Development of a Measure of Stereotypical Attitudes towards Older Workers

Is a Positive Intergenerational Workplace Climate Associated with Better Self-Perceived Aging and Workplace Outcomes? A Cross-Sectional Study of a Representative Sample of the Danish Working Population

The aim of this study was to determine the association between intergenerational workplace climate (attitudes, feelings, and perceptions about workers of different ages in the workplace) and self-perceived aging, work engagement, and turnover intention. A cross-sectional study was conducted via an online survey including answers from a representative sample of 1571 individuals aged 18-74 years, living and working in Denmark. In line with our hypotheses, we found that a more positive intergenerational workplace climate was related to a better self-perceived aging as well as to more work engagement and less turnover intention. In addition, we found that these associations were similar in all age groups. The findings point to the potential benefits of initiatives aimed at strengthening the intergenerational climate in workplaces.

Psychosocial predictors of young male workers’ discrimination against older workers in Japan: comparison of four models

To create environments conducive to the wellbeing of workers, especially older workers, it is important to gain insight into ageism among young workers as a distinct segment in the workplace. However, this ageism remains unclear. This study explored the psychosocial predictors of discrimination against older Japanese workers by their younger male counterparts. Four models – Intergroup Contact Theory (ICT), Knowledge–Attitude–Behaviour Model (KABM), Terror Management Theory (TMT) and Frustration–Aggression Theory (FAT) – formed the basis of the study. All the models included positive and negative dimensions of stereotypes as mediators between predictors and discrimination. Data from 874 participants were obtained through a voluntary web survey for employees aged 25–39 years who lived in the Tokyo metropolitan area. A scale describing interactions with older workers (supportive, uncomfortable and avoidance), Facts on Ageing quiz, fears of being an older worker and a job dissatisfaction survey were employed to examine the hypotheses based on the above theories. The results supported the hypotheses based on ICT and FAT but not KABM. Higher supportive contacts were significantly related to lower discrimination mediated by a higher positive and lower negative dimension of stereotypes. Contacts characterised by higher discomfort were significantly related to higher discrimination mediated by a lower positive and higher negative dimension of stereotypes. Higher job dissatisfaction was related to higher discrimination mediated by lower positive stereotypes. Interestingly, higher fear of being an older worker was significantly related to lower discrimination mediated by higher positive stereotypes, contrary to the TMT-based hypotheses. Thus, ICT and FAT regarding ageism can explain young male workers’ discrimination against older workers in Japan, which differs culturally from Western countries. Furthermore, the results of the study suggest that boosting the quality of interactions as well as reducing bad interactions with older workers contribute to lower discrimination.

Perception versus Official Data: Employers' Knowledge about the Aging Workforce

The current study compared employers' perceptions and knowledge about older workers to official data, as well as employers' views of the ideal situation regarding older workers, to assess potential gaps. A questionnaire answered by a sample of 373 employers was used to examine possible gaps between employers' perceptions, views, and official statistical data regarding older workers. Statistical significance (T-Test) analyses suggested that gaps do exist, in issues like labor force participation rate, health status, and women's retirement age, which may explain obstacles faced by older workers. Logistic regression models revealed the effect of personal and organizational characteristics on employers' preferences regarding the ideal labor force participation rate of older workers, and the ideal retirement age according to their preference. Educational measures and policies aimed at increasing employers' awareness to the official data regarding the aging workforce should be tailored to specific organizations, sectors, and employers' characteristics.

Where are we now in relation to determining the prevalence of ageism in this era of escalating population ageing?

Population ageing is escalating rapidly now worldwide. This is an important time to determine if ageism or discrimination against older people is of concern, such as it being prevalent and/or increasing in prevalence. Over the years, many ageism measurement tools have been developed, with research findings from their use of prime consideration then for determining the prevalence of ageism and any prevalence trends. All print and open access English-language research articles published in 1953+ that used one or more ageism measurement tools in a study were sought using the Directory of Open Access Journals and EBSCO Discovery Service. A total of 25 ageism measurement tools were identified. However, only six had been used one or more times to measure the prevalence of ageism. The identified prevalence levels varied considerably, but most investigations using small convenience samples, with limited generalizability of findings. This paper highlights the need to continue developing ageism measurement tools to estimate ageism or use other measures, such as census and population-representative polling, to assess the extent and impact of ageism. This foundational measurement is needed, as ageism could be prevalent and growing in effect.