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This study aims to identify the role of age structure in occupational choices and the classification of the occupations based on the age structure of individuals in the Indian labour market.

This study uses the first Periodic Labour Force Survey, 2017–18. The occupational classifications are based on the standardised scores for age groups and their occupations. Further, a multinomial logistic regression model has been used to estimate social and economic factors in determining the age-based occupational classifications.

The authors found age structure an essential factor in determining occupational choices. Hence, occupations in the Indian labour market have been grouped into seven categories, accordingly. In addition, social and economic factors of individuals and households do have a significant influence on the selection of age-based occupational classifications.

The study is limited to the occupational classification based on the age structure of individuals without any industry effects. The findings suggest that policymakers must adopt occupation-specific policies considering the age structure of individuals.

Earlier studies are limited to the dynamics of age either on the basis of specific age groups (younger or older) or on the industrial classification in a disaggregated way. They also lack a rich approach in analysing the occupational classification considering age structure, especially in the Indian labour market. The study adds value when the role of age structure is identified in occupational choices in the Indian labour market, and hence, a novel classification of occupations into seven categories is proposed.

The purpose of this paper is to examine whether subjective age – i.e., how old or young individuals experience themselves to be – affects explicit and tacit knowledge sharing (KS) in the public sector. Moreover, the study explores the moderating effect of three socio-organisational factors, namely KS attitude, co-workers age similarity and organisational structure, on the relationship between subjective age and KS.

Data were collected from employees working in public (n=144) and hybrid (n=263) Italian organisations. Hierarchical linear multiple regression analysis was employed to examine the multivariate effects on explicit and tacit KS.

Employees who perceive themselves to be older than they actually are experience lower explicit KS in the public sector. In addition, the moderating effect of age similarity and organisational structure on the relationship between subjective age and tacit KS was found to be significant.

This study may help managers and policy makers to manage age-diverse workforce operating in highly structured and formalised organisations and to develop HR programmes aimed at fostering KS.

This is the first study linking subjective age to KS in the public sector. This is an extremely interesting context due to the high average age and oldest workforce composition. In this way, the paper extends the literature on subjective age and work-related outcomes and may potentially contribute to the debate regarding KS practices in public organisations.

South Africa is in the last stage of the first demographic transition (FDT) – yet already depicts aspects of the second transition. The last stage of the FDT is characterized by lower levels of fertility closer to or at the replacement level of the average of 2.1 children per woman, and improvements in mortality displayed by declining infant and childhood mortality leading to increasing life expectancy at birth. The second demographic transition (SDT) is driven by lifestyle changes that are determinants of demographic patterns. Such lifestyle changes are declining marriage rates, increasing attention on human development, and thus changing family formation patterns. South Africa’s youth are at the centre of this transition. The population census of 2011 shows an age structure of South Africa that is characterized by a larger proportion of 20-35-year-olds. This resulted from a long period of declining fertility and to some extent improvements in mortality at all ages. This age structure, with adequate investments - is expected to yield a period of economic growth resulting from a reduced dependency ratio. However, improved health care, investments in human development, and higher employment opportunities are required to harness the benefit. This chapter aims to explore the national and provincial preparedness of South African youth to contribute to economic growth of the country. In particular, the chapter will focus on demographic factors such as sex ratio; youth mortality and morbidity; and youth fertility levels as these factors are highly correlated with human development.

This paper aims to examine two types of age-related human resources (HR) practices, i.e. age-specific and age-inclusive HR practices and firm-level (meso-level) factors that foster or hinder the implementation of these two types of practices.

Based on a cross-case analysis of four firms across industries in Thailand, a developing country, the empirical evidence draws on semi-structured interviews with the top managers, HR managers and aging employees of four firms; field visits; nonparticipant observations; and a review of archival documents and Web-based reports and resources.

This paper proposes that age-specific HR practices primarily include those HR practices under the regulation HR bundle and some HR practices under the maintenance and recovery HR bundles. Additionally, the factors fostering the implementation of age-specific HR practices in firms include group corporate culture, nonunionism within the workplace, paternalistic leaders, a focus on the development of internal labor markets within firms and the need for tacit knowledge transfer from aging employees to younger-generation employees, whereas the factors hindering the implementation of age-specific HR practices in firms include age biases within firms. Moreover, age-inclusive HR practices primarily include HR practices under the development HR bundle and some HR practices under the maintenance and recovery HR bundles. Additionally, the factors fostering the implementation of age-inclusive HR practices in firms include the procedural justice climate, the transition from a family ownership structure to a professional ownership structure and result-/output-based corporate culture, whereas the factors hindering the implementation of age-inclusive HR practices in firms include experience-/seniority-based corporate culture. In fact, some of the meso-level factors that foster or hinder the implementation of age-specific and age-inclusive HR practices tend to be influenced by the national institutional and cultural contexts of the developing country where firms that implement such HR practices are located.

This paper aims to fill the research gap by examining both age-specific and age-inclusive HR practices. Additionally, this paper analyzes the factors fostering or hindering the implementation of these two dimensions of age-related HR practices across firms by using a case study of firms in Thailand, a developing country. To date, most studies in this area have focused on one of these dimensions, while comparisons between different HR dimensions are rather scarce. Finally, this paper contributes to the prior literature on strategic HR and comparative institutional perspective on HR strategies and practices as proposed by Batt and Banerjee (2012) and Batt and Hermans (2012) that future research should go beyond the meso-level (organizational) context. In this regard, some of the factors that foster or hinder the implementation of age-specific and age-inclusive HR practices tend to be influenced by the national institutional and cultural contexts of the developing country of Thailand.

Given the ongoing demographic change in European countries, this paper aims to explore empirically the link between age structures of employees in firms and firm performance.

Based on theoretical considerations, the paper examines the link between both the average age and the standard deviation of employees' age and firms' value added per employee. Linked employer employee data of all private‐sector firms in Denmark with at least 20 employees is used.

A pyramidal or inverse U‐shaped interrelation is found between mean age and standard deviation of age and value added per employee, respectively.

It would be interesting to determine whether the results hold for different countries with other institutional environments.

This is the first paper to examine the link between corporate age structures and firm performance for a whole country. The paper gives insights for both academic scholars and practitioners, who may take the results into account in formulating an efficient personnel policy.

At a time when many education systems are grappling with the issue of school reform, there is a concern that traditional UK secondary schools are organised in a way that makes them unable to respond to increasingly complex environmental demands. This research-based paper uses complexity theory to gauge the organisational differences between (1) the traditional model of schooling based on same-age organisation and (2) a form of organisation based on multi-age tutor groups, one that schools call a vertical tutoring (VT) system. The intention is to highlight the organisational changes made by schools that choose to transition from their same-age iteration to the VT system, and expose organisational assumptions in the dominant same-age structure that may account for the failure of reform.

The author's consultancy and research work spans two decades, and includes around 200 UK secondary schools, and others in China, Japan, South Africa, Australia, Qatar, Germany and Colombia. This conceptual paper draws on the recorded discourse and critical reflections of leadership teams during programmes of transformative learning, the process involved in the transition from one system to another. Using descriptions of school organisation abstracted from the complexity literature, differences in the two models not otherwise apparent, come into sharp focus. These not only reveal a substantive connection between organisation, complexity, and individual and organisational learning, but offer insights into the challenge of school reform.

Same-age organisations act in ways that regulate and restrict the agency of participating actors (staff, students and parents). The effect is to reduce a school’s learning capacity and ability to absorb the value demand on its system. Such a system is closed and non-complex. VT schools construct an open and fluid learning system from the base, deregulating agency. By unfreezing their structure, they intervene in processes of power, necessitating the distribution of leadership to the organisational edge, a process of complexification. The form of organisation chosen by a school explains the failure of reform.

Insights from VT schools cast considerable doubt on the viability of traditional same-age structures to serve complex societies and communities, while highlighting the critical role played by complexity theory in organisational praxis. If correct, the current emphasis on teacher “will and skill”, curricular editing, pedagogy and the “what works agenda” will be insufficient to bring about reformational change and more likely to contribute to systemic stasis.

This study aims to present a diagnosis method to inspect the structure health for aging transport aircraft based on the postflight data in severe clear-air turbulence at transonic flight. The purpose of this method development is to assist certificate holder of aircraft maintenance factory as a complementary tool for the structural maintenance program to ensure that the transport aircraft fits airworthiness standards.

In this study, the numerical approach to analyze the characteristics of flight dynamic and static aeroelasticity for two four-jet transport aircraft will be presented. One of these two four-jet transport aircraft is an aging one. Another one is used to demonstrate the order of magnitude of the static aeroelastic behaviors. The nonlinear unsteady aerodynamic models are established through flight data mining and the fuzzy-logic modeling technique based on postflight data. The first and second derivatives of flight dynamic and static aeroelastic behaviors, respectively, are then estimated by using these aerodynamic models.

Although the highest dynamic pressure of aging aircraft is lower, the highest absolute value of static aeroelastic effects response to the wing of aging aircraft is about 3.05 times larger than normal one; the magnitude variations of angles of attack are similar for both aircrafts; the highest absolute value of the static aeroelastic effects response to the empennage of aging aircraft is about 29.67 times larger than normal one in severe clear-air turbulence. The stabilizer of aging aircraft has irregular deviations with obvious jackscrew assembly problems, as found in this study.

A lack of the measurement data of vertical wind speed sensor on board to verify the estimated values of damping term is one of the research limitations of this study. This research involved potential problem monitoring of structure health for transport aircraft in different weights, different sizes and different service years. In the future research, one can consider more structural integrity issues for other types of aircraft.

It can be realized from this study that the structure of aging transport aircraft may have potential safety threat. Therefore, when the airline managed aging transport aircraft, it ought to be conducted comprehensive and in-depth inspections to reduce such safety risks and establish a complete set of safety early warning measures to deal with the potential problem of aircraft aging.

It can be realized that the structure of aging transport aircraft has potential safety threat. The airline managed aging transport aircraft; it should conduct comprehensive and in-depth inspections to reduce safety risks and establish a complete set of safety early warning measures.

This method can be used to assist airlines to monitor aging transport aircraft as a complementary tool of structural maintenance program to improve aviation safety, operation and operational efficiency.

The purpose of this paper is to predict the population of Anhui province. The authors analyze the trend of the main demographic indicators.

On the basis of the main methods of statistics, this paper studies the tendency of the population of Anhui province. It mainly analyzes the sex structure and the age structure of the current population. Based on the GM(1,1) model, this paper forecasts the total population, the population sex structure, and the population age structure of Anhui province in the next ten years.

The results show that the total population was controlled well, but there have been many problems of the population structure, such as the aging population, high sex ratio, heavy social dependency burden, and the declining labor force.

This paper forecasts the main indexes of the population of Anhui province and provides policy recommendations for the government and the relevant departments.

This paper utilizes data analysis method and the grey forecasting model to study the tendency of the population problems in Anhui province.

This study investigates the impact of demographic structural changes on economic growth using data for Asian economies covering the period 1960–2020. Other factors affecting economic growth, such as human capital, are also considered.

A fixed-effects model and a fixed-effects model with endogenous covariates are used to examine a dynamic demographic model covering different age cohorts (i.e. youth-age, working-age and old-age populations) and other factors impacting economic growth.

The working-age population share, the labour force relative to the working-age population and growth of the actively employed population have significant and positive impacts on economic growth. Population growth and the youth-age population share exert a significant and negative impact on economic growth. A second and silver demographic dividend is found arising from a significant and positive association between the old-age population and economic growth. Human capital has an inverted U-shaped association with economic growth. Environmental degradation is significantly and negatively related to economic growth. No evidence is found for the importance of migration.

The positive association between the old-age population and economic growth indicates the policy significance of retirement-income systems with high coverage to enhance economic growth in Asia. Lifelong learning and preventative health measures can also be supportive policies to strengthen the third (silver) demographic dividend via the extension of retirement for productive and healthy elders.

This study is the first to examine the impacts of demographic structure, human capital, migration and environmental degradation on economic growth in Asia, using the most up-to-date longitudinal data from 1960 to 2020. Unlike previous empirical studies, this study discovers empirically based evidence to support Asia's second and silver demographic dividends.

The aim of this study is to empirically examine firm-specific factors that influence the financing decisions of companies listed on BSE-500 index. Firm-specific variables such as profitability, company size, growth potential, liquidity, non-debt tax shields, age and tangibility were evaluated in this study.

This empirical research is performed using longitudinal data of 366 companies listed on the BSE 500 index during 2006–2020. Pooled ordinary least square method is employed to classify primary determinants of capital structure.

The results show that profitability, liquidity and non-debt tax shield are negatively associated whereas, company size, growth potential, age and tangibility are positively associated with the capital structure. The authors’ observations are aligned with either the trade-off hypothesis or the principle of the pecking order.

This study helps to better understand how firm-specific factors play a vital part in deciding the capital structure of businesses and makes a significant contribution to the literature. Thus, the present study examines the drivers of the capital structure among sample Indian companies, which allow firm managers and regulators to recognise relevant variables that optimise performance. This study is limited to Indian companies and only firm-specific variables were considered.

The current research focuses on the impact of firm-specific variables upon the financing decisions of Indian companies. In the background of developed countries, numerous studies in this field have been carried out. In the Indian context, however, there are not many researches in this area. However, the existing studies use one or two ordinary least square (OLS) models, resulting in a lack of thorough research and robust results. To address this gap in the analysis, the current study used four models and used a 15-year time frame, as well as a bigger sample size, which was not used in earlier investigations.