Index
Age Diversity in the Workplace
ISBN: 978-1-78743-074-7, eISBN: 978-1-78743-073-0
ISSN: 1877-6361
Publication date: 1 August 2017
This content is currently only available as a PDF
Citation
(2017), "Index", Age Diversity in the Workplace (Advanced Series in Management, Vol. 17), Emerald Publishing Limited, Leeds, pp. 189-193. https://doi.org/10.1108/S1877-636120170000017010
Publisher
:Emerald Publishing Limited
Copyright © 2017 Emerald Publishing Limited
INDEX
AAC. See Assimilative and accommodative coping (AAC) model
Active aging, successful aging at work
, 6
Activity theory, successful aging
, 37, 41–43
Age and gender issues, in workplace
influence of
, 120
intersectionality
, 121–123
linkages with work outcomes
, 124–132
multiple identities
, 123–124
relation to work outcomes
, 127–129
shifting identity marker
, 129
social identity
, 121
Age-based income inequalities
, 5
Age bias, behavioral component of
, 102
Age discrimination
, 169
Age discrimination climate
, 102, 103
Age Discrimination in Employment Act, 1967
, 15
Age-diverse organizations, knowledge sharing in
, 170–179
Age-diverse workforce
, 145–146
Age diversity
, 95–96
beyond surface- categorization
, 163–165
and deep-level categorization
, 163–165
knowledge sharing
, 165–169
tailoring HRM practices to improve knowledge sharing
, 170–179
Age diversity climate (ADC)
age-focused climate constructs
, 101–104
age-focused concepts of
, 99–104
analysis, level of
, 104–109
definition
, 97–101
evolution of
, 97–99
HRM practices
, 101
and measuring
, 100–101
operationalization
, 104–112
organizational identification
, 101
psychological
, 100–101
synthesis of
, 105–108
Age identity
, 125–127
Age-related changes
cognitive changes
, 146–147
crystallized intelligence (Gc)
, 147
fluid intelligence (Gf)
, 147
personality changes
, 147
personality differences
, 146–147
Age with job design, model integrating
, 146–150
Age X job design interaction
age and
, 150–151
autonomy
, 151–152
skill variety
, 150–151
and task variety
, 150–151
Aging process
, 145–146
American Bureau of Labor Statistics projects (2012–2022)
, 172
Assimilative and accommodative coping (AAC) model
, 38, 47
Australia
in aging analysis of
, 24–25
case study
, 22
labor supply against demand
, 21
labor supply scenario
, 26
in work analysis of
, 24–25
Australian Treasury’s (2015) Intergenerational Report (IGR)
, 10
Canada
labor supply against demand
, 16
labor supply scenario
, 26
Categorization-elaboration model (CEM)
, 96, 168
China
labor supply against demand
, 19
labor supply scenario
, 26
Chronological age
, 145
Cognitive age
, 127
Cognitive changes
, 147
Continuity theory, successful aging
, 41–43, 59
Degree of inclusion
, 98
Disengagement theory, successful aging
, 41–43, 59
Diversity climate
, 110
Double standard of aging
, 128
Employee attitudes
, 148
Family-interference-with-work (FIW)
, 124
Felt age
, 126
Feminine jobs
, 120, 131
Functional age
, 145
GDP growth function
, 11
GDP per labor force participant
, 12
Gender-based income inequalities
, 5
Gender identity
, 124–125
General Social Survey (GSS)
, 76
Generational cohorts
membership, work-related outcomes
, 69–71
psychological contracts
, 72–75
and related empirical evidence
, 68–72
silent, baby boomers, Gen X, and milennials
, 68
Generational differences
, 65–67
countervailing hypotheses
, 75–85
generational cohorts and related empirical evidence
, 68–72
psychological contracts, and the work context
, 72–75
Germany
labor supply against demand
, 17–18
labor supply scenario
, 26
Gerontological theories, successful aging
activity theory
, 37, 41–43
continuity theory
, 41–43, 59
disengagement theory
, 41–43, 59
Rowe and Kahn’s model
, 36, 37, 43
Global Financial Crisis of 2008–2009
, 23
Globalization
increase in, global labor migrations
, 8
and technological advances
, 9
Global labor migrations
, 14–15
globalization increase in
, 8
Global population trends
, 13–14
Good job design
, 141
HRM practices
assimilation phase
, 176
familiarization phase
, 176
HR planning
, 170–171
and knowledge retention
, 172–173
performance appraisal
, 173–175
policies
, 178
retirement planning
, 172–173
reward systems
, 178–179
separation phase
, 176
team age composition
, 171–172
training and development
, 175–178
HR system
, 162
Human capital theory
, 164
Human resource management (HRM)
, 162
See also HRM practices
IMF World Economic Outlook Database
, 11
Inclusive climates
, 98–99
Income inequalities
age-based
, 5
gender-based
, 5
India
labor supply against demand
, 18
labor supply scenario
, 27
Informal economy
, 7
Information and communication technology (ICT)
, 6
Information and Decision-making Perspective (IDP)
, 165–166
Japan
labor supply against demand
, 20
labor supply scenario
, 27
Job and work design
, 140
psychological perspective of
, 141–146
Job attitudes
, 147
Job characteristics model (JCM)
, 141
Job demands-control model
, 142
Job demands-resources model
, 142
Job design, model integrating age with
by age
, 149
cognitive differences
, 146–147
lifespan development theories
, 147–148
and motivation
, 147–148
and personality differences
, 146–147
psychological implications for
, 148–150
Job distress
, 124
Job satisfaction
, 66, 124, 144
Job stress
, 66
Knowledge management processes
, 165
Knowledge sharing
age-diverse employees
, 176
influence
, 179
integrative view
, 166–168
optimistic view
, 165–166
pessimistic view
, 168–169
tailoring HRM practices to improve
, 170–179
Labor force participation, older workers
Australian perspective
, 12–13
globalization and technological advances
, 9
globalization increase in, global labor migrations
, 8
global labor migrations
, 14–15
global population trends
, 13–14
higher participation rates
, 8
labor demand
, 11–12
labor supply
, 11
work and aging across industries
, 23–24
work and aging in Australia, analysis of
, 24–25
work structures
, 8
Labor market discrimination
, 5
Labor supply
country scenarios
, 26–28
and demand projections
, 10
impact
, 9
low-skill
, 14
shortages
, 6
Labor supply against demand
Australia
, 21
Canada
, 16
China
, 19
Germany
, 17–18
India
, 18
Japan
, 20
South Korea
, 20–21
United Kingdom
, 16–17
United States
, 15
Labor supply scenario
Australia
, 26
Canada
, 26
China
, 26
Germany
, 26
India
, 27
Japan
, 27
South Korea
, 27
United Kingdom
, 28
United States
, 28
Lifespan age
, 146
Lifespan developmental theories of
AAC model
, 47
behavior–event contingencies
, 46
comparison and critique of
, 48–50
MTLD
, 46–47
resource approach
, 45
SAVI model
, 48–49
SOC model
, 45–46
SST
, 47–48
Mentoring
, 176, 177
Morgeson and Humprhey’s WDQ model
, 143–144
Motivational theory of lifespan development (MTLD)
, 38, 46–47
MTLD. See Motivational theory of lifespan development (MTLD)
National Population Census
, 12
National Seniors Australia
, 9
Occupational identity
, 140
Old Age Security (OAS)
, 16
Older Workers Pilot Projects Initiative (OWPPI)
, 16
Organization for Economic Cooperation and Development (OECD)
, 4, 7–9
Organizational age
, 146
Organizational age cultures
, 103, 107
Organizational behaviors
, 140, 147
Organizational Climate for Successful Aging (OCSA)
, 102, 103, 107
Organizational policy
, 4
Paid employment, full-time/part-time
, 6
Performance appraisal systems
, 173–175
Personality changes
, 147
Person-Environment (P-E) fit
alpha level considerations
, 79–81
cohort equivalency checks
, 77–78
covariates
, 79
data preparation and choice of analyses
, 79
inclusion and sample representativeness, criteria for
, 77
independent variables
, 78
measures
, 78–79
method
, 76–77
negatively valenced affective outcomes
, 84–85
positively valenced affective outcomes
, 81–84
Population aging, workforce internationally
, 5–7
Protected people from work
, 4
Psychological age
, 126–127
Psychological perspective, job and work design
age-diverse workforce
, 145–146
aging
, 145–146
job design, approaches to
, 143–145
mediating mechanisms
, 149
moderating mechanisms
, 149–150
worker well-being
, 140, 142
Psychosocial age
, 145
Public policy
, 4
developed economies
, 5
Re-employment programs
, 7
Relational demography approach
, 167
Reverse mentoring
, 176, 177
Role theory
, 142
Rowe and Kahn’s model
, 36, 37, 43
SAVI model. See Strength and vulnerability integration (SAVI) model
Selective optimization with compensation (SOC) model
, 147, 148
lifespan developmental theories of
, 45–46
successful aging
, 42
Self-categorization theory
, 167
Skilled migration programs
, 7, 14
Skill variety
, 150–151
SOC. See Selective optimization with compensation (SOC) model
Socio-emotional selectivity (SES) lifespan theory
, 163
Socioemotional selectivity theory (SST)
, 39, 47, 147, 148
SOC theory
, 131
South Korea
labor supply against demand
, 20–21
labor supply scenario
, 27
SST. See Socioemotional selectivity theory (SST)
Stop-gap strategy
, 5
Strength and vulnerability integration (SAVI) model
, 39, 48–49
Successful aging
, 36
AAC model
, 38, 47
criteria and strategies for
, 39
employees active role in
, 40
gerontological theories
, 36–43
lifespan developmental theories of
, 43–50
MTLD
, 38, 46–47
resource approach
, 37
Rowe and Kahn’s model
, 36, 37, 43
SAVI model
, 39, 48–49
SOC model
, 38, 45–46
SST
, 39, 47
strategies
, 55
theories overview of
, 37–40
at work
, 50–57
working definition and theoretical framework of
, 40
Task variety
, 150–151
Temporarily outsourcing
, 5
Theory on age
alpha level considerations
, 79–81
choice analyses
, 79
cohort equivalency checks
, 77–78
covariates
, 79
data preparation
, 79
inclusion and sample representativeness, criteria for
, 77
independent variables
, 78
measures
, 78–79
method
, 76–77
negatively valenced affective outcomes
, 84–85
positively valenced affective outcomes
, 81–84
Transition To Retirement (TTR)
, 21
Underemployment, Global Financial Crisis of 2008–2009
, 23
Unemployment rates
, 8
United Kingdom
labor supply against demand
, 16–17
labor supply scenario
, 28
United States
labor supply against demand
, 15
labor supply scenario
, 28
older workers
, 120
Unsuccessful aging
, 43
US Department of Labor Women’s Bureau
, 120
Value in diversity hypothesis
, 165
Work design
, 140
Work design model
, 152–155
Worker behavior
, 144
Worker well-being, physical and psychological
, 140, 142
Workforce aging
, 4–5
protected people from work
, 4
Workplace age diversity
, 162
Workplace Intergenerational Climate Scale (WICS)
, 103, 108
Work, successful aging at
comparison and critique of
, 54–57
criteria and strategies for
, 51–52
employees active role in
, 54
working definition and framework of
, 52–54
- Prelims
- Part I Framing Age and Age Diversity in Organizations
- Chapter 1 The Workforce Demographic Shift and the Changing Nature of Work: Implications for Policy, Productivity, and Participation
- Chapter 2 Successful Aging at Work and Beyond: A Review and Critical Perspective
- Chapter 3 Generational Differences: Effects of Job and Organizational Context
- Chapter 4 A Conceptual Framework of Age Diversity Climate
- Part II Age Diversity at Work. Rethinking Organizational Practices
- Chapter 5 The Intersection of Age and Gender Issues in the Workplace
- Chapter 6 Job Design and Older Workers
- Chapter 7 Enhancing Knowledge Sharing in Age-Diverse Organizations: The Role of HRM Practices
- Index