Does age matter?

Author:

Yearta Shawn K.,Warr Peter

Abstract

Presents evidence in support of other findings to show that older employees are, on average, as effective as younger employees, but prejudice against older applicants and staff is common. It is sometimes suggested that age and performance are found to be unrelated because of selective staff turnover; that perhaps less effective older employees leave the company soon after they start. In a study in a sales organization, it was shown that age and performance were completely uncorrelated in a group of current employees, and that this pattern existed since employees′ early days with the company. Suggestions are made for organizational policy and procedure improvements in this area.

Publisher

Emerald

Subject

Business, Management and Accounting (miscellaneous),Organizational Behavior and Human Resource Management,Business, Management and Accounting (miscellaneous),Organizational Behavior and Human Resource Management

Reference13 articles.

1. 1. Warr, P. and Pennington, J., “Views about age discrimination and older workers”, Age and Employment: Policies, Attitudes and Practice, IPM, London, 1993, pp. 77‐94.

2. 2. Employment Department Group, Getting on: The Benefits of an Older Workforce, HMSO , London, 1994.

3. 3. Moore, J., Tilson, B. and Whitting, G., An International Overview of Employment Policies and Practices towards Older Workers, ECOTEC Research and Consulting Ltd, London, 1994.

4. 4. Bird, C.P. and Fisher, T.D., “Thirty years later: attitudes towards the employment of older workers”, Journal of Applied Psychology, Vol. 71, 1986, pp. 515‐17.

5. 5. Ellison, R., “British labour force projections: 1994 to 2006”, Employment Gazette, Vol. 102, 1994, pp. 111‐21.

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