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The aging workforce: perceptions of career ending

Dirk Buyens UGent, Hans van Dijk, Thomas Dewilde and Ans De Vos (2009) JOURNAL OF MANAGERIAL PSYCHOLOGY. 24(2). p.102-117
abstract
Purpose - The purpose of this study is two-fold. The first is to relate the negative image of older workers to stereotype threat and to propose that effective retention management should start by replacing this negative image. The second is to assess the needs, perceptions and preferences of older workers regarding their career-ending. Design/methodology/approach - A total of 266 employer questionnaires and 1,290 older worker questionnaires identified the employers' perceptions of older workers and the career-ending needs and preferences of older workers. Findings - The results provide indirect support for the hypothesis that the negative image of older workers forms a self-fulfilling prophecy due to the mechanisms of stereotype threat. Furthermore, the results indicate that job involvement plays a crucial role in the preference for retirement or to keep on working. Research limitations/implications - Stereotype threat promises to be very important when it comes to career-ending measures for older workers. However, the empirical design of the study limits the possibility of drawing direct inferences about the effects of stereotype threat on older workers. Practical implications - Measures and policies aimed at prolonging the participation of older workers at the labor market should be tailored to the specific needs, perceptions and preferences of older workers. Originality/value - The concept of stereotype threat has never been connected with the perceptions of older workers. Further, the assessment of the needs, perceptions and preferences related to the career-ending of older workers has never before been examined in a European study.
Please use this url to cite or link to this publication:
author
organization
year
type
journalArticle (original)
publication status
published
subject
keyword
Human resource management, Jobs, Personal needs, Job satisfaction, Employee participation, MOTIVATION, STEREOTYPE THREAT, RETIREMENT, PERFORMANCE, AGE, EMPLOYERS, OLDER WORKERS, EMPLOYMENT, IMPACT, Older workers, ATTITUDES
journal title
JOURNAL OF MANAGERIAL PSYCHOLOGY
J. Manage, Psychol.
volume
24
issue
2
pages
102 - 117
Web of Science type
Article
Web of Science id
000264411300006
ISSN
0268-3946
DOI
10.1108/02683940910928838
language
English
UGent publication?
yes
classification
A1
copyright statement
I have transferred the copyright for this publication to the publisher
id
2051329
handle
http://hdl.handle.net/1854/LU-2051329
date created
2012-02-29 10:51:54
date last changed
2016-12-19 15:42:22
@article{2051329,
  abstract     = {Purpose - The purpose of this study is two-fold. The first is to relate the negative image of older workers to stereotype threat and to propose that effective retention management should start by replacing this negative image. The second is to assess the needs, perceptions and preferences of older workers regarding their career-ending. 
Design/methodology/approach - A total of 266 employer questionnaires and 1,290 older worker questionnaires identified the employers' perceptions of older workers and the career-ending needs and preferences of older workers. 
Findings - The results provide indirect support for the hypothesis that the negative image of older workers forms a self-fulfilling prophecy due to the mechanisms of stereotype threat. Furthermore, the results indicate that job involvement plays a crucial role in the preference for retirement or to keep on working. 
Research limitations/implications - Stereotype threat promises to be very important when it comes to career-ending measures for older workers. However, the empirical design of the study limits the possibility of drawing direct inferences about the effects of stereotype threat on older workers. 
Practical implications - Measures and policies aimed at prolonging the participation of older workers at the labor market should be tailored to the specific needs, perceptions and preferences of older workers. 
Originality/value - The concept of stereotype threat has never been connected with the perceptions of older workers. Further, the assessment of the needs, perceptions and preferences related to the career-ending of older workers has never before been examined in a European study.},
  author       = {Buyens, Dirk and van Dijk, Hans and Dewilde, Thomas and De Vos, Ans},
  issn         = {0268-3946},
  journal      = {JOURNAL OF MANAGERIAL PSYCHOLOGY},
  keyword      = {Human resource management,Jobs,Personal needs,Job satisfaction,Employee participation,MOTIVATION,STEREOTYPE THREAT,RETIREMENT,PERFORMANCE,AGE,EMPLOYERS,OLDER WORKERS,EMPLOYMENT,IMPACT,Older workers,ATTITUDES},
  language     = {eng},
  number       = {2},
  pages        = {102--117},
  title        = {The aging workforce: perceptions of career ending},
  url          = {http://dx.doi.org/10.1108/02683940910928838},
  volume       = {24},
  year         = {2009},
}

Chicago
Buyens, Dirk, Hans van Dijk, Thomas Dewilde, and Ans De Vos. 2009. “The Aging Workforce: Perceptions of Career Ending.” Journal of Managerial Psychology 24 (2): 102–117.
APA
Buyens, D., van Dijk, H., Dewilde, T., & De Vos, A. (2009). The aging workforce: perceptions of career ending. JOURNAL OF MANAGERIAL PSYCHOLOGY, 24(2), 102–117.
Vancouver
1.
Buyens D, van Dijk H, Dewilde T, De Vos A. The aging workforce: perceptions of career ending. JOURNAL OF MANAGERIAL PSYCHOLOGY. 2009;24(2):102–17.
MLA
Buyens, Dirk, Hans van Dijk, Thomas Dewilde, et al. “The Aging Workforce: Perceptions of Career Ending.” JOURNAL OF MANAGERIAL PSYCHOLOGY 24.2 (2009): 102–117. Print.