Ageing Labour Force Research Articles

Mexican Immigration to the United States: Continuities and Changes

AbstractThis research note examines continuities and changes in the profile of Mexican migration to the United States using data from Mexico's Encuesta Nacional de la Dinámica Demográfica, the U.S. Census, and the Mexican Migration Project. Our analysis generally yields a picture of stability over time. Mexico-U.S. migration continues to be dominated by the states of Western Mexico, particularly Guanajuato, Jalisco, and Michoacán, and it remains a movement principally of males of labor-force age. As Mexico has urbanized, however, out-migration has come to embrace urban as well as rural workers; and as migrant networks have expanded, the flow has become less selective with respect to education. Perhaps the most important change detected was an acceleration in the rate of return migration during the early 1990s, reflecting the massive legalization of the late 1980s.

Incentive effects of social security on labor force participation: evidence in Germany and across Europe

All across Europe, old age labor force participation has declined dramatically during the last decades. This secular trend coincides with population aging. The European social security systems therefore face a double threat: Retirees receive pensions for a longer time while there are less workers per retiree to shoulder the financial burden of the pension systems. This paper shows that a significant part of this problem is homemade: most European pension systems provide strong incentives to retire early. The correlation between the force of these incentives with old age labor force participation is strongly negative. The paper provides qualitative and econometric evidence for the strength of the incentive effects on old age labor supply across Europe and for the German public pension program.

Consequences of Population Change for Retail/Wholesale Sector Employment in the Nonmetropolitan Great Plains: 1950–19961

Abstract A rural economic restructuring perspective and central place theory are used to assess the impact of population change on retail/wholesale sector employment for the 438 nonmetropolitan counties of the Great Plains region from 1950 to 1990. Findings indicate that county level population declined for every decade except the 1970 turnaround decade, and the greatest losses were in completely rural nonadjacent counties. The civilian labor force declined for all but the 1970 decade, when there was a substantial increase due to increased nonmetro manufacturing and the baby boom cohorts reaching labor force age. Retail/wholesale labor force increased in every decade except the 1980s. However, regression analysis found a positive and highly significant relationship between population change and retail/wholesale employment change. For this region, population decline is a major contributor to decline in the retail/wholesale employment sector at the county level. Preliminary data from the 1990–1996 period indicate a population and labor force rebound from the 1980s. However, as in the 1980s, gains are most likely concentrated in a small number of mainly urban nonadjacent counties.

Ageing labour force in a labour shortage economy: the case of Singapore

The effects of ageing on incomes, taxes, social protection and labour productivity will be important considerations in Singapore’s future economic policy, while posing strong challenges for the country, which has become more global in outlook. This paper briefly discusses some of these important issues concerning ageing in Singapore.

Future age‐conscious manpower planning in The Netherlands

The population of The Netherlands will, as in other industrialized countries, continue to age in the coming decades. So far, the working‐age population has not been affected, but the ageing process is set to leave its mark on the labour force in the next 25 years. An ageing labour force and possible future policy measures in this area will have important repercussions for individual organizations. Research into future trends has shown that the percentage of people aged over 50 in public service will increase from 15 per cent in 1995 to 35 per cent in 2010. Policy measures aimed at stimulating the labour force participation of the elderly will boost this percentage even further. The elderly employees not only hold the highest positions, but also they withdraw from the workforce in limited numbers. Unless the number of jobs is increased, opportunities for promotion and entry into the Civil Service are likely to decline. The only way to counteract an ageing workforce ‐ even if only to a limited degree ‐ is to encourage the retirement of elderly employees and/or to significantly boost the number of jobs within the organization. Such measures would run counter to current political trends. An alternative would be to reassess the position of the elderly within the organization.

Discrimination of Older Workers in Germany: Obstacles and Options for the Integration into Employment

The employment prospects of older workers in Germany are widely endangered because of age discrimination. The main indicator concerning recruitment is that from the age of 45 on the difficulties in finding a new job rise extraordinarily and, accordingly, the duration of unemployment rises. Concerning further training, there is a lack of participation by older workers in vocational training and, additionally, they face numerous risks in the deterioration of their skills. Given the long-term implications of the aging labor force, employers must adapt their approaches to recruiting and training older workers to prevent a further loss of skills and knowhow. A comprehensive strategy for integrating older workers and overcoming age barriers in employment is required. To promote recruitment, job-placement programs should be linked more closely to companies and public programs should be targeted to older unemployed workers. To promote further training of older workers, the workplace needs to create a learning environment, introduce a greater variety of tasks, and develop training schemes.

Labour Markets and Organisational Change

Flexible manufacturing systems, team work with decentralisation of decision-making, integration of tasks and multiple allocation across functional barriers demand a skilled work force prepared for continuous learning and adaptation. It is common to see a younger, well-educated and trained work force as being required for such a production environment. A closer empirical look at most of the internal labour markets in this study shows that existing labour market structures do not match this image. Existing labour markets consist very often of an older (and ageing) labour force with relatively low skills and with resistance to continuous training. These structural features have, over the last ten years — despite the existence of costly early retirement measures and new entries into internal labour markets — not much improved, and in many cases have even deteriorated.

International Migration, Population Change and the Labour Force, 1991-1996: An Overview

Between March 1991 and March 1996 the de facto population of New Zealand increased by around 225,000, the largest intercensal increase since the early 1970s. A short-lived surge in levels of natural increase in the early 1990s, coupled with some of the highest annual net migration gains since 1975, account for this substantial population growth. While there has been considerable comment in the media about the impact of this growth on the Auckland region in particular, the impacts which it has had on New Zealand's Labour force are less well known. This paper examines the components of change in labour force age groups between 1991 and 1996, isolating the impacts of immigration from those of structural change. The contrasting contributions to particular labour force age groups made by emigration of New Zealanders on the one hand, and immigration of citizens from other countries on the other, are then discussed. It is clear from the analysis that emigration and immigration are impacting quite differentially on the younger and older workforces. Some of the implications of these changes are explored with reference to the ageing labour force.

Structural Changes in the Receiving Country and Future Labor Migration –The Case of Kuwait

Structural changes in the labor force of the receiving country can provide some important clues to the speed and nature of replacement of migrant workers by indigenous ones. This article analyzes changes in the national labor force with regard to volume, age and sex composition, retention in the labor force, productivity, type of occupation, and sector of activity. Changes in the above features during the last two decades indicate that the median age of the national male labor force remains low, its concentration in the public sector has increased, and its participation in production and manual work has declined further. The labor force participation of females has increased substantially, and they comprised 31 percent of the national labor force in 1993. Kuwaiti females participate mainly in the professional or technical and clerical occupations. The number of non-Kuwaiti females in the labor force has increased, with domestic servants as a major category. The above structural changes suggest that the national labor force is growing in a manner that implies a continued long-term dependence on foreign workers. Dependence on expatriates is likely to be greatest for occupations involving maintenance of infrastructures and personal services.

The Multinational Paradigm.

Nontechnical yet analytically rigorous, The Multinational Paradigm represents a new direction in understanding multinational corporation. Aliber suggests that changes in relative rates of economic growth of countries lead to changes in exchange rates that have an important impact on financing, sourcing, and marketing decisions and practices of individual firms. He provides a unique perspective for examining what is different about business in a global context by placing these decisions in framework of multinational paradigm—the choice between whether firm should centralize or decentralize its production, marketing, and finance and factors involved in this trade-off. Aliber's theory is first to adequately explain why flow of direct foreign investment shifted in 1980s toward US as a host country. In a framework that Aliber calls the Andy Warhol view of countries in world economy, he proposes that every country has a short time span (15, 20, or perhaps even 30 years) during which it grows rapidly; thus individual countries experience growth at different times. He argues that during this growth period real interest rates and profit rates are high, capital flows to country, and its currency appreciates. New firms are formed at an increasingly rapid rate, and average age of both labor force and industrial plant and equipment of typical firm decreases. When growth rate within a country slows, these conditions are reversed. In separate chapters, Aliber discusses implications of changes in growth rates of individual countries for strategic management and for financing decisions (currency denomination of a firm's debt, cash management practices, capital budgeting). He applies multinational paradigm to decisions about location of plants and to trade-offs between global and national marketing. Changes in pattern of direct foreign investment are analyzed and conflicts between host governments and multinational corporations are evaluated in terms of paradigm.

The Funding Status of Defined-Benefit Pensions

The central thesis of this paper is that defined-benefit (DB) pensions in conjunction with taxpayer-backed DB pension insurance subject pension plan participants and taxpayers to much greater financial risk than current pension funding statistics suggest. Specifically, it is shown that: (i) current estimates of the funding status of DB pensions are based on an arbitrary full-funding construct; (ii) accurately measuring the true funding status of 1DB pensions would not be possible even if investment returns, labor turnover, and mortality were completely certain; (iii) government sponsored pension insurance is incomplete in the event that current funding norms are in fact too relaxed; and (iv) employers can effectively implement potentially profitable Ponzi schemes by underfunding their DB pensions, in which case DB pension plans will become progressively less viable as the U.S. labor force ages.

Age Related Employment Issues in Florida Municipal Governments

Of all the projections concerning the nature and composition of the United State's future labor force, the prediction with the greatest degree of consensus targets employee aging. This study employs a sample of 45 Florida muncipal governments to examine a number of issues related to the aging labor force and human resources management policy and practice. The results indicate that formal charges of age discrimination are rare in municipal governments and that few muncipal governments are developing age-related training programs.

The ageing labour force.

Journal Article The ageing labour force Get access P.J. Nicholson P.J. Nicholson Honorary Assistant Editor Correspondence and reprint requests to: Dr P.J. Nicholson, Procter & Gamble Ltd, PO Box 1EE, Gosforth, Newcastle upon Tyne NE99 1EE, UK Search for other works by this author on: Oxford Academic PubMed Google Scholar Occupational Medicine, Volume 45, Issue 5, October 1995, Pages 229–230, https://doi.org/10.1093/occmed/45.5.229 Published: 01 October 1995

Older Workers and Rehabilitation Counselling

In this paper the ageing labour force, changing labour force participation rates, and age discrimination in the world of work, especially as exhibited in employer practices, are discussed. Implications of these phenomena for what rehabilitation counsellors do are proposed by way of discussion points on the topics of vocational and rehabilitation counselling, job analysis and placement, professional advocacy and community programs, and training of older workers.

The changing population at labor force ages along the U.S‐Mexico Border

NAFTA has replaced IRCA (Immigration Reform and Control Act of 1986 as amended) as the focal point in U.S.-Mexico relations, yet, underlying both are common themes related to population and economics. Disparities in economic opportunities and disparities in population dynamics are major defining elements of life along the U.S.-Mexico border. The decennial censuses in both countries provide an opportunity each decade to examine the evolving situation. The purpose of this study is to assess the potential labor force supply which is implicit in the population age distribution along both sides of the border and to project population impacts of a continuation of the situation which prevailed in the 1980s. The analysis highlights ethnic transformation on the U.S. side of the border and the crucial role of natural increase (as opposed to more commonly discussed migration patterns) in labor force growth along especially the Mexican side of the border.

Cross-National Analysis of Labor Force Participation of Older Men and Women

Previous articleNext article No AccessCross-National Analysis of Labor Force Participation of Older Men and WomenRobert L. Clark and Richard AnkerRobert L. Clark Search for more articles by this author and Richard Anker Search for more articles by this author PDFPDF PLUS Add to favoritesDownload CitationTrack CitationsPermissionsReprints Share onFacebookTwitterLinkedInRedditEmail SectionsMoreDetailsFiguresReferencesCited by Economic Development and Cultural Change Volume 41, Number 3Apr., 1993 Article DOIhttps://doi.org/10.1086/452029 Views: 4Total views on this site Citations: 13Citations are reported from Crossref Copyright 1993 The University of ChicagoPDF download Crossref reports the following articles citing this article:Wentian Lu, Denes Stefler, Albert Sanchez-Niubo, Josep Maria Haro, Michael Marmot, Martin Bobak The associations of physical incapacity and wealth with remaining in paid employment after age 60 in five middle-income and high-income countries, Ageing and Society 171 (Mar 2022): 1–24.https://doi.org/10.1017/S0144686X22000265Aparajita Chattopadhyay, Junaid Khan, David E. Bloom, Debashree Sinha, Itishree Nayak, Sangeeta Gupta, Jinkook Lee, Arokiasamy Perianayagam Insights into Labor Force Participation among Older Adults: Evidence from the Longitudinal Ageing Study in India, Journal of Population Ageing 15, no.11 (Feb 2022): 39–59.https://doi.org/10.1007/s12062-022-09357-7Adéla Zubíková, Katarína Švejnová-Höesová, Zdeněk Chytil Selected Determinants of Employment of Persons in Post Productive Age on Labour Market in Czech Republic and Slovakia, Politická ekonomie 69, no.22 (Apr 2021): 170–192.https://doi.org/10.18267/j.polek.1302Anela Kadić Abaz, Anesa Hadžić Economic activity of women and young women in Bosnia and Herzegovina under the umbrella of traditional views of women’s role in society, Economic Research-Ekonomska Istraživanja 33, no.11 (May 2020): 2591–2605.https://doi.org/10.1080/1331677X.2020.1751671Janna Besamusca, Kea Tijdens, Maarten Keune, Stephanie Steinmetz Working Women Worldwide. Age Effects in Female Labor Force Participation in 117 Countries, World Development 74 (Oct 2015): 123–141.https://doi.org/10.1016/j.worlddev.2015.04.015J. K. M. Johnson, N. Sarkisian, J. B. Williamson Using a Micro-Level Model to Generate a Macro-Level Model of Productive Successful Aging, The Gerontologist 55, no.11 (Sep 2014): 107–119.https://doi.org/10.1093/geront/gnu089Ramesh Adhikari, Kusol Soonthorndhada, Fariha Haseen Labor force participation in later life: Evidence from a cross-sectional study in Thailand, BMC Geriatrics 11, no.11 (Apr 2011).https://doi.org/10.1186/1471-2318-11-15 Namcheol Moon Regional Difference of the Job Search, the Job Offer and the Taking a Job, Journal of the Economic Geographical Society of Korea 14, no.22 (Jun 2011): 176–191.https://doi.org/10.23841/egsk.2011.14.2.176Jeungkun Kim Early Retirement in the Three Types of Welfare States, Research on Aging 31, no.55 (May 2009): 520–548.https://doi.org/10.1177/0164027509337192Mark M. Gray, Miki Caul Kittilson, Wayne Sandholtz Women and Globalization: A Study of 180 Countries, 1975–2000, International Organization 60, no.0202 (Apr 2006).https://doi.org/10.1017/S0020818306060176Jed Friedman, Daniel Goodkind, Bui The Cuong, Truong Si Anh Work and Retirement among the Elderly in Vietnam, Research on Aging 23, no.22 (Aug 2016): 209–232.https://doi.org/10.1177/0164027501232004K.P. Kalirajan, G. Shantakumar Ageing labour force in a labour shortage economy: the case of Singapore, International Journal of Social Economics 25, no.2/3/42/3/4 (Mar 1998): 486–503.https://doi.org/10.1108/03068299810193704Robert L. Clark, Naohiro Ogawaf Public Attitudes and Concerns about Population Ageing in Japan, Ageing and Society 16, no.44 (Nov 2008): 443–465.https://doi.org/10.1017/S0144686X00003627

Population Aging in the Canadian Labour Force: Changes and Challenges

Canada’s post-war labour force growth has been unmatched in any other western industrialized economy, due primarily to the entry of the baby boom generation into the labour force in the 1960s and 1970s. The 1980s, however, have signalled the emergence of new trends, such as a lower source population growth and an aging labour force. Instead of focusing on job creation and the absorption of younger workers, the policy focus must shift to the new challenges precipitated by these trends. New flattened organizational structures driven by demographie (and other) external developments are likely to become more common, shifting the focus from linear to spiral career paths. To be successful much greater emphasis must be placed on adult career development. General skills training will have to be emphasized; work schedules may have to be altered; current early retirement trends may need to reversed. The result can only be achieved by changing management styles and practices.

Ageism and the UK Hospitality Industry

In the context of a gradually ageing labour force and skills shortages, discrimination against older workers has recently become an issue of public policy concern. Ageism is arguably more pervasive in the hospitality industry than elsewhere; a recent follow‐up study confirms that hospitality organizations continue to rely heavily on younger workers and show little disposition to capitalize on the acknowledged benefits which older workers can offer. Consequently, these organizations do not appear to be well placed to manage future developments in the labour market, particularly in relation to obtaining managers.

IMPLICATIONS OF AN AGING LABOR FORCE FOR HUMAN RESOURCE DEVELOPMENT POLICY

This article presents labor‐force tends that show certain geographic areas, such as Kentucky, Sweden, and Japan, experiencing very limited labor‐force growth and a heavier reliance on older workers because of declining younger‐age populations. The authors discuss these declines and other factors such as participation rates of women and older people in the labor force, retirement incentives of income‐support programs, and educational and training needs. Based on the data and trends presented, this article advocates for research and policy options to be studied in relation to this information if we are to respond effectively to an aging labor force.

Anthropometry of an aging work force.

Faced with an aging labor force, industrial planners are worried about the possible need to redesign jobs and workspaces in the future. One area of concern is the changes that occur in body size characteristics as people age. Although no true database for the anthropometry of the American worker exists, available surveys and studies that include older individuals (40 to 70 years), and errors associated with these studies, are discussed. Using sample mean values from selected cross-sectional and longitudinal studies, the changes in weight and selected body dimensions are traced from the third to the eighth decade of life. As a practical exercise, age-associated changes in a number of workspace dimensions are tested against recommended design values for seated work stations. While acknowledging the need for flexibility in future workplace designs the authors conclude that age-related changes in body size are insufficient in themselves to justify the resizing of existing ergonomically-designed workplaces.