This study was carried out to identify potential sources of stress for bus drivers working for the established operator in a major UK city, six months after the deregulation of bus transport. The focus was to assess the mental health and job satisfaction of the drivers. An interview programme was followed by a questionnaire survey of376 male bus drivers. Major problem areas related to health and home-related concerns, problems intrinsic to the job, lack of involvement and support during the organizational changes occurring and fears regarding physical assault. Existing problems had been intensified as a result of streamlining and increased competition. The bus drivers were found to demonstrate lower levels of job satisfaction and unfavourable scores on mental-health indices when compared to normative samples, which was associated with their work-related stressors. The impact was significantly reduced for those men driving the newer minibuses in contrast to the traditional 72-seater double-decker buses.

Explores the extent and patterns of age discrimination within a changing workplace context, and specifically focuses on how employment flexibility may be used to the mutual advantage of employers and older workers. Results are presented from two large‐scale national surveys conducted with the Institute of Personnel Management (1994, n = 1,700) and the Institute of Management (1995, n = 1,665). Case study research conducted with Ford/XR Associates, J. Sainsbury and the UK National Health Service is also reported. Research shows that although age discrimination in employment remains extensive, an innovative approach to the recruitment, utilization and retention of older workers may bring a series of positive joint gains.

This investigation focuses upon satisfaction with retirement and the relationship to perceptions of physical and mental health outcomes, age, and time in retirement. An intensive interview programme was the basis for a U.K. postal questionnaire survey of early retired men (n = 1207), utilizing life satisfaction indices and a factor analysis of advantages and concerns experienced. Respondents were generally satisfied with retirement, particularly if finances were adequate. While self-reported physical and mental health improvement was common, a significant minority had experienced serious health problems subsequent to retiring, which affected satisfaction. Younger respondents tended to score more highly on satisfaction scales and in respect of perceived advantages, particularly the under 60s. Concerns were, however, demonstrated at all ages, although for differing reasons. A voluntary rather than a compulsory exit from the labour force as anticipated proved more likely to result in satisfaction with post-retirement experience. Overall, the study demonstrated the individual nature of adjustment to retirement and the importance of analysis of the characteristics of subgroups in the future .

Reports that the continued need to meet increasingly competitive conditions in service industries has encouraged the development of a more strategic human resource approach in pursuance of the maintenance of quality, service and flexibility goals. Presents an in‐depth case study in the retail sector, specifically examining the company’s approach to the recruitment and retention of older employees. Develops models to demonstrate the linkages between service with the social characteristics of this group of workers and consequent employment implications. Finds that, while senior management perspectives were positive, some degree of ambivalence was expressed in respect of line management views, and while older workers were perceived to be suitable for many types of work, preferred workforce profiles still tended towards traditional core labour sources. Notes that employment characteristics of a softer “qualitative” nature, such as service, motivation and job satisfaction, were seen as assets, and disadvantages relating to more “quantitative” criteria, such as trainability, job flexibility and new technology, were evident but less clearly expressed and might be qualified by appropriate management techniques. Discovers that older employees placed high value on service provision, in comparison to younger employees who were generally more dissatisfied with their jobs and were oriented more towards financial considerations. Utilizes an interview programme and surveys with both line managers and employees to assess the issues involved and to draw out the managerial implications for retail and service

Examines the attitudes of employers with regard to age discrimination and the use of media advertising to infer age preference without actually stating an age‐bar. Analyses how, through discrete advertising in selected newspapers and journals, some employers are still youth‐oriented and not taking into consideration that the older end of the age spectrum can still offer commitment, attitudinal maturity, and mentoring roles. Also discloses how the use of recruitment agencies as a means for age discrimination/selection is the choice of many organizations, so avoiding the business of selection until the short‐list stage.