OLDER WORKER'S ADAPTATION TO A CHANGING WORKPLACE: EMPLOYMENT ISSUES FOR THE 21st CENTURY

Abstract

The extent to which older workers leave their jobs rather than adapt to workplace changes has a large impact on the organizations they work for, on government programs (especially Social Security) and on the older workers themselves. A conceptualization of the work adaptation process begins by recognizing that older employees have needs, values, and interests that must be met by their jobs in order for them to choose to remain employed and adapt to changes in the workplace. Simultaneously, a job has knowledge, skill, and ability requirements that must be met by the older employee in order for an employer to choose to retain the employee. As a job changes, the individual - job fit is also likely to change, with the result often being that the employee is required to adapt. A review of the literature shows that there are a variety of factors at the individual, organizational, and environmental levels that impact an older worker's choice and ability to adjust to workplace changes . These factors include , for example , the maintenance of training throughout a career, personnel policies toward older workers, and age discrimination. This article provides a review of the literature describing the conceptual framework and major factors at the individual and organizational levels found to affect older workers' abilities and choices to adapt to workplace changes.