Adaptação e Validação Brasileira da Escala Older Workers’ Intentions to Continue Working

Macêdo, Luciani Soares Silva; Bendassolli, Pedro F.; Torres, Tatiana de Lucena; França, Lúcia Helena de Freitas Pinho

doi:10.1590/1413-82712020250111

Cited by 4 publications

(2 citation statements)

References 17 publications

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“…In order to mitigate the existing barriers, companies must promote projects encompassing intergenerational teams, since, assumingly, organizations benefit from substantiated and consistent works that link collaboration and the expertise of older employees to the technological advancements absorbed by the younger ones (Lawrence, 1988). Fight against ageism and the adoption of strategies to make integration easier by means of intergenerational teams could lead to satisfactory interpersonal experiences and contribute to the meaning given to the work performed by older professionals (Macêdo, Bendassolli, Torres, & França, 2020;Siqueira-Brito, França, & Valentini, 2016). Accordingly, organizations can count on paradigm and prejudice breaking (Cepellos & Tonelli, 2017).…”

Section: Ageism and Women: The Looks And Other Mattersmentioning

confidence: 99%

Executive Women and their Bodies: Marks of Aging

Vieira

Cepellos

2022

Organ. Soc.

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The present article regards executive women and their aged bodies. The population aging phenomenon and old age feminization are global factors. Based on the literature about the socio-hierarchized body, white, thin, male bodies are privileged in organizations. The aim of the present study is to investigate how executive women experience their aged bodies within the organizational context. The discussion emerges as relevant, since there are few studies related to aging women; studies on body-related factors are even scarcer, a fact that shines light on a theoretical gap. In total, twenty semi-structured interviews were carried out with women in the age group 40 years, or older, who act or had acted in several market segments in the country. The research allowed concluding that, in addition to challenges, choices and doubts faced on a daily basis throughout their professional journey, women have to live with a body-under-decay process, a heavy, tired, slow, stiff, limiting and less-attractive-to-the-eye body. The present study has revealed that besides gender, age also matters in organizations, nowadays. The bodies of older women are less valued and seem to have to occupy underprivileged positions in social hierarchy. In order to mitigate losses, women seek aesthetic procedures, change their eating habits and exercise to disguise the aging process.

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Section: Ageism and Women: The Looks And Other Mattersmentioning

confidence: 99%

Executive Women and their Bodies: Marks of Aging

Vieira

Cepellos

2022

Organ. Soc.

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“…O estudo construiu e testou as evidências iniciais de validade da Escala de Motivos para a Continuidade ao Trabalho na Aposentadoria -EMCTA, sendo o instrumento inspirado no Inventário de Motivos para Retorno ao Trabalho (Khoury et al, 2010), adaptado e transformado em Escala de Motivos para o Retorno ao Trabalho (Guerson, et al, 2018), a Escala de Intenção dos trabalhadores maduros continuarem trabalhando -Older Workers' Intentions Continue Working -OWICW (Shacklock & Brunetto, 2011), adaptada para o Brasil por Macêdo et al (2020). Foram considerados ainda o modelo apresentado no estudo de França et al (2013), aportes da revisão de literatura nacional e internacional, o contexto da organização e a experiência da primeira autora, que trabalha há 15 anos na empresa onde foi realizada a pesquisa.…”

Section: Introductionunclassified

Construção e evidências de validade da escala de motivos para continuar trabalhando na aposentadoria

Souza

França

2020

CienciasPsi

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Este estudo objetivou apresentar a construção e as evidências iniciais de validade da Escala de Motivos para Continuar Trabalhando na Aposentadoria (EMCTA). A pesquisa contou com a participação de 511 trabalhadores maduros (com 45 anos ou mais), que responderam a um questionário enviado por intranet de uma grande organização do setor de energia. A escala final compreendeu 44 itens e sete dimensões com bons índices de ajustes. Análises fatoriais confirmatórias demonstraram que as dimensões mais relevantes da EMCTA foram o relacionamento com a organização, os relacionamentos no trabalho e o desenvolvimento intelectual. É sugerido que nvestigações futuras visem testar a invariância desse instrumento em grupos distintos de trabalhadores maduros que estejam planejando se manter no mercado de trabalho, mesmo após a idade da concessão da aposentadoria.

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