Variations in Human Capital Investment Activity by Age

On the relationships among work characteristics and learning‐related behavior: Does age matter?

“…A final explanation is the differential treatment in the work environment of middle-aged versus younger and older workers. Earlier research has revealed that supervisors hold negative stereotypes, provide less organizational developmental or training activities to and treat older workers less fairly than middle-aged or younger workers (Simpson, Greller, & Stroh, 2002;Van der Heijden et al, 2009). This suggests that the position of the middleaged workers in the organization is much more favorable than that of both younger and older workers.…”

Cohort differences in the urban settlement intentions of rural migrants: A case study in Jiangsu Province, China

“…Compared to older persons, younger individuals have weaker place-specific ties, fewer family commitments, less investment in employment prestige, and more investment in human capital (Pandit, 1997;Simpson, Greller, & Stroh, 2002). Among these factors, life-cycle stages strongly affect migration decisions as well as related factors such as education, labour force activity, marital status and differences in economic costs and benefits (Hogan, 1978;Lansing & Kish, 1957;Sandefur, 1985).…”

Older Workers, Occupational Stress and Safety

“…Older workers also have fewer developmental opportunitics such as challenging job assignments (Maurer, 2007;Wrenn & Maurer, 2004). Employers are less likely to offer training and devclopmcntal to older workers because older workers are perceived to be more expensive and to have a shortcr career horizon decreasing thc possibility for a return on invcstment (Simpson, Greller, & Stroh, 2002;Taylor & Urwin, 200 I). This lack of investment in training is likely to lead to greater skill obsolescence thereby decreasing older workers' employability and making them more susceptible to losing their jobs.…”