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The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these “new career orientations,” with implications for career development and social equity. The purpose of this paper is to test these hypotheses by systematically reviewing research on demographic differences in new career orientations.

This paper meta-analyzes demographic differences in protean, boundaryless, and proactive career orientations using data from 29,605 individuals (74 samples).

Demographic differences in new career orientations are generally negligible to small, with organizational mobility preferences showing the largest differences across demographic characteristics. Age showed curvilinear relations with new career orientations. National economic development moderated new career orientation-educational level relations.

Results support the construct validity of “proactive career orientation” as a unifying construct encompassing protean and psychological mobility boundaryless orientations (cf. Wiernik and Kostal, 2017). Future research should continue to explore career development in diverse economic/cultural contexts.

Small demographic differences suggest that potential benefits of new career orientations are not limited to members of particular groups. Age and education relations were large enough to indicate that large population segments may benefit from additional interventions to support career mobility and development.

This paper uses meta-analytic techniques to investigate demographic differences in career orientations with larger samples than possible in a single primary study. The meta-analytic design permitted investigation of a variety of methodological and cultural/economic moderators not previously considered in career orientation research.

To understand differences in visitors' travel motivations, this study investigates the relations between personal values and travel motivations as well as the moderating effects of visit experience, age and gender on values–motivations relations among Australian visitors visiting Indonesia.

The multigroup confirmatory factor analysis (MGCFA) was performed using Analysis of Moment Structures (AMOS) to assess the constructs' validity across groups (potential vs repeat visitors; younger vs older visitors; male vs female visitors). A group model comparison thus was run in the multigroup analysis to test whether any differences in values–motivations relationships were significant across the groups.

This study shows that travel motivations are associated with values in a systematic way, and values–motivations relations can vary by age, gender and visit experience. Specifically, self-enhancement values are associated with escape-seeking motivation and conservation values are associated with assurance-seeking motivations. Whilst, there is no associations found between openness to change values and novelty-seeking motivations and between self-transcendence values and interaction-seeking motivations. Further, values influence travel motivations for potential but not repeat visitors and for younger but not older visitors.

Tailoring marketing strategies to align with visitors' personal values and travel motivations is crucial. Further, acknowledging the moderating influences of visit experience, gender and age in values–motivations relations enables destination marketers to create more effective and targeted approaches for diverse demographic groups in marketing, promotions and destination development.

This study for the first time provides a better explanation on how the travel motivations are formed in relation to values, age, gender and visit experience.

The purpose of this paper is to provide a comprehensive meta-analytic examination of the relationship between employee age and customer mistreatment. Drawing on socioemotional selectivity theory and taking the cross-cultural and cross-sectoral differences into account and making the country-level and occupation-level comparisons possible for uncovering when age matters, the role of employee age on decreasing customer mistreatment is examined.

The data comprises of 103 independent samples collected from 48,067 frontline employees. Random effects individual correction meta-analysis procedure is used to aggregate correlation coefficients and correct them for sampling, measurement and range restriction errors. Meta-regression is used for examining the impact of key moderators.

Results consistently show that frontline employee exposure to customer mistreatment is decreased with age. Regarding national differences, negative associations are stronger in low power distance countries. Age has more potential to provide high-quality relations with customers in healthcare, banking, compared to call centers and hospitality sectors.

Healthy customer relations with fewer customer mistreatments come with employee age. However, results warn service managers about cultural and industry-related boundary conditions such as power distance and service orientation expectations.

This study is the first meta-analysis on the relationship between two contemporary challenges in organizational frontlines: the aging workforce and customer mistreatment. By conducting comprehensive data collection and analyses, this study concludes that older employees, especially in low power distance cultures, bring wisdom to service environments.

Every book has its unique history. Our own interest in intergenerational ambivalence developed in discussions during Karl Pillemer’s sabbatical in 1996 at the University of Konstanz Research Center on Society and the Family. Despite using different methods, samples, and research frameworks, both of us had come up with findings about intergenerational relations that could not be interpreted easily within existing theoretical frameworks. Kurt Lüscher’s study of family reorganization after older parents’ divorce pointed toward complex tensions between interpersonal closeness and distance, and between a desire to preserve traditional family forms and to strike out in new directions (Lüscher & Pajung-Bilger, 1998). Similarly, Lüscher’s work on family rhetoric (Lüscher, 2000) and on contemporary families (Lüscher, 1998) suggested the limitations of existing frameworks in these areas. Karl Pillemer’s research on elder mistreatment had revealed the paradoxical circumstance that extreme conflict and a high degree of solidarity coexist in abusive families (Pillemer & Suitor, 1992; Pillemer & Wolf, 1998; Wolf & Pillemer, 1997) and his studies of parent-child relationships had pointed to the prevalence of interpersonal conflict and unmet expectations (Pillemer & Suitor, 1998; Suitor & Pillemer, 1988, 1996) as well as their negative impact on parental well-being (Pillemer & Suitor, 1991).

The purpose of this paper is to investigate the impact of organizational norms on employee productivity within the higher education sector in UAE.

A quantitative research approach was used to investigate 89 respondents from higher education institutions. An online survey approach was used to investigate the opinions of respondents with regard to the impact of organizational norms on employee productivity in UAE. The data were then statistically analyzed using SPSS version 22.

The results showed a positive association between the investigated organizational norms and employee productivity. Furthermore, there was a significant relationship between age and organizational norms. Increase in employee age corresponds to an increase in employee productivity.

This study has made a novel contribution, since there is a significant lack of research surrounding the influence of organizational norms on employee productivity in the higher education institutions in UAE.

The term “intergenerational relations” is often used to refer to quite distinct phenomena (Kertzer, 1983). For example, the term may connote relationships across generations within the family context, or, it may connote societal‐wide relations across age strata such as the old and the young. The focus of the papers in this volume is on the first meaning of the term, on intergenerational relationships in family lineages. However, as we will note in our concluding remarks, the nature of family intergenerational relationships may have implications for age strata relations in the society.

Influenced by postmodern and poststructuralist perspectives, cultural studies and humanities researchers have critiqued ways that old age plays out in lived realities – including effects of ageism and power loss in both private and public spheres. Generally, older people are perceived negatively and as less powerful than younger people. Age tends to trump most other social identity dimensions in negative ways so that aging is an eventuality that many people the world over dread or fear.

In recent years, age has been treated as a social, political and economic issue that draws from anxiety and fear associated with the advancing life course. Some nations outlaw age discrimination in the workplace, but others do not. So, while improved sanitation, diet and health care means that many people live longer, they still face enduring negative stereotypes about aging processes. Chapter 8 sharpens the focus on social identity marked by age and dimensions that overlap with age – in the larger social milieu and in organizational contexts. Several theoretical ties bind this chapter’s exploration of age and aging, including critical/cultural studies, feminism, critical gerontology, and postmodern and poststructuralist perspectives. To explore research on aging and identity, this chapter is divided into subthemes: sociocultural perspectives on and theorizing about aging, age categories and birth cohorts, aging effects for organizations, aging effects for employees, and age with other social identity intersectionalities.

Based on organizational support theory, the aim of this paper is to examine the associations among perceived organizational support, successful aging in the workplace, job satisfaction, and the intentions to stay in organization among older workers.

In total, 242 employees, aged over 45 years, were recruited to participate in a study from May to September 2009.

Correlation showed that perceived organizational support and all five dimensions of successful aging in the workplace, (i.e. adaptability and health, positive relationship, occupational growth, personal security, and continued focus on goals), were significantly related to the intentions to stay in the organization. Structural equation modeling showed that perceived organizational support was positively related to successful aging in the workplace, and the latter is related to the intentions to stay, both directly and via the mediation of job satisfaction.

All data were self‐reported and collected at one time point. Thus, common method variance may be an issue and causal inferences are not warranted.

Successful aging in the workplace was significantly related to older workers' intentions to stay. Managers may provide a wide range of organizational support and enhance successful aging in the workplace for older workers.

This is the first study to empirically test the relations between successful aging in the workplace and intentions to stay among older workers. Implications of these findings, the limitations of the study, and directions for future research are discussed.

In the context of a gradually ageing labour force and skills shortages, discrimination against older workers has recently become an issue of public policy concern. Ageism is arguably more pervasive in the hospitality industry than elsewhere; a recent follow‐up study confirms that hospitality organizations continue to rely heavily on younger workers and show little disposition to capitalize on the acknowledged benefits which older workers can offer. Consequently, these organizations do not appear to be well placed to manage future developments in the labour market, particularly in relation to obtaining managers.