an article by David Lain (Newcastle University Business School, Newcastle upon Tyne, UK), Laura Airey and Wendy Loretto (University of Edinburgh Business School, UK) and Sarah Vickerstaff (University of Kent, Canterbury, UK) published in Ageing & Society Volume 39 Issue 10 (October 2019)
Abstract
In policy debates it is commonly claimed that older workers are entering a period of choice and control. In contrast, Guy Standing's book The Precariat: The Dangerous New Class, published in 2011, argues that older people are increasingly joining the ‘precariat’, by taking low-level jobs to supplement dwindling pension incomes.
We argue that many older workers, not just those in ‘precarious jobs’, feel a sense of ‘ontological precarity’. Pressures to work longer, combined with limited alternative employment prospects and inadequate retirement incomes, give rise to a heightened sense of precarity.
We develop a new theoretical model for understanding precarity as a lived experience, which is influenced by the intersection between precarious jobs, precarious welfare states and precarious households.
This model is then illustrated using qualitative research from two organisations in the United Kingdom: ‘Local Government’ and ‘Hospitality’. In both organisations, older workers experienced a sense of ontological precarity because they worried about the long-term sustainability of their jobs and saw limited alternative sources of retirement income. Household circumstances either reinforced interviewees’ sense of precarity, or acted as a buffer against it. This was particularly important for women, as they typically accrued smaller financial resources in their own right.
Our concluding discussion builds on this more advanced theoretical understanding of older worker precarity to call for a rethinking of state and employer support for decisions around later-life working and retirement.
Full text (PDF 23pp)
Showing posts with label older_workers. Show all posts
Showing posts with label older_workers. Show all posts
Saturday, 5 October 2019
Wednesday, 26 June 2019
Uncertain Futures: Organisational Influences on the Transition from Work to Retirement
an article by Chris Phillipson (University of Manchester, UK), Sue Shepherd and Sarah Vickerstaff University of Kent, UK) and Mark Robinson (Leeds Beckett University, UK) published in Social Policy and Society Volume 18 Issue 3 (July 2019)
Abstract
The promotion of extended working life has created a period of uncertainty between the ending of work and the beginning of retirement. This period of the life course is now ‘open-ended’ in respect of whether older workers decide to remain in employment or leave working.
However, the choices available are framed within public policy and organisational contexts as well as personal circumstances.
The study reviews the organisation of ‘work-ending’, the construction of age within organisations, and the influences on provision of support in late working life.
The article concludes with a discussion on the range of pressures that might limit control over pathways through middle and late working careers.
Full text (PDF 16pp)
Abstract
The promotion of extended working life has created a period of uncertainty between the ending of work and the beginning of retirement. This period of the life course is now ‘open-ended’ in respect of whether older workers decide to remain in employment or leave working.
However, the choices available are framed within public policy and organisational contexts as well as personal circumstances.
The study reviews the organisation of ‘work-ending’, the construction of age within organisations, and the influences on provision of support in late working life.
The article concludes with a discussion on the range of pressures that might limit control over pathways through middle and late working careers.
Full text (PDF 16pp)
Thursday, 30 May 2019
Social networks, accessed and mobilised social capital and the employment status of older workers: A case study
an artticle by Kaberi Gayen (Dartmouth College, Hanover, New Hampshire, USA; Dhaka University, Bangladesh), Robert Raeside (Edinburgh Business School, Heriot-Watt University, Edinburgh, UK) and Ronald McQuaid (Department of Management Work and Organisation, University of Stirling, UK) published in International Journal of Sociology and Social Policy Volume 39 Issue 5/6 (2019)
Abstract
Purpose
The purpose of this paper is to demonstrate the importance of social networks, and the social capital embedded in them, to secure employment if someone had become unemployed after the age of 50 years and to reveal the process of accessing and mobilising that social capital.
Design/methodology/approach
A case study of a Scottish labour market was undertaken which involved an interview-based survey of those who became unemployed in their early 50’s and tried to regain employment. The interview had structured and unstructured parts which allowed both quantitative and qualitative analysis to compare those who were successful in regaining work with those who were not. The uniqueness of the paper is the use of social network components while controlling for other socio-economic and demographic variables in job search of older workers.
Findings
Those older people who were unemployed and, returned to employment (reemployed) had a higher proportion of contacts with higher prestige jobs, their job searching methods were mainly interpersonal and the rate of finding their last job via their social networks was higher than those who remained unemployed. Both groups mobilised social capital (MSC), but those reemployed accessed higher “quality” social capital. “Strong ties”, rather than “weak ties”, were found to be important in accessing and mobilising social capital for the older workers who returned to employment.
Research limitations/implications
This work is limited to a local labour market and is based on a small but informative sample. However, it does show that policy is required to allow older people to enhance their social networks by strengthening the social capital embedded in the networks. The results support the use of intermediaries as bridges to help compensate for older people who have weak social networks. Besides the policy implications, the paper also has two distinct research implications. First, the use of social network component to the existing literature of older workers’ job search. Second, exploring the type and relational strength with network members to explain older workers’ reemployment.
Practical implications
The paper illustrates that how accessed and MSC can be measured.
Social implications
As populations age, this work points to an approach to support older people to re-enter employment and to include them in society.
Originality/value
The paper extends social network and employment literature to fill gaps on how older people require to both access and mobilise social capital. The importance of “strong ties” in the reemployment of older workers contrasts with much of the literature on younger workers where the “strength of weak ties” so far has been regarded as essential for successful job search. Measures are forwarded to reveal the relevance of social capital. The policy value of the work is in suggesting ways to facilitate older people re-enter or remain in work and hence sustain their well-being.
Abstract
Purpose
The purpose of this paper is to demonstrate the importance of social networks, and the social capital embedded in them, to secure employment if someone had become unemployed after the age of 50 years and to reveal the process of accessing and mobilising that social capital.
Design/methodology/approach
A case study of a Scottish labour market was undertaken which involved an interview-based survey of those who became unemployed in their early 50’s and tried to regain employment. The interview had structured and unstructured parts which allowed both quantitative and qualitative analysis to compare those who were successful in regaining work with those who were not. The uniqueness of the paper is the use of social network components while controlling for other socio-economic and demographic variables in job search of older workers.
Findings
Those older people who were unemployed and, returned to employment (reemployed) had a higher proportion of contacts with higher prestige jobs, their job searching methods were mainly interpersonal and the rate of finding their last job via their social networks was higher than those who remained unemployed. Both groups mobilised social capital (MSC), but those reemployed accessed higher “quality” social capital. “Strong ties”, rather than “weak ties”, were found to be important in accessing and mobilising social capital for the older workers who returned to employment.
Research limitations/implications
This work is limited to a local labour market and is based on a small but informative sample. However, it does show that policy is required to allow older people to enhance their social networks by strengthening the social capital embedded in the networks. The results support the use of intermediaries as bridges to help compensate for older people who have weak social networks. Besides the policy implications, the paper also has two distinct research implications. First, the use of social network component to the existing literature of older workers’ job search. Second, exploring the type and relational strength with network members to explain older workers’ reemployment.
Practical implications
The paper illustrates that how accessed and MSC can be measured.
Social implications
As populations age, this work points to an approach to support older people to re-enter employment and to include them in society.
Originality/value
The paper extends social network and employment literature to fill gaps on how older people require to both access and mobilise social capital. The importance of “strong ties” in the reemployment of older workers contrasts with much of the literature on younger workers where the “strength of weak ties” so far has been regarded as essential for successful job search. Measures are forwarded to reveal the relevance of social capital. The policy value of the work is in suggesting ways to facilitate older people re-enter or remain in work and hence sustain their well-being.
Friday, 17 February 2017
The impact of acute health shocks on the labour supply of older workers: Evidence from sixteen European countries
an article by Elisabetta Trevisan (University of Padua, Italy and Netspar, Tilburg, The Netherlands) and Francesca Zantomio (Ca' Foscari University Venice, Italy) published in Labour Economics
Volume 43 (December 2016)
Highlights
We investigate the consequences of experiencing an acute health shock, namely the first onset of myocardial infarction, stroke or cancer, on the labour supply of older workers in Europe. Despite its policy relevance to social security sustainability, the question has not yet been empirically addressed in the European context.
We combine data from the English Longitudinal Study of Ageing and the Survey of Health, Ageing and Retirement in Europe and cover sixteen European countries, representative of different institutional settings, in the years spanning from 2002 to 2013.
The empirical strategy builds on the availability of an extremely rich set of health and labour market information as well as of panel data.
To remove the potential confounding bias, a selection on observables strategy is adopted, while the longitudinal dimension of data allows controlling for time invariant unobservables. Implementation is based on a combination of stratification and propensity score matching methods.
Results reveal that experiencing an acute health shock on average doubles the risk of an older worker leaving the labour market, and is accompanied by a deterioration in physical functioning and mental health, as well as by a reduction in perceived life expectancy.
Men’s labour market response appears driven by the onset of impairment acting as a barrier to work. In the case of women, preferences for leisure and financial constraints seem to play a prominent role. Heterogeneity in behavioural responses across countries – with the largest labour supply reductions observed in the Nordic and Eastern countries, and England – are suggestive of a relevant role played by social security generosity.
JEL Classification: J22, J18, I10, C14
Highlights
- Experiencing a first acute health shock doubles the risk of labour market exit.
- Conditional on remaining in work, men increase hours worked, women do not.
- Stroke causes the largest LMP response, followed by cancer, and then infarction.
- Men’s response is driven by impairment, women’s by preferences and finances.
- Access to disability benefits drives cross-country heterogeneity in LMP response.
We investigate the consequences of experiencing an acute health shock, namely the first onset of myocardial infarction, stroke or cancer, on the labour supply of older workers in Europe. Despite its policy relevance to social security sustainability, the question has not yet been empirically addressed in the European context.
We combine data from the English Longitudinal Study of Ageing and the Survey of Health, Ageing and Retirement in Europe and cover sixteen European countries, representative of different institutional settings, in the years spanning from 2002 to 2013.
The empirical strategy builds on the availability of an extremely rich set of health and labour market information as well as of panel data.
To remove the potential confounding bias, a selection on observables strategy is adopted, while the longitudinal dimension of data allows controlling for time invariant unobservables. Implementation is based on a combination of stratification and propensity score matching methods.
Results reveal that experiencing an acute health shock on average doubles the risk of an older worker leaving the labour market, and is accompanied by a deterioration in physical functioning and mental health, as well as by a reduction in perceived life expectancy.
Men’s labour market response appears driven by the onset of impairment acting as a barrier to work. In the case of women, preferences for leisure and financial constraints seem to play a prominent role. Heterogeneity in behavioural responses across countries – with the largest labour supply reductions observed in the Nordic and Eastern countries, and England – are suggestive of a relevant role played by social security generosity.
JEL Classification: J22, J18, I10, C14
Sunday, 17 July 2016
An exploration of older worker flexible working arrangements in smaller firms
an article by Carol Atkinson (MMU Business School, Manchester) and Peter Sandiford (Business School, University of Adelaide) published in Human Resource Management Journal Volume 26 Issue (January 2016)
Abstract
This article explores flexible working arrangements (FWAs) for older workers in smaller UK firms.
We address three questions:
~~ how far older workers need and value FWAs,
~~ the type of FWAs they need, and
~~ whether smaller firms can offer these FWAs.
We draw on 46 semi-structured interviews from six smaller case study firms to present a qualitative exploration of both owner-manager and (under-researched) worker perspectives. We evidence the offer and importance of temporal and work-role FWAs, together with the use of i-deals and ad hoc FWAs in meeting the needs of this diverse group.
We make three contributions:
first, theoretically, in arguing for an extended definition of FWAs and understanding formality of offer;
second, to practice, in highlighting FWA mechanisms appropriate to older workers;
third, to policy, in questioning the effectiveness of both the business case approach to older worker FWAs in smaller firms and policy's positioning of older workers as a homogeneous group.
Full text (HTML)
Abstract
This article explores flexible working arrangements (FWAs) for older workers in smaller UK firms.
We address three questions:
~~ how far older workers need and value FWAs,
~~ the type of FWAs they need, and
~~ whether smaller firms can offer these FWAs.
We draw on 46 semi-structured interviews from six smaller case study firms to present a qualitative exploration of both owner-manager and (under-researched) worker perspectives. We evidence the offer and importance of temporal and work-role FWAs, together with the use of i-deals and ad hoc FWAs in meeting the needs of this diverse group.
We make three contributions:
first, theoretically, in arguing for an extended definition of FWAs and understanding formality of offer;
second, to practice, in highlighting FWA mechanisms appropriate to older workers;
third, to policy, in questioning the effectiveness of both the business case approach to older worker FWAs in smaller firms and policy's positioning of older workers as a homogeneous group.
Full text (HTML)
Tuesday, 21 July 2015
Differential predictors of post-retirement life and work satisfaction
an article by Leena Maren Pundt, Anne Marit Wöhrmann and Jürgen Deller (Leuphana University of Lüneburg, Germany) and Kenneth S. Shultz (California State University, San Bernardino, United States) published in Journal of Managerial Psychology Volume 30 Issue 2 (2015)
Abstract
Purpose
The purpose of this paper is to examine the relationship of personal motivational goals and the corresponding occupational characteristics of volunteer, work-related activities in retirement with life and work satisfaction.
Design/methodology/approach
Fully retired individuals working for a non-profit organization in their former professional career field on a non-paid basis were surveyed using an online survey (n=661) to assess their motivational goals, the occupational characteristics of their projects, and satisfaction with life and work.
Findings
Results suggested that post-retirement volunteer workers differentiated between perceived life and work satisfaction. The motives of achievement, appreciation, autonomy, contact, and generativity significantly directly affected life satisfaction and indirectly affected work satisfaction. Occupational characteristics assessing achievement, appreciation, autonomy, contact, and generativity had direct effects on work satisfaction but not on life satisfaction except for occupational autonomy.
Research limitations/implications
The study was cross-sectional and based on self-report data of highly educated German retirees working in volunteer professional positions, thus potentially limiting the generalizability of findings.
Practical implications
Organizations should enable post-retirement volunteer workers to meet their motivation goals by designing work opportunities to fulfill the motivational goals of achievement, appreciation, autonomy, contact, and generativity.
Social implications
Post-retirement activities possess the potential to help solve societal problems by countering the shortage of specialists and managers at the same time that the burden on social security systems is reduced.
Originality/value
The paper presents evidence that different personal motivational goals and occupational characteristics are important in post-retirement activities. The findings imply that work designs created for post-retirement activities should provide a variety of occupational characteristics, such as occupational achievement and appreciation.
Abstract
Purpose
The purpose of this paper is to examine the relationship of personal motivational goals and the corresponding occupational characteristics of volunteer, work-related activities in retirement with life and work satisfaction.
Design/methodology/approach
Fully retired individuals working for a non-profit organization in their former professional career field on a non-paid basis were surveyed using an online survey (n=661) to assess their motivational goals, the occupational characteristics of their projects, and satisfaction with life and work.
Findings
Results suggested that post-retirement volunteer workers differentiated between perceived life and work satisfaction. The motives of achievement, appreciation, autonomy, contact, and generativity significantly directly affected life satisfaction and indirectly affected work satisfaction. Occupational characteristics assessing achievement, appreciation, autonomy, contact, and generativity had direct effects on work satisfaction but not on life satisfaction except for occupational autonomy.
Research limitations/implications
The study was cross-sectional and based on self-report data of highly educated German retirees working in volunteer professional positions, thus potentially limiting the generalizability of findings.
Practical implications
Organizations should enable post-retirement volunteer workers to meet their motivation goals by designing work opportunities to fulfill the motivational goals of achievement, appreciation, autonomy, contact, and generativity.
Social implications
Post-retirement activities possess the potential to help solve societal problems by countering the shortage of specialists and managers at the same time that the burden on social security systems is reduced.
Originality/value
The paper presents evidence that different personal motivational goals and occupational characteristics are important in post-retirement activities. The findings imply that work designs created for post-retirement activities should provide a variety of occupational characteristics, such as occupational achievement and appreciation.
Tuesday, 26 May 2015
Training older employees: what is effective?
an article by Thomas Zwick (Faculty of Business Management and Economics, University of Würzburg, Würzburg, Germany)published in International Journal of Manpower Volume 36 Issue 2 (2015)
Abstract
Purpose
Employees older than 55 years of age have a much lower share in training than other employees. The purpose of this paper is to propose that one of the reasons for this phenomenon that has not been taken into account so far is that their training is less effective.
Design/methodology/approach
This paper shows that training of older employees indeed is less effective in the self-assessment of training participants. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility or job security. Besides age a broad range of explanatory variables is included as covariates in a large linked employer-employee data set.
Findings
The paper finds that main reason for the differences in training effectiveness during the life cycle is that firms do not take into account differences in training motivation. Older employees get higher returns from informal and directly relevant training and from training contents that can be mainly tackled by crystallised abilities. Training incidence in the more effective training forms is, however, not higher for older employees. Given that other decisive variables on self-assessed effectiveness such as training duration, financing and initiative are not sensitive to age, the wrong allocation of training contents and training forms therefore is the critical explanation for the lower effectiveness of training.
Originality/value
This paper therefore shows to human resource managers why old employees rate training effectiveness lower and indicates what can be done in order to improve training effectiveness of old employees. It uses a large and detailed data set entailing more than 6,000 employees from about 150 establishments.
Abstract
Purpose
Employees older than 55 years of age have a much lower share in training than other employees. The purpose of this paper is to propose that one of the reasons for this phenomenon that has not been taken into account so far is that their training is less effective.
Design/methodology/approach
This paper shows that training of older employees indeed is less effective in the self-assessment of training participants. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility or job security. Besides age a broad range of explanatory variables is included as covariates in a large linked employer-employee data set.
Findings
The paper finds that main reason for the differences in training effectiveness during the life cycle is that firms do not take into account differences in training motivation. Older employees get higher returns from informal and directly relevant training and from training contents that can be mainly tackled by crystallised abilities. Training incidence in the more effective training forms is, however, not higher for older employees. Given that other decisive variables on self-assessed effectiveness such as training duration, financing and initiative are not sensitive to age, the wrong allocation of training contents and training forms therefore is the critical explanation for the lower effectiveness of training.
Originality/value
This paper therefore shows to human resource managers why old employees rate training effectiveness lower and indicates what can be done in order to improve training effectiveness of old employees. It uses a large and detailed data set entailing more than 6,000 employees from about 150 establishments.
Wednesday, 3 December 2014
‘Make do and mend’ after redundancy at Anglesey Aluminium: critiquing human capital approaches to unemployment
an article by Tony Dobbins, Alexandra Plows and Huw Lloyd-Williams (Bangor University, UK) published in Work, Employment & Society Volume 28 Number 4 (August 2014)
Abstract
This article tracks workers’ responses to redundancy and impact on the local labour market and regional unemployment policy after the closure of a large employer, Anglesey Aluminium (AA), on Anglesey in North Wales. It questions human capital theory (HCT) and its influence on sustaining neo-liberal policy orthodoxy – focused on supplying skilled and employable workers in isolation from other necessary ingredients in the policy recipe. It is concluded that HCT and associated skills policy orthodoxy are problematic because supply of particular skills did not create demand from employers.
Ex-AA workers faced a paradox of being highly skilled but underemployed. Some workers re-trained but there were insufficient (quality) job opportunities.
In picking up the pieces after redundancy many workers found themselves part of a labour ‘precariat’ with little choice but to ‘make do and mend’.
Abstract
This article tracks workers’ responses to redundancy and impact on the local labour market and regional unemployment policy after the closure of a large employer, Anglesey Aluminium (AA), on Anglesey in North Wales. It questions human capital theory (HCT) and its influence on sustaining neo-liberal policy orthodoxy – focused on supplying skilled and employable workers in isolation from other necessary ingredients in the policy recipe. It is concluded that HCT and associated skills policy orthodoxy are problematic because supply of particular skills did not create demand from employers.
Ex-AA workers faced a paradox of being highly skilled but underemployed. Some workers re-trained but there were insufficient (quality) job opportunities.
In picking up the pieces after redundancy many workers found themselves part of a labour ‘precariat’ with little choice but to ‘make do and mend’.
Tuesday, 9 July 2013
Changing demographics: are companies meeting the development needs of an ageing workforce?
an article by Kevin Young (General Manager EMEA at Skillsoft, UK) published in Development and Learning in Organizations Volume 27 Issue 4 (2013)
Abstract
Purpose
The aim of the viewpoint article was to raise awareness around training and development opportunities made available to the over-60s workforce. Recent Skillsoft research, conducted by Opinion Matters, discovered that 93 per cent of UK CEOs do not invest in training and development for their employees who are over the age of 60.
Design/methodology/approach
This paper is a viewpoint article which raises awareness around training and development opportunities made available to the over-60s workforce, following recent Skillsoft research on this issue.
Findings
It is found that 93 per cent of UK CEOs do not invest in training and development for their employees that are over the age of 60.
Practical implications
It is encouraging to see that the UK Government is starting to initiate programs that are aimed at enhancing the over-60s working life and it is time for businesses to take note and not ignore this valuable part of their workforce. If forgotten and not given the appropriate development opportunities, it will be businesses that miss out on this untapped resource.
Originality/value
The paper addresses issues around training and development opportunities made available to the over-60s workforce, in the light of recent research.
Abstract
Purpose
The aim of the viewpoint article was to raise awareness around training and development opportunities made available to the over-60s workforce. Recent Skillsoft research, conducted by Opinion Matters, discovered that 93 per cent of UK CEOs do not invest in training and development for their employees who are over the age of 60.
Design/methodology/approach
This paper is a viewpoint article which raises awareness around training and development opportunities made available to the over-60s workforce, following recent Skillsoft research on this issue.
Findings
It is found that 93 per cent of UK CEOs do not invest in training and development for their employees that are over the age of 60.
Practical implications
It is encouraging to see that the UK Government is starting to initiate programs that are aimed at enhancing the over-60s working life and it is time for businesses to take note and not ignore this valuable part of their workforce. If forgotten and not given the appropriate development opportunities, it will be businesses that miss out on this untapped resource.
Originality/value
The paper addresses issues around training and development opportunities made available to the over-60s workforce, in the light of recent research.
Wednesday, 24 April 2013
Extending working lives: age management in SMEs
an article by Vanesa Fuertes, Valerie Egdell and Ronald McQuaid (Employment Research Institute, Edinburgh Napier University, UK) published in Employee Relations Volume 35 Issue 3 (2013)
Abstract
Purpose
The purpose of this paper is to present a study of age management in small and medium-sized enterprises (SMEs) in the UK.
Design/methodology/approach
Qualitative data collection and exploratory research with six SMEs comprising of: initial interviews with representatives from the SMEs; action research activities designed to raise awareness of age management issues and age discrimination legislation; and follow-up interviews to ascertain if awareness raising activities resulted in any changes, or planned changes, in policy, practice and attitudes towards older workers.
Findings
Good practice in age management can be found in SMEs, but was not found to be part of a systematic strategy. Negative practices and attitudes towards older workers are observed, with positive and negative age stereotypes coexisting. Negative stereotypes displayed can undermine the perceived economic value of older workers. There may be a gap between policy and practice, but awareness raising campaigns that reach employers can influence existing ways of working by showing the benefits of an age diverse workforce and helping reduce prejudices against older workers.
Research limitations/implications
The sample size is small and context specific. However, the study usefully illustrates different approaches to age management policies and practices in SMEs, and the potential benefits of age management awareness in influencing attitudes and practices towards older workers in SMEs.
Originality/value
The experience of age management in SMEs is under researched and examples of good practice in age management are often drawn from large organisations. The paper highlights that SMEs often lack the resources to seek advice regarding age management; therefore, those responsible for age management awareness raising activities may need to approach businesses directly.
Abstract
Purpose
The purpose of this paper is to present a study of age management in small and medium-sized enterprises (SMEs) in the UK.
Design/methodology/approach
Qualitative data collection and exploratory research with six SMEs comprising of: initial interviews with representatives from the SMEs; action research activities designed to raise awareness of age management issues and age discrimination legislation; and follow-up interviews to ascertain if awareness raising activities resulted in any changes, or planned changes, in policy, practice and attitudes towards older workers.
Findings
Good practice in age management can be found in SMEs, but was not found to be part of a systematic strategy. Negative practices and attitudes towards older workers are observed, with positive and negative age stereotypes coexisting. Negative stereotypes displayed can undermine the perceived economic value of older workers. There may be a gap between policy and practice, but awareness raising campaigns that reach employers can influence existing ways of working by showing the benefits of an age diverse workforce and helping reduce prejudices against older workers.
Research limitations/implications
The sample size is small and context specific. However, the study usefully illustrates different approaches to age management policies and practices in SMEs, and the potential benefits of age management awareness in influencing attitudes and practices towards older workers in SMEs.
Originality/value
The experience of age management in SMEs is under researched and examples of good practice in age management are often drawn from large organisations. The paper highlights that SMEs often lack the resources to seek advice regarding age management; therefore, those responsible for age management awareness raising activities may need to approach businesses directly.
Tuesday, 16 April 2013
Employers’ use of older workers in the recession
an article by Vanessa Beck, (University of Leicester, UK) published in Employee Relations Volume 35 Issue 3 (2013)
Abstract
Purpose
The purpose of this paper is to explore the degree to which there have been changes during the recession in the behaviour of employers with regards to their employment of older workers. The paper aims to show that there has been substantial change since the last recession and that there are, potentially, significant developments still occurring.
Design/methodology/approach
A small group of employers from a range of sectors were interviewed twice, once at the outset of the (first) recession and once towards its end.
Findings
The situation for older workers in employment is better than in previous recessions, mainly because employers are less likely to resort to redundancies for workers of all ages. Instead, a range of flexible working options are being utilised, including flexible retirement and adjustments to work processes. In the main the flexibility was instituted and controlled by the organisations. Employers are looking for alternative strategies to deal with a shift in control over the retirement process as a result of the abolishment of the default retirement age.
Research limitations/implications
The research was undertaken with a small sample, which has implications for the generalizability of the results. Although it would be difficult to further investigate the developments of employer behaviour during the recession, the long-term implications and the effects of the recession, in particular on older workers, are yet to emerge.
Originality/value
The paper shows a new development in dealing with older workers during a recession.
Abstract
Purpose
The purpose of this paper is to explore the degree to which there have been changes during the recession in the behaviour of employers with regards to their employment of older workers. The paper aims to show that there has been substantial change since the last recession and that there are, potentially, significant developments still occurring.
Design/methodology/approach
A small group of employers from a range of sectors were interviewed twice, once at the outset of the (first) recession and once towards its end.
Findings
The situation for older workers in employment is better than in previous recessions, mainly because employers are less likely to resort to redundancies for workers of all ages. Instead, a range of flexible working options are being utilised, including flexible retirement and adjustments to work processes. In the main the flexibility was instituted and controlled by the organisations. Employers are looking for alternative strategies to deal with a shift in control over the retirement process as a result of the abolishment of the default retirement age.
Research limitations/implications
The research was undertaken with a small sample, which has implications for the generalizability of the results. Although it would be difficult to further investigate the developments of employer behaviour during the recession, the long-term implications and the effects of the recession, in particular on older workers, are yet to emerge.
Originality/value
The paper shows a new development in dealing with older workers during a recession.
Wednesday, 20 March 2013
Older age and ill-health: links to work and worklessness
Fiona Carmichael (University of Birmingham, UK), Claire Hulme, (University of Leeds, UK) and Lorna Porcellato (Liverpool John Moores University, UK) published in International Journal of Workplace Health Management Volume 6 Issue 1 (2013)
Abstract
Purpose
The purpose of this paper is to provide insights on the relationship between health and employment in older age.
Design/methodology/approach
Qualitative methods are used with some additional quantitative analysis to explore emergent themes. The qualitative analysis is based on interviews with 56 men and women between the ages of 50 and 68. This part of the study uses the respondents’ own words to explain how physical and mental ill-health has impacted on labour market participation and vice versa. The quantitative analysis uses data from the British Household Panel Study and multivariate techniques.
Findings
The research highlights the complexity, individuality and two-way causality underlying the relationships between health, work and worklessness in older age. The analysis also suggests that type of job and workplace conditions matter. The negative impact of the onset of ill-health on employment participation only appears to be accentuated by age for women.
Research limitations/implications
The two data sets are not directly comparable.
Social implications
Planned rises in the age at which state pensions are payable need to be accompanied by policies that improve the health of older people and changes in workplace practices that facilitate longer working lives.
Originality/value
The paper has a specific focus on the relationship between ill-health and employment in older age; uses qualitative methods to draw out the main issues and quantitative analysis to draw additional insights and make some comparisons with younger cohorts.
Abstract
Purpose
The purpose of this paper is to provide insights on the relationship between health and employment in older age.
Design/methodology/approach
Qualitative methods are used with some additional quantitative analysis to explore emergent themes. The qualitative analysis is based on interviews with 56 men and women between the ages of 50 and 68. This part of the study uses the respondents’ own words to explain how physical and mental ill-health has impacted on labour market participation and vice versa. The quantitative analysis uses data from the British Household Panel Study and multivariate techniques.
Findings
The research highlights the complexity, individuality and two-way causality underlying the relationships between health, work and worklessness in older age. The analysis also suggests that type of job and workplace conditions matter. The negative impact of the onset of ill-health on employment participation only appears to be accentuated by age for women.
Research limitations/implications
The two data sets are not directly comparable.
Social implications
Planned rises in the age at which state pensions are payable need to be accompanied by policies that improve the health of older people and changes in workplace practices that facilitate longer working lives.
Originality/value
The paper has a specific focus on the relationship between ill-health and employment in older age; uses qualitative methods to draw out the main issues and quantitative analysis to draw additional insights and make some comparisons with younger cohorts.
Thursday, 17 January 2013
Trade union responses to ageing workforces in the UK and Germany
an article by Matthew Flynn and Martin Upchurch (Middlesex University Business School, UK), Michael Muller-Camen (WU, Vienna University of Economics and Business, Austria and Middlesex University Business School, UK) and Heike Schroder (WU, Vienna University of Economics and Business, Austria) published in Human Relations Volume 66 Number 1 (January 2013)
Abstract
Ageing workforces are placing conflicting pressures on European trade unions in order to, on the one hand, protect pensions and early retirement routes, and, on the other, promote human resource management (HRM) policies geared towards enabling their older members to extend working life.
Using interviews from German and United Kingdom (UK) trade unions, we discuss how unions are both constrained and enabled by pre-existing institutional structures in advocating approaches to age management.
In Germany, some unions use their strong institutional role to affect public policy and industrial change at national and sectoral levels. UK unions have taken a more defensive approach, focused on protecting pension rights.
The contrasting varieties of capitalism, welfare systems and trade unions’ own orientations are creating different pressures and mechanisms to which unions need to respond. While the German inclusive system is providing unions with mechanisms for negotiating collectively at the national level, UK unions’ activism remains localized.
Abstract
Ageing workforces are placing conflicting pressures on European trade unions in order to, on the one hand, protect pensions and early retirement routes, and, on the other, promote human resource management (HRM) policies geared towards enabling their older members to extend working life.
Using interviews from German and United Kingdom (UK) trade unions, we discuss how unions are both constrained and enabled by pre-existing institutional structures in advocating approaches to age management.
In Germany, some unions use their strong institutional role to affect public policy and industrial change at national and sectoral levels. UK unions have taken a more defensive approach, focused on protecting pension rights.
The contrasting varieties of capitalism, welfare systems and trade unions’ own orientations are creating different pressures and mechanisms to which unions need to respond. While the German inclusive system is providing unions with mechanisms for negotiating collectively at the national level, UK unions’ activism remains localized.
Wednesday, 16 January 2013
International and European policy on work and retirement: Reinventing critical perspectives on active ageing and mature subjectivity
an article by Thibauld Moulaert (Université Catholique de Louvain, Belgium), Simon Biggs (The University of Melbourne, Australia) and Thibauld Moulaert (National Fund for Scientific Research, Université Catholique de Louvain, Belgium) published in Human Relations Volume 66 Number 1 (January 2013)
Abstract
In this article, the authors critically examine themes that have become associated with work and retirement in the context of demographic change.
Two discourses are looked at in detail, those of ‘active’ and ‘productive’ ageing, with a focus upon International and European social policy.
Drawing on the work of Foucault and others, the emergence of a dominant discourse and its effects on policy-based understandings of ageing are examined.
A new orthodoxy of ageing subjectivity is identified, restricting the social contribution of older adults to work and work-like activities. A subtext refers to the co-option of liberal gerontological priorities into new and socially rigid forms of identity that legitimize particular ways of growing old.
The authors conclude that a radical re-positioning, inspired by mature identity, is required to rely less upon economically determined roles and more upon alternative grounding in existential life tasks and experience to give space for a ‘mature subjectivity’ and a desirable ‘mature subject’.
Abstract
In this article, the authors critically examine themes that have become associated with work and retirement in the context of demographic change.
Two discourses are looked at in detail, those of ‘active’ and ‘productive’ ageing, with a focus upon International and European social policy.
Drawing on the work of Foucault and others, the emergence of a dominant discourse and its effects on policy-based understandings of ageing are examined.
A new orthodoxy of ageing subjectivity is identified, restricting the social contribution of older adults to work and work-like activities. A subtext refers to the co-option of liberal gerontological priorities into new and socially rigid forms of identity that legitimize particular ways of growing old.
The authors conclude that a radical re-positioning, inspired by mature identity, is required to rely less upon economically determined roles and more upon alternative grounding in existential life tasks and experience to give space for a ‘mature subjectivity’ and a desirable ‘mature subject’.
Wednesday, 17 October 2012
Corporate social responsibility and aging workforces: an explorative study of corporate social responsibility implementation in small- and medium-sized enterprises
an article by Franz Josef Gellert and Frank Jan de Graaf (Hanze University of Applied Sciences, Groningen, the Netherlands) published in Business Ethics: A European Review Volume 21 Issue 4 (October 2012)
Abstract
Although critical differences exist between large companies and small- and medium-sized enterprises (SMEs), limited empirical research has been done on human resource (HR)-related corporate social responsibility (CSR).
In this paper we study aging workforce management (AWM) as a component of CSR.
Our study was conducted in the Netherlands through a randomly distributed online questionnaire. Managers and team leaders of 201 SMEs responded. The data were analyzed using multiple hierarchical regression analysis.
Our results are twofold: first, findings suggest that CSR policies in micro organizations with fewer than five employees seem to be strongly associated with AWM; and second, that companies with a focus on integration of older workers in daily activities do not perceive their actions as HR-related.
Using AWM as part of CSR helps to give insight into the role of the owner, company size and the nature of implicit CSR practices. Our study demonstrates that the use of AWM in CSR research can lead to valuable insights and therefore, our overarching research question is answered that AWM can be used when studying CSR.
Abstract
Although critical differences exist between large companies and small- and medium-sized enterprises (SMEs), limited empirical research has been done on human resource (HR)-related corporate social responsibility (CSR).
In this paper we study aging workforce management (AWM) as a component of CSR.
Our study was conducted in the Netherlands through a randomly distributed online questionnaire. Managers and team leaders of 201 SMEs responded. The data were analyzed using multiple hierarchical regression analysis.
Our results are twofold: first, findings suggest that CSR policies in micro organizations with fewer than five employees seem to be strongly associated with AWM; and second, that companies with a focus on integration of older workers in daily activities do not perceive their actions as HR-related.
Using AWM as part of CSR helps to give insight into the role of the owner, company size and the nature of implicit CSR practices. Our study demonstrates that the use of AWM in CSR research can lead to valuable insights and therefore, our overarching research question is answered that AWM can be used when studying CSR.
Tuesday, 25 September 2012
The impacts of demographic change: Young workers, older workers and the consequences for education, skills and employment
an article by John Goodwin and Henrietta O’Connor (Centre for Labour Market Studies, University of Leicester) published in Education + Training volume 54 Issue 7 (2012)
Abstract
Purpose
The purpose of this paper is to introduce the key themes in the area of the impact of demographic change on young workers and older workers in relation to education, skills and employment, as discussed in the papers included in this section. The authors have also drawn upon data from their project “From Young Workers to Older Workers” as a context for the papers.
Design/methodology/approach
This paper draws out the main themes from the papers contained within this section and presents original data from interviews with 97 older workers who were interviewed at two points in time – labour market entry and labour market exit.
Findings
The selection of papers in this section is outlined, as well as offering some findings from the authors’ research on older workers.
Originality/value
The papers in this section, including this paper, offer an overview of some of the key debates in relation to the impact of demographic change on both young workers and older workers.
Abstract
Purpose
The purpose of this paper is to introduce the key themes in the area of the impact of demographic change on young workers and older workers in relation to education, skills and employment, as discussed in the papers included in this section. The authors have also drawn upon data from their project “From Young Workers to Older Workers” as a context for the papers.
Design/methodology/approach
This paper draws out the main themes from the papers contained within this section and presents original data from interviews with 97 older workers who were interviewed at two points in time – labour market entry and labour market exit.
Findings
The selection of papers in this section is outlined, as well as offering some findings from the authors’ research on older workers.
Originality/value
The papers in this section, including this paper, offer an overview of some of the key debates in relation to the impact of demographic change on both young workers and older workers.
Friday, 21 September 2012
TAEN Survey of 50+ Jobseekers
TAEN (The Age and Employment Network) has just released its third online survey for 50+ jobseekers.
TAEN’s area of interest focuses on people in mid and later life and the labour market.
If you are over 50 and looking for work, please complete the online survey at: http://www.surveymonkey.com/s/TAENSurvey
Paper copies can be requested by emailing info@taen.org.uk
TAEN’s area of interest focuses on people in mid and later life and the labour market.
We recognise that there are specific problems and issues that older jobseekers face when looking for work.
Every day, we hear of these difficulties from the 50+ population. By carrying out this survey, we hope to capture the experiences of older jobseekers in order to represent their views and concerns to Government, employers and the recruitment industry.
The survey has been produced in collaboration with Wendy Loretto, Professor of Organisational Behaviour at University of Edinburgh Business School. Wendy has been researching in the field of older age and employment for over a decade and is delighted to be involved with colleagues at TAEN in this important project.
If you are over 50 and looking for work, please complete the online survey at: http://www.surveymonkey.com/s/TAENSurvey
Paper copies can be requested by emailing info@taen.org.uk
Monday, 3 September 2012
Working longer in European countries: underestimated and unexpected effects
an article by Dominique Anxo and Thomas Ericson (Linnaeus University, Vaxjo, Sweden) and Annie Jolivet, (Institute of Economic and Social Researches (IRES) and Studies Center on Age and Populations at Work (CREAPT), Paris) published International Journal of Manpower Volume 33 Issue 6 (2012)
Abstract
Purpose
The purpose of this paper is to analyse the main evolutions and the current situation of the 50-74-year-olds on the labour market in eight European countries (Denmark France, Germany, Italy, The Netherlands, Sweden, Poland and the UK).
Design/methodology/approach
Based on a cross-country comparative approach, this overview draws on detailed analysis of the situation of older workers and public policies in each of the selected countries but also on a wide range of available studies and statistics on employment and welfare outcomes.
Findings
The eight selected countries display similarities: a u-shaped pattern of employment rates of older workers (55-64 years old) over the last 40 years, with an increase since the mid 1990s, the later exit of higher educated workers and the higher prevalence of non-standard employment contracts among older workers. On the other hand, considerable disparities can be observed regarding the gender gap in employment rate, current employment rates, self-employment and part-time employment among older workers.
Social implications
Specific questions will be more acute with the effective postponement of retirement: increasing inequalities between groups of older workers, increasing uncertainty about the age of retirement, the way to keep lower educated workers in their jobs, sustainable working conditions, increasing risks of age discrimination, and impact of care of older relatives.
Originality/value
This paper offers a synthetic overview with a special attention paid to the main features of the countries’ exit patterns at the end of the working life, the prevailing public policies and the specificity of the different national employment and societal models.
Abstract
Purpose
The purpose of this paper is to analyse the main evolutions and the current situation of the 50-74-year-olds on the labour market in eight European countries (Denmark France, Germany, Italy, The Netherlands, Sweden, Poland and the UK).
Design/methodology/approach
Based on a cross-country comparative approach, this overview draws on detailed analysis of the situation of older workers and public policies in each of the selected countries but also on a wide range of available studies and statistics on employment and welfare outcomes.
Findings
The eight selected countries display similarities: a u-shaped pattern of employment rates of older workers (55-64 years old) over the last 40 years, with an increase since the mid 1990s, the later exit of higher educated workers and the higher prevalence of non-standard employment contracts among older workers. On the other hand, considerable disparities can be observed regarding the gender gap in employment rate, current employment rates, self-employment and part-time employment among older workers.
Social implications
Specific questions will be more acute with the effective postponement of retirement: increasing inequalities between groups of older workers, increasing uncertainty about the age of retirement, the way to keep lower educated workers in their jobs, sustainable working conditions, increasing risks of age discrimination, and impact of care of older relatives.
Originality/value
This paper offers a synthetic overview with a special attention paid to the main features of the countries’ exit patterns at the end of the working life, the prevailing public policies and the specificity of the different national employment and societal models.
Wednesday, 22 August 2012
Transitions To and From Self- Employment Among Older People With Disabilities in Europe
an article by Ricardo Pagán-Rodríguez (University of Malaga, Spain) published in Journal of Disability Policy Studies Volume 23 Number 2 (September 2012)
Abstract
This paper analyses the labour-market transitions among older people with disabilities in Europe as compared to their non-disabled counterparts.
Particular attention is paid to the workers’ transitions to and from self-employment.
Using data from the two first waves (2004 and 2007) of a panel data from the Survey of Health, Ageing and Retirement in Europe (SHARE), we estimate employment transition matrices for disabled and non-disabled individuals aged 50 years or over, taking into account the possible transitions in disability status that individuals may experience throughout our panel data.
The results show that older people with disabilities (especially females) who are self-employed in 2004 are less likely to remain in the same labour status three years later.
In contrast, transitions from self-employment to “out of labour force” were relatively higher for disabled individuals as compared to non-disabled ones.
In addition, the results vary when we take into consideration the disability trajectories.
Areas of future research and policy recommendations are given.
Abstract
This paper analyses the labour-market transitions among older people with disabilities in Europe as compared to their non-disabled counterparts.
Particular attention is paid to the workers’ transitions to and from self-employment.
Using data from the two first waves (2004 and 2007) of a panel data from the Survey of Health, Ageing and Retirement in Europe (SHARE), we estimate employment transition matrices for disabled and non-disabled individuals aged 50 years or over, taking into account the possible transitions in disability status that individuals may experience throughout our panel data.
The results show that older people with disabilities (especially females) who are self-employed in 2004 are less likely to remain in the same labour status three years later.
In contrast, transitions from self-employment to “out of labour force” were relatively higher for disabled individuals as compared to non-disabled ones.
In addition, the results vary when we take into consideration the disability trajectories.
Areas of future research and policy recommendations are given.
Monday, 13 August 2012
Over 65s Fuelling '“Mini-Jobs” in London
The Greater London Authority (GLA) has published a report examining the quality and quantity of “mini-jobs” – those of less than 16 hours a week – in London.
The report, entitled Mini-Jobs in the London Labour Market describes how the concept of mini-jobs gained prominence during the welfare reforms of the early to mid 2000s following the Labour Government’s initiatives aimed at increasing employment rates amongst lone parents. Policy makers saw jobs of less than 16 hours a week as an important stepping stone for parents and lone parents aiming to return to work gradually.
Full text (PDF 26pp)
Thanks to TAEN Site news for this.
The report, entitled Mini-Jobs in the London Labour Market describes how the concept of mini-jobs gained prominence during the welfare reforms of the early to mid 2000s following the Labour Government’s initiatives aimed at increasing employment rates amongst lone parents. Policy makers saw jobs of less than 16 hours a week as an important stepping stone for parents and lone parents aiming to return to work gradually.
Full text (PDF 26pp)
Thanks to TAEN Site news for this.
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