Title
Age discrimination in workplace and its association
with health and work: Implications for social policy
Why Older Workers Work Beyond the Retirement
Age: A Qualitative Study
Effects of the Change in
Working Status on the
Health of Older People in
Japan
APA
Citation
Andreassen, C. S., Billieux, J., Griffiths, M. D., Kuss,
D. J., Demetrovics, Z., Mazzoni, E., & Pallesen, S.
(2016). The Relationship Between Addictive Use of
Social Media and Video Games and Symptoms of
Psychiatric Disorders: A Large-Scale Cross-Sectional
Study. Psychology of Addictive Behaviors, 30(2), 252262. doi:http://dx.doi.org/10.1037/adb0000160
Sewdas, R., de Wind, A., van der Zwaan, L., van der
Borg, W. E., Steenbeek, R., van der Beek, A. J., &
Boot, C. (2017). Why older workers work beyond the
retirement age: a qualitative study. BMC public
health, 17(1), 672. doi:10.1186/s12889-017-4675-z.
Minami, Nishi, Fukaya,
Hasebe, Nonaka, Koike,
Suzuki,…, Fujiwara. (2015).
Effects of the Change in
Working Status on the
Health of Older People in
Japan. Retrieved from
https://journals.plos.org/plos
one/article?id
=10.1371/journal.pone.0144
069
Nowadays, the population ages steadily due to lower
fertility rates, longer life expectancy and aging baby
boomers. In order to reduce the influence of an aging
population on social security systems, the Dutch
Government has introduced measures to allow older
workers to extend their working lives. This is reflected
in the increase of the statutory retirement age for
people who have lived or worked in the Netherlands
from 15 to 65 years of age. They are also eligible to
receive an old-age government pension. It is important
to understand the motivation of older workers to
prolong past retirement participation in work in the
light of the policy focus on improving long working
lives.
Working of old people is
seen as a good way to be
healthy since there are no
evidences if retirement is
good or bad. Moreover, the
work that old people can do
is only limited to physical
conditions. Thus, old people
prefers to contribute to the
society by working.
The purpose of this study is to learn why people work
beyond statutory retirement age from the perspectives
of old workers and to explore how the research
framework: Study on Transitions in Employment,
Ability and Motivation (STREAM) can be applied to
work beyond the retirement age.
The research wants to know
the health effects of
changing the work status of
the people in Japan. The
researchers want to know if
the retirement will have a
bad or good effect on old
workers.
Background The Age Discrimination in Employment Act (ADEA)
would like to protect individuals 40 years or older from
the forms of discrimination during their hiring,
promotion, or resignation.FBL Financial Services in
2009, the current understanding of the ADEA is that
claimants must prove that age is the primary factor to a
discrimination claim. This national legislation to help
protect older people from age discrimination and it
treats age different from the protection from race or
sex.
Objectives
The researchers want to examine how age
discrimination relates to health, organizational
commitment, and intentions to resign or retire.
Method
Using the Amazon Mechanical Turk, they surveyed
young (ages 18-29), middle aged (ages 30-49) and
older workers (50+) who spends 20 and above hours
working per week.
The qualitative research design included individual
semi-structured telephone interviews and focus groups
between older employees and self-employed workers
aged 65 years or older. A first set of patterns was taken
from the interviews to illustrate why older workers
work beyond the retirement age. The focal groups were
led to validate the ideas arising from the individual
interviews and to gain more detailed information on
how work beyond retirement relates to topics. The
research team took into account standardized
requirements for qualitative research coverage
(COREQ).
3 waves of surveys are
given: during 2008,2010 and
2012 where 1768
participants cooperated
where they compared 3
groups: full-time workers,
part-time workers and nonworker. The researchers also
considered 3 indicators of
health which are self-related
health, mental health and
HLFC or the higher-level
Functional Capacity.
Results
Younger and older workers reported more negative
comments in terms of age discrimination at work,
compared to middle-aged employees. The workers
define age discrimination as bad mental health.
The findings revealed that maintaining daily routines
and financial benefits were the most important reasons
for working beyond the retirement age. Also, good
health and flexible work arrangements have been
identified as important preconditions. The fields of
wellness, job attributes, and skills, social and financial
influences in the STREAM research context
corresponded to the themes arising from the
categorization of motivations and preconditions. On
the other hand, the analysis revealed one additional
theme—purpose in life.
The retirement of old people
worsened their mental health
and HLFC. The mental
health worsened rapidly
while HLFC worsened
gradually. But the mental
health worsened gradually
for part-time job takers and
HLFC worsened moderately
for full-time job takers.
Conclusion
Respondents report intentions to leave their
organizations or retire, these are the two behaviors that
are expensive or financially costly to netizens, group
organizations and society. These reasons making age
discrimination negatively related across health groups.
This study provides new insights into the various
conditions and motivations that influence working
beyond the retirement age. In relation, the five areas of
the STREAM research framework, including the
additional ' purpose in life ' domain, appear to be
applicable to work beyond the retirement age. This
awareness leads to the creation of work-related
strategies that improve the incentive of older workers
to extend their working lives.
The retirement of old people
worsened the mental health
and HLFC of old worker but
in different speed. If full-job
takers will transit to parttime job, the effect would be
less. The research shows
that working helps the social
participation of people ages
65 and above.
Title
How Old Do You Feel? The Role of Age
Discrimination and Biological Aging in
Subjective Age
Work characteristics, motivational orientations,
psychological work ability and job mobility intentions of
older workers
Ageism and the Older Worker: A
scoping review
APA
Citation
Stephan, Y., Sutin, A., & Terracciano, A.,
(2015). How Old Do You Feel? The Role
of Age Discrimination and Biological
Aging in Subjective Age. PloS one.
Retrieved from
https://www.ncbi.nlm.nih.gov/pmc/
articles/PMC4349738/.
Alcover, C.M. & Topa, G. (2018). Work characteristics,
motivational orientations, psychological work ability and
job mobility intentions of older workers. Retrieved from
https://journals.plos.org/plosone/article?id=10.1371%2F
journal.pone.0195973&fbclid=IwAR015oJxkrj98tuoVu97
ztXyZMaxpiNEHKbf9k3uF_Ff5yTqzgCkJzMnPHs.
Harris, K., Krygsman, S., Waschenko,
J., Rudman, D.B. (2017). Ageism and
the Older Worker: A Scoping Review.
The Gerontologist, Volume 58, Issue
2, April 2018, Pages e1–e14,
https://doi.org/10.1093/geront/gnw194
Increasing knowledge-based work has increased cognitive
and psychosocial preconditions while the physical aspects
and technological innovations have increased the need for
continuous learning to gain new skills. Older workers
encounter and cope with challenges that will determine
their mental stability and ability to work. Older workers
are already playing a crucial role in meeting the needs of
the workforce and will continue to do so for years to
come. The number of older workers remaining on the
labor market in jobs which do not require significant
physical demands has increased significantly, showing
that older workers are able to meet the cognitive,
emotional and relational demands of their employment
successfully.
The goal is to enhance our understanding of the various
aspects of work characteristics and their relationships
with the psychological expectations of work capacity and
the goals of late job mobility. Discuss the mediating role
of the motivational orientations of older workers in the
relationship between job characteristics and work skills
and job mobility intentions.
As far as the mid-90s, there has been
policy shifts in promoting the
possibility and positivity of extended
working lives. This promotion is
framed as an economic necessity for
societies and individuals, given
population aging in concert with
global economic crises. Addressing
barriers that older workers may face in
attaining and maintaining satisfactory
work.
Background The younger or older an individual
experience themselves to be is called
subjective age. Subjective age predicts
important health outcomes. Little is known
about the criteria individuals evaluate their
age.
Objectives
This study aims to examine whether
perceived age discrimination and markers
of biological aging are associated with
subjective age by identifying psychosocial
and biomedical factors linked to subjective
evaluation of age.
Method
The participants in the study were 4776
adults who were drawn from the Health
and Retirement Study (HRS), a nationally
Given the nature of such research, this study does not
require any certificate from the ethics committee. It is
according to the certificate signed by the Secretary of the
The purpose of this study is to to
address barriers that older workers
still has the capability to attain and
maintain a satisfactory work when it
comes to service industry. This study
shows the scoping review of research
addressing ageism and its implications
for the employment experiences and
opportunities of older workers. Also,
to have better understanding about the
findings of existing research on
ageism and older workers, as well as
identify knowledge gaps.
For this study, using a Scoping
Review rigorous approach to mapping
an area of research in relation to
Results
Conclusion
representative longitudinal study of
Americans ages 50 and above sponsored
by the National Institute of Aging and
conducted by the University of Michigan.
Health and Retirement Study (HRS)
conducted a face-to-face interview that
included the biomarker measurements and
then gave a psychosocial questionnaire to
the participants at the end of the interview
to complete at home and returned by mail.
The participants are re-interviewed every
two years, starting 2006-2010.
Regression analysis which indicated that
perceived age discrimination, lower peak
expiratory flow, lower grip strength, and
higher waist circumference were related
with an older subjective age. In contrast,
blood pressure and telomere length were
not related to subjective age.
The stated findings contribute a lot with
how old a person feels. The psychosocial,
biomedical factors, ageism, biological age
and an individual’s appearance or fitness
makes the individual’s subjective age.
Ethics Committee in Research of the Universidad Rey
Juan Carlos (Madrid, Spain). The study focuses on 171
older workers at public and private institutions in the
healthcare, financial institution and consulting sectors. All
the participants in occupational sector were performed
high-quality task. The participants provided data on their
age, gender organizational tenure and educational level.
They used the Spanish version of the Job Design
Questionnaire by Morgeson and Humphrey to assess
mission, information, social and contextual
characteristics.
volume, nature, and key findings. The
five-step scoping review framework
outlined by Arksey and O’Malley
(2005), including defining the study
purpose, study identification,
screening process, data extraction, and
collation and summarization of data,
was enacted.
A correlation analysis of the study variables was
performed. Inter-correlations among the variables of the
study are moderate and well below their reliability,
supporting their discriminating validity. The main effects
of both task characteristics and age were significant.
This study enlightens individuals about
how old or young an individual is despite
its chronological age. By enlightening
individuals, this study helps in eliminating
age discrimination by giving awareness of
how a human mind thinks.
The motivation of older workers is created by interactions
between personal factors and context, defined as variables
for the person-context transaction. Work characteristics
are related to certain motivational dimensions of mid- and
late-career workers ' perceptions of psychological ability
to work. This supports the notion that there are no
monocausal ties between age and ability to work.
Most of the articles were crosssectional quantitative surveys, and
various types of study participants
(older workers, human resource
personnel/manager, employers,
younger workers, undergraduate
students) were included. Four main
themes, representing key research
emphases, were identified: stereotypes
and perceptions of older workers;
intended behavior toward older
workers; reported behavior toward
older workers; and older workers’
negotiation of ageism.
In conclusion, Anti-age discrimination
policies has been enacted to the
government in different nations. They
are also promoting extended work
lives, ageism presents a barrier to
attaining and maintaining satisfactory
work.
Title
Associations between age discrimination and health and
wellbeing: cross-sectional and prospective analysis of the
English Longitudinal Study of Ageing
Jackson, S., Hackett, R. & Steptoe, P. (2019). Associations
between age discrimination and health and wellbeing: crosssectional and prospective analysis of the English
Longitudinal Study of Ageing. Retrieved from:
https://www.thelancet.com/journals/lanpub/article/PIIS24682667(19)30035-0/fulltext#seccestitle10.
Background In the past 30 years, a growing body of research has focused
on discrimination as a social determinant of health and
wellbeing.5 The experience of discrimination can be
interpreted by the body as a social stressor, and could affect
health directly via activation of the hypothalamic–pituitary–
adrenal axis, resulting in subsequent release of cortisol, and
by heightening systemic inflammation.6 Discrimination can
also promote intended and unintended unhealthy
behaviors—either by acting as a barrier to healthy lifestyle
(e.g., people might avoid the gym for fear of discrimination)
or by leading people to engage in such behaviors as a means
of coping with or escaping the negative affect that
discrimination can evoke.
Age discrimination (or ageism) is pervasive in society. Other
Objectives
forms of discrimination (such as racism) have been linked
with adverse health outcomes, but age discrimination has not
been well studied in public health. We aimed to examine
associations between perceived age discrimination and
health and wellbeing in England.
APA
Citation
Method
The researchers did a longitudinal observational population
study with data from the English Longitudinal Study of
Ageing, a nationally representative sample of older men and
women. Participants were aged 50 years or older and
reported experiences of age discrimination via a face-to-face
computer-assisted personal interview and a self-completed
questionnaire between July 2010, and June 2011. Self-rated
health, chronic health conditions, and depressive symptoms
were assessed between July 2010, and June 2011, and
between May 2016, and June 2017. We used logistic
regression to test cross-sectional associations between
Age Discrimination and Hiring of Older
Workers
Hard and soft age
discrimination: The dual
nature of workplace
discrimination
Burn, I., Button, P., Neumark, D. (2017). Age
Discrimination and Hiring of Older Workers.
Retrieved from
https://www.frbsf.org/economicresearch/files/el2017-06.pdf
This study focuses on the effects of hiring
elderly workers in US. In this article, the
researcher said that if everyone reduced
discriminating senior employees, elderlies will
have the confidence to continue working on
different service industry.
The research paper focuses on
the problem of age
discrimination in the labor
market and the way it can be
measured in a multidisciplinary way. The
approach proposed here
combines two understandings
of age discrimination.
In this study, the researchers aim to encourage
old employees to continue working by giving
them enough benefits. The researchers also
want to prove to different industries that by
hiring older workers in their workplace, it will
be a motivation to them stay even if they don’t
seek to work longer.
The researchers created a realistic but fictitious
resume for young (aged 29–31), middle-aged
(aged 49–51), and older (aged 64– 66) job
applicants. The resumes were submitted to
different companies that accepts old and young
employees. The researchers sent applicants that
are young, middle-aged, and older fictitious
applications to over 13,000 positions in 12
cities spread across 11 states, totaling more than
40,000 applicants—by far the largest scale
audit or correspondence study to date.
The researchers want a fuller
and expanded understanding
of ageism in the workplace.
The research paper aims to
recognize the structure and
main factors affecting age
discrimination
The research was carried out
on a random sample of a
thousand (1000) netizens of
Małopolska region in Poland.
They have to be in a rnge of
45–65 years old, who were
worked and contributed to the
economy for the past 12
months.
Results
Conclusion
perceived age discrimination and baseline health status and
prospective associations between perceived age
discrimination and incident ill health over 6 years. Analyses
were adjusted for age, sex, and wealth.
In wave 5 of ELSA, 9090 core participants (77·5% of those
eligible) took part in the face-to-face interview, of whom
8107 (93% of those eligible) returned the self-completion
questionnaire. We excluded 376 participants for whom data
about age discrimination or covariates were missing. Thus,
our final sample for cross-sectional analysis comprised 7731
people. This sample was slightly younger, wealthier, and
healthier than were wave 5 ELSA participants who were not
analyzed.
Perceived age discrimination was reported by 1943 (25·1%)
of 7731 respondents and was substantially more prevalent
than discrimination based on other characteristics, which
were all reported by fewer than 10% of respondents (data
not shown). Among the 1943 participants who reported
perceived age discrimination, 1406 (72·4%) reported being
treated with less respect or courtesy, 877 (45·1%) reported
being treated as if they were not clever, 804 (41·4%)
reported receiving poorer service or treatment in medical
settings, 685 (35·3%) reported receiving poorer service in
restaurants or shops, and 357 (18·4%) reported being
threatened or harassed. The descriptive analyses showed that
age, sex, and wealth were significantly associated with
perceived age discrimination—specifically, perceived age
discrimination was more common in older than in younger
people, in men than in women, and in less wealthy than in
more wealthy participants (table 1). Follow-up data collected
6 years after the baseline assessment (i.e., wave 8) were
available for 5595 (72·3%) participants. Participants lost to
follow-up were significantly older, less wealthy, and less
healthy than those who participated in the follow-up survey.
Loss to follow-up was not significantly associated with sex
or perceived age discrimination.
For the result, young workers got higher
callback rate from the companies than the old
applicants. This only shows that a lot of service
industries are still looking for young applicants
than old applicants It also said that women face
worse age discrimination than men,
This study only shows that old employees still
experience discrimination even though
accepting senior workers is already applicable
to States. It also shows that even those who are
still capable to work are not given a chance
since a lot of employers think that a capability
of a person depends on their age.
32.6% of respondents had
experienced at least one type
of age discrimination. the rate
of women are higher (35.5%)
than men (28.6%). Out of 13
questions about discriminatory
practices, three is the number
of questions that was answered
positively by more than 10%
of the respondents.
Soft discrimination is related
to the types of ageist behaviors
which are not directly
expressed in legislation, such
as ageist jokes or comments.
The hard type of age
discrimination reflects those
events which are not allowed
in the legal law and can be
legally questioned in courts.