Search results

This chapter discusses the concept of productive ageing in Japan and Poland. Productive ageing is defined as any activity by older people which produces goods or services, whether paid or not. Productive ageing is slightly more narrowly defined than active ageing in so far it is focused on economic activity whereas active ageing covers a broader array of social activities. The chapter discusses activities of governments and employers in these three economies in promoting economic activities. The relative success of the Japanese economy in sustaining relative high levels of older employment is the result of active government interventions both in terms of adjusting pension policies to support working pensioners and intervening in employer practices. In Poland, government has struggled to raise older workers’ participation rates by raising pension ages and promoting older employment. In both countries, governments are recognising the economic impact of ageing demographics on the respective societies, but have had different levels of active involvement in intervening in employer practices. Finally, this chapter initiates a broader discussion of the situation in the discussed area not only in Poland, but in other countries of Central and Eastern Europe.

The Epidemiologic Transition can help us understand a fundamental puzzle about aging. The puzzle stems from two seemingly contradictory facts. The first fact is that death rates from noninfectious degenerative maladies – the so-called diseases of aging – increase as people age. It seems to be at odds with the historical fact that for nearly a century in which people were aging more than ever before, the aggregate rates of such diseases have been decreasing. In what sense can both be true? Crucial to resolving the puzzle are the age-profiles of such diseases in cohorts that grew up in the different regimes of the Transition. For each cohort, noninfectious diseases had increased with age, resulting in an upward-sloping age profile, which affirms the first fact. As the regimes were transitioning from the Malthusian to the modern one, however, the profiles of successive cohorts had been shifting downward: death rates from noninfectious diseases were shrinking at each age, signifying the newer cohorts’ greater aging potentials. The shifting profiles had been renewing the cohort mix of the population, shaping the century-long descent of such diseases in aggregate, giving rise to the historical fact. The profiles had shifted early in the cohorts’ adult years, associating closely with the newer epidemiologic conditions in childhood. Those conditions appear to be a circumstance under which aging potentials of cohorts could be misgauged, including in one troubling episode in the first half of the nineteenth century when the potentials had reversed.

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.

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This chapter presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The chapter ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

Population ageing, coupled with economic uncertainty and a shifting workforce structure, has directed the attention of public and organizational policy makers toward the potential contribution of older workers and skilled migrants in meeting labor supply shortages in ageing populations. This chapter presents labor supply and demand scenarios for 10 OECD countries and examines trends in the labor force participation of older workers against the backdrop of changes to the nature of work in an era of globalization, casualization, and, increasingly, automation. Brief analysis of each country’s situation and policy responses indicates that China, Japan, and Korea stand out as being at particular risk of being unable to maintain growth without undertaking drastic action, although their areas of focus need to differ. A limitation of the study is that GDP projections used in labor demand analysis were based on historical rates and represented past potential and a long-run average of historic economic output. Future research might also undertake comparative analysis of case studies addressing different potential solutions to workforce ageing. A key implication of the study is that there is a need to take a blended approach to public policy regarding older workers in a changing labor market. Where migration has historically been a source of labor supplementation, this may become a less viable avenue over the near future. Future shortfalls in labor imply that economies will increasingly need to diversify their sources of workers in order to maintain economic growth. For public policy makers the challenge will be to overcome public antipathy to migration and longer working lives.

As the workforce is aging and becoming increasingly age diverse, successful aging at work has been proclaimed to be a desirable process and outcome, as well as a responsibility of both workers and their organizations. In this chapter, we first review, compare, and critique theoretical frameworks of successful aging developed in the gerontology and lifespan developmental literatures, including activity, disengagement, and continuity theories; Rowe and Kahn’s model; the resource approach; the model of selective optimization with compensation; the model of assimilative and accommodative coping; the motivational theory of lifespan development; socioemotional selectivity theory; and the strength and vulnerability integration model. Subsequently, we review and critically compare three conceptualizations of successful aging at work developed in the organizational literature. We conclude the chapter by outlining implications for future research on successful aging at work.