Warianty tytułu
Języki publikacji
Abstrakty
Purpose: The article critically reflects on the issue of age in workforces in human resource management and related fields. Age is widely used by scholars to denote the entire workforce of a company. The vast remit of this concept has resulted in many ongoing debates, such as young vs. old employees, mature employees, the aging workforce, as well as various stereotypes pertaining to age in academic research.
Methodology: The paper reviews recent academic literature: articles from peer-reviewed journals, written in English, and published in 2000-2018. Keywords and elimination criteria are explained in the corresponding section.
Findings: Research in this field shows the use of inhomogeneous groups in accordance to their age, which ultimately threatens to hinder the comparability of undertaken studies in this domain. Research implications: There exists no clear consensus regarding the age-markers or barriers used to distinguish the workforce of an organization or to form groups of employees of a given age-cluster.
Originality: This text is the first review of studies in the field, in which age has been the main criterion to distinguish workforce. The review encourages dialog among scholars from various disciplines as a way to lessen discrepant categorizations. (original abstract)
Methodology: The paper reviews recent academic literature: articles from peer-reviewed journals, written in English, and published in 2000-2018. Keywords and elimination criteria are explained in the corresponding section.
Findings: Research in this field shows the use of inhomogeneous groups in accordance to their age, which ultimately threatens to hinder the comparability of undertaken studies in this domain. Research implications: There exists no clear consensus regarding the age-markers or barriers used to distinguish the workforce of an organization or to form groups of employees of a given age-cluster.
Originality: This text is the first review of studies in the field, in which age has been the main criterion to distinguish workforce. The review encourages dialog among scholars from various disciplines as a way to lessen discrepant categorizations. (original abstract)
Rocznik
Tom
Numer
Strony
32--46
Opis fizyczny
Twórcy
autor
- Kozminski University, Poland
Bibliografia
- Czakon, W. (2011). Metodyka systematycznego przeglądu literatury. Przegląd Organizacji, 3: 57-61.
- Cennamo, L. and Gardner, D. (2008). Generational differences in work values, outcomes and person-organisation values fit. Journal of Managerial Psychology, 23: 891-906, http://dx.doi.org/10.1108/02683940810904385
- Cheung, C.K., Kam, P.K. and Ngan, R.M.H. (2012). Age discrimination in the labor market from the perspective of employers and older workers. International Social Work, 54(1): 118-136, http://doi.org/10.1177/002810372368
- Conen, W.S., van Dalen, H.P. and Henkens, K. (2012). Ageing and employers' perceptions of labor costs and productivity: A survey among European employers. International Journal of Manpower, 33(6): 629-647, http://doi.org/10.1108/01437721211261796
- Conen, W.S., Henkens, K. and Schippers, J.J. (2011). Are employers changing their behavior toward older workers? An analysis of employers' surveys 2000-2009. Journal of Aging & Social Policy, 23: 141-158, http://doi.org/10.1080/08959420.2011.551612
- Cleveland, J. and Shore, L. (1992). Self- and supervisory perspectives on age and work attitudes and performance. Journal of Applied Psychology, 77(4): 469-484, http://dx.doi.org/10.1037/0021-9010.77.4.469
- European Commission (2012). Active Ageing. Special Eurobarometer 378, Brussels, http://ec.europa.eu/commfrontoffice/publicopinion/index.cfm/Survey/index
Typ dokumentu
Bibliografia
Identyfikatory
Identyfikator YADDA
bwmeta1.element.ekon-element-000171549689
JavaScript jest wyłączony w Twojej przeglądarce internetowej. Włącz go, a następnie odśwież stronę, aby móc w pełni z niej korzystać.