The Palgrave Handbook of Age Diversity and Work.
- 1st ed.
- 1 online resource (769 pages)
Intro -- Acknowledgements -- Contents -- About the Editors -- Notes on Contributors -- List of Figures -- List of Tables -- 1: Introduction -- The Structure of the Handbook -- Part 1: Perspectives on Age, Ageing, and Age Diversity -- Part 2: Older Workers -- Part 3: Younger Workers -- Part 4: Ageist Attitudes -- Part 5: Age Diversity in Different Contexts -- Part 6: Managing an Age-Diverse Workforce -- References -- Part I: Perspectives on Age, Ageing, and Age Diversity -- 2: What Is Old at Work? Moving Past Chronological Age -- Why Is Age Important to Study? -- Ageing Is a Global Issue -- Theories of Age -- Biological and Stress Theories -- Stochastic Theories of Ageing -- Programmed Theories -- Biodemography and Biopsychosocial -- Theories of Cognition -- Gerontological and Psychological Theories of Age -- Lifespan Development Perspective of Ageing -- Selective Optimisation with Compensation Theory -- Sociological and Social Theories -- Socioemotional Selectivity Theory -- Convoy Model of Social Relations -- Measures of Age -- Alternative Age Measures to Chronological Age -- Biological Age -- Functional Age -- Social Age -- Subjective Age -- Physical Age -- Work-Based Age Measures -- Person/Context-Based Age -- Prism of Age, Age Matrix, and Age Cube of Work -- Navigating the Maze of Alternative Age Measures -- Emerging Conceptualisations of Ageing and Alternative Age Measures -- Multidimensional Subjective Age -- The Aging Perceptions Questionnaire -- Awareness of Ageing -- Successful Ageing -- Conclusion and Future Directions -- References -- 3: Towards an Identity-Based Approach for Examining Age in the Workplace: Perspectives and Implications -- Introduction -- Age Components -- Identity -- Labels -- Influence of Stereotypes -- Summary -- Practical Implications for the Workforce -- Implications for Future Research -- Conclusion -- References. 4: An Integrative Psychological Perspective on (Successful) Ageing at Work -- Introduction -- Conceptualizing Successful Ageing and Active Ageing at Work -- Psychological Theories on (Successful) Ageing at Work -- HR Policies Facilitating Successful Ageing in the Workplace -- An Integrative Perspective -- Conclusions and Recommendations -- References -- 5: Age, Generations, and the Labour Market -- Introduction -- Older Worker Economic Activity Rates, 1951-2014 -- Age and Employment in the 1990 and 2008 Recessions -- Where Do We Go from Here? -- What Are the Prospects for Increasing Economic Activity Rates Among Older Individuals? -- Removal of Default Retirement Age (DRA) and Generational Conflict -- Conclusions -- References -- 6: From Age Diversity to Embedded Ageing: Exploring and Addressing Aged Assumptions in Organisational Practices -- From Age and Employment to the Organisation of Ageing -- Ageing as Biological -- Ageing as Socioculturally Constructed -- Towards an Embedded Ageing -- Exploring Embedded Ageing in Organisational Practice -- Conclusion: Beware of the 'Age Traps' -- References -- 7: Promoting Workability for Our Ageing Population -- Increase in Older Adults in Workplaces -- Advantages of Employing Older Workers -- Advantages of Employment for Older Workers/Well-Being -- Health Issues Associated with Ageing in the Workplace: The Physical and Biological Influences of Ageing on an Individual's Ability and Performance at Work -- Specific Health Considerations -- Physical Fitness and Work, Including Cardiovascular and Musculoskeletal Considerations -- Sensory Deficits: Hearing and Vision -- Cognitive Changes with Ageing -- Hours of Work and Shift Work -- Accidents -- Overcoming Prejudice and Other Social Issues Associated with Ageing in the Workplace -- Age-Attuning the Workplace -- Health -- Lifestyle -- Attitudes Towards Work. Training -- Work Ability Index -- Workplace Adjustments -- Conclusion -- References -- Part II: Older Workers -- 8: Healthy Ageing and Well-Being at Work -- Introduction -- Conceptualisation of Healthy Ageing -- Outcomes of Healthy Ageing in the Workplace -- Explanatory Mechanisms of Age Effects on Health and Well-Being -- Facilitating and Constraining Factors of Achieving Healthy Ageing at Work -- Selective Optimisation with Compensation Model -- Activity Theory -- Conservation of Resources Theory -- Continuity Theory -- Other Research -- Future Research Agenda -- Conclusion and Implications -- References -- 9: Innovative Pathways to Meaningful Work: Older Adults as Volunteers and Self-Employed Entrepreneurs -- Introduction -- Perspectives of Productive Aging -- The Encore Stage of Life: A Time for Purpose and Meaning -- The Pursuit of Meaning, Purpose, and Fulfillment -- Older Adults' Participation in Productive Activities -- Volunteering as a Productive Activity -- Self-Employment as a Productive Activity -- Approach to Data Analysis -- Extent of Participation in Volunteering and Self-Employment -- Trends in Volunteering -- Trends in Paid Work: Being an Employee and Being Self-Employed -- Antecedent Factors Associated with Volunteering and Self-Employment -- Prior Experience with Selected Productive Roles -- Personal and Family Characteristics -- Benefits Associated with Volunteering and Self-Employment -- Benefits Associated with Volunteerism -- Benefits Associated with Self-Employment -- Discussion and Conclusion -- References -- 10: Bridge Employment: Transitions from Career Employment to Retirement and Beyond -- Introduction -- Bridge Employment: Types, Conceptualisation, and Characterisation -- Antecedents and Consequences of Bridge Employment -- A New Look at Bridge Employment: Bridge Workers as Job Crafters -- Conclusions -- References. 11: Understanding Retirement Processes: The Role of Life Histories -- Introduction -- Relevance of Focusing on Life Histories and Retirement -- This Chapter -- Changing Life Courses -- Changing Working Lives -- Changing Family Lives -- Life Histories and Retirement: Theoretical Starting Points -- Linking Mechanisms -- Retirement Decision-Making -- Life Histories and Retirement: Empirical Findings -- Work Histories and Retirement Timing -- Family Histories and Retirement Timing -- Life Histories and Subjective Processes Surrounding Retirement -- Conclusion and Discussion -- Future Directions -- Implications -- Notes -- References -- 12: Interventions in Life and Retirement Planning -- What is Life Planning? -- The Origination of Life Planning -- The Increasing Complexity of Life Trajectories -- The Development of Life Planning -- How Do People Plan? -- Does Life Planning Work? -- What is Effective Life Planning? -- What Is Facilitated Learning? -- What Is the Role of the Employer in Supporting Life Planning with Employees? -- What Models Are Effective in Enabling Life Planning? -- William Bridges (Bridges 2009) Three Phase-Model of Change -- An Ending Phase -- A Neutral Zone -- A Beginning Phase -- Transition Curve Model-Coleman (In Coleman and Chiva (1992) -- Managing Change Model (Coleman and Chiva 1992) -- The Integrative Life Planning Theory (Hansen 1997) -- Six Steps to Successful Life Planning (Chiva 2011) -- Summary of Six-Step Life Planning Model -- Pathways into Retirement -- Benefits of Life Planning -- Some Factors Impacting on the Provision of Life and Retirement Planning -- Current Trends in Work and Retirement -- Conclusions -- References -- Part III: Younger Workers -- 13: Millennials in Canada: Young Workers in a Challenging Labour Market -- Introduction -- Millennials: Today's Young Workers. Millennials' Work Values, Attitudes, and Career Expectations -- Labour Market Challenges and Opportunities Facing Millennials -- Future Prospects and Prescriptions -- Conclusion -- References -- 14: Tripartite Responses to Young Workers and Precarious Employment in the European Union -- Introduction -- The 'Young Worker' and Impact of Unemployment and Precarious Work -- State Responses -- Union Responses -- Employer Responses -- Evaluating Outcomes of Youth Employment Policies -- Conclusion -- References -- 15: Young Workers in Europe: Perceptions and Discourses on the Labour Market -- Introduction -- European Young Workers: An Outlook -- Young Workers and Their Discourses -- The Labour Market and Human Resource Management (HRM) Policies -- Skills and Employability -- Life Projects and Frustration -- Europe -- Pessimism -- Conclusion -- References -- Part IV: Ageist Attitudes -- 16: Ageist Attitudes -- The Nature of Attitudes -- The Nature of Ageist Attitudes -- Ageist Attitudes in the Workplace -- Stereotypes -- Affective and Behavioural Attitudes -- Measuring Ageist Attitudes -- Influential Factors -- Individual Factors -- Organisational Factors -- Discussion and Future Directions -- References -- 17: Millennials, Media, and Research: Ageism and the Younger Worker -- Millennials, Media, and Research: Ageism and the Younger Worker -- Ageism and the Law in the USA -- Federal Laws -- State Laws -- Ageism Laws Around the World -- Stereotypes -- Age Stereotypes -- Changing Stereotypes -- Generational Research -- Generation Z -- Millennials/Generation Y -- Popular Opinion and Millennials -- Ageism Towards Millennials in the Workplace -- Conclusion -- References -- 18: Age Discrimination at Work -- Age Discrimination at Work -- Stereotyping Versus Discrimination -- Age Categories and Workplace Stereotyping and Discrimination. Theoretical Mechanisms for Age Stereotyping and Age Discrimination.