The purpose of this study was to explore the demographic variables, typical vocational services, and competitive employment rates of older workers, ages 40 - 69 years of age, with disabilities using the RSA-911 database. The results describe the types of services received and the competitive employment outcomes for state and federal vocational rehabilitation consumers receiving services in 2009. Furthermore the sample of older workers (N = 1,152) was equally stratified into three age groups. Older workers, aged 60 to 69, had higher levels of education, received more types of vocational services, and were competitively employed at a much higher rate than those in the other age groups. The methods, discussion, study limitations, and recommendations for future research are presented.

The ageing of the population and the workforce has become a global phenomenon that has created concern about labour as well as skills shortages. Therefore the continuation of older workers in paid employment is regarded as beneficial to both the economy and to the older worker. The aim of this dissertation is to make an enquiry about what employers are doing to make themselves attractive to these older workers and how they are retaining the older workers already present in their organisations. The methodology has been to construct a review protocol through the formation of a review panel as well as the development of a detailed search strategy that included a transparent inclusion and exclusion criteria. The measurement for evaluating the quality of studies used in this systematic review is presented along with the strategy adopted to extract the data and synthesise the findings. The search results were quite limited due to the limited number of research studies conducted particularly for the first of the two research questions relating to the attraction of older workers into the organisation. However the studies that have been conducted thus far shows a level of connection between the methods that can be used to attract older workers and those identified as being used to retain older workers. Finally, gaps from the systematic review process are identified and further research areas suggested.

Thesis advisor: Michael G. Pratt / Despite a graying workforce and a growing number of workers experiencing work transitions, extant literature has largely ignored the role of age in work transition experiences and its impact on the process of work identity change. In this dissertation I employ an inductive approach to elaborate theory concerning the relationships among work transitions, work identity change, and age. Contrary to what extant literature suggests, the findings of a longitudinal qualitative study of 47 employees at a large financial services firm make clear that the types of work transition (role-based transition vs. membership-based transition) and employees' age (Gen X and Gen Y workers in early adulthood vs. Baby boomer workers in middle adulthood) did not differentiate the overall identity change processes within the organization. Rather, my data suggest that identity change is best captured as change in the direction of employees' work identity narratives. Moreover, different combinations of intrapersonal/temporal, interpersonal/social, and future time perspective mechanisms lead to three types of change in the direction of the identity narratives: adjusting, progressing, and regressing. Further, significant differences between age groups surfaced. My research enriches emerging perspectives on work identity as narrative by proposing a temporally-oriented model of work identity change that bridges past, present, and future identities; and delimits the role of age in identity change during work-related transitions. / Thesis (PhD) — Boston College, 2013. / Submitted to: Boston College. Carroll School of Management. / Discipline: Management and Organization.

Demographics indicate that the United States and many other industrialized nations are currently experiencing what is called the ¡°graying¡± of the workforce (Hayslip & Panek, 1993). Today the majority of the workers in many companies are in the age groups of 40-44 and 45-49 years. However, by the year 2010, the largest proportion of workers will probably be in the age groups of 55-59 and 60-64 years (Ilmarinen, 1995). Thus, a growing concern of employers in the near future will be the assignment of older workers to specific job tasks and responsibilities (Williams & Crumpton, 1996) as well as other issues pertinent to the employment of older workers. As workers age they typically experience physiological and psychological changes which must be estimated to minimize the mismatch between their capabilities and job demands as well as to prevent work related injuries such as over exertion injuries. Early identification of declines in work ability and implementation of ergonomic interventions are key to sustaining older and more experienced workers in the workplace (Williams et al., 1996). If preventive measures are not taken, older employees are likely to experience a decline in work capacities (Ilmarinen, 1994). Therefore, reliable and valid measures of one¡¯s ability to perform physical work activities are essential for preventing work-related injuries. Hence, the focus of this research project is to develop a diagnostic tool that can be used by employers to estimate their workers¡¯ ability to perform daily work activities. Specifically, the Williams Work Estimator (W2E) is designed to provide information concerning workers¡¯ ability to perform physical work activities such as lifting, lowering, pushing, pulling, etc. A field research study involving 32 employees at a beer distribution warehousing facility was conducted to evaluate the following attributes of the W2E: (a) test-retest reliability, (b) concurrent criterion validity, and (c) predictive validity. Test-retest reliability of the W2E was assessed using Pearson correlation coefficients. The overall correlation coefficients obtained on both the task evaluation (.64) and the self-evaluation (.58) were near minimal acceptable levels (.60 or greater) for each job task evaluated. In addition, the W2E ranged from 50 to 100% accurate when identifying persons who had experienced a work-related injury within the past year. Findings of this research study suggest the W2E represents a promising new tool for assessing work capability and deserves further study to improve reliability and validity.

As the 21st century proceeds, individuals are increasingly working into later years to support themselves and maintain their quality of life. This changing pattern of employment has implications for workers, employers and society alike. Although older workers have much to contribute, individuals may experience health issues or physical, sensory or psychological changes related to ageing. Health and safety statistics indicate that older workers are a vulnerable group. Employers then, have a responsibility to examine the working environment and protect those with reduced capabilities. For society to function, older workers need to be able to remain in work, otherwise this will impact on both the economy and older individuals quality of life. This thesis aimed to understand the opportunities and challenges employers encounter when trying to protect and promote the health and safety of older workers. The research used qualitative approaches, combining interviews and focus groups to provide rich data on the circumstances of older workers. Triangulation was used, collecting data over different time periods, from different sources, to help balance out any weaknesses across the studies. Data were analysed using thematic analysis. A review of the literature found that there is no consistent definition of ageing or older worker. Many researchers have used chronological age and, therefore, this thesis used 50 as a threshold. The literature highlights that older workers have a wealth of knowledge and skills to bring to the workplace. Negative perceptions, however, regarding natural ageing and adaptability exist. Other authors have argued that organisations need to provide a safe environment for older workers and implement measures to mitigate changes in abilities, whilst recognising that there is no one size fits all strategy. First, an initial scoping study was undertaken with employers, which sought to understand their perceptions concerning the ageing workforce. The study also collected information on the health and safety age management strategies that have been implemented within the organisations. Interviews with employers (senior managers who influence health and safety management strategies) (n=41) revealed that, in line with literature, there is recognition that older workers bring benefits to the workplace. However, some comments demonstrated inaccurate stereotyping. The interviews found that these employers were uncertain how to proceed with implementing actions to protect the health and safety of their older workers. Two subsequent studies, consisting of focus groups (n=10) and interviews (n=50) were then conducted, which explored older workers experiences of working into later life and their views on the issues identified by the employer interview study. The older worker interviews also examined their perceptions regarding their health and capabilities, appropriate health and safety measures in response to this and interviewees anticipated future in the workforce. Older workers explained that they do not feel supported or engaged. They are fearful of reporting capability changes that may affect their ability to perform work tasks, as they believe this may have negative consequences for their future employment. During discussions, they suggested various measures that may help them remain in the workforce for longer. The information gathered during the literature review and the findings from the first three studies, were then used to develop examples of good practice health and safety measures that organisations could implement to help protect and promote the health and safety of older workers. A final interview study with key employer representatives (n=16) was conducted, to understand whether the health and safety good practice measures might be considered beneficial and achievable. This study found that although organisations recognised the benefits of health and safety measures tailored for older workers, the feasibility of some of the suggestions was in doubt. Budgetary constraints, insufficient time and lack of necessary knowledge were seen as particular obstacles to implementation. This thesis has identified that although research evidence exists in relation to measures to support the health and safety of older workers, e.g. the benefits of health promotion, improved work scheduling, workplace assessments etc, this is rarely translated into practice. Within organisations, there is uncertainty about age management for older workers and limited understanding of the divergent needs as workers capabilities change. The default position then becomes to cater for a typical worker. A coordinated multi-disciplinary approach between health and safety, occupational health, human resources and operational management is required. This thesis argues for an integrated age management strategy, with an emphasis on proactive prevention, in the interests of protecting and promoting the health and safety of older workers.

Globally, there is an ageing population resulting in an older workforce; in the UK it is predicted that by 2050 over one third of the workforce will be aged over 50. Construction involves heavy manual labour where working into later life may be difficult and natural, age-related decline is exacerbated by working conditions. Co-developing ideas with workers using participatory approaches can facilitate positive, healthy change in the workplace. The aim of this thesis is to explore ways in which construction workers jobs and workplaces can be made healthier, easier and safer to facilitate healthy ageing and longer working lives. An in-depth interview study with 80 construction workers explored their understanding of their health and wellbeing at work and ideas for improvement. The Nordic Musculoskeletal Questionnaire identified a high prevalence of symptoms in workers of all ages in the knees, lower back, wrists and hands. Many of these symptoms were considered to be work related; interestingly, this did not affect Work Ability Index ratings. Workers had good ideas to improve their health and wellbeing at work; over 400 changes had been made or were being sustained by workers around improving manual handling, PPE, tools and machinery and health and wellbeing. A further 265 new suggestions were made concerned with education and supervision, facilities and human resources. In-depth focus groups with senior stakeholders (n=18) in three construction organisations explored barriers and opportunities for change. They were concerned about the health and wellbeing of their workers; were keen to hear their ideas; and identified poor communication within the whole workforce as a barrier to change. Opportunities to improve the situation included better feedback to workers, and interactive toolbox talks to encourage idea generation and sharing experiences. Finally, participatory workshops with senior stakeholders and trades workers (n=23) captured ideas for the development of a resource for the industry to facilitate longer working lives. Participants strongly suggested that the resource should facilitate communication between the workforce and supervisors by being visually engaging, strongly health-related and interactive, to capture and maintain the attention and involvement of the workforce.

Yes / This article argues that older age inequality within and across working life is the result of vampiric forms and structures constitutive of contemporary organizing. Rather than assuming ageism occurs against a backdrop of neutral organizational processes and practices, the article denaturalizes (and in the process super-naturalizes) organizational orientations of ageing through three vampiric aspects: (un)dying, regeneration and neophilia. These dimensions are used to illustrate how workplace narratives and logics normalize and perpetuate the systematic denigration of the ageing organizational subject. Through our analysis it is argued that older workers are positioned as inevitable ‘sacrificial objects’ of the all-consuming immortal organization. To challenge this, the article explicitly draws on the vampire and the vampiric in literature and popular culture to consider the possibility of subverting existing notions of the ‘older worker’ in order to confront and challenge the subtle and persistent monstrous discourses that shape organizational life.

The United States has experienced an increase in older workers as individuals born between 1946 and 1964 have remained in the labor force. Preventive health screening education, such as an immunization flyer, is necessary to avert preventable illness among older workers. Based on previous research, there is a gap regarding age-specific methods for educating the older worker about preventive health. Therefore, the purpose of this study was to explore the relationship between various media providing preventive health screening information and the assessed health literacy of the older worker. Based on the health belief model, a quantitative, cross-sectional method was used. A population of older workers (n = 159), starting at age 45, of diverse racial groups and job types, was surveyed to determine their health literacy, preventive health screening knowledge, and frequency of exposure to diverse types of media that facilitate preventive health education. Analysis of variance was used to evaluate the relationship between the various media providing preventive health screening used by the older worker and the health literacy of the older worker. According to the study, the 45-54 age group had the lowest health literacy scores, and all age groups possessed comparable knowledge of preventive health screening education. Finally, 2 types of media 'television and radio' were effective in improving health literacy by exposure, and 4 types of media 'television, radio, newspaper, and Internet' were perceived effective in providing preventive health education. Implications for positive social change included age-specific methods for educating the older worker about preventive health, which could, in turn, reduce morbidity and mortality caused by preventable diseases such as cancer and heart disease.

Lintérêt pour le maintien dans lemploi des travailleurs âgés est de plus en plus présent dans les préoccupations politiques européenne et belge en particulier. Nous nous sommes penchés sur les raisons qui poussent les travailleurs à vouloir quitter volontairement leur entreprise, cest-à-dire les facteurs expliquant lintention de quitter. Notre but était didentifier pourquoi les plus âgés décident de prendre leur retraite prématurément, mais aussi ce qui les différencie des plus jeunes ayant envie de changer dentreprise. Suite à une étude exploratoire sur une population denseignants âgés, nous nous sommes intéressés à une population plus large, composée de 1772 travailleurs appartenant à 11 entreprises de différents secteurs dactivités. Ensuite, nous avons cherché à identifier des pistes de solutions au départ anticipé des employés et cadres dune entreprise spécialisée dans les produits de santé. Suite à une phase diagnostique, soit lenquête à large échelle sur les 1772 travailleurs (évaluation des niveaux de stress, de lintention de quitter et des facteurs dinsatisfaction), vingt travailleurs dune des 11 entreprises ont été interviewés afin didentifier quelles solutions ils suggèrent par rapport aux différents problèmes soulevés dans lenquête préalable. Un questionnaire exploratoire rempli en fin dinterview permet de mesurer lavis des travailleurs par rapport aux différentes solutions suggérées dans la littérature. En dautres termes, nous cherchions à voir si les solutions souhaitées concernent la gestion du changement, la revalorisation ou les conditions de travail. Il sagit donc dune investigation exploratoire. Une dernière étude visait à généraliser les résultats issus de la précédente. En effet, sur base de la grille dentretien et des résultats obtenus, un questionnaire à large échelle a pu être mis au point. Différents secteurs dactivités étaient ici concernés et la population choisie était le groupe des travailleurs âgés uniquement. Finalement, les implications de ce travail pour le futur rejoignent tout à fait les conclusions du small group meeting on Aging and Work qui sest déroulé à Tilburg en Janvier 2007 (Shalk, 2009). En effet, dans nos études, comme dans la plupart des études, peu de différences sont constatées entre les âges. Cela est en contradiction avec les attitudes stéréotypées des employeurs à lheure actuelle. On compte trois implications pour les chercheurs et les praticiens en ressources humaines. Premièrement, il faut promouvoir une égalité entre les âges jusquà preuve du contraire et ainsi lutter contre les stéréotypes et discriminations à légard des plus âgés. Deuxièmement, on sait dorénavant que les pratiques RH doivent concerner toutes les classes dâges et quil faut adopter une perspective de gestion des âges. Troisièmement, on remarque limportance dune perspective life-span, considérant la diversité individuelle dans le groupe des plus âgés et lexpérience de vie plutôt que de considérer uniquement lâge chronologique comme critère. Au-delà des différentes recherches scientifiques possibles sur les causes de départs ou les stimulants, il faut encourager chaque entreprise à mener son propre diagnostic afin de mettre en place les actions les plus efficaces mais en se focalisant sur limportance du développement professionnel et la communication et pas ou plus seulement sur les conditions temporelles ou matérielles de travail.

The thesis "Analysis of the influence of demographic development on employment and employment policy of elderly people in the Czech republic" focuses on the specific position of elderly people in the labour market. In the event of redundancy, they tend to be under threat of long- term unemployment more often and to a greater extent than other groups in the labour market. The thesis describes in detail the current state of employment of elderly people in the Czech Republic and the European Union with respect to demographic trends, which - in addition to other consequences - also have a strong impact on the labour market. The aim of the thesis is to determine the main obstacles preventing greater involvement of elderly people in the labour market in the Czech Republic, and the direction employment policy should take in order to achieve greater efficiency. The basic hypothesis of the thesis is the idea that the implementation of an active employment policy in the Czech Republic is not effective enough in solving the unemployment issues of the elderly. Using four theoretical frameworks, the main deficiencies of the currently implemented employment policy with respect to elderly people and the causes thereof are identified. Theoretical foundations are also applied in discussing possible solutions to the...