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1
Zhivan, Natalia A. "The Employment of Older Workers." Thesis, Boston College, 2009. http://hdl.handle.net/2345/618.
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Thesis advisor: Alicia H. MunnellThis thesis focuses on the employment of older workers and addresses the following questions: how people make their retirement decision, how changes in the Social Security benefit rules can encourage older workers to stay in the labor force longer, and what impediments older workers face on the labor market that can prevent them from working longer and interrupt their retirement plans. As the U.S. population ages, retirement and Social Security claiming decisions of older workers will have a significant impact on the U.S. economy. By the year of 2030 about 20 percent of the population will be 65 years old or older. The national retirement system generates less income in retirement than it did in the past. Rising Full Retirement Age, the shift of the private pension system from predominantly defined benefit to predominantly defined contribution pension plans, and increasing longevity will have to force older workers to stay in the labor force in the future to provide adequate income in retirement. Chapter one presents a dynamic stochastic retirement model that incorporates observed heterogeneity in educational attainment level. The assumption is that educational attainment level is highly correlated with the characteristics, such as preferences for work, types of jobs, and financial planning horizon that determine timing of retirement. A parsimonious model that incorporates heterogeneity in educational attainment level and stochastic earnings and health predicts the labor force participation rates and Social Security rates by age accurately. This model provides intuition for why college graduates tend to claim Social Security benefits and exit labor force later in life - longer life expectancy, non-physically demanding jobs, longer financial planning horizon, and deriving positive utility from work encourage college graduates to retire later. Chapter two develops and tests a policy rule regarding the availability of reduced early Social Security retirement benefits that would encourage older workers to stay in the labor force longer without amplifying the hardship on the more vulnerable population. The availability of Social Security retirement benefits at the current Earliest Eligibility Age (EEA) is considered the main impediment to longer working lives. Raising the EEA is thus considered the most powerful channel to raise the labor force participation rate. But raising the EEA would create hardship among workers with low private savings who are unable to work or find employment until the higher eligibility age. This study proposes and analyzes a new approach to setting each worker's EEA based on an individual's average lifetime earnings--an Elastic EEA. Low average lifetime earnings will likely reflect either poor health or spotty work histories, both of which are associated with weak employment prospects and limited financial resources at age 62. Tying the EEA to the average lifetime earnings could thus protect many of these vulnerable workers while encouraging longer working lives and increasing Social Security monthly benefits for workers more capable of remaining in the labor force. Simulations suggest that an Elastic EEA would achieve its goal in providing higher employment rates and levels of consumption in retirement compared to the status quo. These simulations also demonstrate the limitations of structural retirement models used to estimate the effect of raising the EEA. By assuming the same probabilities of losing and finding a job for all individuals, these models underestimate the adverse effect of raising the EEA on the more vulnerable population. Although some older workers may like to stay longer in the labor force, they may have hard time holding on to their jobs due to displacement. Chapter three is devoted to the trends in displacement of older workers. Conventional wisdom says older workers are less likely to be displaced. However, the difference in displacement rates between younger and older workers disappeared in the 2006 Displaced Worker Survey (DWS). The increased vulnerability of older workers appears to be the reason for this convergence. To better understand the age-displacement relationship, this study takes advantage of the availability of job tenure information and consistent design of the DWS since 1996. Using a Blinder--Oaxaca decomposition, it analyzes the effect of changes in tenure, industry mix, and educational attainment on the displacement rates of younger and older workers. The results show that older workers are now more likely to be displaced than prime-age workers, conditional on education, manufacturing industry, and tenure
Thesis (PhD) — Boston College, 2009
Submitted to: Boston College. Graduate School of Arts and Sciences
Discipline: Economics
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Litle, Melanie A. "Older Workers: Disability And Employment." Thesis, University of North Texas, 2011. https://digital.library.unt.edu/ark:/67531/metadc103355/.
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The purpose of this study was to explore the demographic variables, typical vocational services, and competitive employment rates of older workers, ages 40 - 69 years of age, with disabilities using the RSA-911 database. The results describe the types of services received and the competitive employment outcomes for state and federal vocational rehabilitation consumers receiving services in 2009. Furthermore the sample of older workers (N = 1,152) was equally stratified into three age groups. Older workers, aged 60 to 69, had higher levels of education, received more types of vocational services, and were competitively employed at a much higher rate than those in the other age groups. The methods, discussion, study limitations, and recommendations for future research are presented.
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Thieme, Paula. "Continuing education of older workers." Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2015. http://dx.doi.org/10.18452/17370.
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In den letzten Jahrzehnten führten abnehmende Geburtenraten und die zunehmende Lebenserwartung zur Alterung der deutschen Bevölkerung. Zur Sicherung des Rentensystems wurde das Renteneintrittsalter auf 67 Jahre angehoben. Um die Arbeitsfähigkeit zu erhalten und den technologischen wie organisationalen Wandel zu bewältigen, fordert die Europäische Union zum lebenlangen Lernen auf. Diese Dissertation bietet einen Literaturüberblick und drei empirische Aufsätze, die die Weiterbildungsmotivation älterer Arbeitnehmer auf ihre demographische Relevanz untersuchen und altersspezifische Einflüsse von arbeitsbezogenen Faktoren sowie Altersheterogenität belegen. Der Literaturüberblick erläutert die demografische Relevanz älterer Arbeitnehmer, ihren Altersübergang, ihre Arbeitsmotivation und Weiterentwicklung. Anhand von Querschnittsdaten wird der positive Zusammenhang von Weiterbildungsmotivation mit Arbeitsfähigkeit und dem Weiterbeschäftigungswunsch gezeigt. Die Weiterbildungsmotivation Älterer ist über alle Befragtengruppen hoch, was darauf hin deutet, dass Partizipationsungleichheiten weniger von unterschiedlichen Motivationslagen, sondern von anderen Barrieren abhängen. Eine weitere Analyse identifiziert altersspezifische Unterschiede in Hinblick auf den Einfluss von Arbeitsplatzfaktoren auf die Weiterbildungsmotivation. Es zeigen sich schwache aber signifikante Einflüsse einiger Faktoren. Anhand von Längsschnittdaten lässt sich zunehmende Altersheterogenität in Bezug auf die Zufriedenheit mit dem Leben, Arbeit, Familienleben und Gesundheit feststellen. In der Zusammenfassung ist die Weiterbildungsmotivation älterer Arbeitnehmer hoch, sie wird durch den Arbeitskontext beeinflusst und hängt positiv mit der Arbeitsfähigkeit und dem Weiterbeschäftigungswunsch im Rentenalter zusammen. Übliche Mittelwertanalysen älterer Arbeitnehmer haben nur begrenzte Aussagekraft.Decreasing birth rates and increasing life expectancy have led to the ageing of the German population during the past decades. To sustain the German retirement system, retirement age is increased to 67 years. The European Union calls for individuals’ lifelong learning to maintain work ability and cope with challenges of technological and organisational change. This dissertation consists of a literature overview and three empirical essays investigating older workers’ motivation to participate in continuing education (MPCE) and its demographic relevance, highlighting age-specific work context influences and providing evidence for older workers’ heterogeneity. The literature overview delineates older workers’ demographic relevance as well as their transition to retirement, work motivation, development opportunities, and education. Second, the analysis of cross-sectional data establishes the relevance of older workers’ MPCE for the policy of prolonging working life by showing the positive relationship with work ability and the desire to work past retirement age. Older workers’ MPCE is high across all respondent groups, implying that inequalities in participation are less a result of varying motivation among subgroups, but of other barriers. Following this, work context-related motivational differences between older and younger workers are identified and analysed. Results show weak but significant influences of some work context factors. The analysis of longitudinal data shows ageing workers’ increasing heterogeneity of life satisfaction and satisfaction with work, family life, and health, corroborating life-span theories. In sum, MPCE is high among older workers. It is influenced by work context, and positively related to work ability and the desire to work past retirement age. Common mean-level analyses of older workers yield only limited informative value.
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Bravo, Rachel. "COLLEGE STUDENTS' ATTITUDES TOWARD OLDER WORKERS." CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/442.
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As college students are preparing to enter the workforce as professionals, it is important that we examine their explicit and implicit attitudes toward older workers to investigate what organizations can do on behalf of older workers. For instance, organizations may have policies that are giving preferential treatment toward older workers and reinforcing younger workers’ negative attitudes. For the present study, I used a scenario based-procedure in which participants read about an older worker who has been promoted based on an employment policy that favors older workers or the most competent workers. I examined students’ pre- and post explicit and implicit attitudes toward older individuals for each condition. Students in the preferential treatment condition did not have significantly different explicit attitudes from students in the merit condition, thus Hypothesis 1 was supported. Aside from treatment, students’ post implicit attitudes significantly decreased (i.e., were less negative) from students’ pre-implicit attitudes. Therefore, Hypothesis 2 was partially supported. In addition, students in the preferential treatment condition exhibited only negative emotions toward the older worker and not harmful behaviors. Therefore, Hypothesis 3 was partially supported. Finally, there was no impact of preferential treatment toward older workers on students’ aging anxiety. Implications of these findings with regard to both implicit and explicit attitudes toward older workers are discussed.
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Desmond, Helen J. "Workforce reduction, older workers and public policy." Thesis, University of Warwick, 2002. http://wrap.warwick.ac.uk/105608/.
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This thesis explores the hypothesis that the existing statutory and regulatory framework relating to redundancy and pensions relating to redundancy and pensions encourage employers to adopt workforce reduction strategies that discriminate against older workers. In testing this thesis primary data were collected utilising a case study approach, studies being carried out at three of the Big Four high street banks to identify their workforce reduction strategies and the factors shaping them. It is argued that three main factors encourage employers to adopt workforce reduction strategies that have particular implications for older workers: the existing legal and regulatory framework relating to redundancy, which is perceived by employers to threaten their ability to control the redundancy selection process; the existence of pension funds and the statutory and regulatory framework relating to pensions, which enables the cost implications of redundancy to be alleviated or eliminated, and a desire by employers to avoid disruption and conflict, which has led to the preferences of unions and financial market analysts being taken into account. It is argued that these factors have encouraged the use of early exit schemes, which has concentrated redundancies on older workers. Age prejudice experienced by older workers makes it difficult for them to re-enter the labour market and those aged 50 and over remain unemployed for longer than any other age group. This has led to what has been referred to as a collapse in employment amongst older workers and an increase in economic inactivity, as older men in particular, withdraw from the labour market, preferring to be labelled retired as opposed to unemployed. Taken together with existing and projected demographic change, the economic and social implications of high rates of economic inactivity amongst older workers has brought about a policy shift towards older workers generally. Supply-side responses in the UK have been statutorily based, with key objectives being to encourage inactive older workers to return to the labour market and to make it less attractive for them to remain economically inactive. Meanwhile, demand-side responses have been ambivalent and have concentrated on a succession of voluntary campaigns to encourage employers to value diversity and to retain and recruit older workers. It is argued that the statutory and regulatory frameworks relating to redundancy and pensions have not been reformed, and voluntary campaigns have done little to displace employer and trade union preferences for exit strategies that disproportionally affect older workers. Demand-side responses are increasingly being affected by European Union policy. In particular, by the Employment Guidelines, which encourage the promotion of social inclusion throughout the European Union. Most recently the Framework Directive has come into force, reflecting supra-national policy concerns about early exit from the labour market and the economic and social implications of high levels of economic inactivity amongst older workers. This thesis offers a theoretical and empirical contribution to the public policy debate on early exit from the labour market at a time when the UK Government is contemplating embarking on consultations over specific legislation regarding age discrimination. As the implications of demographic change begin to affect employment policy, the thesis also informs the debate on the more general policy issues surrounding the length of working life.
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Andrews, Kimberly D. "Beliefs about older workers' learning and development behavior." Thesis, Georgia Institute of Technology, 2000. http://hdl.handle.net/1853/28562.
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Casanova, M. "Essays on the labour supply of older workers." Thesis, University College London (University of London), 2010. http://discovery.ucl.ac.uk/624492/.
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The objective of this thesis is to contribute to a strand of the empirical labor supply literature by advancing our understanding of the labor supply of relatively older workers. This is a topic of particular interest in developed countries, where due to current population trends older individuals comprise an ever growing share of the population. Chapter 1 provides a summary and overview of the thesis. Chapter 2 shows that husbands and wives have an incentive to coordinate their retirements due to the existence of leisure complementarities, which arise when one or both spouses enjoy retirement more if it is shared with their partner. Chapter 3 advances our understanding of older individuals' incentives to continued work by showing that, after accounting for selection into retirement and composition effects, there is no statistical evidence that wages of individuals who remain in their career job ever decrease with age. In other words, conditional on remaining on the career job, the individual wage profile does not have an inverted-U shape. Any wage decreases associated to the declining physical and cognitive abilities associated to the aging process would materialize only at the point where the individual transits from the career job into part-time work, usually referred to as semi-retirement. For individuals that transit directly from the career job into full retirement, no decrease in wages would be observed. Chapter 4 builds on the results obtained in chapters 2 and 3 to estimate the role of leisure complementarities in determining joint retirements. If finds that they account for 8% of the joint retirements observed in the data (those where husband and wife retire within a year of each other). This result underlines the importance of jointly modeling the behavior of husbands and wives. Confining the analysis to the study of men while taking the behavior of their wives as exogenous -the approach traditionally followed in the literature-, ignores a source of simultaneity in spouses' decisions. This may lead to inaccurate predictions of the effect of policy changes on men's retirement behavior.
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Ulrich, Lorene Burns. "Older Workers and Bridge Employment: An Exploratory Study." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/26503.
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Using grounded theory methodology, the purpose of the study was to examine
the transition experiences of older workers who retired from their long-term
careers and who were working in bridge jobs. After interviewing 24 participants,
a theory emerged that describes the decision to seek a bridge job, the strategies
used, the problems faced, and the benefits received. The decision to retire
is connected with the decision to seek a bridge job. Participants planned but
mainly focused on their finances; no participant sought help from a career counseling
professional. They faced challenges such as age discrimination and problems
switching to a new position. Participants reported that they live a more balanced
life and enjoy their bridge job. The core theme from the study is bridge employment
redefines retirement.Ph. D.
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Ulrich, Lorene B. "Older Workers and Bridge Employment: An Exploratory Study." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/26503.
Full textAbstract:
Using grounded theory methodology, the purpose of the study was to examine
the transition experiences of older workers who retired from their long-term
careers and who were working in bridge jobs. After interviewing 24 participants,
a theory emerged that describes the decision to seek a bridge job, the strategies
used, the problems faced, and the benefits received. The decision to retire
is connected with the decision to seek a bridge job. Participants planned but
mainly focused on their finances; no participant sought help from a career counseling
professional. They faced challenges such as age discrimination and problems
switching to a new position. Participants reported that they live a more balanced
life and enjoy their bridge job. The core theme from the study is bridge employment
redefines retirement.Ph. D.
10
Thorstensson, Olof. "Employers’ Perception of Older Workers and Labour Demand." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65364.
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With the ageing population in Sweden and the need for more working hours among older workers as background, this essay analyses labour demand for older workers. More precisely it tries to find a connection in employer perceptions of certain character traits for older contra younger workers and the propensity to hire older workers. Using a newly conducted survey sent out to Swedish establishments, this study finds two character traits where negative perceptions have an extra negative effect on hiring: creativity and endurance. Unfortunately, there is a presence of low t-statistics throughout the results which calls for further research on the subject. As a secondary objective, this study also briefly looks at the previously unexplored subject of how the age of an establishment affects labour demand. Results for this points to a small effect but in these results, there are also cases of low statistical significance.
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Foweraker, Barbara Ann. "‘Selling age’: older workers in the pharmaceutical industry." Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/11812.
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This thesis contributes to our understanding of age and ageing in organisations through an in-depth qualitative case study of an Australian pharmaceutical organisation which employs older salespeople. The study provides insights into why the organisation prefers to employ older workers, how age is managed in the organisation, how the older employees contribute to the organisation’s business objectives and how they experience working in later life. Through their embodiment of an older aesthetic, these older salespeople are seen to act as material signifiers of and create staging value for the organisation’s older pharmaceutical products and are recognised by the organisation as a strategic human resource asset. The organisation benefits not only from their intellectual and social capital in the form of prior experience and established customer relationships but also in terms of the emotion work they perform in their interactions with customers. The thesis contributes to studies of emotions in organisations by showing that the salespeople partake in a gift exchange in which reciprocity norms and investing something of themselves are key to the success of the sales relationship. The study finds that work plays a central role in the lives of these predominantly male older workers who are intrinsically motivated to continue working. It is argued that continuing to work in later life offers these older men a way to reframe and maintain masculine identities into old age, thereby contributing to contemporary studies of ageing, which tend to focus on the experiences of older women, and also to gender studies which are dominated by studies of younger and middle-aged men. The study shows how the older men engage in ‘othering’ of older retirees and younger salespeople in explaining their ongoing attachment to the workforce. Drawing on active and productive ageing discourses they construct their own ageing as successful and thereby avoid being constructed as a burden on an ageing society.
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Countryman, Cheryl A. "Stereotype Threat and Work Attitudes of Older Workers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2475.
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Despite an aging U. S. workforce, age discrimination at work remains an issue. Researchers have found that beliefs about the aging process affect workers' performance and attitudes. There is little research available examining this phenomenon from the perception of older workers. The purpose of this qualitative phenomenological study was to understand the lived experiences of 7 workers aged 55 and older regarding ageism through the theoretical framework of stereotype threat theory. Research questions focused on identifying age-related stereotypes held by the participants, the influence of those stereotypes on perceptions of aging, perception of the impact of aging on job performance, and experienced ageism and discrimination in the workplace. Transcribed interviews were analyzed using a modified Stevick Colazzi method to group significant statements into themes and form a composite description that included textural and structural description. Themes that emerged from the study included culturally absorbed stereotypes of helplessness, acceptance of the participants' aging process, positive perceptions of themselves as older workers, a perceived pressure to retire from coworkers, self-identified physical limitations, and life-stage acceptance. Overall, older workers reported a relatively positive self-image and positive perceptions of work performance by supervisors and coworkers. The findings of this study may contribute to social change by informing employers and employee assistance counselors how to address the realistic needs and concerns of older workers. Further studies in aging may promote understanding of aging not as equaling decline but as a time of opportunity to continue to make contributions to the community regardless of chronological age.
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Hong, Adela Suk Yee. "A study of professional social workers' view on elderly suicide in Hong Kong." access abstract and table of contents access full-text, 2006. http://libweb.cityu.edu.hk/cgi-bin/ezdb/dissert.pl?msocsc-ss-b20327985a.pdf.
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Thesis (M.SocSc.)--City University of Hong Kong, 2006.Title from title screen (viewed on Dec. 6, 2006) "Submitted to Department of Applied Social Studies in partial fulfillment of the requirements for the Degree of Master of Social Sciences in counselling" Includes bibliographical references.
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Liu, Yuandong. "Support for migrant workers' older parents in rural China." Thesis, Nottingham Trent University, 2016. http://irep.ntu.ac.uk/id/eprint/31958/.
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China is experiencing massive rural-urban migration. The departure of young adults from rural areas poses challenges to traditional old age support arrangements in rural China. Concerning the practice of Confucian filial piety within the context of rural-urban migration, this study aims to explore the extent and dynamics of support among migrant workers' older parents in rural China. By employing a qualitative approach, this study carried out 29 semi-structured interviews in two rural villages and revealed the changing nature of filial piety in modern rural China in the context of rural-urban migration. First, it found that in the wake of rural adult children's migration, an increasing number of rural older parents have begun to spend their old age co-residing with their migrant children in cities. Second, the study reshapes our understanding of the relationship between the land and rural older people's need for physical support. Besides, the study casts light on rural older parents' help-seeking behaviour, revealing the dynamics of their efforts to seek support both from their families and their local communities. findings provide insights for policy makers into ways of improving rural older people's well-being. Further, given China's special social and economic characteristics, this study contributes to enhancing our understanding of support for older people in the context of children's immigration.
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Meyers, Christopher Alexander. "Exploring the Experiences of Older Workers in Online Learning." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/366429.
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This thesis is concerned with an exploration of the experiences of older workers in online learning, with a view to identifying issues they face and thereby informing strategies for appropriate support. There is a fiscal imperative shared by many industrialised nations, including Australia, to increase the workforce participation of older workers, often requiring a consideration of the changing nature of work due to influences such as globalisation and the rise of the knowledge economy. Within this setting, there is a need for many older workers to further develop their knowledge and skills and for the provision of associated learning opportunities to be inviting and inclusive. However, learning opportunities within industrialised nations increasingly involve engagement with online learning, which current older workers may experience as novices, or with which they may be unfamiliar and which, thereby, present barriers to their learning.
Based on an identified gap in the literature, an empirical research study was conducted to explore the experiences of a cohort of older workers in undergraduate online learning, with a view to understanding, from their own perspective, the issues they may face. The study used interpretive phenomenological analysis (IPA) as a method particularly suited to researching in unexplored territory and one which enables the development of a deep understanding of a phenomenon. A pilot study of two older adult learners contributed to a refinement of the data gathering and analysis processes. The participants in the main study consisted of 10 older workers, 5 men and 5 women, being 45 years of age and older, who were each participating in undergraduate courses towards Bachelor degree qualifications in education and training provided by an Australian universityThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Education and Professional Studies
Arts, Education and Law
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Weckerle, Joelle Renee. "Influences on the bridge employment decision among older workers." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1227.
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CAVAPOZZI, Danilo. "Essays on the Labor Supply Dynamics of Older Workers." Doctoral thesis, "", 2008. http://hdl.handle.net/10278/27952.
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Cavapozzi, Danilo. "Essays on the Labor Supply Dynamics of Older Workers." Doctoral thesis, Università degli studi di Padova, 2008. http://hdl.handle.net/11577/3425196.
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The European Union laid out the Lisbon agenda in order to become "the most competitive and dynamic knowledge-based economy in the world, capable of sustainable economic growth with more and better jobs and greater social cohesion".
The fulfillment of this ambition should not discard the introduction of policies enhancing the economic participation of the elderly. In fact, lower fertility rates and increasing life expectancy have triggered the aging process of European population and are deeply altering its demographic structure.
An aging society may exert larger pressure on the financial sustainability of pay-as-you-go pension systems owing to the decreasing age-profile of employment rates. On the one hand, the revenues coming from workers contributions to the scheme are expected to fall because a smaller fraction of individuals will be at work. On the other hand, the overall pension burden is expected to increase because a rising proportion of the population will be eligible for pension benefits.
In view of these considerations, European Union fosters Social Security reforms which assure long-run financial equilibrium and fully take into account the ongoing demographic modifications. At the same time, such institutional changes should be accompanied by public programs aimed at extending the working life of the elderly. Indeed, stimulating the labor market participation of older workers is an ulterior strategy to alleviate the financial burden of Social Security because many of them who no longer find profitable the permanence in the labor market are likely to apply for retirement benefits.
The development of policies aimed at achieving these purposes requires the support of analyses examining the labor supply dynamics of older workers. Throughout the thesis we will focus on transitions out of employment by considering elderly individuals at work in a given time period and describing their probability of becoming not employed in the future.
In line with Blau (1994), we opt to estimate the dynamics of labor market position rather than imposing some arbitrary definition of retirement because the exit from the labor force may occur following alternative paths, such as becoming labor pensioners at the end of a full time job or starting an unemployment spell due to firm-downsizings that turn out to be a bridge towards ad-hoc early retirement arrangements. In order to preserve such heterogeneity, in this study workers are allowed to leave employment for whatever reason and to perform any possible employment trajectory.
Chapter 1 studies the impact of Information and Communication Technology (ICT) skills on the probability of ceasing from work. The point at issue is of particular interest because the Lisbon agreements place the improvement and the diffusion of ICT knowledge among the priorities of the Union. Our work draws data from the waves 2000-2004 of the Bank of Italy Survey on Household's Income and Wealth. Remarkably, the questionnaire of the 2000 survey provides unique information to measure ICT knowledge at the individual level. In fact, respondents are asked to report the utilization of a PC at work and to rank their computer literacy according to a predefined scale. This distinction is useful to disentangle the effects of actual individual investments in ICT training from those due to implicit job requirements reflecting firm organization. The econometric specifications adopted allow for the potential endogeneity of technological knowledge in a labor supply framework. In fact, older individuals who plan to work longer may be more willing to enhance their skills as they face a longer period over which training costs can be recouped. Improvements in ICT skills are estimated to produce a positive effect on employment chances only for males with high education. This pattern corroborates the hypothesis of complementarity between educational attainments and technological knowledge (Weinberg, 2004).
The literature provides a huge amount of evidence suggesting a positive relationship between individuals health and their own employment chances. Instead, few studies consider the role of the health conditions of other household members in the determination of the opportunity cost of keeping on working. Chapter 2 explores this research area by investigating how the labor supply dynamics of married workers is influenced by their own health conditions and by those of their cohabiting partners. Exploiting the European Community Household Panel (1995-2001), the overall psychophysical well-being of individuals is described by means of alternative indicators based on either self-assessments or more objective health indexes. Partners employment conditions are included among the explanatory factors because of their close relationship with health and the well-documented coordination between the labor market positions of couple members (Michaud, 2003). We also control for different sources of heterogeneity that may arise in our set-up and prevent us to estimate consistently the causal effects of interest. Our results confirm that healthier individuals are more prone to keep on working and, on the contrary, suggest that those living with a spouse in poor health are characterized by a higher propensity towards leaving employment.
Finally, Chapter 3 deals with the study of labor market transitions when the use of panel datasets involves a number of major complications, for instance due to severe attrition, small sample size, short time-span covered or lack of relevant variables. Following the approach proposed in Güell and Hu (2006), we estimate the individual hazard rate of stopping working only resorting to repeated independent cross-sections representative of the same population. Although workers are not observed over time, we are still able to evaluate their own likelihood of becoming not employed by combining the labor market outcomes experimented in different time periods by individuals of the same birth-cohort. Drawing data from the ISTAT survey Aspetti della Vita Quotidiana (1993-2003), we recover the evolution of the risk of leaving employment in a period characterized by several pension system reforms. We propose evidence that while the Amato (1995) and Prodi (1997) reforms passed, the cohorts of older workers at time show the highest hazard rate of leaving employment. On the contrary, their counterparts in 2001 and 2002 are more likely to prolong their working life. These findings suggest that, in the short run, repeated institutional changes designed to lower the Social Security generosity actually induce an increase in the exit rate from the labor force.
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ALBANESE, ANDREA. "Employment of young and older workers: three policy evaluations." Doctoral thesis, Università degli Studi di Milano-Bicocca, 2015. http://hdl.handle.net/10281/96275.
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The dissertation has the goal of providing a better understanding on the effectiveness of specific active labour market policies that aim at integration of young and older workers. The first Chapter evaluates the effectiveness of the 2003 reform of the Italian apprenticeship regime is assessed. This reform raised the age-eligibility and revised the training component. The different timing of the implementation of the reform in the Italian regions and sectors is exploited. To estimate the ATT of the apprentices in the reformed regime (compared to the old regime), the Covariate Balancing Propensity Score estimator is implemented (CBPS - Imai and Ratkovic, 2014) employing a large set of covariates. The inflow sample of about 18,000 apprentices hired in 2007 is drawn from administrative data of the Social Security Institutions (INPS). Four years after hiring, the reform induced an increase in the transition rate to permanent jobs in the same firm and boosted the average wage of the apprentices. Finally, by a DiD estimator on the LFS, it is found that the higher diffusion of the apprenticeship among the youth becoming eligible is offset by a reduction of other temporary jobs.
The research related to the second and the third Chapters assesses the effectiveness of Belgian federal policies to boost the employment rate of the older population. In this research we rely on an endogenous stratified sample of administrative data containing about 244,000 individuals (aged between 52 and 61 years old in 2002) with their employment history since 1957. The second Chapter assesses the impact of a Belgian employers’ Social Security Contributions reduction for workers older than 58. The analysis is performed on multiple repeated cross-sections even if panel data are available, to account for age-varying confounding factors. We use a CDiD estimator (Heckman et al., 1997) and when needed a trend-adjusted version of it (Wolfers, 2006). To facilitate the integration of endogenous sampling weights in this estimator, we implement it as an Inverse Probability Weighting (IPW) estimator, which we extend to allow for multiple cross-sections in the before and after periods. We find small positive short-run impacts on working time and larger ones on the employment rate, but only for employees at high risk of leaving to early retirement. The wage is not affected. In a Cost-Benefit-Analysis, we estimate that during the 1.25 years after its introduction the subsidy imposed a net monthly cost of 330€ per saved job to Society. Had the subsidy been targeted to sectors where early retirement schemes are widely used, Society would instead have gained 2,080€ per saved job. The third Chapter evaluates the impact of the Belgian part-time Time-Credit scheme for older workers. The policy measure allows older workers to reduce their working time by 20% (or 50%) with the goal of postponing their retirement decision and possibly improve their work-life balance. Workers receive a lump-sum in-work benefit of about € 215 (€ 385), granting an average income replacement of 90% (66%) of the full-time wage. We assess the ATT on the survival in employment and we control for selection on observable (IPW) by using their whole employment history. As control units can enter the treatment in later periods, we take into account the dynamic treatment selection (Vikström, 2014). Our estimates indicate a positive employment effect in the short-run followed by a negative impact after four years with insignificant health effects. The policy does not pass the Cost-Benefit-Analysis test.
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Mizer, Linnette S. "Extension home economists' attitudes toward older adults." Connect to resource, 1985. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1201883470.
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Samuels, Lea. "Employers’ Attraction And Retention Of Older Workers: A Systematic Review." Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/6581.
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The ageing of the population and the workforce has become a global phenomenon that has created concern about labour as well as skills shortages. Therefore the continuation of older workers in paid employment is regarded as beneficial to both the economy and to the older worker.
The aim of this dissertation is to make an enquiry about what employers are doing to make themselves attractive to these older workers and how they are retaining the older workers already present in their organisations.
The methodology has been to construct a review protocol through the formation of a review panel as well as the development of a detailed search strategy that included a transparent inclusion and exclusion criteria. The measurement for evaluating the quality of studies used in this systematic review is presented along with the strategy adopted to extract the data and synthesise the findings.
The search results were quite limited due to the limited number of research studies conducted particularly for the first of the two research questions relating to the attraction of older workers into the organisation. However the studies that have been conducted thus far shows a level of connection between the methods that can be used to attract older workers and those identified as being used to retain older workers. Finally, gaps from the systematic review process are identified and further research areas suggested.
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Sung, Yim Ling. "How do older and low-skilled workers cope with unemployment?" Thesis, University of Leicester, 2017. http://hdl.handle.net/2381/39916.
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In Hong Kong, little is known on the role of government retraining in helping older and low-skilled workers cope with unemployment. The aim of this study is to explore the relationship between Hong Kong's government retraining and psychological well-being among unemployed older and low-skilled trainees, and the effects of demographic factor (age and gender) on coping mechanisms. The results are based on qualitative interviews with 15 Chinese re-employed security guards aged 50+ after participation in the government retraining programme. The results showed that participants used both problem-focused coping (Hong Kong's government retraining) and emotion-focused coping (social support, escape, relaxation and leisure activities). Such retraining helped participants to meet their economic and psychosocial needs, and develop jobs skills for better well-being. Participants tended to be self-reliant and to rely on financial support from family members to save face. The results also indicated that men were less likely to use social support than women to share their emotional distress with others, and relied more on relaxation and leisure activities. The lower educated tended to take part in less social leisure activities than the better educated to regulate stress, and preferred relaxation activities at home. Following re-employment, the better educated felt more underemployed than the lower educated, whereas those in former high-status jobs used higher-level self-categorisation than those in former low-status jobs as a way to escape from their low-status security job. Overall, the findings show that features from the theories of Jahoda (1982), Fryer (1986) and Warr (1987) relate to well-being, and demographic factors (age, gender and education) and cultural factors (face-saving and self-reliance) affect coping mechanisms. These findings implicate the need to adjust the existing theoretical framework to be appropriate for Hong Kong Chinese society and to offer practical implications for policy and practice in the areas of retraining policy, gendered labour market, unemployment benefits, age-friendly working environments, retraining programmes and career counselling service aiming to enhance well-being and facilitate work re-entry of older workers.
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Thornton, Kristina Marie. "SOCIAL WORKERS’ KNOWLEDGE ON AGING, AND ATTITUDES TOWARD OLDER ADULTS." CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/628.
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As the baby boomer generation continues growing older, the geriatric community, and their needs grow larger. Many of those needs will necessitate the assistance of social workers’ knowledgeable of geriatrics. Research suggests that many social workers have negative attitudes toward older adults and show little interest in working with the population. The research question of this study was, does social workers’ personal, educational, and professional experience in geriatrics influence their knowledge on aging, and attitudes toward older adults? The researcher hypothesized that social workers with more experience have more knowledge on aging and view older adults more positively. Quantitative and Qualitative data was collected through the administration of a survey created through the online platform Qualtrics. Study participants consisted of 33 social workers located in the state of California. The data was analyzed using univariate and bivariate tests such as frequency, percentage, Pearson r correlation coefficient, and One-Way ANOVA, through the JMP data analysis software program. Additionally, the researcher read over study participants written responses in order to identify themes that emerged. Significant findings were found that supported the hypothesis. A significant relationship was found between social workers’ professional experience (number of years of job experience caring for an older adult), and their knowledge on aging (Facts on Aging II score). Also, the effect of study participants reported education level on their attitudes toward older adults, and knowledge on aging were also significant. Finally, nearly half of study participants reported some degree of interest in working with older adults, while the other half were either impartial or uninterested. The themes identified by the researcher, identified in participants written explanation of their level of interest in working with older adults, suggests that social workers’ interest in working with older adults is influenced by the degree to which they perceive the work as important, enjoyable, and fulfilling their professional goals. The results and findings of this study could contribute to the body of research focused on identifying what influences social workers’ interest for working in geriatrics.
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McCarthy, Patrick Bernard, and n/a. "The boundaryless career is there a disparity between theory, practice and worker desire in relation to older workers?" Swinburne University of Technology, 2007. http://adt.lib.swin.edu.au./public/adt-VSWT20070621.132034.
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This thesis examines the capacity and desire of older workers to provide discretionary
effort and skilled contributions in what some researchers consider to be the predominant
form of new career, the 'boundaryless career'. Features of the 'boundaryless career'
include multiple employers, and the demise of the organisational loyalty that was
embodied within the image of the 'company man'. The research is justified by the fall
in Australia's fertility rates and the simultaneous ageing of Australia's population.
In combination, these are predicted to produce significant shortfalls in skilled labour,
which experts believe will require organisations to better manage and utilise its older
workers.
The case study and pattern matching methodology involved interviews with forty
volunteer older workers who worked in the headquarters of Australia Post, which enjoys
a formidable local and international reputation. 'Career plateau' was a term used by
many to describe their perception of their current career position and prospects.
Their descriptions of their work situation and their ambitions, at work and in retirement,
were analysed for patterns which were then compared with literature on career plateaus,
motivation and job design, and the 'boundaryless career'. This analysis was overlaid
onto a foundation of contemporary management practice with regard to older workers,
current business environments and issues, and views on the skill sets needed for the
future. This foundation emerged from a review of academic literature, business and
government reports and from an ongoing review of the Australian Financial Review
over the six years of the study.
Contributions to theory and practice are claimed in the parent theories of career plateau,
and older worker motivation; together with the focus theory of boundaryless careers.
Although there are legitimate organisational constraints on optimising the older worker
contribution, older workers do not contribute to capacity, and organisations do little to
optimise their contribution. Joint organisational and individual worker attention to
skills maintenance and career management over an entire working life will likely be 'boundaryless' for both organisations and the older workforce.
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Gewolb, Sheila. "Older workers' talk : discursive representations of age, work and retirement identities." Thesis, Cardiff University, 2016. http://orca.cf.ac.uk/91746/.
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There is a growing trend for older people in the UK to keep working for longer. The percentage of 50-64 year-olds rose from 62% in 2001 to 69.4% in 2015; and for people over 65, from 5% to 10.5% in the same period (Office for National Statistics (ONS), 2015). There are now over 8.5 million people aged over 50 in paid employment (The Experts in Age and Employment (TAEN), 2012). In the context of this changing workforce demographic, it is important to examine how older people negotiate their age-related identities as older workers and represent their views on retirement. This study takes a Discourse Analytic (DA) approach to examining how older age-identity is negotiated in talk, gathered from seven focus groups conducted in workplaces and twelve semi-structured interviews with older workers and retirees. Discourse Analytic research on identity has often neglected to address age-identity construction. The use of DA methodologies in this investigation has enabled discursive strategies, such as distancing strategy, to be identified during participants’ older age-identity constructions; and Social Identity Theory (SIT) (Tajfel and Turner, 1979; Benwell and Stokoe, 2006), positioning theory (Harré and van Langenhove, 1999; Jones, 2006), and Membership Categorisation Analysis (Sacks, 1995; Housley and Fitzgerald, 2002) have provided frameworks for a discourse analytic approach. Older age-identities were negotiated whilst participants were orienting to being older in the workplace and retirement. Previous qualitative studies [into this topic] have focused on a content analysis of what was said, not how. There is a discursive element to age-identity construction that requires a social constructionist, context dependent approach to how age is negotiated through language. In this study, a DA approach has allowed for a micro-level examination which extends previous research by demonstrating how participants use language to negotiate their age-identities as older workers and retirees by drawing on different aspects of ageing, such as chronological, physical and social dimensions [of age] in a specific social context relating to being older at work. Findings indicate that many participants resisted negative perceptions of decrement and decline that may be associated with ageing and retirement when constructing their age-identities. This was achieved in several ways, for example, by discursively claiming membership of a younger age cohort, resisting the changes that accompany ageing, or by ‘out-grouping’ people who were perceived to display certain archetypal behaviours associated with older people. Findings also demonstrate that older people who were still at work articulated negative views about retirement; however, people who had already retired demonstrated a positive orientation towards this life stage. Keeping busy and active after leaving work was said by both older workers and retirees to play a vital part in defraying the possible decline that accompanies old age and may help to achieve successful retirement and ageing. This study has demonstrated how an ideology of positive ageing has been discursively constructed during older age-identity negotiations.
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Berger, Ellie Diane. "Organizational and personal characteristics influencing Canadian employers' attitudes toward older workers." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape8/PQDD_0004/MQ45506.pdf.
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Sweet, Bryan Keith. "The meaning of work in the lives of older, male workers." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/NQ58554.pdf.
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Allan, Stephen. "The labour supply and retirement of older workers : an empirical analysis." Thesis, University of Kent, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.553717.
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This thesis examines the labour supply of older workers, their movement into retirement, and any movement out of retirement and back into work. In particular the labour force participation, labour supply and wage elasticity and other income elasticity of work hours are estimated for older workers and compared to younger workers. The thesis goes on to look at the movement into retirement for older workers as a whole by examining cohorts by gender, wave and age. The thesis also presents a descriptive and quantitative • examination of the changes in income and happiness that occur as an individual retires. Finally the thesis examines the reasons why an individual may return to work from v . retirement. The results of the findings suggest: that younger workers are significantly more responsive to wage and household income changes than older workers; that there are gradual movements into retirement for workers as a whole but sudden movements into retirement for individuals; that there are significant changes in income and happiness as individuals retire that depend on certain traits; and that life satisfaction is significantly affected by an individual's pre-retirement wage and whether they retire late or not. There is also an important role for pensions both in terms of the fall in income as an individual retires and in the probability that a retiree will return to work.
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Reeves, Michael. "The Challenges of Young-Typed Jobs and How Older Workers Adapt." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6010.
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This study sought to explore the challenges faced by older workers who do not fit the age-type of their jobs and how older workers adapt to overcome those challenges. Specifically, I surveyed a national sample of 227 workers 50 years of age and older, in a wide variety of jobs, on measures of perceived age discrimination and adaptation behaviors. I found that fit, as determined by career timetables theory, but not prototype matching theory, successfully predicted perceived age discrimination. Specifically, more age discrimination was perceived when fewer older workers occupied a job. Additionally, multiple regression analysis showed that career timetables theory, prototype matching theory, and measures of perceived discrimination interacted to predict adaptation behaviors. That is, older workers made more efforts appear younger at work when they perceived age discrimination in jobs occupied by fewer older workers and older women expressed greater desires to appear younger at work when they perceived age discrimination in jobs viewed as more appropriate for younger workers. Although older workers made a wide variety of efforts to appear younger at work, from changing the way they dressed to undergoing surgical procedures, the adaptation efforts believed to be the most effective against age discrimination were more oriented toward enhancing job performance than one's appearance. It is especially troubling that greater perceived age discrimination was found in young-typed jobs (than in old-typed jobs) given that the number of older workers occupying young-typed jobs is expected to rapidly grow in the near future and perceived discrimination is associated with mental and physical consequences for older adults. Understanding effective adaptations to age discrimination is a valuable first step in helping older workers overcome the disadvantages they may face in the workplace, especially when they occupy young-typed jobs. Implications for theory and research are discussed.Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational
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Khan, Mashfiqur Rahman. "Social Security and Labor Supply of Older Workers and the Disabled." Thesis, Boston College, 2017. http://hdl.handle.net/2345/bc-ir:107525.
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Thesis advisor: Mathis WagnerThe essays that comprise my dissertation analyze the interactions among old age labor supply, health, and Social Security system in the United States. In the first chapter of my dissertation, I provide estimate of the causal effect of Social Security Disability Insurance (SSDI) application on employment of denied applicants. Using exogenous variations of SSDI application decision, I find that the employment rate is 36 percentage points lower for the denied applicants than that of comparable non-applicants in the short-run. In the second chapter (with Matthew Rutledge and April Wu) we explore the relationship between individuals’ expectation on longevity and their plans for retirement in a quasi-experimental setting. The estimates in this paper suggest a large and statistically significant relationship between subjective life expectancy and retirement expectations: an individual who is one standard deviation more optimistic about living to age 75 has a greater probability of planning to work fulltime at 62 and 65 by 10 percent and 21 percent, respectively. In the third chapter of my dissertation (with Norma Coe and Matthew Rutledge) we identify the contribution of Medicare in explaining the retirement behavior of workers. We find individuals without access to retiree health insurance from work are 7.5 percentage points more likely to retire soon after their 65th birthdays and are 5.8 percentage points less likely to delay retirement until the Full Retirement Age (FRA) than those with that insurance. We interpret this finding as evidence that Medicare eligibility persuades more people to retire, because they can begin receiving federal health coverage. The findings of the research in my dissertation provide important insights in making the Social Security system more welfare enhancing for the older workers and the disabled as well as keeping it sustainable in the long-run
Thesis (PhD) — Boston College, 2017
Submitted to: Boston College. Graduate School of Arts and Sciences
Discipline: Economics
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Bingham, D. M. "Exploring professional development for older workers in the higher education workplace." Thesis, University College London (University of London), 2017. http://discovery.ucl.ac.uk/1567966/.
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This study of one UK university, concerned four related issues of flourishing, empowerment, potential alienation and inequality of professional older workers in a higher education setting, relative to their professional development. The study identified what is required to support sustained and extended working lives. The lifting of the default retirement age in the UK, rising life expectancy and increasing numbers of older workers spotlight the phenomena of extended working lives, the place of older workers, their engagement and professional learning needs. This thesis explored perceptions of older workers regarding their professional development and learning in professional roles in a UK higher education institution, together with what development was considered valuable by both staff and management. An interpretative case study methodology, using a dual approach of survey and semi-structured interviews with staff and management, probed what was happening in a little-understood situation in a university environment. This critical study built on a conceptual framework which regarded older workers as agentic and able to contribute as well as receive, while recognizing that older workers look to develop lifelong skills beyond the workplace. Workplace learning was seen from a broad, holistic life course perspective to include career progression. Forms of professional development, offering a ‘best fit’ to continue an effective working life of benefit to employer and employee, were explored. The main contribution of the thesis was to generate new perspectives about what was valued by professional staff and management in terms of the learning and professional development of older workers; the implications of what was valued and what it was to be engaged in professional development at a Higher Education Institution (HEI) as an older worker. It recommended strategic responses of interest to broader workplace settings into what supported older workforce retention. The research findings will be of benefit to academic research, policy-makers and practitioners.
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Chua, Aniceta. "Care workers’ views on social support for older people in Sweden." Thesis, Umeå universitet, Institutionen för socialt arbete, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-160498.
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This study seeks the views of care workers working with older people about what impact social support resources has on the living conditions of older people. Social support was conceptualised in the study as support received from family members or close friends of the older people. Care workers were asked to share their views about social support for older people receiving care support in institutional setting or receiving home-based support services. This qualitative investigation involved eight care workers working with older people in Sweden. It has been argued in the study that care workers proving support for older people could have useful information about the social support of older people because they would have witnessed interactions between older people and their immediate network members. Qualitative interviews were conducted with eight care workers providing care support in institutions and home-based to explore their perspectives on the impact of social support on older people. Data from the interviews were analysed using thematic analysis. It was revealed from the views of care workers that both family and friends were engaged in different ways to provide support for older people, although not at all times. Managing loneliness, satisfaction with life and feeling better about themselves emerged as the ways social support impacted on the living conditions of older people. The care workers highlighted certain activities or areas that could ensure continuity of social support for older people. These included family members having regular contact with older people, older people acknowledging the need for support. Implications of the study for the practice of care for older people were highlighted.
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Lozito, Melissa. "Self-Care Practices among Geriatric Social Workers." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5636.
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Within the social work profession, there is a lack of understanding about self-care practices of social workers working with older adults. This lack of knowledge is a concern for the profession because as the older adult population continues to grow, so will the need for social workers to address their needs. Using action research, a focus group of 7 female social workers working with older adults in the Pacific Northwest discussed the research questions related to their use of self-care practices and identifying strategies to increase the use of self-care. Self-compassion theory enhanced understanding the relationship between social workers' experiences with older adult clients and self-care. Coding protocols were used to analyze the data. Key findings provided a further understanding of the self-care practices of these social workers including the use of appropriate boundaries, effective communication, education about responsibilities and expectations, and advocacy regarding the need for self-care. Additional strategies to increase self-care involved mindfulness about job roles, primarily related to team and system barriers. Recommendations from this project included adding self-care to education and training in social work courses required for degrees, licensure renewal, and employment-based continuing education courses. By exploring self-care practices of social workers working with older adults, the findings of this study may bring about social change by increasing the awareness of current and future social workers about the importance of self-care and providing strategies that enable social workers to implement self-care.
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Meyers, Pamela Rebecca. "Exploring the Experiences of Disadvantaged Older Jobseekers Participating in Training and Job-seeking Activities to Increase their Employability." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/367885.
Full textAbstract:
Older adults' abilities to secure employment and remain employable are partially premised on their work-related capacities and interests. Such capacities have come into sharper policy focus now, as across OECD countries, including Australia, increasing the labour force participation rate of older adults – those aged 45 years and over – is seen as a strategy to redress the economic and social challenges brought about by ageing populations. Yet, not all older adults have work capacities of the kind that can sustain their employability, particularly because of changing work and workplace requirements. Many of those who are over 55 years are potentially marginalised by their work histories, low educational achievements and currency of occupational capacities. Moreover, their ability to pursue employment-related training opportunities to overcome those limitations is constrained by an interrelated range of factors and barriers. These constraining factors and barriers include those that are: (a) institutional, such as disincentives from government policies, unhelpful practices of social security agents, and ineffective government-funded provisions; (b) societal, such as age discrimination in employer attitudes and practices; and (c) personal, such as dispositions, and the beliefs those older adults hold about their work-related capacities and potentials.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Education and Professional Studies
Arts, Education and Law
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Remondet, Jacqueline Hargett. "Perceptions of control in older workers a study of the work environment /." Access abstract and link to full text, 1989. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8918263.
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Macdonald, Joanne Margaret Louise. "Implicit and Explicit Attitudes towards Older Workers and their Relationship with Behaviour." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5327.
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The population both internationally and in New Zealand is ageing. This is of concern for organisations as the age of the workforce is increasing. New Zealand is a relatively small country and requires the participation of the full potential workforce. If organisations are discriminating against older workers then they risk their own productivity and growth. The aim of the present study was to explore whether discrimination against older workers, specifically older female workers, and to investigate the relationship between individual’s attitudes and behaviour (i.e., evaluations of a job applicant’s CV). One hundred and eight Canterbury University students completed measures of explicit (Semantic Differential Scale), and implicit (Implicit Association Test) attitudes and a Recruitment Task that required them to evaluate the CV of a male or female job applicant who was either a younger or older (or no age specified). Negative implicit and explicit attitudes towards older, relative to younger, workers were shown on both the implicit and explicit attitude measures. However the results showed in general, there were no differences between the evaluations of the younger and older applicants’ CVs. As expected, implicit and explicit attitudes were not related to each other. The current research suggests that negative implicit and explicit attitudes exist towards older workers, but that these attitudes do not necessarily affect behaviour. Implications and directions for future research are discussed.
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King, Rachel T. "Investigating Perceptions of Job Satisfaction in Older Workers Using Item Response Theory." Bowling Green State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1386928248.
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Charni, Kadija. "The labour market for older workers : earnings trajectories, labour supply and employment." Thesis, Aix-Marseille, 2016. http://www.theses.fr/2016AIXM2013/document.
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Avec le vieillissement général de la population et ses implications sur la pérennité des finances publiques, le marché du travail des seniors est un thème qui va continuer à préoccuper nos sociétés. L’objectif de cette thèse est de répondre à des problématiques concrètes relatives au marché du travail des personnes âgées. Cette thèse comprend quatre chapitres. Les deux premiers chapitres s’intéressent à l’évolution des trajectoires salariales en fin de carrière professionnelle. Les résultats ne supportent pas l’idée que les salaires décroissent pour les travailleurs âgés à cause de l’âge. La diminution du salaire observée pour les travailleurs âgés en coupe transversale est le résultat d’effet de cohorte, de changement d’emploi, ou de la retraite partielle. Le Chapitre 3 évalue les effets des réformes du régime des retraites sur les transitions du chômage à l’emploi. Les réformes du régime des retraites ont des effets limités sur le retour en emploi des chômeurs, mais elles sont accompagnées par une augmentation des sorties vers l’inactivité, entraînant ainsi une baisse du taux de chômage des travailleurs âgés. Enfin, le Chapitre 4 examine les principaux facteurs des difficultés des seniors à se maintenir en emploi. Il propose également une analyse des opportunités d’emploi des chômeurs âgés. Les résultats montrent que l’état de santé, les incitations économiques et l’âge augmentent la probabilité de quitter son emploi, alors que l’âge diminue les chances de réemploi des travailleurs âgés. Une décomposition à la Oaxaca confirme le rôle déterminant de l’âge dans les différences de durée de chômage entre travailleurs d’âge différent, ce qui est consistent avec des attitudes discriminatoiresWith the global ageing of population and the consequences on public finances sustainability, the labour market of older workers remains a key concern for societies.The aim of this dissertation is to address particular issues on the labour market for older workers.This thesis consists of four chapters.The first two chapters examine the age-earnings trajectories late in working life.We do not find support of a decline of earnings at older ages as the consequence of ageing.The decline of the age-earnings profile observed for older workers at cross-sectional analysis is attributable to cohort effects, job-changing, and partial retirement.Chapter 3 evaluates the effects of French pension reforms on older workers’ transition out of unemployment and into employment. We find that the retirement reforms have limited effects on re-employment, and they increase transitions into inactivity, leading to a decrease of unemployment rate of older workers.Finally,Chapter 4 investigates the factors behind difficulties to remain in employment as workers age. It also evaluates job opportunities of older unemployed workers.The results indicate that the probability of leaving employment increases with economic incentives, ill health and age, while the probability of getting back to employment decreases with age.An Oaxaca decomposition supports the key role of age in the unemployment duration gap between ‘older’ and ‘younger’ workers, which is consistent with age discrimination
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Zanardo, Chiara <1994>. "Retirement expectations of older workers in Europe. What can microdata tell us?" Master's Degree Thesis, Università Ca' Foscari Venezia, 2020. http://hdl.handle.net/10579/16946.
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In the last decades, several European countries have reformed deeply their pension system with the objective of enhancing their financial sustainability. As a consequence, the responsibility for pension adequacy was mainly shifted from the governments to the workers, who nowadays have to plan their retirement in advance and recur to investment products on the private market. Individuals’ expectations about retirement can lead to efficient planning only if individuals are aware of the pension system characteristics and their expectations correspond with the economic choice eventually adopted. The research aims to present the information contained in the retirement expectations of older workers collected in the Survey of Health, Ageing and Retirement in Europe. The sample used in the analysis is representative of the population of workers aged 50-65 and living in 9 countries, allowing a European cross-country perspective. Indeed, the analysis shows to what extent individuals’ expectations about retirement are affected by actual characteristics of the Social Security system and, in addition, to what extent retirement age and replacement rate expectations align with their subsequent realizations.
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Bown-Wilson, Dianne. "Career plateauing in older managers: A systematic literature review." Thesis, Cranfield University, 2008. http://dspace.lib.cranfield.ac.uk/handle/1826/4629.
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Economic changes have resulted in a new contextual spectrum for career development with relatively secure, hierarchical, organizational structures at one end and flatter, de-layered, insecure environments at the other. This narrative review explores the literature relating to the psychological determinants of career plateauing in older managers against such a background.
The body of literature informing this issue was analysed using the systematic review method. This is designed to produce a transparent and replicable account of how pertinent studies are located and the basis on which they are either included or rejected through use of explicit relevance, generalisability, and quality criteria. The overall outcome is a synthesis and summary of what is known about the topic, the limitations of the review, and identification of gaps in knowledge - the latter forming recommendations for future research.
The findings of this review indicate that a range of subjective determinants may play a part in career plateauing in older managers including fairly stable attributes such as personality, and individual and social identity, and more fluid factors such as attitudes, and motivation. Motivation may be driven by one or more goals including future success, present job satisfaction or ongoing personal development.
Numerous other determinants may play a role but little evidence is available as to how the range of potential influences operates at an individual level. Further qualitative research is needed into individual older managers’ experiences and how they may differ according to gender.
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Bown-Wilson, Dianne. "Career progression in older managers : motivational and gender differences." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/6840.
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This study explores what UK managers aged 50 and over perceive as career progression at a time in life when opportunities for further promotion may have ceased. It examines motivational drivers and subjectively significant personal and organizational influences on career progression. It also investigates whether motivation for career progression is perceived to have changed over the career and the extent to which it may differ between male and female older managers.
The research adopted a qualitative, inductive approach using a phenomenological methodology. Fieldwork comprised semi-structured interviews with 27 male and 13 female managers aged 50 and over from two large, UK financial services organizations. The findings show how motivation for career progression in managers aged over 50 is driven by individually diverse patterns of career drivers, personal and work-related influences, and attitudes towards career opportunities. These can be classified into a number of career progression orientations.
The study contributes to knowledge in the area of subjective psychological career mobility in late career and the balance which individuals maintain between the organizational and personal aspects of their career. It demonstrates that motivational drivers of career progression are perceived to change over the career and that career progression is linked, on an individual basis, to past, current and future career mobility which may extend past the traditional retirement transition. It also reveals that, in general, older female managers may exhibit a greater drive for self-realisation through later life career renewal than their male counterparts.
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Kong, Chi-shan. "A study of the relationship between leadership behaviour and job satisfaction in community care services for the elderly." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31979440.
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Higo, Masa. "Social Construction of Older Workers: The Experiences of Aging under the Institution of Lifetime Employment in Japan." Thesis, Boston College, 2010. http://hdl.handle.net/2345/2509.
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Thesis advisor: John B. WilliamsonToday, against the backdrop of the demographic pressures to delay the retirement of older workers, sociologists of aging have begun exploring the impact of national labor market institutions on individual workers’ experiences of aging. Using semi-structured, life story interview data drawn from a sample of 52 male workers in the Tokyo area (born between 1940 and 1953), this dissertation research has contributed to uncovering the ways in which the institution of lifetime employment – the most foundational labor market institution of contemporary Japan – uses age to control individuals’ perceptions and behaviors over the course of their working lives. This dissertation research includes data from pre-mandatory retirement older workers (n=29, aged 55-59) and post-mandatory retirement older workers (n=23, aged 60-68). Based on a social constructionist perspective, this dissertation research has explored three areas of these workers’ experiences of aging over the course of their working lives: (1) perceived instances of being subjected to age discrimination; (2) changes to their attitudes toward these age discrimination experiences; and (3) changes to their self-concepts as workers. A series of thematic data analyses of the interview data, drawn with a life course approach and a grounded theory method, has generated two sets of findings. First, the pre-mandatory retirement experiences of aging of the interview participants (n=52) have contributed to uncovering and describing a social process through which ‘older workers’ are socially constructed within the institutional framework of lifetime employment. Second, the research has found that after mandatory retirement, the post-mandatory retirement workers (n=23) rejected the label of ‘older workers’ and critically viewed lifetime employment as a 'total institution' (Goffman 1961), essentially an institution of social control, harmful to workers in their later working lives. This dissertation research has contributed to the literature by demonstrating that the lifetime employment institution in Japan serves as an intensive age-based social control mechanism that has constructed and reproduced ‘older workers’ in the country’s labor force. Based on the findings of post-mandatory retirement experience of aging, this dissertation research also suggests that the Japanese government should find ways to mitigate the social exclusion, marginalization, and stigmatization that workers experience in their post-mandatory retirement working lives
Thesis (PhD) — Boston College, 2010
Submitted to: Boston College. Graduate School of Arts and Sciences
Discipline: Sociology
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Barrett-Lennard, Julie. "Responding pastorally to the ageing population: with a proposed training programme for clergy and lay pastoral workers." Thesis, Barrett-Lennard, Julie (2006) Responding pastorally to the ageing population: with a proposed training programme for clergy and lay pastoral workers. Masters by Research thesis, Murdoch University, 2006. https://researchrepository.murdoch.edu.au/id/eprint/204/.
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The increased longevity in contemporary western society is impacting on many service and caring organisations in that they are needing to find ways of responding to the increasing number of older persons who need support. The Church is not immune from this as statistics demonstrate that the age demographic within the Church is rapidly changing to include many more older persons. However, evidence is strong that the Church to date has not been as alert as it could have been to the implications of the ageing population, nor has it been awake to the potential available within adult ministry. Therefore scholars and gerontologists are strident in their attempts to wake the Church from its slumber with respect to responding to the ageing population.
The impetus of this research was to determine how alert the Anglican Diocese of Perth is to this rapidly increasing age demographic, and how well equipped its clergy and lay pastoral workers are to respond to the increasing number of older persons both within the Church and within society. To achieve this, a survey was conducted amongst a selection of clergy and lay pastoral workers in the Diocese of Perth. As part of the survey, comments were sought from participants on how important they believed training in ministry to older persons was for them, and what factors would enable and encourage them to attend training in this area.
The literature reviewed for this research, the survey results, and the ensuing discussion combine to underline the need for ministry to older persons to be taken seriously by the Church. As a way of stimulating interest, and equipping clergy and lay pastoral workers, in the area of pastoral care of older persons, this thesis provides the structure of a training programme that it is envisaged will be offered to the Anglican Diocese of Perth.
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Barrett-Lennard, Julie. "Responding pastorally to the ageing population : with a proposed training programme for clergy and lay pastoral workers /." Barrett-Lennard, Julie (2006) Responding pastorally to the ageing population: with a proposed training programme for clergy and lay pastoral workers. Masters by Research thesis, Murdoch University, 2006. http://researchrepository.murdoch.edu.au/204/.
Full textAbstract:
The increased longevity in contemporary western society is impacting on many service and caring organisations in that they are needing to find ways of responding to the increasing number of older persons who need support. The Church is not immune from this as statistics demonstrate that the age demographic within the Church is rapidly changing to include many more older persons. However, evidence is strong that the Church to date has not been as alert as it could have been to the implications of the ageing population, nor has it been awake to the potential available within adult ministry. Therefore scholars and gerontologists are strident in their attempts to wake the Church from its slumber with respect to responding to the ageing population.
The impetus of this research was to determine how alert the Anglican Diocese of Perth is to this rapidly increasing age demographic, and how well equipped its clergy and lay pastoral workers are to respond to the increasing number of older persons both within the Church and within society. To achieve this, a survey was conducted amongst a selection of clergy and lay pastoral workers in the Diocese of Perth. As part of the survey, comments were sought from participants on how important they believed training in ministry to older persons was for them, and what factors would enable and encourage them to attend training in this area.
The literature reviewed for this research, the survey results, and the ensuing discussion combine to underline the need for ministry to older persons to be taken seriously by the Church. As a way of stimulating interest, and equipping clergy and lay pastoral workers, in the area of pastoral care of older persons, this thesis provides the structure of a training programme that it is envisaged will be offered to the Anglican Diocese of Perth.
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Cummins, Phyllis Ann. "Credential attainment by older workers| The role of community colleges and the Dislocated Worker Program in successful employment outcomes." Thesis, Miami University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570337.
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Workers are remaining in the labor force at older ages and despite their desire to work, those without jobs face unprecedented durations of unemployment. Many of the unemployed lack current skills for jobs in demand and need to either upgrade their skills or be trained for a new occupation to become reemployed. An aging workforce combined with concerns about the long-term viability of social welfare programs has increased the importance of identifying strategies to encourage working at older ages. In recent years there has been increased focus on credential attainment through participation in publicly sponsored employment and training programs. While many older workers benefit from participation in publicly sponsored employment programs, they are less likely than their younger counterparts to receive training services.
This mixed methods research used a combination of multivariate regression, binary logistic regression, and key informant interviews to examine outcomes of older workers who participated in a training program through the Workforce Investment Act’s (WIA) Dislocated Worker Program between April 1, 2008 and December 31, 2009 and/or enrolled in credential programs at community colleges. This involved interviews and site visits at 14 community colleges to gain an understanding of the role community colleges play in linking older students to credential or certificate programs and analysis of secondary data to evaluate the benefits of obtaining a credential. Unemployed workers aged 55 to74 were the focus of the quantitative portion of this research.
Attaining a credential through participation in WIA’s Dislocated Worker Program resulted in improved employment and wage changes as compared to those who were not credentialed. Effective strategies for community college involvement in workforce training were identified and include outreach programs for older students, providing advice for specific programs of study, support during the program to ensure completion, job placement services, and continuing education for skill upgrading. Implementation of programs and policies that encourage work at older ages has the potential to improve economic security and reduce the risk of poverty in retirement. Community colleges and public workforce programs play an important role in meeting the education and training needs of an aging and increasingly diverse population.
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Eppenberger, Marius. "Older construction workers : a study of related injuries, underlying causes and estimated costs /." Thesis, [S.l. : s.n.], 2008. http://dk.cput.ac.za/cgi/viewcontent.cgi?article=1033&context=td_cput.
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Rife, John Charles. "Job search discouragement in unemployed older workers : an investigation of the differences in personal, social, and psychological functioning between actively searching and discouraged unemployed older workers who wish to work /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1391696299.
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Geldhauser, Holly A. "Income, scheduling flexibility, and diversity policies an experimental investigation of recruiting older workers /." Connect to this title online, 2007. http://etd.lib.clemson.edu/documents/1181668141/.
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Noack, Carl Martin Gunter [Verfasser]. "Age Climate : age stereotypes in organizations and older workers / Carl Martin Gunter Noack." Bremen : IRC-Library, Information Resource Center der Jacobs University Bremen, 2009. http://d-nb.info/1034994816/34.
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