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Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces
At a time where there are ageing populations, global shortages of skilled labour, and migration pathways impacted by the COVID-19 pandemic, retaining older workers presents as a vital strategic initiative for organizations globally. This study examines the role of Human Resource Practices (HRPs), which are oriented towards accommodating the needs of an ageing workforce in mitigating psychological distress and turnover intentions. The study collected self-reported survey data from 300 Australian employees over the age of 45, over two time points. Using structural equation modelling, the study analyzed the extent to which Older Worker-oriented Human Resources Practices (OW-HRPs) translate into employee psychological health and retention within organizations, through the mediation of ageism and work–life conflict. The results support our hypothesis that OW-HRPs are associated with lower ageism, better work–life balance; and in combination these reduce psychological distress and help retain older workers in the workforce. We conclude that OW-HRPs can foster work environments conducive to older worker wellbeing, supporting the retention of talent and maintaining effectiveness, in the face of substantial labour supply challenges brought on by the COVID-19 pandemic and an ageing population.
Journal Article
Prevalence and correlates of perceived age-related discrimination among older adults in India
Background
Age is one of the predominant reasons for perceived discrimination in developing world where older people are considered a non-contributing burden. The present study explores the prevalence and correlates of perceived age discrimination among older Indian adults.
Methods
A cross-sectional study was conducted using a large representative survey data from the Longitudinal Ageing Study in India conducted during 2017–18. Participants included 31,464 older adults aged 60 years and above. Multivariable logistic regression analysis was used to test the associations between selected background characteristics and perceived age discrimination.
Results
The analysis revealed that 10.33 percent of older adults perceived their age as the main reason for discrimination, which was 11.86% among the oldest-old. Older adults with more than 10 years of schooling were 32% [adjusted odds ratio (AOR): 0.68; confidence interval (CI): 0.51—0.89] less likely to perceive age discrimination compared to their uneducated counterparts. The odds of perceived age discrimination were higher among older adults who earlier worked [AOR: 1.73; CI: 1.46—2.05] and currently working [AOR: 1.61; CI: 1.31—1.96] as compared to those who never worked. Further, having difficulty in instrumental activities of daily living (IADL) [AOR: 1.43; CI: 1.25 -1.65] and having one chronic condition [AOR: 1.16; CI: 1.02 -1.34] were associated with increased odds of perceived age discrimination among older adults.
Conclusion
Older adults with lower socioeconomic status, currently working, having more chronic conditions, difficulty in IADL and belonging to rural areas were found to perceive higher age discrimination than their counterparts. The findings of the study have important implications for policy makers with respect to strategies such as making the vulnerable populations aware of their legal rights that help in the prevention of age-based discrimination in the country.
Journal Article
Current and emerging trends in aging and work
This timely volume provides an up-to-date and comprehensive summary about what is known about aging and work and addresses the challenges and opportunities confronting older workers and organizations. The authors describe current and emerging topics related to work and aging adults such as working in teams, the increasing diversity of the labor force, work and caregiving, the implications of technology for an aging workforce, and health and wellness issues. The authorship is international; the authors are renowned for their respective work in the topical areas and represent a broad range of disciplines within academia, as well as offer perspectives from government and policy.
Book
COVID-19 and the Elderly’s Mental Illness: The Role of Risk Perception, Social Isolation, Loneliness and Ageism
For almost two years, populations around the globe faced precariousness and uncertainty as a result of the COVID-19 pandemic. Older adults were highly affected by the virus, and the policies meant to protect them have often resulted in ageist stereotypes and discrimination. For example, the public discourse around older adults had a paternalistic tone framing all older adults as “vulnerable”. This study aimed to measure the extent to which perceived age discrimination in the context of the COVID-19 pandemic, as well as the sense of loneliness and social isolation, fear and perception of COVID-19 risks, had a negative effect on older adults’ mental illness. To do so, a self-report questionnaire was administered to 1301 participants (average age: 77.25 years old, SD = 5.46; 56.10% females, 43.90% males). Descriptive and correlational analyses were performed, along with structural equation modelling. Results showed that perceived age discrimination in the context of the COVID-19 pandemic positively predicts loneliness and also indirectly predicts mental illness. In addition, loneliness is the strongest predictor of mental illness together with fear of COVID-19 and social isolation. Such results highlight the importance of implementing public policies and discourses that are non-discriminating, and that favour the inclusion of older people.
Journal Article
Winter dreams : a historical guide to old age
'Winter Dreams' is an evocative history of the ways the old have thought, felt and expressed themselves over two millennia, tracking the experience of ageing through artistic, literary and historical records. While old age is often depicted as 'sans teeth, sans eyes, sans taste, sans everything', Barbara H. Rosenwein shows that the elderly have always retained their emotional depth and desires. She explores how these have changed over time, as societies' views of the elderly and of a 'good' old age have changed. And through careful exegesis, she allows the elderly, so often absent from the historical record, to speak to us. We live in a rapidly ageing society, yet ageism is rampant and death and dying are taboo subjects. Rosenwein's book is a finely wrought testimony to the value of ageing and the richness of our 'Winter Dreams'.
BOOK
Perceived age discrimination in the workplace: the mediating roles of job resources and demands
PurposeWith a growing number of older workers in the labor force, cultivating an age-friendly working environment becomes increasingly important. Inspired by the job demands–resources (JD-R) model, this study aims to investigate whether the negative effects of perceived age discrimination (PAD) on work-related outcomes would be explained by job resources and demands.Design/methodology/approachA total of 333 Hong Kong Chinese employees aged 40 and above (M = 46.62, SD = 6.21; 60% female) completed an online survey that covered measures on workplace age discrimination, job resources and demands, work engagement, intention to stay and work strain.FindingsPAD at work was associated with reduced job resources and increased job demands. The results of the mediation analyses showed support from supervisor and coworkers could account for the effects of PAD on work engagement and intention to stay, whereas emotional demand or workload could explain the effects of PAD on work engagement and work strain.Practical implicationsThe findings of this research unveil the underlying mechanisms between age discrimination and work-related outcomes through job resources and job demands. Cultivating a supportive organizational climate toward older employees and offering awareness-based training programs are necessary to mitigate age biases in the workplace.Originality/valueBuilding on the JD-R model, this study revealed the possible mechanism underlying the negative effects of PAD. Perceptions of age discrimination decrease older workers' job resources and increase their job demands, subsequently lower their work engagement and intention to stay and increase their work strain.
Journal Article
Measuring Age Discrimination at Work: Spanish Adaptation and Preliminary Validation of the Nordic Age Discrimination Scale (NADS)
Negative stereotypes about older workers can result in ageism and age discrimination in the workplace. The aim of this study is to carry out an adaptation to Spanish and a preliminary validation of the Nordic Age Discrimination Scale (NADS) in a sample of Spanish workers over 55 years of age. The study involved 209 employees aged between 55 and 67 years old (155 women (74.2%) and 54 men (25.8%)) working in the health sector with different professional categories (nurses, doctors, nursing assistants, ancillaries and health technicians). The reliability index of the six dimensions of the NADS (promotion, training, development, development appraisals, wage increase and change processes) measured by Cronbach’s alpha was α = 0.83. The exploratory and confirmatory factor analyses, with the goodness-of-fit indexes used, reflect an acceptable adjustment of the single-factor structure of the NADS. Regarding criterion and construct validity, the NADS correlated positively and negatively with the respective variables in the expected directions, except in one case. These results indicate that the Spanish version of the NADS shows adequate levels of internal consistency and criterion validity, and this instrument meets standard psychometric properties in its Spanish version.
Journal Article