Age discrimination in the labour market from the perspectives of employers and older workers

Cheung, Chau‐kiu; Kam, Ping Kwong; Ngan, Raymond

doi:10.1177/0020872810372368

Cited by 26 publications

(14 citation statements)

References 43 publications

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“…Numerous researches have been published as the numbers of information quickly rises, on the relationship between age and numerous magnitudes of studies includes age discrimination [2,4,5,24,[36][37][38], age stereotypes [37,39,40] and age-related psychological factors [38,[41][42][43] as well as the employability of older employees in the organizations [26,[44][45][46][47]. In the USA, Popkin et al [48] reviewed on the impacts of an aging workforce in transportation sector by adopting the sociotechnical systems model.…”

Section: Methodsmentioning

confidence: 99%

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

Salah¹,

Habtoor²

2016

Review Pub Administration Manag

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This study aim to achieve a better thoughtful of the Executives' disposition to explore the factors that influence the intention to Retain Older Employees in Corporate Sectors in Libya using Theory of paling behavior as a model. However, the study analyzed the intention of managers to absorb older employees in an organization through pragmatic behaviors and engagements. As a result, the study engaged the theory of planned behavior (TPB). It focused on the unwelcome stereotype attitude meted out to the older employees in a working situation. Quantitative method of research was implemented through a well prepared questionnaire which was used to collect data on the related research questions. Over-all 600 questionnaire was dispersed but 402 was reverted. Therefore, the data gathered from the returned 402 questionnaires was then analyzed by Correlation and regression analyses which revealed a number of significant relationships between the variables (behavioral belief and Intention), (normative belief and Intention). The results indicate that behavioral belief, significantly influenced the disposition of executives' to retain older employees (β=0.499, p<0.05), also, the normative belief significantly influenced the disposition of executives' to retain older employees (β=0.336, p<0.05). Contrarily, Control belief does not significantly influenced the disposition of Executives' to retain older employees in Libyan corporate sector (β=-0.012, p>0.05). The findings unambiguously contribute to the knowledge expansion of Executives' disposition to Retain Older Employees in Various Corporate Sectors.

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Section: Methodsmentioning

confidence: 99%

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

Salah¹,

Habtoor²

2016

Review Pub Administration Manag

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“…The evidence from European social surveys carried out in the first year after the economic crisis of 2008 (European Commission 2009) showed a strong conviction that the economic crisis would negatively influence the position of older workers in job markets through the increase in age discrimination. Analysis from the point of view of employers and companies also revealed that in a situation of economic slowdown and deterioration of market opportunities, the burden shifted towards older employees by cutting their salaries (which are sometimes higher due to seniority schemes) or by making them redundant (Cheung et al 2010). The research evidence from recent years, however, shows that while younger people in many EU countries have faced severe difficulties in finding jobs since the crisis of 2008, employment rates of prime-age and older workers have remained remarkably stable (Eichhorst et al 2013).…”

Section: Globalisation and Economic Crisesmentioning

confidence: 99%

Ageism and Age Discrimination in the Labour Market: A Macrostructural Perspective

Stypińska

Nikander

2018

International Perspectives on Aging

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Ageism and age discrimination in the labour market have been topics of scholarly interest since the early twentieth century. Today, in markedly different economic conditions, with increasingly globalised labour markets, the victories and failures of workers' movements, and the changing conditions of the European welfare state, the problem of unequal and negative treatment of older workers still prevails. This chapter looks at the phenomenon of age discrimination and ageism in the labour market from a socio-political perspective and draws attention to deciding factors in its emergence. We add to the individualistic and micro accounts adopted by psychological research (see Lev et al. 2018; Chap. 4, in this volume) and the meso level studies of organisation and work environment conditions (see Naegele et al. 2018; Chap. 5, in this volume) by examining the role of macrostructural processes and transformations to identify their link to the persistence of ageism and age discrimination in contemporary labour markets. First, we provide an overview of the most common conceptual understandings of ageism and age discrimination in employment. Second, we investigate the dynamics between the phenomena of ageism and age discrimination and a range of socio-political contexts, cultural settings, and legal and economic conditions. We then discuss the costs and consequences of age discrimination in employment, and examine various policy responses to these costs and consequences.

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“…Legislation is not always able to address this type of age discrimination (Cheung et al 2010), where social factors, such as stereotypes, interpersonal relationships or work atmosphere can play a significant role. This suggests that the discrimination in employment might occur in two forms: one that aligns with the strict legal definitions, and second form that occurs in social interactions and is linked to workplace dynamics (Green 2001).…”

Section: Legal and Social Understanding Of Age Discriminationmentioning

confidence: 99%

Hard and soft age discrimination: the dual nature of workplace discrimination

2017

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The paper concentrates on the problem of age discrimination in the labour market and the way it can be conceptualised and measured in a multi-disciplinary way. The approach proposed here combines two understandings of age discrimination-a sociological and legal one, what allows for a fuller and expanded understanding of ageism in the workplace. At the heart of the study is a survey carried out in Poland with a sample of 1000 men and women aged 45-65 years. The study takes a deeper and innovative look into the issue of age discrimination in employment. Confirmatory factor analysis with WLSMV estimation and logistic regressions were used to test the hypotheses. The study shows that age discrimination in labour market can take on different forms: hard and soft, where the hard type of age discrimination mirrors the legally prohibited types of behaviours and those which relate to the actual decisions of employers which can impact on the employee's career development. The soft discrimination corresponds with those occurrences, which are not inscribed in the legal system per se, are occurring predominantly in the interpersonal sphere, but can nevertheless have negative consequences. Soft discrimination was experienced more often (28.6% of respondents) than hard discrimination (15.7%) with higher occurrences among women, persons in precarious job situation or residents of urban areas. The role of education was not confirmed to influence the levels of perceived age discrimination.

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Age discrimination in the labour market from the perspectives of employers and older workers

Cited by 26 publications

References 43 publications

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

Managers Approaches on the Intention to Retain Older Employees in the Corporate Sectors in Libya

Ageism and Age Discrimination in the Labour Market: A Macrostructural Perspective

Hard and soft age discrimination: the dual nature of workplace discrimination

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