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1 – 10 of 402Aart-Jan Riekhoff, Noora Järnefelt, Mikko Laaksonen and Jyri Liukko
This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases…
Abstract
Purpose
This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired.
Design/methodology/approach
Data were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, N = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these.
Findings
Experiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities.
Originality/value
This study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.
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Aline Zanini Lima and Wilson Aparecido Costa de Amorim
This paper aims to discuss the findings of a study to identify the characteristics of organizations that implement policies and practices to attract and retain older workers.
Abstract
Purpose
This paper aims to discuss the findings of a study to identify the characteristics of organizations that implement policies and practices to attract and retain older workers.
Design/methodology/approach
This exploratory and descriptive research adopts a quantitative approach. The data analyzed were gathered from the database compiled during the 2020 edition of the “FIA – Employee Experience” survey. Notably, it identified the top 100 companies prioritizing investment in human resources policies and practices, awarding the “Amazing Places to Work” prize to those demonstrating the highest indices.
Findings
The findings highlight the proactive stance of both national and multinational companies, typically falling within the medium to large size category, in implementing strategies to attract and retain an aging workforce. These companies predominantly employ individuals with high school education and undertake affirmative action, targeting at least four other minority groups alongside older workers.
Practical implications
The insights provided in this article regarding the strategies and initiatives implemented to attract and retain older workers can empower other interested companies to enhance their preparedness in addressing the demographic shift toward an aging Brazilian workforce.
Originality/value
The analysis of the findings contributes to advancing understanding of the relationship between organizations and older workers, an area that remains underexplored in Brazil and worldwide. Furthermore, it furnishes insights into the specific policies and practices adopted by these organizations, equipping interested companies with knowledge to address the challenge of adapting to Brazil’s aging workforce.
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Ka Ki Chan and Tat Chor Au-Yeung
This research highlights age-specific barriers to employment for older workers and the gap between activation policy design and implementation, focusing on difficulties in…
Abstract
Purpose
This research highlights age-specific barriers to employment for older workers and the gap between activation policy design and implementation, focusing on difficulties in extending working life under employment support services.
Design/methodology/approach
This research employed a qualitative approach, utilizing semi-structured interviews to gather perspectives on extending the working lives of older adults. Eighteen experienced social workers who worked in employment support services for older workers who aged fifty-five and above participated in the study.
Findings
This study underscores the importance of comprehensively understanding the heterogeneity of individuals' circumstances and emphasizes the impact of intersectionality on the development of extending working life. It incorporates individual and familial difficulties, including considering caregiving responsibilities, health issues and housing challenges before exploring employment-related concerns. The study also highlights external factors influencing older workers' employment prospects, including employer perspectives, government support levels and public recognition of the necessity to extend working life.
Research limitations/implications
This research sheds light on the impact of welfare-related stigma, which imposes obstacles and inflexibility on older workers seeking employment. It ultimately contributes to the sustainability and dynamism of the Asia–Pacific workforce while also informing regional discussions on social security and welfare services.
Originality/value
It uniquely employs the perspectives of social workers providing employment support services to highlight challenges and policy gaps in extending the working lives of older workers in Hong Kong. It also provides practical insights into strategies and mechanisms for extending working life across diverse social contexts.
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This paper aims to reveal the curvilinear relationships between perceived development human resource practices (DHRPs) and both affective commitment and work stress, and the…
Abstract
Purpose
This paper aims to reveal the curvilinear relationships between perceived development human resource practices (DHRPs) and both affective commitment and work stress, and the moderating effects of age on the curvilinear relationships.
Design/methodology/approach
Hypotheses were developed from an employee-oriented contingent view based on the person-job fit theory and lifespan development theories. Methods suggested by Haans et al. (2016) and Dawson (2014) to test curvilinear relationships and related moderations, and a two-wave survey data from 742 Chinese employees were used.
Findings
The results showed that perceived DHRPs related to affective commitment in an inverted U shape and work stress in a U shape. However, age moderated the nature of the relationships such that both the curvilinear relationships only existed under low age while under high age perceived DHRPs related to affective commitment positively and work stress negatively.
Originality/value
This study advances the prevailing linear (positive or negative) thinking on the DHRPs–outcomes relationships by showing that perceived DHRPs relate to both affective commitment and work stress nonlinearly. Moreover, different from existing findings that age moderates the strength of the linear DHRPs–outcomes relationships, the results indicate that age moderates the nature of the relationships between perceived DHRPs and affective commitment and work stress. This implies a refined age-differential approach to use DHRPs to sustain a committed and healthy workforce in the context of workforce aging.
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Louise Misselke, Teressa Schmidt, Sonal Nakar and Sardana Islam Khan
The purpose of this paper is to provide a review of contemporary perspectives, policies, and practices relating to reported vocational education and training (VET) teacher…
Abstract
Purpose
The purpose of this paper is to provide a review of contemporary perspectives, policies, and practices relating to reported vocational education and training (VET) teacher recruitment and retention challenges, with a particular focus on England and Australia.
Design/methodology/approach
This position piece discusses the topic from a transnational perspective by reviewing the relevant literature and examining the impact of policies and practices in England and Australia.
Findings
The paper finds that there is a paucity of empirical research relating to VET teacher shortages, but that globally, experience in the sector suggests there are challenges in recruiting and retaining the qualified VET teaching workforce required to address current and future training needs. It recommends that further research is undertaken with an international approach to better understand the problem from the perspective of VET teachers, leaders, and education institutions, and to identify potential solutions.
Research limitations/implications
The paper does not report on empirical research but suggests that further studies are required to better understand the problem and identify potential solutions based on the respective socioeconomic, demographic, and policy contexts.
Originality/value
While there are studies examining VET and VET teaching from the perspectives of quality, reputation, and esteem, few examine the issue and impact of VET teacher shortages, or the challenges of VET teacher recruitment and retention in the contemporary and comparable contexts of Australia and England.
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Oleksandr Dorokhov, Krista Jaakson and Liudmyla Dorokhova
Due to population ageing, the European Union (EU) has adopted active ageing as a guiding principle in labour and retirement policies. Among the strategies for active ageing…
Abstract
Purpose
Due to population ageing, the European Union (EU) has adopted active ageing as a guiding principle in labour and retirement policies. Among the strategies for active ageing, age-friendly workplaces play a crucial role. This study compares age-friendly human resource (HR) practices in the Baltic and Nordic countries. The latter are pioneers in active ageing, and as the employment rate of older employees in the Baltics is like that in the Nordic countries, we may assume equally age-friendly workplaces in both regions.
Design/methodology/approach
We used the latest CRANET survey data (2021–2022) from 1,452 large firms in seven countries and constructed the fuzzy logic model on age-friendliness at the workplace.
Findings
Despite a high employment rate of older individuals in the Baltics, HR practices in these countries fall short of being age-friendly compared to their Nordic counterparts. Larger firms in the Nordic countries excel in every studied aspect, but deficiencies in the Baltics are primarily attributed to the absence of employer-provided health and pension schemes. The usage of early retirement is more frequent in the Nordic countries; however, its conceptualisation as an age-friendly HR practice deserves closer examination. Our findings suggest that the success of active ageing in employment has translated into age-friendly HR practices in larger organisations in the Nordics, but not in the Baltics. It is likely that high employment of older individuals in Estonia, Latvia and Lithuania is a result of the relative income poverty rate.
Originality/value
Our model represents one of the few attempts to utilise fuzzy logic methodology for studying human resource practices and their quantitative evaluation, especially concerning age-friendly workplaces.
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Persistently low fertility rates mean that the next decade will see ‘super-aged’ societies not just in China but also in other key East Asian economies, including Hong Kong…
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DOI: 10.1108/OXAN-DB288573
ISSN: 2633-304X
Keywords
Geographic
Topical
Yourong Yao, Zixuan Wang and Chun Kwok Lei
The purpose of this study is to investigate the influence of green finance on human well-being in China in the context of urbanization and aging population. It aims to explore the…
Abstract
Purpose
The purpose of this study is to investigate the influence of green finance on human well-being in China in the context of urbanization and aging population. It aims to explore the contributions of green finance in such demographic scenarios.
Design/methodology/approach
This study innovates and optimizes the calculation of the carbon intensity of human well-being (CIWB) index and strengthens the integrity of the assessment model for green finance development. It uses the serial multiple mediator model and moderation effect analysis to address the impact of green finance on human well-being in China on the provincial level from 2009 to 2020.
Findings
Green finance has a significant, positive and direct impact on human well-being. Simultaneously, it influences human well-being indirectly through three transmission channels. Urbanization and an ageing population are significant individual mediators through which green finance contributes to human well-being improvement. Notably, these two mediators also work together to transfer the promotional impact of green finance to human well-being.
Practical implications
The government can perfect the regulations to strengthen the market ecosystem to accelerate the development of green finance. Reforms on the administrative division to expand the size of cities with the implementation of ageing friendly development strategy is also necessary. Attracting incoming foreign direct investment in sustainable projects and adjusting public projects and trade activities to fulfil the sustainable principles are also regarded as essential.
Social implications
The findings challenge traditional views on the impact of aging populations, highlighting the beneficial role of green finance in improving well-being amidst demographic changes. This offers a new perspective on economic and environmental sustainability in aging societies.
Originality/value
A multi-dimensional well-being indicator, CIWB and the serial multiple mediator model are used and direct and indirect impacts of green finance on human well-being is exhibited. It offers novel insights on the transmission channels behind, identifies the mediating role of urbanization and ageing population and offers empirical evidences with strong academic and policy implications.
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Samuel Ampadu Oteng, Padmore Adusei Amoah and Genghua Huang
This study aims to conduct a systematic review of existing literature on ageism among older informal workers, as most studies have focused on formal work settings. Specifically…
Abstract
Purpose
This study aims to conduct a systematic review of existing literature on ageism among older informal workers, as most studies have focused on formal work settings. Specifically, it seeks to identify the scope and characteristics of ageism that older informal workers encounter and its influence on their work and well-being.
Design/methodology/approach
This paper follows the Preferred Reporting Items for Systematic Reviews and Meta-analyses (PRISMA) framework to conduct a systematic review. Eleven studies from six databases were included and thematically analysed.
Findings
The findings revealed four main themes: the contextual nature of ageism, dimensions of work-related ageism, navigating work-related challenges, and effects on well-being. These themes highlight that, despite being perceived as experienced and reliable, older informal workers face exclusion from work opportunities as they are perceived as unproductive and less capable of acquiring new skills. These negative perceptions significantly impacted their willingness to continue working and overall well-being.
Practical implications
The findings offer an overview of extant research and the direction for future research and policy interventions to address ageism among older informal workers. The findings are crucial for enhancing older workers' quality of life, particularly in low- and middle-income countries, where population ageing is the fastest.
Originality/value
This study is one of the few to systematically explore and evaluate empirical evidence on ageism in the informal work sector. It thus expands existing knowledge and understanding of the phenomenon of ageism in a least explored context.
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Sarah A. Courchesne, Dave Stynen, Judith H. Semeijn and Marjolein C.J. Caniëls
Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors…
Abstract
Purpose
Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors and mechanisms central to their success as experienced by key stakeholders.
Design/methodology/approach
An explorative, qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14). Fourteen Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied using open coding to generate themes.
Findings
The results of this study outline environmental, structural, and inter-personal factors and mechanisms that contribute to the success of inter-organizational networks that aim to foster sustainable employability for their employees. The environmental factors and mechanisms consist of challenges stemming from the labor market. The structural factors and mechanisms include: a network’s flat structure, flat fee, lack of informal rules, the allocation of roles and expectations for stakeholders and shared network activities. Lastly, the inter-personal factors and mechanisms are: communication among stakeholders, establishing reciprocity, interaction and collaboration between stakeholders, the valuation of trust, a convivial culture and shared vision among stakeholders. The dynamics between these factors and mechanisms are compared to other forms of inter-organizational networks. Furthermore, several recommendations for network coordinators and practitioners regarding the development of networks are presented.
Originality/value
This study provides insights into the factors and mechanisms that are regarded by stakeholders as influencing the success of inter-organizational networks in their ability to foster sustainable employability for workers. We have identified a unique model that captures this new way of inter-organizational collaboration and builds on insights from literature on collaborative governance regimes, institutional fields and entrepreneurial ecosystems. Specifically, the model provides a framework that consists of environmental, structural and interpersonal factors and mechanisms for network success. This study increases our understanding of how collaborative efforts can be fostered beyond organizational boundaries and existing Human Resource Management practices.
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