 227–41. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-10719-2_8.

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Conference papers on the topic "Aging Workforce"

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Liu, Shuhua (Monica), and Raya Fidel. "Managing aging workforce." In the 1st international conference. New York, New York, USA: ACM Press, 2007. http://dx.doi.org/10.1145/1328057.1328084.

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Chappel, J., and L. Davison. "21. Aging Workforce: OHS Solutions." In AIHce 2003. AIHA, 2003. http://dx.doi.org/10.3320/1.2757897.

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Grice, Amy, Jackie M. Peer, and Greg T. Morris. "Today's aging workforce — Who will fill their shoes?" In 2011 64th Annual Conference for Protective Relay Engineers. IEEE, 2011. http://dx.doi.org/10.1109/cpre.2011.6035641.

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Verma, Alok K., and Ameya S. Erande. "Project Based Activities to Attract Students to Marine Engineering and Technology Careers." In ASME 2008 International Mechanical Engineering Congress and Exposition. ASMEDC, 2008. http://dx.doi.org/10.1115/imece2008-67741.

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During the past several years, workforce issues have immerged as a dominant concern for shipbuilding and repair companies. Related issues include concern about “aging” of the workforce, lack of basic technical education, career transition processes, recruitment and training of the new workforce, retention and training of the incumbent workforce, image of the industry, and lack of career information for middle and high school students. Large turnover combined with retirement of aging workforce is anticipated to create large demands for qualified workforce. The Shipbuilding and Repair Career Day Events (SBRCD) project was conceived in response to this critical need of workforce in shipbuilding and repair industry. This project was funded by the National Shipbuilding research Program to increase awareness about careers in marine industry. The paper discusses the multi-pronged effort within the SBRCD project to inform and engage middle and high school students, teachers and counselors about career opportunities in this industry. The paper also discusses the design and development of four simulation activities known as marine kits to engage students in shipbuilding related projects. These activities are tied to Virginia Standards of Learning (SOL) so teachers can use them in classrooms without loosing time. The Marine Kits were pilot tested and results are discussed.

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Gulliver, Brian, and George Finger. "Managing the Costs for Integrating New Engineers Into an Aging Aerospace Design Workforce." In AIAA SPACE 2009 Conference & Exposition. Reston, Virigina: American Institute of Aeronautics and Astronautics, 2009. http://dx.doi.org/10.2514/6.2009-6435.

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Hribar, Nena, and Polona Šprajc. "Doseganje zaposljivosti pri starajoči delovni sili; vloga starosti in doseganje ciljnih usmeritev." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.23.

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The aging workforce challenges companies to keep their aging employees employable in the workforce. This paper gives an indication as to which employees are more likely to be interested in further learning and employability. Specifically, the aim of this study was to investigate the role of chronological age and achievement goal orientations for informal and formal learning and employability. It was found that informal learning has a significant positive relation with several dimensions of employability. Furthermore, mastery-approach goal orientation also shows a significant positive relation with informal learning and employability. In addition, age had no significant relation with the achievement goal orientations. The paper stresses the need to consider characteristics other than chronological age, such as goal orientations, when considering employees’ learning behavior and employability.

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Kesler, John K., Monique F. Stewart, Debra M. Chappell, and Lloyd Parker. "Railroad Industry Workforce Assessment—Next Steps: Working Together to Shape the Rail Workforce of the 21st Century." In 2011 Joint Rail Conference. ASMEDC, 2011. http://dx.doi.org/10.1115/jrc2011-56055.

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Since 2009, the Obama Administration’s focus on rebuilding the nation’s infrastructure and creating jobs has generated a tremendous amount of investment in transportation related initiatives. Championed by U.S. Department of Transportation (USDOT) Secretary, Ray LaHood, these initiatives have spanned the transportation industry including a portion being allocated to rail. At the 2010 ASME Joint Rail Conference (JRC), Kevin Kesler, Federal Railroad Administration (FRA) Chief of Equipment and Operating Practices Division shared insight into FRA’s tentative workforce development activity (FRA-WDT). This effort is being conducted as part of the larger USDOT National Transportation Workforce Strategy Initiative, which endeavors to identify and report workforce challenges and commonalities across all modes of transportation and discuss strategies to address those issues. Since that presentation, the FRA Workforce Development Team (FRA-WDT) has identified six railroad industry specific challenges and submitted them for incorporation in the USDOT Framework for a National Transportation Workforce Strategy: 1. Aging railroad workforce – highlighting need for knowledge transfer. 2. Workforce diversity – shortages of women and minorities in the rail workforce. 3. Overall image of the rail industry – declining and stagnant technologically. 4. Need for national training standards for freight rail craft and trade positions. 5. Work-life balance issues – attrition among employees with less than five years of service. 6. Availability of suitable metrics to constantly monitor the collective railroad workforce. These issues were derived from independent research as well as interviews conducted with representatives from across the railroad industry (i.e. Class I railroads, short line and regional railroads, labor unions, associations, academia, and FRA staff). Thus, FRA is interested in continuing the dialog and information exchange with railroad industry stakeholders as a means to strategize about these workforce concerns that impact each facet of the industry. An initial set of approaches to each challenge has been identified, which includes partnering with industry stakeholders. Full details and additional insight into the analysis will be shared in the paper.

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FACCHINI, FRANCESCO. "Human cognitive and motor processing time in the aging workforce: An objective parameters-based model." In IJCIEOM 2020 - International Joint Conference on Industrial Engineering and Operations Management. IJCIEOM 2020 - International Joint Conference on Industrial Engineering and Operations Management, 2020. http://dx.doi.org/10.14488/ijcieom2020_abst_0009_37493.

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Lindholm, Lark, Nicole Robeson, Damian Flegel, and Reena Sahney. "An Approach for Maturing Competency Development in the Pipeline Industry." In 2014 10th International Pipeline Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/ipc2014-33586.

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The pipeline sector is dealing with a multi-faceted challenge in terms of its workforce. A number of factors limit the available workforce in a growing industry that requires more skilled expertise for maintaining an aging infrastructure. To ensure leading edge safety and operational practices, the industry is meeting the challenge in a number of ways — a critical element of this approach is to take a proactive and focused approach to competency development. As part of its fundamental approach to developing training, PBoK Technical Training Ltd. launched an initiative to review the range of current industry training strategies and put forth a best practice approach for maturing competency development based on these learnings. In particular, the team identified a number of consistent themes, and, upon combining them with both sound educational theory and industry experience, has developed a practical process for effective workforce competency development.

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Castellucci, H. I., P. Arezes, M. Lavalliere, N. Costa, O. DaDalt, and J. F. Coughlin. "Dealing with Aging and Multigeneration Workforce Topics at Top Global Companies: Evidence from Public Disclosure Information." In 2018 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2018. http://dx.doi.org/10.1109/ieem.2018.8607718.

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Reports on the topic "Aging Workforce"

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Carta, Francesca, Francesco D'Amuri, and Till von Wachter. Workforce Aging, Pension Reforms, and Firm Outcomes. Cambridge, MA: National Bureau of Economic Research, January 2021. http://dx.doi.org/10.3386/w28407.

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Clark, Robert, Steven Nyce, Beth Ritter, and John Shoven. Employer Concerns and Responses to an Aging Workforce. Cambridge, MA: National Bureau of Economic Research, February 2019. http://dx.doi.org/10.3386/w25572.

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Clark, Robert, and Beth Ritter. How Are Employers Responding to an Aging Workforce? Cambridge, MA: National Bureau of Economic Research, January 2020. http://dx.doi.org/10.3386/w26633.

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Rineer, Jennifer. Supporting the Aging Workforce: The Impact of Psychosocial Workplace Characteristics on Employees' Work Ability. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2213.

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Privalko, Ivan, Helen Russell, and Bertrand Maître. The ageing workforce in Ireland: Working conditions, health and extending working lives. ESRI, October 2019. http://dx.doi.org/10.26504/rs92.pdf.

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