Age Employment Research Articles

FACTORS OF GENDER PAY GAP IN THE HIGHEST WAGES OF EMPLOYEES IN THE SLOVAK REPUBLIC

The article contains the results of empirical analysis of data on one percent of employees with the highest salaries in the Slovak Republic in 2020. The starting point for the analysis there is 11,570 anonymized individual values of average gross monthly wage and also personal data of the employees whose wage exceeded the 99th percentile of the sample survey The Informational System on Labour Costs, implemented in the Slovak Republic since 1992 by the company Trexima Bratislava. The aim of the article is to assess the gender pay gap for the best-earning men and women and assess the significance of the impact of selected factors that contribute it. Given the availability of data the monitored factors of the gender pay gap there are education, region of residence, the type of occupation, and the categorized age of employees. To achieve the objective, selected quantitative methods were used, namely methods of descriptive statistics and statistical inference, as goodness-of-fit tests, chi-squared tests of independence and machine learning methods, as normalized Shannon entropy and regression decision tree models. The results of analyses by these methods have been preferably presented in a graphical form. Based on the application of the above methods the significant wage differences by gender at the highest wages (over the 99th percentile of the sample) and significant impact of monitored factors has been confirmed not only on the gender pay gap, but also on the structure of their employment. The results of the analyses lead to the conclusion that the significant wage differences by gender at the highest wages are caused precisely by unequal representation of men and women on the different levels of the monitored factors. The obtained results are partially compared with the results of a similar analysis based on data from 2010 (Pacáková et al., 2012).

Faktor-Faktor yang Mempengaruhi Perkembangan UMKM di Kota Banda Aceh

Micro, small and medium enterprises (MSMEs) play an important and strategic role and play a key role in terms of employment, poverty alleviation and economic growth in the region. In Banda Aceh, the existence of MSMEs is very important as a means of livelihood for the community. SMEs have become an alternative provider of employment opportunities in Banda Aceh City, especially as unemployment numbers are rising in Banda Aceh City after oil and gas depletion and slow industrial growth. The survey included a sample of 100 of his MSME entrepreneurs spread across Banda Aceh. Each subdistrict was selected by MSME entrepreneurs using a targeted sampling method. Depiction of MSME performance situation was descriptively analyzed by describing various aspects such as MSME development, MSME age, and number of employees.

Effect of Work–Family Conflict on Three-Child Fertility Intention of Working Women of Reproductive Age under the Background of Active Reproductive Support: The Moderating and Mediating Effects of Anxiety Disorders and Life Stress

The declining fertility rate has become an important social problem. The main purpose of this study was to investigate the potential relationship between work–family conflict (WFC), life stress (LS), generalized anxiety disorders (GAD) and three-child fertility intention (FI) in working women of reproductive age. The data comes from the survey of the 2021 China Family Health Index Survey. The Mplus8.3 software was used to analyze the selected cases of 1103 female workers of childbearing age between 19 and 35 years old, and they all answered the relevant questions about the willingness to have three children. The results showed that work–family conflict had a significant negative impact on three-child fertility intention of working women of reproductive age (β = −0.188, p < 0.001), The mediating effect found that anxiety disorder had a significant mediating effect between work–family conflict and three-child fertility intention of working women of childbearing age. In addition, the effect between work–family conflict and the three-child fertility intention of working women of reproductive age can be mediated through the chain-mediated effect of Life stress and anxiety disorders. At the same time, the regulating effect also found that life stress can effectively regulate the effect of work–family conflict on anxiety disorders. Therefore, it is necessary to alleviate the conflict between work and family to a certain extent, including employers giving women more understanding and care and reducing gender discrimination. In addition, relatives should also provide substantial labor support in family life. They can also rely on the community to establish childcare services, improve student night care services, and reduce the time cost of female education. Thereby alleviating the life stress and anxiety of female employees of childbearing age and improving their willingness to bear children.

New Work Poses New Challenges-The Importance of Work Design Competencies Revealed in Cluster Analysis.

The continuous transformation process in the world of work, intensified by the COVID-19 pandemic, is giving employees more scope to shape their own work. This scope can be experienced as a burden or as a resource for employees. Work design competencies (WDC) describe employees' experience of their scope for design. Our study draws on existing datasets based on two Germany-wide studies. We used hierarchical cluster analyses to examine patterns between WDC, the age of employees (range: 18-71 years), the amount of weekly work time working from home (WFH), and work ability. In total, the data of N = 1232 employees were analyzed, and 735 of them participated in Study 1. To test the validity of the clusters, we analyzed data from N = 497 employees in Study 2. In addition, a split-half validation was performed with the data from Study 1. In both studies, three clusters emerged that differed in age and work ability. The cluster with the highest mean of WDC comprised employees that were on average older and reported a higher mean of work ability. Regarding WFH, no clear patterns emerged. The results and further theoretical and practical implications are discussed. Overall, WDC appear to be relevant to work ability and, in a broader sense, to occupational health, and are related to sociodemographic factors such as age.

Class inequalities in physical functioning trajectories before and after retirement

Abstract Background Longer work careers are discussed, but inequalities in health trajectories among employees facing retirement remain poorly understood. We examined social class trajectories in physical functioning among ageing female employees ten years before and after transition to old-age or disability retirement. Methods We used Helsinki Health Study cohort data. The baseline (2000-02) included 7168 women, aged 40-60, employed by the City of Helsinki, Finland (response 67%). Follow-ups took place in 2007, 2012 and 2017 (response 78-83%). The outcome was RAND-36 Physical Functioning subscale, range 0-100, with higher scores indicating better functioning. Social classes were upper and lower class, and covariates age, work conditions and health behaviours. Mixed-effect growth curve models were used to predict functioning scores and 95% confidence intervals (CI) 10 years before and after mandatory old-age or disability retirement. Results Old-age and disability retirees lacked class inequalities in functioning 10 years prior retirement. Towards retirement transition, functioning declined and inequalities emerged. Among old-age retirees, the predicted score was 86.1 (CI 85.2-86.9) for upper class and 82.2 (81.5-83.0) for lower class. Among disability retirees, the score was 70.3 (67.8-72.9) for upper class and 62.2 (60.4-63.9) for lower class. Among old-age retirees, functioning declined and inequalities slightly widened. Among disability retirees, the decline plateaued and inequalities narrowed. Physical work and BMI somewhat attenuated the inequalities. Conclusions Among female employees, functioning declined and class inequalities emerged towards retirement transition. Widening inequalities were seen among old-age retirees, but not among disability retirees. Preventing the decline of functioning and related inequalities would help safeguard a healthy and successful ageing among female retirees. Key messages • As functioning shows a constant decline before and after old-age retirement, there is a need for slowing down the pace of the decline. • Class inequalities in functioning tend to widen among old-age retirees; egalitarian measures are needed to turn the development to narrowing inequalities.

Occupational risk of COVID-19 related hospital admission in Denmark 2020-2021: a follow-up study.

Mounting evidence indicates increased risk of COVID-19 among healthcare personnel, but the evidence on risks in other occupations is limited. In this study, we quantify the occupational risk of COVID-19-related hospital admission in Denmark during 2020-2021. The source population included 2.4 million employees age 20-69 years. All information was retrieved from public registers. The risk of COVID-19 related hospital admission was examined in 155 occupations with at least 2000 employees (at-risk, N=1 620 231) referenced to a group of mainly office workers defined by a COVID-19 job exposure matrix (N=369 341). Incidence rate ratios (IRR) were computed by Poisson regression. During 186 million person-weeks of follow-up, we observed 2944 COVID-19 related hospital admissions in at-risk occupations and 559 in referents. Adjusted risk of such admission was elevated in several occupations within healthcare (including health care assistants, nurses, medical practitioners and laboratory technicians but not physiotherapists or midwives), social care (daycare assistants for children aged 4-7, and nursing aides in institutions and private homes, but not family daycare workers) and transportation (bus drivers, but not lorry drivers). Most IRR in these at-risk occupations were in the range of 1.5-3. Employees in education, retail sales and various service occupations seemed not to be at risk. Employees in several occupations within and outside healthcare are at substantially increased risk of COVID-19. There is a need to revisit safety measures and precautions to mitigate viral transmission in the workplace during the current and forthcoming pandemics.

Corporate Attributes and Timeliness of Financial Reporting in Nigeria

This study examined the effect of corporate attributes on timeliness of financial reporting of quoted firms in Nigeria. The objective was to investigate the relationship between corporate attributes and timeliness of financial reporting. Cross sectional data was sourced from financial statement of quoted firms. Number of days was modelled as a function of total assets, age, profitability and number of employees. After cross examination of the validity of the pooled effect, fixed effect and the random effect, the study accepts the fixed effect model. The result found that profitability and age have positive relationship with timeliness of financial report on financial reports of the selected firms. The panel unit root proved that the variables are stationary at first difference while the causality test found one unidirectional relationship total assets to timeliness of financial reporting. From the regression summary, the study concludes that corporate attributes have significant relationship with timeliness of financial reports. We recommend that corporate attributes that affect negatively timeliness of financial reporting should be discouraged or properly managed and factors that enhance timeliness of financial reporting should be encouraged

Application of the Intensity Normalization Indicators method for predicting occupational morbidity in leading industries

Introduction. Identification of risk factors for the occurrence of occupational diseases by comparing various prognostic criteria is one of the most important tasks of hygiene and occupational health. The purpose of the study is to develop a prognostic matrix of occupational morbidity (OM) in the leading industries of the Irkutsk region for a set of main predictor factors using the method of intensity normalization indicators (INI). Materials and methods. There was used an information array of long-term OM in the leading industries of the Irkutsk region. The method of calculating weight indices was used to assess the strength of the influence of OM predictor factors and the INI method was used to calculate the prognostic significance of the factors. Results. The risk of occupational disease (OD) has been established to be associated with belonging to a certain occupation (OR=61.8), combined exposure to harmful factors in the working environment (OR=23.8), due to the imperfection of the technological process and equipment. The work experience with a harmful occupational factor, the age of employee, the industry are also significant, but the degree of their influence on the occurrence of OD is much lower. Based on the predictor factors, the risk of OD was calculated, its possible range (0.019-0.412 conventional units) with three subranges (favourable, uncertain and unfavourable prognosis) was determined. The risks of OD in persons with a work experience of 1-4 years, under the age of 40, exposed to the combined effects of physical factors, working as excavator driver and an assembler-riveter, were 0.269 and 0.226 (uncertain forecast). The risk values of OD in workers of these occupations increase by 24.4% and 29.1%, respectively, with an increase in length of service and age, reaching a maximum at the age of 50-59 years with an work experience of 30 or more years (0.334 and 0.292, unfavourable prognosis). The limitations of this INI model include the non-inclusion of clinical, functional, biochemical and socio-psychological indicators of workers among the predictor factors. Limitations. An analysis of one thousand eight hundred sixty two cases of newly diagnosed occupational diseases over a 10-year period, 11 main predictor factors, which is a sufficient reference sample, was made to study occupational morbidity in the leading industries of the Irkutsk region and developing a prognostic matrix. Conclusion. The use of INI makes it possible to give an integrated risk assessment of the OD both for individual factors and for their complex, and to determine risk groups.

The associations of the national health and productivity management program with corporate profits in Japan.

Using a dataset from a survey on national health and productivity management, we identified health and productivity factors associated with organizational profitability. The Ministry of Economy, Trade and Industry conducted an annual survey on Health and Productivity Management between 2014 and 2021. We assessed the associations of organizational health and productivity management using survey questions collected in 2017 and 2018, with the rate of change in profits from 2017 and 2018 to 2020. We identified factors associated with organizational profitability using eXtreme Gradient Boosting, and calculated SHapley Additive exPlanation (SHAP) values for each factor. Among 1,593 companies (n= 4,359,834 employees), the mean age of employees at baseline was 40.3 years and the proportion of women was 25.8%. A confusion matrix for evaluating model performance had an accuracy of 0.997, precision of 0.993, recall of 0.997, and area under the precision-recall curve of 0.999. The most important factors related to an increase in corporate profits were the percentage of current smokers (SHAP value, 0.121), per-employee cost of health services (0.084) and medical services (0.050); the percentage of full-time employees working in sales departments (0.074) and distribution or customer service departments (0.054); the percentage of employees who slept well (0.055); and the percentage of employees within a company who regularly exercised (0.043). Employees' lifestyle-related health risk factors and organizations' management systems were associated with organizational profitability. Lifestyle medicine professionals may demonstrate a significant return on investment by creating a healthier and more productive workforce.

Hear me, see me, trust you – job burnout and disengagement of Australian aged care workers

PurposeThe themes that emerged from the qualitative data of a mixed methods study that explored the effects of leadership style on the job satisfaction of aged care workers.Design/methodology/approachThe study is a mixed methods study with the qualitative approach informing the interpretative phenomenological analysis from the transcripts of semi-structured interviews.FindingsThree themes related to the effects of leadership style on job satisfaction of aged care employees emerged from the IPA. These themes were, The Context of Aged Care, Employee Engagement and Voice and Leader Behaviour. Job burnout and organisational disengagement were prevalent in participants of the qualitative study.Research limitations/implicationsThe research deployed quantitative measurements to determine the differences between aged care leaders and their followers and used these to explore participants’ lived experiences and how they made sense of their personal and social worlds at work. In the quantitative study, there may be an overstatement of the strength of the relationship between variables among those motivated to participate in the study. The qualitative study requires the researcher to be thorough in describing the research context, and it may be that those who wish to transfer the results of this study to a different one are responsible for making the judgement on the suitability of the transferability of findings.Practical implicationsDecreasing job disengagement and burnout will positively impact reducing attrition and turnover and, thus, the availability of the aged care workforce. It will inform leadership development programs and training in aged care and other health and social care sectors.Social implicationsThe workforce is a primary consideration for aged care in Australia and globally. Reducing burnout and disengagement will reduce workforce attrition, thus, improving the care for some of the most vulnerable in the population.Originality/valueThis report is from original research with ethical clearance from a university human research ethics committee contributing to the knowledge of leadership practice in aged care in Australia.

How psychological empowerment impacts task performance: The mediation role of work engagement and moderating role of age.

This paper presents a mediation–moderated model of the relationship between psychological empowerment, work engagement, age, and task performance. I seek to provide a more nuanced understanding of the mediating role of work engagement in the positive effect of psychological empowerment on task performance. Further, I explore employee age as a moderating factor in this mediation. I used online surveys among a sample of Latin American textile industry employees to capture individual perceptions about psychological empowerment, work engagement, and task performance. I modeled a mediation–moderated model using Hayes’ Process macro. The results confirm that the positive impact of employee psychological empowerment on task performance is partially mediated by work engagement. In addition, age was a significant moderator of the mediation effect. This study expands knowledge about how the psychological empowerment–work engagement relationship can predict task performance, including age as a boundary condition. Following the Job Demands–Resources theory, I also prove that conceptualizing psychological empowerment as a personal resource can benefit the integration of psychological empowerment and the work engagement stream of research. Moreover, the findings may help human resources management (HRM) researchers and practitioners acknowledge contextual differences in understanding the combined effects of psychological empowerment and work engagement. For instance, textile industry human resources managers can develop specific age–based human resource systems that empower and engages employees from emerging economies.

The precarious resilience of aged care employees enrolled in an Australian online dementia course: A cross-sectional study of occupational health and well-being.

Australian aged care workforce surveys offer limited information about those who engage in online dementia education regarding their occupational health and well-being. A salutogenic approach was applied to an aged care context to quantitatively assess both positive and negative aspects of health at work to inform the development of workplace interventions tailored to those interested in self-development. Physical, psychological and occupational health were measured in an online cross-sectional survey of general health, chronic conditions, psychological distress, positive and negative affect, job satisfaction, access to workplace amenities and turnover intentions of aged care workers undertaking an online dementia course in October 2014. Participants (N=662) rated their general physical health as good and a minority experienced chronic conditions such as obesity. Overall, workers had average levels of positive and negative affect and low distress. However, 25% were likely to have a mental health condition. While most were employed on a permanent basis (80%) and reported moderate job satisfaction, 18% were likely to leave their job. There were some gaps in workplace amenities to support health and well-being: for example, 13% reported no access to lunch break areas. Results suggest precarious resilience in aged care workers enrolled in an Australian online dementia course. Workplace interventions that focus on preventative health strategies are required to address the health risks associated with higher than national averages of obesity and mental health, and reduce exposure of workers to physical and psychological harms.

The Impact Of Age, Gender, And Ethnic Diversity On Organizational Performance: An Empirical Study Of Bangladesh's Banking Sector

Abstract: Purpose: This study aims to investigate the impact of workforce diversity (in terms of employee age, gender, and ethnicity) on organizational performance in Bangladesh's banking sector. Research Methodology: This research work evaluates the relationship between workforce diversity and organizational performance in the banking sector. The impact of workforce diversity on organizational performance is examined using structural equation modeling (SEM). The sample data was acquired from ten randomly chosen banks in Dhaka, Bangladesh, using a standardized questionnaire and a personal survey. Results: The study's findings revealed that age, gender, and ethnic diversity have a statistically significant positive impact on organizational performance. Among them, age diversity has the most significant effect on organizational performance, and gender diversity has less impact. Limitations: Other workforce diversity factors (such as religion, nationality, and so on) may have an impact on organizational performance, but they were not considered in this study. Contribution: The findings of this study reveal that in Bangladesh's banking business, there is a dynamic relationship between workforce diversity and organizational performance. Furthermore, this research work has significant ramifications, as well as the fact that effectively managing diversity practices in the workforce will improve the organization's performance. Keywords: 1. Diversity 2. Age 3. Gender 4. Ethnicity 5. Organizational performance

A Correlational Study of Effort Reward Imbalance (ERI) and Job Satisfaction among Employees Working in Banking Sector of Pakistan

The research was carried out to investigate the relationship of Effort Reward Imbalance (ERI) with Job Satisfaction of employees, working in banking sector. For this purpose the ERI questionnaire (Siegrist,1996) and Job Satisfaction Survey (Spector, 1994) were used for measurement. The cross-sectional survey with purposive convenient sampling technique was used for data collection. The sample was consisted of 209 employees comprised of 149 male and 60 female employees working in different banks. 62.2% employees age ranging from 20-30, 25.8% from 31-40, 12% from 41-50. 71.3%were male and 28.7% were female. 9.1 % participants intermediate 43.5 % were a graduate 47.4 % were postgraduate. 59.8 % employees have 1-5 years of job tenure. 22.5% have 5 -10 years of job tenure 9.6% have 10-15 years of job tenure 4. 3% have 15-20 years of job tenure and 3.8% have 20-25 years of job tenure. The results revealed that effort reward imbalance and job satisfaction are correlated whereas gender has no significant impact with ERI and Job satisfaction of employees working in banking sector. Keywords: Effort Reward Imbalance, Job Satisfaction, Bank Employees

Relationships between ICT Use for Task and Social Functions, Work Characteristics, and Employee Task Proficiency and Job Satisfaction: Does Age Matter?

Digitalization and demographic change represent two megatrends that impact organizations and workplaces around the globe. Rapid developments in information and communication technology (ICT) are fundamentally changing the ways in which work is conducted. At the same time, workforces are becoming increasingly older and age diverse. Integrating the model of workplace ICT use and work design with socioemotional selectivity theory from the lifespan development literature, we investigate employee age as a moderator of the indirect and total effects of ICT use for task and social functions on self-rated task proficiency and job satisfaction. As potential mediators, we focus on three job-related resources: job autonomy, team cohesion, and task significance. Data were collected from 1761 employees at three measurement points across two months. The results showed that ICT use for task and social functions were not significantly associated with job autonomy, team cohesion, task significance, task proficiency, and job satisfaction, while controlling for baseline levels of these mediator and outcome variables. Job autonomy was negatively related to task proficiency, and team cohesion was positively related, whereas both job autonomy and team cohesion were positively related to job satisfaction. Contrary to expectations, age did not moderate the indirect and total effects of ICT use for task and social functions on task proficiency and job satisfaction. We discuss the implications of our findings for future research and practice regarding ICT use and age in the work context.

The Influence of Organizational Culture on Employee Affective Commitment to Change with Employee Resilience and Employee Readiness to Change as Mediators

Changes in the organizational environment (e.g. IT, covid-19, age of employees) are driving organizational change, including government organization. Several studies have shown that 70% of change programs fail to run with various causes. The role of humans as a factor that influences the success of organizational change is necessary to research employee commitment to change by looking at the factors that affect it. This study aims to analyze, interpret and evaluate resource management practices, especially about the influence of Organizational Culture, Employee Resilience, and Employee Readiness to Change on Employee Affective Commitment to Change. Data collection was carried out through a survey at a government-owned academy in Indonesia with 185 respondents. The data were analyzed using variant-based Structural Equation Modeling (SEM) or Partial Least Square (PLS-SEM). As a result, Externally Oriented Organizational Culture significantly affects Employee Affective Commitment to Change through Employee Readiness to Change as a mediator variable. On the other hand, Employee Resilience has no significant effect on Employee Affective Commitment to Change Keywords: affective employee commitment to change, organizational culture, employee resilience, employee readiness for change

Overweight is associated with low fitness level among regional government employees in Denpasar City

Background and purpose: Time spent on sedentary work is a potential risk factor of nutritional problems among employees, which could lead to a low level of fitness. This study aims to determine the correlation between nutritional status with fitness level among government employees of Denpasar City. Methods: This is an analytic observational study with a cross-sectional design. The samples of this study are 285 government employees in Denpasar City who had taken a physical fitness measurement test using the Rockport method and complete demographic data. Data on fitness level, nutritional status, age, gender, and pulse rate were included in the analysis using a multinomial logistic regression test. Results:The median age of employees are 47 years old and slightly more females (51.6%) than males. More than half of the employees had a low level of fitness (50.9%) and most were overweight (47%). The overweight group was 4.11 times more likely to have a low fitness level than the healthy weight group (RRR=4.11; 95%CI: 1.03-16.32). Conclusion: There is a significant relationship between nutritional status and fitness level after gender, age, and pulse rate were controlled. Therefore, it is necessary to maintain a normal nutritional status to maintain or enhance individual fitness level by routinely following regular sports activities that have been programmed and do stretching in between working hours.

THE FACTORS AFFECTING THE ELDERLY EMPLOYEES ADAPTING TO CHANGES: STUDY ON SOES OF CHINA

This study aims to examine how the resistance to change of elderly employees and decision-making impact the organizations based in the Mainland of China, and how the personalities, education level and organizational culture as factors affect the elderly employees’ decision making on adapting to changes and learning the new skills. Based on the published literature, there is a research gap in studies of the behavior of elderly employees in China. Therefore, this study intends to provide empirical evidence towards the selected variables, where a questionnaire was used as the instrument for collecting the needed data. There were 312 participants aged over 55 years, both female and male working in government-owned organizations, who had filled up the questionnaire. The findings indicate that elderly employees are still beneficial for the organizations, whereas personalities and education were found to have little impact on adapting to changes and learning abilities. Meanwhile, the organizational culture has a positive effect on encouraging employees adapting changes and learn new skills. This study might have several limitations, e.g., the sample size only covered a small number of elderly employees in State Owned Enterprises (SOE). Furthermore, this study only covered three variables as the factors affecting the elderly employees on adapting to changes and learning new skills. Further work might consider more variables such as motivation, employees’ engagement as variables as well.

Consciousness as a Mediator Between Green HRM Practices and Pro-Environmental Behaviors

The research seeks to consider the impact green HRM activities on the pro-environmental behavior of employees. The research examines the mediating role of environmental consciousness and moderating effect of employees’ age and experience on green HRM practices and environmental consciousness. Data was obtained from employees of manufacturing industry; textile, oil and gas, automobile and automotive, foundry, and heavy mineral mining. Data was obtained in two-time lags with the gap of 6 months. In phase 1 (T1) the questionnaire was filled by white-collar employees about green HRM practices and their environmental consciousness. In phase 2 (T2) the questionnaires were filled by the relevant managers about their employees’ pro-environmental behavior. A total of 202 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesized relationships. The findings indicate that not all green HRM practices have a positive impact on the pro-environmental behavior of employees. These are important findings for the advancement of literature on Green HRM. It is also mediated by environmental consciousness. While the organizational experience and age of employees moderates the relationship between green HRM practices and environmental consciousness. Practical implications – Research proves that not all Green HRM practices create environmental consciousness among employees, therefore, companies should focus on the identified Green HRM practices that have more impact on raising environmental consciousness, thus enhancing their morale and desire to do work that ultimately increases their productivity. Organizations can use the factor of age and organizational experience to their advantage while implementing Green policies within their organization, thus changing their behavior and level of acceptance towards changes in organizational policies and practices. Green HRM has received rather limited attention regarding the role of environmental consciousness and its transformation into pro-environmental behavior. The nature of the relationship between GHRM and environmental consciousness is affected by organizational experience and age of employees. The research elaborates the impact of different green HRM practices and their contribution and importance in promoting pro-environmental behavior among employees. This research gives theorists and practitioners a better understanding about Green HRM practices that articulate their pro-environmental behaviors.

Too Old to be Promoted? Interactive Effects of Employee Age and Gender on Career Advancement

Integrating Lack of Fit Theory with the Stereotype Content Model to explain workplace age bias, we proposed that supervisors would anticipate older employees being less successful in the future and would, therefore, view them as less promotable. Based on double jeopardy rationales we postulated that these effects would be stronger for female employees. We tested our assumptions with a sample of 116 European supervisor-employee dyads. Results indicated that employee age was negatively related to promotability and that this relationship was mediated by lower anticipated future success of older employees. Employee gender moderated these relationships, but contradictory to our expectations: With increasing age, only male, but not female, employees were rated lower on anticipated future success. A series of theoretical implications are discussed, and we consider whether there may be different prescriptive career timetables for male versus female employees. We also discuss practical implications to minimize age and gender bias in the workplace.