scholarly journals Ageing towards meaningful work? Age, labour-market change, and attitudes to work in the Swedish workforce, 1979–2003

2014 ◽  
Vol 5 ◽  
Author(s):  
Johan Örestig
Keyword(s):  
Labour Market ◽  
Age Differences ◽  
Older Workers ◽  
Generational Differences ◽  
Work Values ◽  
Age Groups ◽  
Meaningful Work ◽  
Market Change ◽  
Younger Workers ◽  
Extrinsic Work Values

A central finding in earlier research on work orientation is that there are substantial age-differences regarding attitudes to work. Generally, more older workers describe their jobs as intrinsically meaningful than younger workers. This result has been interpreted in three different ways, the psychological, the cultural, and the structural hypotheses, where the first emphasizes cognitive age-differences, the second sees age-differences as outcomes of generational differences, and the third regards them as expressions of labour-market inequalities. These different approaches lead to quite different hypotheses regarding recent developments, but the relevant research is limited. Drawing on data from the Swedish survey of living conditions (ULF), this study has examined attitudinal change within the Swedish workforce during 1979–2003. Three sub-periods, 1986-1987, 1994-1996, and 2001-2003 were compared with 1979, the year of reference. The results showed that a consistently smaller share of the workforce held extrinsic work values in the subsequent periods, and that this applied to all age-groups. Further, the results did not support the assumption of broader cultural differences between generations. Rather, the results provide support for the structural hypothesis. Older workers held extrinsic work values to a lesser degree than younger workers regardless of period. Most strikingly, the gap between the youngest group on the labour market (ages 16–29) and the older groups widened during the period. Furthermore, class differences in the distribution of the extrinsic attitude were intact throughout the study period; manual employees were consistently more likely to hold an extrinsic attitude than were service-class employees. This implies that differences in the probability of extrinsic work attitudes have been identifiable regardless of period, but that their prevalence has decreased as jobs involving features related to extrinsic work values have decreased since 1979.

Work Centrality of Different Age Groups and the Wish to Discontinue Work

1981 ◽  
Vol 13 (3) ◽  
pp. 221-232 ◽  
Author(s):  
Bilha Mannheim ◽  
Josef Rein
Keyword(s):  
Older Workers ◽  
Age Groups ◽  
Occupational Group ◽  
Moderating Effect ◽  
Work Centrality ◽  
Factors Affecting ◽  
Younger Workers ◽  
Disengagement Theory ◽  
The Relationship ◽  
Job Rewards

This study explores the relationships between work centrality, age and the wish to stop working in a sample of 755 males in Israel, classified into five occupational categories. Contrary to disengagement theory, no relationship was found between age and work centrality in any occupational group. Occupational situs was found to intervene in the relationship between age and the wish to stop working. Those willing to stop working have lower work centrality in all age groups, and intrinsic job rewards have a moderating effect on this relationship. The factors affecting work centrality of older workers differ from those affecting younger workers.

Demographic and Labour Market Change: The Dynamics of Older Workers in the Scottish Labour Market

2007 ◽  
Vol 123 (4) ◽  
pp. 242-256 ◽  
Author(s):  
Emma Hollywood ◽  
Ross Brown ◽  
Mike Danson ◽  
Ronald McQuaid
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Market Change ◽  
Labour Market Change

Age, labour market conditions and male suicide rates in selected countries

2003 ◽  
Vol 23 (1) ◽  
pp. 25-40 ◽  
Author(s):  
PHILIP TAYLOR
Keyword(s):  
Older Workers ◽  
Labour Force ◽  
Age Groups ◽  
Labour Force Participation ◽  
Unemployment Rates ◽  
Suicide Rates ◽  
Male Suicide ◽  
Younger Workers ◽  
The Usa ◽  
The Relationship

This study examined the relationship between suicide rates among men since 1975 and rates of unemployment and labour force participation in 20 countries. Previous research has found statistically significant correlations between suicide and unemployment rates over time among young people in a number of countries. This study has extended this research to include different age groups of men. The findings for younger workers largely confirm the findings of previous studies. Among older workers, however, unemployment and suicide rates are largely unrelated, notable exceptions including Japan and the USA. The implications of this finding for policy making towards older workers are discussed.

scholarly journals Ageing Of The Workforce: Effects On The Labour Market With Participation And Retirement

2015 ◽  
Author(s):  
Ram SriRamaratnam ◽  
Julian Williams ◽  
Xintao Zhao
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Baby Boom ◽  
Age Groups ◽  
Work Force ◽  
Population Projections ◽  
Occupational Groups ◽  
Job Openings ◽  
Working Age ◽  
Working Age Population

Ageing of the work force in New Zealand is an important determinant of labour market dynamics. In addition to the median age and the proportion of workers in retirement age, the nature of occupations and health and financial security are also important determinants of participation and retirement.The baby boom generation has approached their retirement years and the age structure of the working age population has also significantly altered. Consequently, the retirement of older workers is expected to make-up an important source of new job openings over the coming decades.Estimating and forecasting likely future retirement rates by occupational groups is of considerable interest, and provides further insights into labour market dynamics.In this study, recent historical retirement rates for broad (3-digit) ANZSCO occupational groups were derived using an internationally accepted methodology known as the cohort component method, adapted to allow for some participation by older age groups. Occupational employment data by age extracted from the recently released 2013 Census was analysed along with the corresponding data from the 2006 Census to estimate the average retirement rates over the 2006-13 period. These rates are then used to project future retirement rates over the 2013-20 period for the same broad occupational groups. Projections were based on the Working Age Population projections for age groups and their associated participation rates.

Generational comparison among female pathological gamblers

2005 ◽  
Author(s):  
Andria M. Botzet
Keyword(s):  
Age Differences ◽  
Generational Differences ◽  
Age Groups ◽  
Support Network ◽  
Common Belief ◽  
Pathological Gamblers ◽  
Treatment Providers ◽  
Problem Gamblers ◽  
Senior Women ◽  
Gambling Frequency

Research in gambling has only briefly examined age differences among problem gamblers, holding an anecdotal view that senior gamblers are more vulnerable to problem gambling. This study examines different generations of female gamblers, including their gambling habits and risk and protective factors. Approximately 450 female gamblers seeking treatment were surveyed and separated into five age groups for analysis. Results indicate that significant generational differences do not exist in areas such as gambling frequency or gambling debt; however, senior female pathological gamblers report starting to gamble at a significantly later age than their younger counterparts. Findings also suggest that senior women have a larger support network for their recovery, in contrast to common belief. Implications from this data may be useful to treatment providers in understanding and utilizing the assets more common to senior female pathological gamblers.

Are the work values of the younger generations changing?

2018 ◽  
pp. 626-659
Author(s):  
Gábor Hajdu ◽  
Endre Sik
Keyword(s):  
European Union ◽  
Generational Differences ◽  
Work Values ◽  
Middle Age ◽  
Age Groups ◽  
Youth Unemployment ◽  
Birth Cohorts ◽  
Political Discourses ◽  
Public Debates ◽  
Time Periods

This chapter analyzes whether work values differ between birth cohorts, age groups, and time periods. Using large cross-national surveys from more than 30 countries, it is shown that the centrality of work is highest in the middle age groups and significantly lower during 2005–2009 than in the 1990s. However, there are no detectable gaps between birth cohorts. Thus, in contemporary Europe, the generations are not divided significantly with regard to their work values so that rather than pointing to generational differences, the lack of them should be emphasized. From a policy standpoint, this means that the generational differences often referred to in public debates and used in political discourses are a myth. The results presented in this chapter imply that if sound European Union policies are implemented to cope with youth unemployment, they will not fail because of generation-specific attitudes.

scholarly journals Young Workers’ Access to and Awareness of Occupational Safety and Health Services: Age-Differences and Possible Drivers in a Large Survey of Employees in Italy

2018 ◽  
Vol 15 (7) ◽  
pp. 1511 ◽  
Author(s):  
Nico Dragano ◽  
Claudio Barbaranelli ◽  
Marvin Reuter ◽  
Morten Wahrendorf ◽  
Brad Wright ◽  
...  
Keyword(s):  
Age Differences ◽  
Older Workers ◽  
Occupational Safety ◽  
Occupational Safety And Health ◽  
Young Workers ◽  
Small Companies ◽  
Employment Conditions ◽  
Younger Workers ◽  
Safety And Health ◽  
Large Survey

Young workers are in particular need of occupational safety and health (OSH) services, but it is unclear whether they have the necessary access to such services. We compared young with older workers in terms of the access to and awareness of OSH services, and examined if differences in employment conditions accounted for age-differences. We used survey data from Italy (INSuLA 1, 2014), with a sample of 8000 employed men and women aged 19 to 65 years, including 732 young workers aged under 30 years. Six questions measured access to services, and five questions assessed awareness of different OSH issues. Several employment conditions were included. Analyses revealed that young workers had less access and a lower awareness of OSH issues compared with older workers. For instance, odds ratios (OR) suggest that young workers had a 1.44 times higher likelihood [95%—confidence interval 1.21–1.70] of having no access to an occupational physician, and were more likely (2.22 [1.39–3.38]) to be unaware of legal OSH frameworks. Adjustment for selected employment conditions (company size, temporary contract) substantially reduced OR’s, indicating that these conditions contribute to differences between older and younger workers. We conclude that OSH management should pay particular attention to young workers in general and, to young workers in precarious employment, and working in small companies in particular.

Productivity in older versus younger workers: A systematic literature review

Work ◽  
2021 ◽  
Vol 68 (3) ◽  
pp. 577-618
Author(s):  
C.A. Viviani ◽  
G. Bravo ◽  
M. Lavallière ◽  
P.M. Arezes ◽  
M. Martínez ◽  
...  
Keyword(s):  
Literature Review ◽  
Systematic Literature Review ◽  
Older Workers ◽  
Age Groups ◽  
Three Dimensions ◽  
Inclusion Criteria ◽  
Holistic Approaches ◽  
Younger Workers ◽  
Better Than ◽  
Ageing Phenomenon

BACKGROUND: Worldwide ageing and thus, workforce ageing, is a concern for both developed and developing nations. OBJECTIVE: 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. METHODS: 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. RESULTS: 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%). CONCLUSION: 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.

scholarly journals Younger workers’ attitudes and perceptions towards older colleagues

2018 ◽  
Vol 22 (3) ◽  
pp. 129-138 ◽  
Author(s):  
Jasmine Patel ◽  
Anthea Tinker ◽  
Laurie Corna
Keyword(s):  
Older Workers ◽  
Generational Differences ◽  
Small Sample Size ◽  
Team Building ◽  
Well Being ◽  
Small Sample ◽  
Structured Interviews ◽  
Content Type ◽  
Younger Workers ◽  
The Uk

Purpose The purpose of this paper is to investigate younger workers’ perceptions of older colleagues, including whether there is evidence of ageism. Design/methodology/approach Convenience sampling was used to recruit ten individuals who were both below the age of 35 and employed at a multigenerational workplace in England. The study is qualitative, involving semi-structured interviews that were audio-recorded, transcribed and analysed using thematic analysis. Findings This study found that whilst some younger employees valued working with older colleagues as they believe that their differing characteristics are complementary, others felt that it leads to intergenerational conflict due to contrasting approaches towards work. Positive perceptions of older workers included their increased knowledge and experience, reliability and better social skills; however, ageism was also prevalent, such as the perception of older workers as resistant to change, slower at using technology and lacking the drive to progress. This study also provided evidence for the socioemotional selectivity and social identity theories. Research limitations/implications This study has a small sample size and participants were only recruited from London. Practical implications In order to create working environments that are conducive to the well-being of employees of all ages, organisations should place an emphasis on reducing intergenerational tension. This could be achieved by team building sessions that provide an opportunity for individuals to understand generational differences. Originality/value There is minimal evidence from the UK focussing on the perceptions of specifically younger workers towards older colleagues and the basis of their attitudes. Only by gaining an insight into their attitudes and the reasoning behind them, can efforts be made to decrease ageism.

Determinants of older and younger workers' job satisfaction and organisational commitment in the contrasting labour markets of Belgium and Sweden

2008 ◽  
Vol 28 (8) ◽  
pp. 1093-1112 ◽  
Author(s):  
RITA CLAES ◽  
BART VAN DE VEN
Keyword(s):  
Job Satisfaction ◽  
Older Workers ◽  
Job Insecurity ◽  
Age Groups ◽  
Influential Factors ◽  
Labour Markets ◽  
Organisational Commitment ◽  
Younger Workers ◽  
Skill Discretion ◽  
Perceived Job Insecurity

ABSTRACTThroughout the industrialised world, promoting the retention of older workers is high on the agenda of governments, employers, unions and the media, but not at any price. If persuading older workers to stay at work longer is to benefit companies and wider society, then the employees should be committed and satisfied with their decision. This study explores the factors that keep older workers satisfied and committed at work by contrasting samples of older (aged 50 or more years) and younger workers (up to 25 years) in favourable (Sweden) and unfavourable labour markets (Belgium). The core research question is whether the influential factors are different for the two age groups, after controlling for country, gender, educational level, employment sector, supervisory position, and the employee's financial contribution to the household. The predictors included workers' self-reports of skill discretion (i.e. the range of skills used on the job), organisational fairness, and perceived job insecurity. Hierarchical linear regressions revealed that, across age groups, skill discretion and organisational fairness predicted both job satisfaction and organisational commitment. For older workers there was a negative impact of perceived job insecurity on job satisfaction and organisational commitment. The national context only affected younger workers. In the unfavourable Belgian labour market, they were more satisfied and committed to their organisation.

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