Explore the vast range of titles available.

Background We assessed breast cancer mortality in older versus younger women according to race/ethnicity, neighborhood socioeconomic status (nSES), and health insurance status. Methods The study included female breast cancer cases 18 years of age and older, diagnosed between 2005 and 2015 in the California Cancer Registry. Multivariable Cox proportional hazards modeling was used to generate hazard ratios (HR) of breast cancer specific deaths and 95% confidence intervals (CI) for older (60+ years) versus younger (< 60 years) patients separately by race/ethnicity, nSES, and health insurance status. Results Risk of dying from breast cancer was higher in older than younger patients after multivariable adjustment, which varied in magnitude by race/ethnicity ( P -interaction< 0.0001). Comparing older to younger patients, higher mortality differences were shown for non-Hispanic White (HR = 1.43; 95% CI, 1.36–1.51) and Hispanic women (HR = 1.37; 95% CI, 1.26–1.50) and lower differences for non-Hispanic Blacks (HR = 1.17; 95% CI, 1.04–1.31) and Asians/Pacific Islanders (HR = 1.15; 95% CI, 1.02–1.31). HRs comparing older to younger patients varied by insurance status ( P -interaction< 0.0001), with largest mortality differences observed for privately insured women (HR = 1.51; 95% CI, 1.43–1.59) and lowest in Medicaid/military/other public insurance (HR = 1.18; 95% CI, 1.10–1.26). No age differences were shown for uninsured women. HRs comparing older to younger patients were similar across nSES strata. Conclusion Our results provide evidence for the continued disparity in Black-White breast cancer mortality, which is magnified in younger women. Moreover, insurance status continues to play a role in breast cancer mortality, with uninsured women having the highest risk for breast cancer death, regardless of age.

We investigated the relationship between age, resilience, job demands and resources, and self-regulation in 1715 university employees during the COVID-19 pandemic (February 2021) by means of an online survey with closed and open questions. Correlation, regression, and qualitative analyses showed that older employees reported higher resilience than younger employees. This finding was robust after controlling for background factors (i.e., gender, expat status, job type, living alone). Age and resilience were directly related to higher job resources (i.e., job security and equipment), work–life balance, and seeing positives, whereas the relationship to demands was ambiguous. Age was unrelated to workload, negatively related to childcare, and positively to eldercare. Resilience was negatively related to workload but unrelated to childcare or eldercare demands. When all variables were combined to jointly predict resilience, age, job resources, and self-regulation resources predicted resilience, whereas demands (i.e., workload, childcare, and eldercare demands) did not. Our findings suggest that age-related advantages in well-being have persisted during the COVID-19 pandemic. Older workers were more likely to reframe the crisis and see it as an opportunity for personal growth. They possess and utilize resources in unique and beneficial ways, which could also benefit younger workers.

Purpose Organizations can greatly benefit from the transfer of knowledge from older employees to younger generations. However, older workers often hesitate to share their expertise with their younger colleagues. Grounded in conservation of resources theory and the stereotype threat framework, this study aims at examining the negative impact of age-based stereotype threat on organizational knowledge management. Design/methodology/approach The authors developed a moderated mediation model and collected data from 219 older workers with a time-lagged design to explore the effect of age-based stereotype threat on older workers’ knowledge hiding. Findings The results showed that age-based stereotype threat could lead to knowledge hiding behaviors among older workers due to increased job insecurity, and leader-member exchange can potentially mitigate these effects. Originality/value The findings underscore the detrimental effect of age-based stereotype threat on organizational knowledge management and suggest that organizations should foster an age-inclusive environment to facilitate effective intergenerational knowledge transfer.

Older adults adapt the execution of complex motor tasks to use compensatory strategies in the reaching-to-grasping (i.e., prehension) movement. The presence of postural constraints may exacerbate these compensatory strategies. Therefore, we investigated the reach-to-grasp action with different postural constraints (sitting, standing, and walking) in younger and older people and evaluated the postural stability during the reach-to-grasp action. Thirty individuals (15 younger and 15 older adults) performed the prehension under three postural tasks: sitting, standing, and walking. The reaching movement was slower in the walking task than in the other two postural tasks; however, there was no difference between the age groups. For the grasping action, the older adults presented a larger grip aperture, and the peak grip aperture occurred earlier during hand transportation in sitting and standing tasks. In the standing task, the margin of stability was smaller for older adults. In the walking task, there was no difference between the groups for the margin of stability. Also, prehension during sitting and standing tasks were similar, and both differed from walking across age groups. Finally, older adults reduced their margin of stability compared to younger adults, but only in the standing task. The margin of stability was similar between age groups during the walking task. We concluded that age affected grasping (distal component) but not reaching (proximal component), suggesting that healthy older adults have more difficulty controlling distal than proximal body segments.

Purpose Knowledge exchange between older and younger employees enhances the collective memory of an organization and therefore contributes to its business success. The purpose of this paper is to take a motivational perspective to better understand why older and younger employees share and receive knowledge with and from each other. Specifically, this study focuses on generativity striving – the motivation to teach, train and guide others – as well as development striving – the motivation to grow, increase competence and master something new – and argues that both motives need to be considered to fully understand intergenerational knowledge exchange. Design/methodology/approach This paper takes a dyadic approach to disentangle how older employees’ knowledge sharing is linked to their younger colleagues’ knowledge receiving and vice versa. The study applied an actor-partner interdependence model based on survey data from 145 age-diverse coworker dyads to test the hypotheses. Findings Results showed that older and younger employees’ generativity striving affected their knowledge sharing, which, in turn, predicted their colleagues’ knowledge receiving. Moreover, the study found that younger employees were more likely to receive knowledge that their older colleagues shared with them when they scored higher (vs lower) on development striving. Originality/value By studying the age-specific dyadic cross-over between knowledge sharing and knowledge receiving, this research adds to the knowledge exchange literature. This study challenges the current age-blind view on knowledge exchange motivation and provides novel insights into the interplay of motivational forces involved in knowledge exchange between older and younger employees.

AbstractObjectivesGiven the widely acknowledged benefits of intergenerational programs (IGPs), we compared processes and structures across different IGP types and explored potential areas for improvement. DesignThirteen IGPs were classified into three types: arts, learning, and assistance programs. Data were collected through direct structured interviews and analyzed quantitatively and qualitatively. SettingParticipants were recruited from community-based IGPs in the greater Tel Aviv area of Israel. ParticipantsEighty-four older participants (OPs), 97 younger participants (YPs), and 21 organizers were interviewed. MeasurementsQuestions included participant demographics as well as closed- and open-ended questions regarding processes based on the Impact of Intergenerational Programs Questionnaire (IIPQ). AnalysisResponses to closed-ended questions were compared among IGP types and age groups using two-way ANOVAs for ordinal data, and chi-squares for nominal data. Responses to open-ended questions by OP, YP, and program organizers about potential areas for improvement were analyzed using thematic analysis. ResultsProcesses in need of improvement were preparation and guidance, length of program participation, and monitoring of activities, which differed across IGP types and age groups. These processes were related to broader structural problems such as lack of resources, organizers’ poor employment conditions, and inadequate public services for older persons in Israel. ConclusionsOur study highlights the complex relationships between IGP types, processes, and structures. IGP processes and goals can be hindered by structural variables such as insufficient funding, infrastructure, and public services for older adults.

The U.S. labor force participation rate has declined since 2007, primarily because of population aging and ongoing trends that preceded the Great Recession. The labor force participation rate has evolved differently, and for different reasons, across demographic groups. A rise in school enrollment has largely offset declining labor force participation for young workers since the 1990s. Labor force participation has been declining for prime age men for decades, and about half of prime age men who are not in the labor force may have a serious health condition that is a barrier to working. Nearly half of prime age men who are not in the labor force take pain medication on any given day; and in nearly two-thirds of these cases, they take prescription pain medication. Labor force participation has fallen more in U.S. counties where relatively more opioid pain medication is prescribed, causing the problem of depressed labor force participation and the opioid crisis to become intertwined. The labor force participation rate has stopped rising for cohorts of women born after 1960. Prime age men who are out of the labor force report that they experience notably low levels of emotional well-being throughout their days, and that they derive relatively little meaning from their daily activities. Employed women and women not in the labor force, by contrast, report similar levels of subjective well-being; but women not in the labor force who cite a reason other than “home responsibilities” as their main reason report notably low levels of emotional well-being. During the past decade, retirements have increased by about the same amount as aggregate labor force participation has declined, and the retirement rate is expected to continue to rise. A meaningful rise in labor force participation will require a reversal in the secular trends affecting various demographic groups, and perhaps immigration reform.

Initial evidence suggests that older workers enjoy higher work–life balance than young workers. Yet little is known about the mechanisms of this effect or the robustness of age differences when accounting for differences in life context. We introduce and test the boundary management account of aging and work–life balance, which suggests that older workers maintain stronger work–nonwork boundaries as a pathway toward work–life balance. Both in Study 1 (cross-sectional; N = 298 bank employees) and in Study 2 (aggregated diary entries; N = 608 workers), older workers reported better work–life balance and stronger boundaries at work than young workers; and stronger boundaries at home (Study 1). In both studies, stronger boundaries were related to better work–life balance, and boundary strength mediated the relationship between age and work–life balance. Study 2 additionally suggests that the use of boundary management strategies is responsible for stronger boundaries at higher age. Analyses accounted for differences in family and work context characteristics (both studies) and boundary preferences (Study 1). The findings corroborate evidence of older workers' enhanced work–life balance and suggest that it results from more successful boundary management with age rather than merely from changes in contextual factors or boundary preferences.

This study addresses coping processes as explanation of age-related differences in strain experience. Based on the life-span theory of control, we posit that older workers employ more active problem-focused and more active emotion-focused coping strategies than younger workers, which should mediate age effects on strain at work. The correlation between age and passive avoidance coping, in contrast, is expected to be qualified by external resources such as job control. Hypotheses were tested in a two-wave panel study (8 months lag) with 634 workers (age range 16–65 years). Job demands were considered as control variables. As predicted, older as compared with younger workers reported more active problem-focused coping, which mediated age differences on strain in the longitudinal analysis. No mediation was found for active emotion-focused coping. Moreover, age-contingent effects of passive avoidance coping were moderated by job control. When job control was low, younger as compared with older workers reported more avoidance coping, which in turn decreased strain in the longitudinal analysis. Finally, reverse longitudinal effects of age-contingent strain on active problem-focused and active emotion-focused coping provide initial evidence for age-contingent resource spirals. Together, the results reveal specific strengths of older workers for stress management at work.