Thesis (M. Sc.)--York University, 2007. Graduate Programme in Kinesiology and Health Science. / Typescript. Includes bibliographical references (leaves 64-72). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004 & res_dat=xri:pqdiss & rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation & rft_dat=xri:pqdiss:MR29291.

Thesis advisor: John B. Williamson / While much has been written about the effects of information and communication technology (ICT) on the workplace, little research has focused specifically on its effect on older workers. Using Pierre Bourdieu's theories of "capital" as a frame, I investigate how older academic faculty, clergy, and government employees have been affected by the rapid technological changes that have occurred in the workplace over the past 25 years. I conducted 75 semi-structured interviews and discovered that older workers, while generally limited in their technological familiarity and competence when compared to their younger coworkers, do have a wealth of skills that make them invaluable as employees in the modern workplace. Through the use of their social connections and organizational knowledge, I found that older workers are able to successfully mitigate almost any lack of technological skill. Moreover, as the responsibilities of workers change, because of globalization and the automation of work, I contend that the skills of older workers will be able to successfully manage the transition. / Thesis (PhD) — Boston College, 2014. / Submitted to: Boston College. Graduate School of Arts and Sciences. / Discipline: Sociology.

Background and Aims: The population aged over 65 in the UK is increasing, however this population is traditionally underserved by clinical psychologists. Part of the reason for this underservice may relate to psychologists' reluctance to work with this group. The literature suggests a number of issues which may account for this reluctance, e. g. professional ageism, anxiety about ageing, death and dependency. This research aims to explore the relevance of these issues among clinical psychology trainees, as well as exploring their attitudes towards psychotherapy with older clients and their thoughts about how recruitment could be improved Design and Participants: A cross sectional postal design was used. Questionnaires were sent to trainees at 25 of the Clinical Psychology Training courses in the UK. Three hundred and seventy-one trainees returned questionnaires. Measures: A questionnaire was designed by the author which included a number of published measures. Results: The trainees reported that they were less interested in working within the older adult specialty than within the adult or child specialties, although older adult services were more popular than learning disability services. The trainees' interest in working with older people could be predicted by their interest in this area prior to training; by aspects of their ageing anxiety and by their experience of working with older people during training. The trainees' age; death anxiety and attitude to older people did not predict their interest in this area. Trainees further discussed how they thought approaches should be modified with older people; why they thought recruitment to this area may be problematic and how recruitment could be improved. Discussion and Implications: The discussion considers provisional explanations for the findings. The clinical implications are examined particularly in terms of recruitment to the older adult specialty. The limitations with this study are explored and ways forward suggested.

Thesis ( Ph.D.) -- University of Texas at Arlington, 2008.

This study examined variables that may influence managers’ perceptions of the need for and benefits of training and promoting older workers. Age conceptualization, worker gender, tender-mindedness, openness to values, and emotional intelligence were predicted to affect the relationship between worker age and the probability and perceived benefits of training and promoting older workers. Approximately 500 working professionals read one of four training and promotion vignettes and provided training probability ratings, training benefits ratings, promotion probability ratings, and promotion benefits ratings in order to test twenty-four hypotheses. Results provided evidence that both worker age and the way in which age was conceptualized affected the extent to which workers were recommended for training as well as the perceived benefits of training workers. It was also found that worker age and the way in which age was conceptualized affected the extent to which workers were recommended for promotions and the perceived benefits of doing so. Of the individual characteristics studied, openness to values was found to act as a moderator of the relationship between age conceptualization and the extent to which older workers were recommended for a promotion and the relationship between age conceptualization and the perceived benefits of promoting older workers. Findings from this study suggest that organizations that wish to protect older workers from discrimination should make decision-makers aware of the influence of age conceptualizations on the salience of older worker stereotypes. By being cognizant of individual raters’ levels of the personality characteristics examined in this study, organizations can create decision-making teams that are not only representative in terms of demographic characteristics (i.e. race, gender, age, etc.) but also diverse in terms of personality composition. Additionally, organizations that wish to decrease discrimination against older workers should take care to create guidelines and procedures for training and promotion decisions that systematically reduce the opportunities for older worker stereotypes to influence outcomes.

The primary question addressed was, "What effect does educational attainment and acquired knowledge of ageing have on negative ageism?" Subsidiary questions are, "What effect does; age, sex, and positive/negative experiences with aged individuals, have on ageism?"

No description available.

Thesis (B.Psy.Sc.(Hons.)) - University of Queensland, 2006. / Includes bibliography.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008. / Title from title screen (site viewed Mar. 31, 2009). PDF text: iv, 168 p. ; 4 Mb. UMI publication number: AAT 3331373. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (M.A.), Psychology--University of Central Oklahoma, 2009. / Includes bibliographical references (leaves 36-39).