One threat, two paths: A social identity model of age discrimination's asymmetric impact on older workers' knowledge seeking and sharing

Age discrimination in the workplace: The more things change ….

Do State Laws Protecting Older Workers from Discrimination Reduce Age Discrimination in Hiring? Experimental (and Nonexperimental) Evidence

Do State Laws Protecting Older Workers from Discrimination Laws Reduce Age Discrimination in Hiring? Experimental (and Nonexperimental) Evidence

The growing age diversity in organizations in most industrialized economies provides opportunities to motivate both older and younger workers by enabling them to benefit from each other through knowledge transfer. In this study, we integrate self-determination theory with socioemotional selectivity theory to argue that the alignment between workers' age and their roles in knowledge transfer can generate motivational benefits for them. More specifically, we argue that receiving knowledge from coworkers (i.e., actor knowledge receiving) is more closely aligned with younger workers' goal priorities, whereas having coworkers receive one's knowledge (i.e., partner knowledge receiving) is more closely aligned with older workers' goal priorities. We expect that these motivational benefits manifest in younger and older workers' need fulfillment at work, which can shape their subsequent intention to remain with the organization. We used an actor-partner interdependence model to test our hypotheses with time-lagged data from a sample of 173 age-diverse coworker dyads and found support for most of our hypotheses. The age-specific motivational perspective that we adopt has implications for self-determination theory and research on knowledge transfer and mentoring. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Due to the aging workforce, older workers, especially in the healthcare industry, must remain employable. However, older healthcare workers may face age discrimination that can limit their employability chances. In this study, we examined (a) the causal direction of the relationship between age discrimination and internal employability and (b) differences between age groups (young (≤30), middle-aged (31–44), and older (≥45) healthcare workers) in this relationship. Based on the Selection Optimization Compensation theory, we postulated that (i,ii) internal employability and age discrimination are inversely negatively related to one another over time and that (ii–iv) this relationship would be strongest for older employees compared to other age groups. We conducted a two-wave complete panel study among 1478 healthcare professionals to test these hypotheses. The results of our multi-group structural equation modeling analyses suggested that internal employability is a significant negative predictor of age discrimination. Moreover, results suggested that internal employability and age discrimination have a reciprocal relationship among older workers but are unrelated for younger and middle-aged workers. Theoretical and practical implications of our results are discussed.

It is now generally recognized that the structure of the populations in countries around the world will continue to change. Trends clearly indicate that, as life expectancy continues to grow and fertility rates continue to drop in many countries, there will continue to be an overall growth in the ageing and elderly population. In particular, this population increase has and will continue to profoundly affect industrialized countries. The growth in this demographic segment of the population has raised primarily economic concerns, though increasingly there is also recognition of the social and legal dimensions that need to be considered. Underlying these concerns is the question how the varied needs of this segment of the population can be met in a manner that is equitable to all segments of the population.

PurposeDemographic changes involving a worldwide ageing population and later retirements produce a gradual ageing of the workforce and major concerns about how ageing may influence the workplace. This paper aims to provide evidence relating to older workers in healthcare settings in Australia.Design/methodology/approachUsing a secondary quantitative dataset, the authors sub-sampled a group of workers in the healthcare sector. We used linear regression arrangement with hypotheses focused on the assessment of the significance of interaction or moderation effects relating to job characteristics and age on employee satisfaction.FindingsThe authors note that older workers' job satisfaction is negatively influenced by poor perceptions of job security and autonomy in how their work is carried out. Ensuring that older workers stay in the healthcare workforce is imperative as the work force ages. This paper shows that managing their job security and offering them work autonomy enhance their job satisfaction.Research limitations/implicationsThe use of a secondary and cross-sectional dataset has some limitations relating to endogeneity, although these have been managed and assessed. The paper is based on a representative sample of Australian workers, and is thus generalisable within the Australian context, and will be informative elsewhere.Practical implicationsThe focus on elements of flexibility for older workers (enhanced autonomy) and clearer job security elements is of practical relevance in the management of older workers.Social implicationsAs the overall population ages, supporting older workers in their careers will be of increasing importance. In sectors with a disproportionate share of older workers, like health care, this imperative will come sooner, and the benefits of getting arrangements right be will higher.Originality/valueNo other paper has explored these specific relationships empirically that the authors are aware of. This work is original in terms of its assessment of questions of what second-order effects exist in predicting employee satisfaction among older workers.

Workplace age discrimination research is proliferating, but researchers lack a valid measure with which to capture targets’ discriminatory experiences. We developed a measure of perceived workplace age discrimination that assesses overt and covert forms of discrimination and then compared older, middle-aged, and younger workers’ experiences. In Study 1, we developed the Workplace Age Discrimination Scale (WADS) based on older workers’ experiences using a deductive approach, a qualitative study, and two quantitative surveys. In Study 2, we validated the measure among young employees using a qualitative and two quantitative surveys. In Study 3, we tested the WADS among middle-aged workers and tested models of invariance between age groups. Participants frequently endorsed covert discriminatory experiences, which the WADS reflects. The WADS contains convergent and discriminant validity, high reliability, and a unidimensional structure across age groups. It demonstrates criterion-related validity among older and younger workers but not middle-aged workers, given their low experiences of age discrimination. Age discrimination frequency follows a U-shaped pattern across age groups. Researchers can use the WADS to identify long-term outcomes of age discrimination and to further compare workers’ discriminatory experiences. Practitioners and policymakers can use the measure to develop interventions to ameliorate workplace age discrimination and inform policymaking. The WADS is the first validated measure of targets’ perspectives of workplace age discrimination. Our results challenge assumptions that only older workers experience age discrimination (younger workers’ means were highest) and that age discrimination is usually overt in nature (it is often covert).

The proportion of older workers in the construction workforce is increasing rapidly, due to an aging population globally. While the presence of older workers offers many benefits, they are deemed to pose added occupational health and safety (OHS) challenges. Understanding age-related OHS risks is essential to initiate appropriate interventions. Construction workers’ compensation data collected by Safe Work Australia from 2008 to 2019 was analyzed using three-way chi-square technique to investigate the influence of age on OHS performance, with consideration of moderating factors such as gender, organizational size, occupation, incident mechanism, and nature of injury or illness. Findings suggest that older (aged≥55) and aging (aged 45–54) construction workers are more vulnerable overall to fatalities and permanent incapacities. Organizational size has a statistically significant influence on the relationship between age and incident frequency and severity, with the greatest number of fatalities among older workers in micro-sized organizations. Gender has a statistically significant influence on the relationship, with older female workers recording zero fatalities. Similarly, permanent incapacities increase with age among male workers whilst it decreases among females. There is a noticeable increase in fatalities and permanent incapacities among older workers in four occupations: carpenter and joiners, plumbers, electricians, and construction laborers. Regarding incident mechanisms, exposure to chemicals and substances caused the greatest number of fatalities among older workers, followed by falls and then vehicle incidents. Exposure to loud sound and pressure is associated with the greatest number of permanent incapacities. Occupational respiratory diseases, circulatory diseases, and cancer are associated more with fatalities among older workers than injuries. Nervous system and sense organ diseases caused the highest number of permanent incapacities. These insights can inform construction organizations and policymakers about aspects for implementing purposeful preventive measures to safeguard the aging workforce.

Worldwide ageing and thus, workforce ageing, is a concern for both developed and developing nations. The aim of the current research was to determine, through a systematic literature review, the effects of age in three dimensions that are often used to define or assess productivity at work. PICO framework was used to generate search strategies, inclusion criteria and terms. Scopus and PubMed databases were used. Peer-reviewed journal papers written in English and published (or in press) between January 2014 and December 2018 were included. After filtering through inclusion criteria, 74 papers were included in the review. Considering productivity, 41%of the findings showed no differences between younger and older workers, 31%report better productivity of younger workers and 28%reported that older workers had better productivity than younger workers. Performance was better in older workers (58%), presenteeism generally showed no significant differences between age groups (61%). Absenteeism was the only outcome where younger workers outperformed older workers (43%). Overall, there was no difference in productivity between older and younger workers. Older workers performed better than younger workers, but had more absenteeism, while presenteeism showed no differences. As ageing has come to workplaces, holistic approaches addressing total health are suggested to overcome the worldwide workforce ageing phenomenon.

PurposeThe purpose of this paper is to explore ageing trends and age stereotypes about older workers, focusing primarily on the Italian employment context.Design/methodology/approachBeginning from a review of the literature on ageing, the paper: outlines ageing trends and discriminatory behaviours against older workers in Italy; identifies patterns in the age discrimination phenomenon based on organisational characteristics; describes training‐based good practices for enhancing the employability of older workers, as implemented by an Italian energy company; presents a range of best practices for age management.FindingsDespite trends towards an ageing general population and an ageing workforce, there is overwhelming evidence of age discrimination against older workers. This paper reports that the age at which workers may be considered “old” is not clearly defined in the literature and that age discrimination does not follow the same pattern across work contexts. In particular, both organisational characteristics and the particular position held by the employee influence discriminatory behaviour towards older workers on the part of employers. Furthermore, although older workers enjoy fewer training opportunities, training is the most widespread policy for dealing with age discrimination.Practical implicationsThis paper points up important implications for human resource professionals and employers with regard to how to optimize an ageing workforce scenario.Originality/valueThe paper provides an in‐depth overview of ageing trends within Italian society and culture and outlines the possible implications for both older workers and organisations.

This study examines recent trends and patterns in fall fatalities in the U.S. construction industry to determine whether fatal falls among older workers are different from younger workers in this industry. Falls are the leading cause of fatalities in the U.S. construction industry. Given the increasingly aging workforce in construction, it is important to assess the risk of falls among older construction workers. Fatality data were obtained from the Census of Fatal Occupational Injuries for the years 1992 through 2008. Denominators for death rates were estimated from the Current Population Survey. Stratified and multivariate analyses were performed to examine whether there are differences in fatal falls between older workers (> or = 55 years) and younger workers (16-54 years). Fatal falls in nonconstruction industries were excluded from this study. Older workers had higher rates of fatal falls than younger workers; results were significant in 11 of 14 construction occupations. Regression analysis indicated that older decedents had a higher likelihood that work-related death was caused by a fall, after controlling for major demographic and employment factors (odds ratio = 1.50, confidence interval [1.30, 1.72]). Falls from roofs accounted for one third of construction fatal falls, but falls from ladders caused a larger proportion of deadly falls in older decedents than in younger decedents. Older workers have a higher likelihood of dying from a fall. Roofs and ladders are particularly risky for older construction workers. As the construction workforce ages, there is an urgent need to enhance fall prevention efforts, provide work accommodations, and match work capabilities to job duties.

Older Australians and other older workers around the western world are being encouraged to re-enter the workforce and work later into their lives. As the workforce ages, organisations will need to develop strategies to encourage commitment and engagement of their older workers. Mentoring is a proven learning and development intervention that can be utilised to achieve this strategic objective. Mentoring is an interpersonal relationship between a more experienced individual (the mentor) and a less experienced one (the mentee). Older workers may need mentoring to enhance their learning and development. Mentoring practice, however, is synonymous with older workers mentoring younger ones. Thus, older workers as mentees may be viewed as a dysfunctional relationship. In addition, age discrimination pervasive in today’s contemporary organisations presents hidden inequalities that face older workers requiring mentoring. Focusing on Australia but with a wider international application, this chapter explores obstacles to older workers participating in mentoring relationships. Challenges presented by age discrimination which results in negative stereotypes, including societal norms, implications of matching mentoring pairs and generational differences are explored. The chapter concludes with theoretical and practical implications and recommendations. As the workforce continues to age, mentoring the older worker is a timely issue that needs urgent attention and intervention.

Introduction As concerns grow that a thinning labor force due to retirement will lead to worker shortages, it becomes critical to support positive employment outcomes of groups who have been underutilized, specifically older workers and workers with disabilities. Better understanding perceived age and disability discrimination and their intersection can help rehabilitation specialists and employers address challenges expected as a result of the evolving workforce. Methods Using U.S. Equal Employment Opportunity Commission Integrated Mission System data, we investigate the nature of employment discrimination charges that cite the Americans with Disabilities Act or Age Discrimination in Employment Act individually or jointly. We focus on trends in joint filings over time and across categories of age, types of disabilities, and alleged discriminatory behavior. Results We find that employment discrimination claims that originate from older or disabled workers are concentrated within a subset of issues that include reasonable accommodation, retaliation, and termination. Age-related disabilities are more frequently referenced in joint cases than in the overall pool of ADA filings, while the psychiatric disorders are less often referenced in joint cases. When examining charges made by those protected under both the ADA and ADEA, results from a logit model indicate that in comparison to charges filed under the ADA alone, jointly-filed ADA/ADEA charges are more likely to be filed by older individuals, by those who perceive discrimination in hiring and termination, and to originate from within the smallest firms. Conclusion In light of these findings, rehabilitation and workplace practices to maximize the hiring and retention of older workers and those with disabilities are discussed.

This research conducted in an Australian public sector organisation aimed to identify the main factors that predict work ability for employees. According to Ilmarinen's (1999) model of work ability, an individual's work ability is influenced by their general health, attitudes, values and motivation interacting with workplace and other environmental demands. However what is unknown is the influence of value incongruence (i.e. the lack of fit between individual and organisational values), particularly when that incongruence results in age discrimination. This is important in an Australian context where youth and symbols of youth are over-valued in business environments and where older workers themselves perceive age discrimination as the single most important cause of early exit from the labour force. 109 participants completed a survey about work ability. Differences between work ability and health were not found between older and younger workers suggesting that strategies for improving work ability could be targeted at all employees rather than just older employees. However there were significant differences found between older and younger workers on reasons that would influence employees to stay longer in the organisation. Older workers tended to be more influenced by the provision of less demanding work, and positive attitudes towards older workers. Younger workers tended to be more influenced by opportunities to be employed in another section of the organisation, skills training opportunities and career advancement opportunities. Results from hierarchical regression analyses suggested that good physical and mental health, and low occupational stress related to workplace culture were significant predictors of increased work ability. Results also suggested that occupational stress is likely to decrease with: high work ability and work satisfaction; and high value congruence. Implications for wellbeing programs to include the development of targeted organisational values are discussed.