Abstract
The notion of the “older worker” is frequently used in the organizational literature, in organizational practice, and in society, but so far, no research has investigated why people consider someone to be an older worker at a certain age. In the qualitative part of this study, we examined potential reasons for considering workers to be “older” at a certain age. In the quantitative part of this study, we investigated demographic characteristics (i.e., age, sex, education), job characteristics (i.e., job level, typical age in a job), and beliefs (i.e., perceived remaining time at work, motivation to continue working after retirement, positive and negative age stereotypes) as predictors of people’s conceptions of “older worker age”.” Data were provided by 269 employees from various jobs and organizations. The mean age at which participants considered someone to be an “older worker” was approximately 55 years. The most frequently stated reasons for considering workers to be “older” at a certain age were retirement age and age-related decline. Results of a regression analysis showed that participants’ age, sex, and perceived remaining time predicted “older worker age”. These findings provide first insights into the psychological construction of the “older worker”.
Reference80 articles.
1. Bengtson, V.L., Gans, D., Putney, N.M., and Silverstein, M. (2009). Handbook of Theories of Aging, Springer.
2. Birren, J.E., and Schaie, K.W. (2006). Handbook of the Psychology of Aging, Elsevier. [6th ed.].
3. Hedge, J.W., and Borman, W.C. (2012). The Oxford Handbook of Work and Aging, Oxford University Press.
4. The measurement of age, age structuring, and the life course;Settersten;Annu. Rev. Sociol.,1997
5. Parry, E., and McCarthy, J. (2017). The Palgrave Handbook of Age Diversity and Work, Palgrave Macmillan.
Cited by
6 articles.
订阅此论文施引文献
订阅此论文施引文献，注册后可以免费订阅5篇论文的施引文献，订阅后可以查看论文全部施引文献