Gotowe bibliografie tematyczne / Older workers

Gotowa bibliografia na temat „Older workers”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 25 maja 2024

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Artykuły w czasopismach na temat "Older workers"

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MacRae, Nancy. "Older Workers". Work 2, nr 1 (1991): 7–9. http://dx.doi.org/10.3233/wor-1991-2102.

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Johnson, Julia. "Older Workers". Ageing and Society 15, nr 3 (wrzesień 1995): 417–22. http://dx.doi.org/10.1017/s0144686x00002646.

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DeMicco, Frederick J., i Robert D. Reid. "Older Workers". Cornell Hotel and Restaurant Administration Quarterly 29, nr 1 (maj 1988): 56–61. http://dx.doi.org/10.1177/001088048802900116.

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Heywood, John S., Uwe Jirjahn i Georgi Tsertsvardze. "Hiring older workers and employing older workers: German evidence". Journal of Population Economics 23, nr 2 (1.10.2008): 595–615. http://dx.doi.org/10.1007/s00148-008-0214-7.

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Nakamura, Takahiro, Motoya Takagi i Shinnosuke Usui. "Changes in Labor Accident Risk with Aging". Journal of Disaster Research 6, nr 2 (1.04.2011): 253–57. http://dx.doi.org/10.20965/jdr.2011.p0253.

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As we age, we change physically and mentally. As society ages, the birthrate decreases and the older worker’s social role increases in importance. The social role of the elderly is, however, threatened by the potential increase in age-related accidents. This research used 34,217 cases to explore and clarify the features of age-related accidents, classified by type, victim age –10 to 30s, 40 to 50s, and those aged 60 and over– and the number of absentee days due to accidents. Our results show that more time is needed for an older worker to return to the job after an accident than for a young worker. The importance of accident prevention for older workers is growing throughout industry. Ensuring such safety improves safety for workers of all ages. Issues involving age-related worker safety thus are related to the safety and well-being of workers of all generation.
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Valentin, Yves, i HeeSun Choi. "Older Workers’ Perception of Exoskeletons and the Impacts on their Retirement Intentions". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 66, nr 1 (wrzesień 2022): 1–5. http://dx.doi.org/10.1177/1071181322661346.

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Advancing worker assistive technology, such as exoskeletons, has been increasingly implemented in broad workplaces due to its potential to improve worker health and safety, as well as retain and increase productivity, especially among workers with limited physical capabilities and older workers. Exoskeletons available at physically demanding workplaces may enable older workers to have a positive outlook and motivation for their jobs, affecting their retirement attitudes. This study examined how industrial exoskeletons impact older workers’ retirement intentions. Results showed that older workers whose jobs involve physical demands are likely to have increased retirement age expectations and intentions to delay their retirements when knowing that exoskeletons are potentially available to assist them with their jobs. The findings suggest that worker assistive technology has the potential to improve older worker retention in the workforce and contribute to older adults’ health, safety, and well-being.
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Brunton, Pat, i Linda Thornton. "Employing older workers". Practical Pre-School 2006, nr 60 (styczeń 2006): 1–2. http://dx.doi.org/10.12968/prps.2006.1.60.39782.

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Goodwin, John, i Henrietta O’Connor. "From young workers to older workers". Belvedere Meridionale 28, nr 1 (2016): 5–21. http://dx.doi.org/10.14232/belv.2016.1.1.

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Lee, Bokwon, Joowoong Park i Jae-Suk Yang. "Do older workers really reduce firm productivity?" Economic and Labour Relations Review 29, nr 4 (22.11.2018): 521–42. http://dx.doi.org/10.1177/1035304618811008.

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In this article, we examine the effect of workforce ageing on company productivity, using an analysis based on Korean firms. We found that an increase in the ratio of workers aged over 50 years to total workers had a negative effect on value added per worker, which was consistent with the findings of most previous studies based on European data. However, the results of the analysis, including various classifications such as size, industry and several financial conditions, revealed that an increase in the ratio of older workers had positive effects on value added per worker in large manufacturing firms under risky or growing conditions. As the productivity of older workers may vary, future research may determine under what conditions – size, industry, region and financial conditions – older workers contribute positively to productivity. Firms with financial troubles or those planning to downsize should be cautious about laying off older workers as an approach to improving organisational performance because these workers contribute positively to productivity under certain conditions. JEL Codes: J24, J54, N3
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Pejrova, Ivana. "Changing the perception of younger workers towards older workers: workers under the age 50 imagine themselves as older ones". Working with Older People 18, nr 3 (2.09.2014): 152–60. http://dx.doi.org/10.1108/wwop-04-2014-0010.

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Purpose – Projections of demographic trends worldwide show that the number of older workers in the workplace is increasing. Older workers possess knowledge which is crucial to company competitiveness. Considering this, companies should make full use of this valuable resource. The purpose of this paper is to determine how current younger workers imagine themselves when they become workers over 50. Design/methodology/approach – Data were gathered via questionnaire survey among workers under 50; statistical analysis methods were used. Findings – Younger workers consider themselves to be a future valuable resource for their company. They are also positive about taking part in training and development as they get older. However, they have rather negative opinion about remaining in the organization beyond the retirement age, even on a part-time basis. Research limitations/implications – The paper relies on questionnaire survey from a relatively small number of respondents (35 workers under 50). Presented survey is part of an ongoing study investigating older workers’ knowledge. Practical implications – Workers over 50 possess knowledge which is necessary to the company's development and success – therefore it is important to start paying interest to older workers and appreciation of their knowledge. Social implications – Current younger workers think positively about their future status as an older worker. This outlook could contribute to an improved quality of life for older workers and socially responsible management practices. Originality/value – Paper supports a positive view of older workers which is based on their knowledge and qualification. There have been limited research studies focusing on older workers’ knowledge and on the connection between human resource management and knowledge management.
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Rozprawy doktorskie na temat "Older workers"

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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. Munnell
This 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.

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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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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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Książki na temat "Older workers"

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Services, Incomes Data, red. Older workers. London: Incomes Data Services, 1996.

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Older workers. Santa Barbara, Calif: ABC-CLIO, 1990.

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Kamimura, Gary. Older workers and elderly workers. Olympia, WA: Washington State Employment Security, Labor Market and Economic Analysis Branch, 1995.

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Collison, Jessica. Older workers survey. Alexandria, VA: Society for Human Resource Management, 2003.

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Society for Human Resource Management (U.S.) i American Association of Retired Persons., red. Older workers survey. Alexandria, Va: SHRM Foundation, 1998.

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ERIC Counseling and Student Services Clearinghouse., red. Older workers in transition. [Greensboro, NC]: ERIC Clearinghouse on Counseling and Student Services, 1995.

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Moseley, James L. Training Older Workers and Learners. New York: John Wiley & Sons, Ltd., 2007.

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Baumann, Isabel. The Plight of Older Workers. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-39754-2.

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Foundation, Joseph Rowntree, red. New policies for older workers. Bristol, UK: Policy Press, 2002.

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O'Leary, Christopher J. Unemployment compensation and older workers. Kalamazoo, Mich: W.E. Upjohn Institute for Employment Research, 2000.

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Części książek na temat "Older workers"

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Bingham, Domini. "Learning and development of older workers". W Older Workforces, 15–34. 1 Edition. | New York : Routledge, 2019.: Routledge, 2019. http://dx.doi.org/10.4324/9781315598789-2.

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Virick, Meghna. "Underemployment and Older Workers". W Underemployment, 81–103. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4419-9413-4_5.

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Charness, Neil, Walter R. Boot i Sara J. Czaja. "Technology and Older Workers". W Encyclopedia of Geropsychology, 1–8. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-287-080-3_15-1.

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McGregor, Judy. "Employment of Older Workers". W Encyclopedia of Geropsychology, 1–6. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-287-080-3_199-1.

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McGregor, Judy. "Employment of Older Workers". W Encyclopedia of Geropsychology, 776–81. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-287-082-7_199.

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Tempest, S., C. Barnatt i C. Coupland. "Grey Power: Older Workers as Older Customers". W The Silver Market Phenomenon, 243–55. Berlin, Heidelberg: Springer Berlin Heidelberg, 2008. http://dx.doi.org/10.1007/978-3-540-75331-5_16.

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Kooij, Dorien T. A. M., i Karina van de Voorde. "Strategic HRM for Older Workers". W Aging Workers and the Employee-Employer Relationship, 57–72. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_4.

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Reis, Lara, Emília Duarte i Francisco Rebelo. "Older Workers and Virtual Environments". W Ergonomics in Design Methods & Techniques, 281–98. Taylor & Francis Group, 6000 Broken Sound Parkway NW, Suite 300, Boca Raton, FL 33487-2742: CRC Press, 2016. http://dx.doi.org/10.1201/9781315367668-19.

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Moreira, Amilcar, Brendan Whelan i Asghar Zaidi. "The Demand for Older Workers". W Ageing, Health and Pensions in Europe, 247–81. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230307346_9.

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Street, Debra, i Áine Ní Léime. "Social Policies for Older Workers". W Life-Course Implications of U.S. Public Policies, 124–36. 1 Edition. | New York City : Routledge Books, 2021. | Series: Society and aging: Routledge, 2021. http://dx.doi.org/10.4324/9781003020912-11.

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Streszczenia konferencji na temat "Older workers"

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Lau, Claudia. "Intention To Hire Older Workers: A Predictive Model". W International Conference on Humanities. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.10.02.3.

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Dantas, Carina, Willeke van Staalduinen, Natalia Machado, Ana Jegundo i Flávia Rodrigues. "Older workers, technology and the balance of power". W PETRA '19: The 12th PErvasive Technologies Related to Assistive Environments Conference. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3316782.3322770.

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Richard, Marie-Christine, i Marie-José Durand. "356 Workers age 55 and older working with pain". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.115.

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Durakova, Irina, i Ekaterina Mayer. "Assessment of the older workers’ potential in the “digitalization” world". W PROCEEDINGS OF THE 1ST INTERNATIONAL CONFERENCE ON FRONTIER OF DIGITAL TECHNOLOGY TOWARDS A SUSTAINABLE SOCIETY. AIP Publishing, 2023. http://dx.doi.org/10.1063/5.0135814.

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Cocca, Paola, Filippo Marciano, Cleo Varianou-Mikellidou i Elena Stefana. "Have Older Workers Been Overlooked by Health and Safety Standards?" W 33rd European Safety and Reliability Conference. Singapore: Research Publishing Services, 2023. http://dx.doi.org/10.3850/978-981-18-8071-1_p512-cd.

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Schmitt, Eric. "Improving Working Abilities, Achievement Motivation, And Active Ageing In Older Workers". W 8th International Conference on Education and Educational Psychology. Cognitive-crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.10.80.

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Duffy, Jeanne F., Wei Wang, Audra S. Murphy, Cheryl M. Isherwood, Evan D. Chinoy, Jee Hyun Kim i Min Ju Kim. "1617c Circadian and sleep homeostatic intervention strategies for older shift workers". W 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.102.

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Durakova, Irina, i Dmitry Endovitsky. "Older Workers and the Supply and Demand for Digital Technology Jobs". W Computer Science and Information Technologies 2023. Institute for Informatics and Automation Problems, 2023. http://dx.doi.org/10.51408/csit2023_62.

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Karginova-Gubinova, V. V. "Typology Of The Third Age Individuals And Increasing Employment Of Older Workers". W GCPMED 2018 - International Scientific Conference "Global Challenges and Prospects of the Modern Economic Development. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.03.69.

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Kocsis, Otilia, Konstantinos Moustakas, Nikos Fakotakis, Hermie J. Hermens, Miriam Cabrita, Tom Ziemke i Rita Kovordanyi. "Conceptual architecture of a multi-dimensional modeling framework for older office workers". W PETRA '19: The 12th PErvasive Technologies Related to Assistive Environments Conference. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3316782.3322768.

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Raporty organizacyjne na temat "Older workers"

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O'Leary, Christopher J., i Stephen A. Wandner. Unemployment Compensation and Older Workers. W.E. Upjohn Institute, styczeń 2000. http://dx.doi.org/10.17848/wp00-61.

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Anderson, G. Oscar. Underemployment in Midlife and Older Workers. AARP, styczeń 2020. http://dx.doi.org/10.26419/res.00344.001.

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Mitchell, Olivia, i Rebecca Luzadis. Firm-Level Policy Toward Older Workers. Cambridge, MA: National Bureau of Economic Research, marzec 1985. http://dx.doi.org/10.3386/w1579.

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Park, Donghyun, i Kwanho Shin. Technology and Wage Share of Older Workers. Asian Development Bank, maj 2023. http://dx.doi.org/10.22617/wps230088-2.

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This paper examines the impact of technological change on the wage share of older workers, using data from 30 countries experiencing population aging. It finds that recent technological developments centered on information and communication technology, software, and robots do not adversely affect older workers. This suggests that older workers may be more open to learning and adopting new technologies than widely presumed.
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Munnell, Alicia, Geoffrey Sanzenbacher i Abigail Walters. How do Older Workers use Nontraditional Jobs? Cambridge, MA: National Bureau of Economic Research, październik 2019. http://dx.doi.org/10.3386/w26379.

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Choi-Allum, Lona. Older Workers Employ a Growth Mindset: Infographic. Washington, DC: AARP Research, luty 2023. http://dx.doi.org/10.26419/res.00554.013.

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Schramm, Jennifer, i Carlos Figueiredo. US Small Business Employment and Older Workers. Washington, DC: AARP Public Policy Institute, kwiecień 2023. http://dx.doi.org/10.26419/ppi.00190.001.

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Ee, Sharifah Rose. Empowering older workers amid an ageing workforce. Redaktorzy Shahirah Hamid i Reece Hooker. Monash University, wrzesień 2023. http://dx.doi.org/10.54377/1daa-9d5c.

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Falba, Tracy, William Gallo i Jody Sindelar. Work Expectations, Realizations, and Depression in Older Workers. Cambridge, MA: National Bureau of Economic Research, październik 2008. http://dx.doi.org/10.3386/w14435.

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Bartel, Ann, i Nachum Sicherman. Technological Change and the Careers of Older Workers. Cambridge, MA: National Bureau of Economic Research, wrzesień 1990. http://dx.doi.org/10.3386/w3433.

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