The main objective of diploma thesis is to analyze and evaluate the situation of elder employees on the labour market in the Czech republic, where as in others developed countries of European union has negative demographic evolution. The first of all are mentioned fundamental demographic indicators including expected predictions for the future, next and also crucial part of thesis is dedicated to labour market with regards to changing structure in age structure of population. The group of elder workers is submitted to deeper analysis according to several standpoints such as reached education, gender or profession. The rest space is devoted to options and suggestions for this endangered group on the labour market, including examples of good practice from abroad. Thesis conclusion is focused on comparison with states of European union and fulfilling objectives in terms of European strategies.

The diploma thesis is focused on issues concerning employment of elderly people in the Czech Republic. The thesis contains main theoretical resources including demographic predictions. Furthermore analyzes macroeconomic context and the causes of employment development of people over fifty years old in last ten years. In last chapter there are described method of calculation of pension benefit, retirement age, revenues and expenses of pension system and its sustainability. This thesis verifies hypothesis that increasing retirement age could solve the sustainability problem of first pillar of pension system. In conclusion, the results of the research are evaluated.

Människor lever allt längre med fortsatt arbete längre upp i åldern. Samtidigt förekommer fördomar mot äldre som medför åldersdiskriminering av äldre arbetssökande på den svenska arbetsmarknaden. Syftet med denna studie är att med fokus på attityder finna förståelse för varför åldersdiskriminering av äldre arbetssökande sker på den svenska arbetsmarknaden och hur det kan motverkas. Datainsamling sker genom gruppintervjuer där HR-aktiva resonerar om upplevelser och erfarenheter av äldre arbetssökande i rekryteringsprocesser. Materialet analyseras utifrån Ronald Ingleharts värderingsteori som föreslår hur attityder och värderingar uppstår och förändras mellan generationer. Studiens resultat visar att rekryterare i Sverige, utifrån HR-aktivas resonemang, anses ha omedvetna och medvetna fördomar om äldre arbetssökande. Dessa inverkar negativt på äldres anställningsbarhet och bidrar till åldersdiskriminering av äldre arbetssökande i rekryteringsprocessen. Resultatet presenterar även resonemang om förekomsten av positiva stereotyper om äldre arbetssökande vilket i kontrast till fördomar förbättrar äldres anställningsbarhet. Avslutningsvis redogör studiens resultat för åtgärder som HR-aktiva resonerar kan motverka rekryterares risk att åldersdiskriminera äldre, exempelvis kompetensbaserad rekrytering och samtal mellan kollegor. / As life expectancy increases amongst the population, so does the expectation to remain active in the work force. However, there is both prejudice and discrimination against older workers in the Swedish job market. The purpose of this study is to, with a focus on attitudes, understand why older workers are being discriminated when applying for new positions and in what ways this discrimination can be counteracted. Data collection is performed through group interviews where HR-professionals discuss and share their experiences of older workers in the hiring process. The material is analyzed using the value theory of Ronald Inglehart, who suggests that attitudes and values both occur and change with generational progression. The results of the study show that recruiters in Sweden, in the experience of active HR-professionals, are prone to possess both implicit and explicit prejudices against older workers. These prejudices have a negative effect on the employability of older workers and contribute to further discrimination of this group. The results also suggest the occurrence of positive stereotypes associated with older workers which, in contrast, could increase their employability. Finally, the results of the study describe measures that HR-professionals can take to counteract the risk of discriminating against older workers during the hiring process. For example competence-based recruitment and an increased amount of real life discussions between recruiters.

Abstract Despite an aging U. S. workforce, age discrimination at work remains an issue. Researchers have found that beliefs about the aging process affect workers' performance and attitudes. There is little research available examining this phenomenon from the perception of older workers. The purpose of this qualitative phenomenological study was to understand the lived experiences of 7 workers aged 55 and older regarding ageism through the theoretical framework of stereotype threat theory. Research questions focused on identifying age-related stereotypes held by the participants, the influence of those stereotypes on perceptions of aging, perception of the impact of aging on job performance, and experienced ageism and discrimination in the workplace. Transcribed interviews were analyzed using a modified Stevick Colazzi method to group significant statements into themes and form a composite description that included textural and structural description. Themes that emerged from the study included culturally absorbed stereotypes of helplessness, acceptance of the participants' aging process, positive perceptions of themselves as older workers, a perceived pressure to retire from coworkers, self-identified physical limitations, and life-stage acceptance. Overall, older workers reported a relatively positive self-image and positive perceptions of work performance by supervisors and coworkers. The findings of this study may contribute to social change by informing employers and employee assistance counselors how to address the realistic needs and concerns of older workers. Further studies in aging may promote understanding of aging not as equaling decline but as a time of opportunity to continue to make contributions to the community regardless of chronological age.

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TITLE: Work, Health and the Economy: Examining Predictors of Early Retirement Among Older Canadian Workers OBJECTIVES: To investigate the contribution of socio-demographic, health, work, and health behaviour factors to the transition from work to early non-disability retirement among older Canadian workers during a period of economic recession compared to a period of non-recession. METHODS: A systematic scoping review was conducted to identify the predictors of early retirement reported in the published literature. This study also used data from Statistics Canada’s National Population Health Survey to explore the predictors of early retirement among two prospective cohorts of older Canadian workers aged 45-64 that spanned a non-recessionary economic period in Canada (cohort 1: 1994-1999) and a period which included an economic recession (cohort 2: 2006-2010). The impact of various factors on early retirement was examined using logistic regression analyses. RESULTS: Findings from the systematic scoping review were used to construct a list of variables to explore as predictors in the model. Factors which were associated with higher transitions into early retirement included older age (cohort 1: OR=1.42; cohort 2: OR=1.31), living in Quebec (cohort 1: OR=2.26), occasional (cohort 1: OR=2.56) or regular drinking (cohort 1: OR=2.32), low job satisfaction (cohort 1: OR=3.42; cohort 2: OR=3.33), working part-time (cohort 1: OR=2.16; cohort 2: OR=2.26), and employment in public administration (cohort 1: OR=2.77). While being a woman (cohort 1: OR=0.59), immigrant (cohort 1: OR=0.57), and higher job security (cohort 1: OR=0.73) were associated with lower exits to early retirement. There were differences observed in the effects of occasional and regular drinking, and for living in Quebec, on early retirement between the two contrasting economic time periods. The comparison of the provincial effect suggested that early retirement varies to some extent with the provincial unemployment rate. CONCLUSIONS: Predictors of early retirement among older Canadian workers are multifactorial. Results suggest that factors beyond individual determinants may influence early retirement and future research is needed to better understand what aspects of the provincial context are driving retirement decisions. / Thesis / Master of Science (MSc)

Over the past three decades, the workforce has become more age-diverse, leading organizations to recognize the importance of supporting the well-being, motivation, health, and productivity of older workers. Previous research has highlighted the challenges faced by older workers, including ageism, health declines, financial constraints on retirement, and caregiving responsibilities. However, the literature often treats older workers as a homogeneous group, neglecting the significant heterogeneity within this population. This study addressed this gap by adopting a person-centered approach to investigate the diverse experiences of older workers. By leveraging the Psychology of Working Theory (PWT) as a conceptual framework, this study examined how different combinations of working conditions (i.e., job insecurity, income inadequacy, lack of work protections, and vulnerability to mistreatment) relate to psychological constructs and work-related outcomes among older workers. Data were collected from 549 workers over the age of 50 (M=59.24, SD=5.85) within the United States and analyzed using latent profile analysis. The results identified four distinct profiles of older workers: Unprecarious, Bridge Workers, Detached, and Precarious. The profiles were qualitatively and quantitatively different, with the Unprecarious profile characterized by low levels of all indicator variables, and the Precarious profile characterized by high levels of all indicator variables. Detached participants reported feeling stuck in their jobs, and Bridge Workers reported high income inadequacy and feeling unprotected at work, but low job insecurity and vulnerability to mistreatment. Unprecarious participants reported the highest levels of need satisfaction, well- being, and life satisfaction, and the Precarious participants reported the lowest levels on all outcomes, with the Bridge Workers and Detached participants in between. Overall, this study sheds light on the heterogeneity within the older worker population and highlights the importance of considering various combinations of working conditions in understanding their experiences, thus advancing our understanding of this diverse segment of the workforce. Theoretical and practical implications are discussed.

The purpose of the current study was to examine whether older job applicants are discriminated against relative to younger job applicants when changing careers, and to investigate whether an intervention designed to reduce stereotyping and prejudice could alleviate such unfair discrimination, if it was found. A between-subjects laboratory experiment with three factors was conducted, including age (young vs. old job applicant), career-transition type (within- vs. between-career transition), and a dual-identity based recategorization intervention (control vs. intervention), totaling 8 experimental conditions. Data were collected and analyzed from 157 undergraduate student participants. Participants were informed that they would be evaluating the viability of using video-resumes as a potential organizational selection tool, and were randomly assigned to watch a video-resume depicting a White male job applicant applying for the job of mechanical engineer. The job applicant was either younger or older and was either making a career change that was more similar to his previous career (i.e., naval architect) or less similar to his previous career (i.e., chiropractor). In the intervention conditions, the job applicant emphasized his age and the fact that he graduated from UCF; in the control conditions, he only emphasized his age and his educational background from a generic university. An actor in his early twenties played the role of the job applicant. Make-up was applied to age his face, and computer software was used to age his voice. After viewing the video-resumes, participants judged his suitability for hire, competence, warmth, loyalty, and suitability for training. A Multivariate Analysis of Covariance (MANCOVA) was conducted and a significant 3-way interaction was found between age, career-transition type, and intervention on both ratings of suitability for hire and on competence ratings. Counter to theory, the older job applicant was negatively impacted relative to the younger applicant when attempting to build a common ingroup identity with the younger decision-maker. These findings were discussed within the context of theories on attribution and impression management, and discussed relative to prior research utilizing the dual-identity based recategorization intervention method. Implications for older workers making career transitions are discussed.

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