Index
Managing the Ageing Workforce in the East and the West
ISBN: 978-1-78714-639-6, eISBN: 978-1-78714-638-9
Publication date: 7 November 2017
This content is currently only available as a PDF
Citation
(2017), "Index", Flynn, M., Li, Y. and Chiva, A. (Ed.) Managing the Ageing Workforce in the East and the West (The Changing Context of Managing People), Emerald Publishing Limited, Leeds, pp. 271-285. https://doi.org/10.1108/978-1-78714-638-920171014
Publisher
:Emerald Publishing Limited
Copyright © 2018 Emerald Publishing Limited
INDEX
Active Ageing agenda
, 53, 145, 226
Age Action Alliance
, 229
Age-based seniority pay systems
, 10
Ageing workplaces
, 2
in China
, 5–7
in Europe
, 7–9
Tiger economies. See Tiger economies
Ageism and manager attitudes, learning and training
ageist stereotypes
, 197
age norming
, 198–199
external stereotyping
, 197
human capital theory
, 197
individual career trajectories
, 198
inter-generational conflict and tension
, 198
older worker learning and development
, 196–197
productivity and return-on-investment
, 198
Age Management (AM)
, 36, 176, 181, 182
policies, Korea
, 131
All China Federation of Trade Unions (ACFTU)
, 146–147
Amartya Sen’s Capability Approach
, 12
Anti-age discrimination legislation
, 114
Authoritarian state control
, 125
Auto-enrollment pension scheme
, 87, 118, 120
Average life expectancy
, 5
Bismarckian PAYG scheme
, 56
Block model
, 57
‘Business case’ arguments
, 114
Career-stage model
, 188
Caring responsibilities, eldercare management
, 210
demographic change
, 210–212
welfare state
, 218–219
Cascade Healthcare
, 219
Central Statistical Office
, 30–31
Chartered Institute of Personnel and Development (CIPD)
, 181, 186, 215
Chemical, Steel and Retail sectors, collective agreements
, 9
Chile’s pension reforms
, 25
China Aging Problem National Commission Office
, 218–219
Chinese Communist Party (CCP)
, 147
Chinese government’s Development Research Foundation
, 4
Class-based and enterprise unions
ageing populations
, 142
challenge-facing representatives
, 142
Civil Service, Hong Kong
, 158–159
collective bargaining
, 156–157
dependency ratio
, 142
employment relations
, 143
lifelong learning opportunities
, 142
lump of labour theory
, 142–143
macro-level balance
, 142
older workers’ perceptions
agency model
, 154
awareness of
, 151–152
careers and retirement plans
, 154
datasets
, 151
finial solidarity factor
, 152
linear regressions
, 150, 154
pension and retirement income
, 154
planned retirement age
, 154
pre-retirement planning services
, 153–154
retirement age
, 154
service-related unionism
, 150, 160
solidarity-based unionism
, 151
survey responses
, 154
Western trade unionism
, 152
see also Older workers
social equality
, 143
trade unions and retirement. See Trade unions
Collective bargaining
, 156–157
Community Business
, 228, 229
Community care
, 216
Community social service stations
, 216
Company-based early retirement offers
, 53
Company-based enterprise unions
, 148
Comparative public policy research
, 244
Comparative welfare states
, 244–245
Confidence interval (CI)
, 97
Consumer Price Index
, 156
Continuity theory
, 190
Coordinated Market Economy
, 125
Cross-sector strategy
, 31
Data Centre of the German Centre of Gerontology
, 66
Defined Contribution (DC) pension scheme
, 88
Demographic window
, 4, 226
Department for Work and Pensions UK (DWP)
, 201
Disability-free longevity
, 3
Diversity and Inclusion in Asia Network (DIAN)
, 228
Domestic economy
, 20–21
Domestic labour market
, 25
Eastern welfare states
, 149
Educational level
, 68
Education, labour market resource
, 54, 65
Elder Academy
, 190
Eldercare management, United Kingdom and China
care requirements
, 209
caring responsibilities
, 210
demographic change
, 210–212
welfare state
, 218–219
Cascade Healthcare
, 219
cognitive dissonance
, 210
cultural dimension
care and work coordination
, 213
economic opportunities
, 214
family planning policy
, 212–213
family responsibilities
, 214
household structure
, 214
pivot generation
, 213
public policy
, 215
sandwich generation
, 213
employment rights
, 215–217
medical treatment and public health promotion
, 208
multiple health conditions
, 208
one-child policy (OCP)
, 208
sandwich carers
, 210
social and cultural values
, 209
survey results
, 220–222
‘unexpected career,’
, 211
women’s labour force participation
, 219
workplace flexibility policies
, 208
Employees’ Social Security Act
, 180
Employer defined-benefit pension schemes
, 117
Employer networking organisations
, 227
Employers’ Forum on Age (EFA)
, 229
Employers’ Network for Equality and Inclusion (enei)
, 229
Employer-sponsored pension plans
, 25
Employment Equality (Age) Regulations
, 61, 145, 146
Equal Employment Opportunity Law
, 29
Equal Opportunities Commission
, 62, 233–234
Ethical/value-based agencies
, 227
European Agency for Safety and Health
, 175–176, 181
European Employment Strategy
, 8
European Social Survey
, 13
European Working Conditions Survey
, 13
European Year for Active Ageing and Solidarity between Generations (EY2012)
, 35
Europe’s growth strategy
, 35–36
EUROSTAT
, 8
Exploratory data analysis (EDA)
, 95
Family care
, 216
Family planning policy
, 212–213
Family Status Discrimination Ordinance
, 218
Federal Ministry for Family Affairs, Senior Citizens, Women and Youth
, 65–66
Financial planning security
, 31
Financial situation
, 54–55, 65
Financing retirement
confidence interval (CI)
, 97
demographic components
, 108
economic growth and movement
, 84
empirical models
, 109
employee data
, 84
household income
, 108
logistic regression analysis results
, 97, 105–107
policy makers
, 84
quality of life
, 84
respondents characteristics
, 91–95
retirement and retirement income
, 109
saving options
, 97, 101–103
social change and attitudes
, 84
statistical analysis
, 90–95
test of associations
, 97, 98–100
in United Kingdom and Hong Kong, pension systems
, 85–89
welfare and non-welfare states
, 84
zero-order correlation analysis
, 95, 96
Finnish Institute for Occupational Health
, 9
Finnish Workability Model
, 9, 122
Firm-based mandatory retirement ages
, 10
Flat-rate pension
, 85
Formal-based learning
, 196
Gender, retirement preferences
, 54
Gender-segregated labour markets
, 54
German Ageing Survey
, 65–66
German policy makers
, 57
Government-established labour policy
, 35
Government Programme for Promoting Senior Citizens Social Activity
, 28
Hazard Identification Risk Assessment & Risk Control (HIRARC)
, 174
Health management programmes
, 242
Health, retirement preferences
, 54
Healthy life expectancy
, 211
Healthy workplaces
creation
, 180
economic and social development
, 171
global life expectancy
, 167
hazard exposure reduction
, 172–174
hazardous working conditions
, 166
hazards identification
, 167–168
indirect costs
, 171
management systems approach
, 171
mental/physical health
, 171
occupational risks
, 166
older workers
ability to work
, 180
Age Management
, 181, 182
Chartered Institute of Personnel and Development (CIPD)
, 181
chronic illness
, 179–180
European Agency for Safety and Health
, 181
health status
, 180
injury risks
, 180
participatory approach
, 182
physical changes
, 178–179
Retirement and Re-employment Act (RRA)
, 181
Scottish Centre for Healthy Working Lives
, 181
Special Employment Credit (SEC)
, 181–182
violence and stress
, 180
see also Older workers
personal health resources
, 168
policies
, 174–175
practices
Age Management framework
, 176
European Agency for Safety and Health
, 175–176
implementation
, 175
Industrial Code of Practice on Indoor Air Quality
, 176
internal and external drivers
, 175
Occupational Safety and Health in the Service Sector and Health Management System (OSHMS)
, 176
risk reduction measures
, 176–177
Systematic Occupational Health Enhancement-Level Programme (SOHELP)
, 176
psychosocial work environment. See Psychosocial work environment
risk management measures
, 171–172
skills and experience
, 167
State Pension Age
, 167
Work Ability concept
, 177–178
World Health Organization (WHO)
, 168
Hong Kong Special Administrative Region (HKSAR)
, 50–51, 55, 78–79, 148, 233
see also Retirement plans
Household income
, 68
Human capital theory
, 197
Ikigai concept
, 33
Individual learning
, 239
Individual level
, 68
factors
, 54
Individual psychology models
, 120
Individual retirement plans
, 52
Industrial Code of Practice on Indoor Air Quality
, 176
Institutional and workplace contexts change
Hong Kong Special Administrative Region (HKSAR)
, 50–51
see also Retirement plans
multi-pillar pension structure
, 77
pension reform cohorts
, 77
political and management interventions
, 50
political level
, 50
retirement ages
level differences
, 68
multivariate linear regression analyses
, 69, 70–75
orientation marker
, 68
sectoral characteristics
, 69
workplace characteristics and conditions
, 69
retirement preferences
demographic ageing
, 51–52
individual financial situation
, 55
individual level
, 54–55
institutional characteristics
, 55
institutional level
, 52–53
nation-specific survey
, 55
plans, in countries. See Retirement plans
workplace level
, 53–54
Institutional care
, 216
International financial institutions
, 2
International Labour Organization (ILO)
, 2
International Social Survey Project and National Adult Learning Survey
, 13
International Trade Union Confederation
, 147
Japanese Ministry of Health, Labour and Social Affairs
, 27
Japanese old-age employment regime
, 11
Japanese pension system
, 24
Japan Institute for Labour Policy and practical training (JILPT)
, 34
Japan NGO Council on Ageing (JANCA)
, 34
Job retention system
, 27
Keynesian welfare state
, 125
Korean Federation of Trade Unions (KFTU)
, 147
Labour force participation rate
, 23
Labour Force Surveys
, 13
Labour market developments
business perspective
, 36
governmental perspective
, 34–36
individual perspective
, 37–39
Labour Retirement Benefit
, 149
Learning and Talent Development’ (L&TD)
, 187
Learning and training
, 200–202
ageism and manager attitudes. See Ageism and manager attitudes, learning and training
in Asia
, 199–200
Chartered Institute of Personnel and Development (CIPD)
, 186
definition
, 186
EU labour force survey
, 188
heterogeneity
, 193–194
Learning and Talent Development’ (L&TD)
, 187
learning organisations
, 195–196
life stages
cognitive changes
, 191–193
motivation
, 188–191
organisation culture and climate
, 194–195
reactive learning
, 187
service-learning
, 187
skills maintenance and enhancement
, 186
training rates
, 187–188
Life-cycle approach
, 8
Lifelong learning opportunities
, 142
Lifetime employment model
, 148
Linear regressions
, 150
union membership and retirement plans
, 154–155
Lisbon Council
, 8
Lisbon Protocol
, 145
Logistic regression analysis, financing retirement
, 97, 105–107
Lump of labour theory
, 142–143, 236, 241
Malaysian Social Security Organization (SOCSO)
, 179, 180
Management systems approach
, 171
Mandatory Provident Fund (MPF) Ordinance
, 60, 85–88, 149
Manual Handling Operations Regulations
, 173
Mentoring and reverse mentoring
, 241
Mid-Career Review (MCR)
, 237, 239
Multi-generational workforces
, 244
National Council of Social Services
, 85
National Employment Savings Trust (NEST)
, 59, 86–88
National-funded pension schemes
, 149
National Health Service (NHS)
, 156, 157
National Institute for Care Excellence
, 124–125
National Institute of Occupational Safety and Health (NIOSH)
, 169
National Insurance system
, 86
National labour markets
, 52
National social security systems
, 114
Nation-specific institutional configurations
, 52
Neo-liberal global economic order
, 125
Non-financial Defined Contribution model
, 147–148
Non-regular employment
employment proposition
, 29, 30
motivational factors
, 33
Normative life stages models
, 188
Occupational Retirement Scheme Ordinance (ORSO)
, 60, 87, 88
Occupational Safety and Health Act
, 170
Occupational safety and health (OSH) hazard
, 170
Occupational Safety and Health in the Service Sector and Health Management System (OSHMS)
, 176
Occupational Safety & Health Master Plan (OSH-MP)
, 172
Office for National Statistics (ONS)
, 210, 211
Old Age Allowance
, 59
Old-age dependency ratio
, 26
Old-age poverty
, 3
Older workers
European Social Survey
, 13
European Working Conditions Survey
, 13
experience dataset
, 13
Amartya Sen’s Capability Approach
, 12
attitudes
, 12
quality of life
, 12
retirement plans
, 12, 13
risk factors
, 12
skills and abilities
, 12
work choices
, 1
work environments and context
, 12
International Social Survey Project and National Adult Learning Survey
, 13
Labour Force Surveys
, 13
learning and training. See Learning and training
UK and Hong Kong Survey
demographic profile
, 249–251
survey question responses
, 252–266
One Child Policy
, 4, 208
Organisational workforce planning
, 115
Organisation culture and climate
, 194–195
Pay-as-you-go pension scheme
, 24
‘Peak wage’ system
, 129
Pension Commission Report
, 86
Pension Kosei nenkin
, 24
Pension Reform Act
, 116
Pension systems
, 2
in Europe
, 7
Tiger economies
, 10
in United Kingdom and Hong Kong
, 59–60
auto-enrollment scheme
, 87
data
, 90
Defined Contribution (DC) pension scheme
, 88
flat-rate pension
, 85
income and wealth sources
, 89
National Employment Savings Trust (NEST)
, 86–88
National Insurance system
, 86
occupational pensions
, 86, 87
Occupational Retirement Scheme Ordinance (ORSO)
, 87, 88
pension age
, 86
Pension Commission Report
, 86
residual welfare states
, 85
retirement plans
, 89–90
satisfaction/dissatisfaction level
, 89
security model
, 85
self-employed workers
, 86
social insurance contributions
, 85
UK Department for Work and Pensions (DWP)
, 87
welfare states
, 88–89
work and career
, 90
workplace pension scheme
, 86
Personal responsibility agenda
, 118
Polish pension system
, 25–26
Positive working environments
, 233
precariousness in work
, 3, 29, 57, 119, 128, 131, 148, 150, 154
quality of work
, 12, 198, 233
Productive ageing society, Japan and Poland
baby boomer generation
, 20
broad-based social media campaign
, 40
characteristic work motivation
, 23–24
definition
, 20, 23
domestic economy
, 20–21
early retirement
, 24
economic and social contributions
, 20
employment proposition
attitudes and behaviours characteristics
, 31
Central Statistical Office
, 30–31
cross-sector strategy
, 31
dependency ratio
, 30
employment rate of population
, 30
Equal Employment Opportunity Law
, 29
feature
, 29
financial planning security
, 31
non-regular employment
, 29, 30
psychological maturity
, 32
work culture
, 29
external and internal stakeholders
, 41
external factors
, 22
financial situation
, 24
framework of
, 23
labour costs
, 22
labour force participation rate
, 23
labour market developments
business perspective
, 36
governmental perspective
, 34–36
individual perspective
, 37–40
motivational factors
ikigai concept
, 33
Japan Institute for Labour Policy and practical training (JILPT)
, 34
labour force participation rate
, 32–33
mental balance
, 33–34
regular/non-regular employment
, 33
retirement age
, 32, 33
national economies
, 21
pensions
Chile’s pension reforms
, 25
domestic labour market
, 25
employer-sponsored pension plans
, 25
individual pension savings programs
, 25
life expectancy
, 24
national and occupational pension funds
, 24–25
old-age dependency ratio
, 26
open pension funds
, 25
participation rate, labour market
, 26
pay-as-you-go pillar
, 25
pension Kosei nenkin
, 24
policies
, 21
population structure
, 26
provident fund Kyosai nenkin
, 24
public social security programme
, 25
retirement pension
, 25
state/quasi-state pension fund
, 24
see also Pension systems
personnel policy
, 21
productive activities
, 23
Rhineland economies
, 21
silver economy concept
, 40
stability employment act
, 39
welfare policies. See Welfare policies
working lifetime
, 22
Provident fund Kyosai nenkin
, 24
Psychological development theories
, 189
Psychosocial work environment
, 168
decision-making processes
, 170
impact of
, 169
inter-personal and social interactions
, 168
job demand
, 168
job satisfaction
, 169
National Institute of Occupational Safety and Health (NIOSH)
, 169
Occupational Safety and Health Act
, 170
occupational safety and health (OSH) hazard
, 170
poor psychosocial work environments
, 168
positive psychosocial work environments
, 168
violence and stress
, 170
workers’ mental health
, 169
work-related stress
, 170
Public social security programme
, 25
Quality of life
, 12, 84, 189–190
Reactive learning
, 187
Residual first-tier pension
, 85
Residual welfare states
, 85
Retirement Age Act (RAA)
, 234
Retirement and Re-employment Act (RRA)
, 181, 234
Retirement benefits
, 52
Retirement plans
in Germany
, 55, 78
contribution-based German system
, 76
data
, 65–66
education
, 77
employer policies
, 58
labour market
, 57
multivariate linear regression analyses, planned retirement age
, 74–75
operationalisation and methods
, 66–68
pension systems and retirement pathways
, 56–57
institutional features
, 62, 63
planned retirement age
, 62, 64
trade unions. See Trade unions
in United Kingdom and HKSAR
, 55, 78–79
age discrimination regulation and retirement age
, 60–61
company policies
, 61–62
data
, 65–66
education
, 73
liberal system
, 76
multivariate linear regression analyses, planned retirement age
, 70–73
operationalisation and methods
, 66–68
pension
, 59–60
welfare state and labour market
, 58–59
Retirement policy
in China
, 5, 6
in Europe
, 9
Retrospective analyses
, 51
Return-to-work (RTW) assistance
, 179
Rhineland economies
, 21
Riester reform
, 56
Scottish Centre for Healthy Working Lives
, 181
Second-tier pension system
, 85, 87
Self-employed workers
, 86
Sequential life stages
, 189
Service-learning
, 187
Service-related unionism
, 150, 160
Silver economy concept
, 40
Single Equality Act
, 146
Social Care Service System Construction Plan
, 216–217
Social inequalities
, 3
Social Security Act
, 144
Social security systems
, 51
Social welfare policies
, 3
Social welfare states
, 3
Socio-economic recovery
, 26–27
Socio-emotional theory
, 189
Special Employment Credit (SEC)
, 181–182
Stability employment act
, 27, 39
State-controlled enterprises
, 119
State-financed and state-organised early retirement schemes
, 114
State pension age (SPA)
, 116
State-run Social Insurance Institution
, 25
Statistical analysis, financing retirement
, 90–95
Stockholm Council
, 8
Systematic Occupational Health Enhancement-Level Programme (SOHELP)
, 176
Taiwanese unions
, 148
Tax-benefit systems
, 8
The Age and Employment Network (TAEN)
, 229
Tiger economies
, 4
age-based seniority pay systems
, 10
features
, 9–10
firm-based mandatory retirement ages
, 10
Japanese old-age employment regime
, 11
pension systems
, 11
phased retirement
, 10
trade unions and retirement
, 147
Trades Union Congress
, 146, 229
Trade unions
Active Ageing framework
, 145
All China Federation of Trade Unions (ACFTU)
, 146–147
ancillary social unrest
, 144
Chinese Communist Party (CCP)
, 147
company-based enterprise unions
, 148
duality strategies
, 146
Eastern welfare states as Productivist
, 149
economic security
, 144
Employment Equality (Age) Directive
, 145, 146
four-year part-time phased retirement
, 145
Hong Kong Special Administrative Region (SAR)
, 148
International Trade Union Confederation
, 147
Korean Federation of Trade Unions (KFTU)
, 147
Labour Retirement Benefit
, 149
lifetime employment model
, 148
Lisbon Protocol
, 145
Mandatory Provident Fund
, 149
mass unemployment
, 144
national-funded pension schemes
, 149
Non-financial Defined Contribution model
, 147–148
post-war enterprise unionism
, 143
Single Equality Act
, 146
Social Security Act
, 144
state and occupational pension schemes
, 144
state early retirement welfare scheme
, 145
state pension systems
, 143–144
Taiwanese unions
, 148–149
Tiger economies
, 147
Trades Union Congress
, 146
Western state pension systems
, 149
worker solidarity
, 148
Two Child Policy
, 5
UK Department for Work and Pensions (DWP)
, 87
UN International Plan of Action on Ageing
, 2
Uniwersytety Trzeciego Wieku (UTW)
, 28–29
UN Political Declaration
, 2
Varieties of Capitalism framework
, 125
Walking the Tightrope Report
, 215
Welfare policies
age-appropriate workplace design
, 28
baby boomer generation
, 27
job retention system
, 27
personnel policy
, 28
socio-economic recovery
, 26–27
stability employment act
, 27
state-interventional measures
, 28
Uniwersytety Trzeciego Wieku (UTW)
, 28–29
Welfare states
caring responsibilities
, 218–219
labour market, United Kingdom and HKSAR
, 58–59
subsystems
, 52
workplace age diversity
, 236
Western economies
, 51
Western Pacific Region (WPRO) Guideline
, 171
Western state pension systems
, 149
Western trade unionism
, 152
Work Ability concept
, 177–178
Work and Families Act
, 215
Workforce management and older staff retention
age-diverse teams
, 114
age-positive HRM
, 114
Age Related Human Resource Management (ARHRM)
, 1, 61, 114–115
competitive pay packages
, 113
employees’ employment status
, 113
externalisation strategies
, 115
Human Resource Management (HRM)
, 112–116, 130
institutional contingencies
, 113
Korea
age management policies
, 131
authoritarian state control
, 125
contractual mandatory retirement
, 127
Coordinated Market Economy
, 125
developmental welfare regime
, 125–126
early retirement pathways
, 130
export-dominated economy
, 126
free market mechanisms
, 125
‘honourable retirement’ policies
, 127
income inequality and old-age poverty
, 129
labour force
, 127
labour market flexibility
, 130
life-time employment contracts
, 130
national pension scheme
, 126
neo-liberal global economic order
, 125
‘peak wage’ system
, 129
pension eligibility age
, 129–130
policy-makers
, 128–129
policy solutions
, 125
post-retirement career
, 127–128
post-secondary institutions
, 128
public pension benefits
, 127
retirement age
, 127
social policies
, 126
Varieties of Capitalism framework
, 125
younger workers
, 128
labour market group
, 113
national and international competitiveness
, 112
national labour market
, 116
national social security systems
, 114
negative stereotypes
, 113–114
older job applicants and staff
, 115
organisational politics
, 113
organisational workforce planning
, 115
‘reserve army’ employers
, 115
retirement saving
, 114
small- and medium-sized enterprises (SMEs)
, 115
state-financed and state-organised early retirement schemes
, 114
strategic organisational goals
, 112
United Kingdom
auto-enrolment pension scheme
, 118, 120
decision architecture
, 123
decision-making
, 123
dependency ratio
, 116–117
employer defined-benefit pension schemes
, 117
experience and skill-set
, 122
financial implications
, 116
Finnish workability concept
, 122
government-funded research
, 120
individual psychology models
, 120
individual responsibility
, 124
manipulative motives
, 118–119
National Institute for Care Excellence
, 124–125
neo-liberal orientation
, 117
occupational pension membership
, 119
opt-out rates
, 119
pension failures
, 120
personal responsibility agenda
, 118
public policy reticence
, 124
public sector pension eligibility
, 116
socio-technical and psycho-social components
, 123
State-controlled enterprises
, 119
State pension age
, 116
taxation arrangements
, 123
tax liabilities and impacts
, 121
traditional apprenticeship opportunities
, 121
welfare state regulation
, 116
see also Older workers (OWs)
Working hours systems
, 66
Chinese law
, 217
Working Longer Review partnership group
, 156
‘Working pensioner’ policies
, 2
Work–life balance (WLB)
, 211
Workplace age discrimination
, 3
Workplace age diversity
Active Ageing agenda
, 226
active ageing policy and research agendas
age intersection
, 244
business case
, 245–246
comparative public policy research
, 244
comparative welfare states
, 244–245
generational perspectives
, 243
joblessness and age
, 245
multi-disciplinary perspective
, 243
multi-generational workforces
, 246
training and development, life course
, 239
Age Action Alliance
, 229
Age and Employment Network (TAEN)
, 229
ageing demographics
, 226
ageing workplaces
, 230–231
benefits
, 231
challenges
baby boomers
, 240
economic development and transformation
, 241
health management programmes
, 242
intergenerational work teams
, 240
long-term employment
, 240
lump of labour theory
, 241
mentoring and reverse mentoring
, 241
multi-generational workforce
, 241
UK National Health Service
, 242
Community Business
, 228, 229
demographic dividend
, 226–227
demographic window
, 226
Diversity and Inclusion in Asia Network (DIAN)
, 228
eldercare employees challenge
, 232
employer networking organisations
, 227
Employers’ Forum on Age (EFA)
, 229
Employers’ Network for Equality and Inclusion (enei)
, 229
generational diversity
, 228
Government agencies
, 230
large-scale loss of expertise
, 231
multi-generational workforces
, 227
personnel management profession
, 227
positive working environments
, 233
public policy
age discrimination ordinances
, 235
career development and planning
, 239
employer identify training/development needs
, 235
employment regulations and pension rules
, 233
Equal Opportunities Commission report
, 233–234
individual learning
, 239
job security
, 237
knowledge transfer
, 237
‘lump of labour’ theory
, 235
Mid-Career Review (MCR)
, 237, 239
Retirement Age Act (RAA)
, 234
Retirement and Re-employment Act (RRA)
, 234
retirement plans
, 234
sectoral agreements
, 238
skills/vocational training
, 238
Special Administrative Region (HKSAR) government
, 233
tax and pension rules
, 235
training
, 238
welfare states
, 236
working conditions improvement
, 238
silver dollar and marketing strategies change
, 232
support career development
, 233
Trades Union Congress
, 229
traditional retirement ages
, 231
workplace networking organisations
, 228
young talent shortage
, 231–232
Workplace conditions
, 66
Workplace level
, 50
Workplace pension scheme
, 86
Work strains
, 66
Work tasks satisfaction
, 66
Zero-order correlation analysis
, 95, 96
- Prelims
- Chapter 1 Managing Age in Asia and Europe: An Introduction
- Chapter 2 Productive Ageing Society in Japan and Poland and Its Impacts on Productivity and Prosperity
- Chapter 3 Delaying Retirement in Changing Institutional and Workplace Contexts: Comparing Approaches and Outcomes in Germany, the United Kingdom and Hong Kong
- Chapter 4 How Retirement Is Financed in the East and West
- Chapter 5 Workforce Management and the Retention of Older Staff: Macro and Organisational-Level Processes in the United Kingdom and South Korea
- Chapter 6 Age and Industrial Relations in Class-Based and Enterprise Unions
- Chapter 7 Healthy Workplaces in Europe and Malaysia
- Chapter 8 Learning and Training for Older Workers
- Chapter 9 Managing Eldercare in the United Kingdom and China
- Chapter 10 Workplace Age Diversity: The Employers’ Perspectives
- Appendix UK and Hong Kong Survey of Older Workers
- About the Authors
- Index