A Research Note on Age Discrimination and the Desire to Retire

Schermuly, Carsten C.; Deller, Jürgen; Büsch, Victoria

doi:10.1177/0164027513508288

Cited by 38 publications

(28 citation statements)

References 19 publications

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“…Nevertheless, its consequences are not less harmful. On the contrary, as discrimination that fulfils ''objective'' criteria can remain completely unnoticed even by its victims (if it is taken for being justified or natural), it is often the perception of age discrimination that produces detrimental effects (higher psychological distress, Vogt Yuan 2007; lowered desired retirement age, Schermuly et al 2013). Accordingly, the identification of individual characteristics that increase the likelihood of the perception of age discrimination is of eminent importance.…”

Section: Introductionmentioning

confidence: 99%

Relations between views on ageing and perceived age discrimination: a domain-specific perspective

Voss

Wolff

Rothermund³

2016

Eur J Ageing

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This study investigates the relation between age stereotypes and perceived age discrimination. Existing evidence for such a relation is notoriously ambiguous with regard to its direction-age stereotypes can predict (perceived) discrimination, but experiencing discrimination may also change views on ageing-which is why we used a dataset with two waves to disentangle the direction of the associations. Considering research on the multi-dimensionality of views on ageing and perceived age discrimination, we addressed this question from a domain-and age group-specific perspective. Drawing on data from two measurement points of the German Ageing Survey (DEAS; t 1 : 2008, t 2 : 2011; age range at t 1 : 40-93 years, n = 6092 participants at t 1 ), we examined reciprocal relations between views on ageing and perceived age discrimination. Cross-lagged models revealed that domain-specific views on ageing predict subsequent changes in perceived discrimination in corresponding domains: Negative views on ageing regarding personal competence, physical decline, and social interactions were associated with increases in perceived discrimination in the domains of work, medical care, and social life, respectively. However, we did not find evidence for a reciprocal effect of perceived age discrimination on views on ageing. In sum, results indicate that negative views on ageing act as self-fulfilling prophecies by predisposing people to categorize other people's behaviour as age discrimination or to act themselves in a way that might elicit ageist behaviour in others.

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Section: Introductionmentioning

confidence: 99%

Relations between views on ageing and perceived age discrimination: a domain-specific perspective

Voss

Wolff

Rothermund³

2016

Eur J Ageing

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“…Ageism takes place in different areas of the workplace: Older workers are not being considered for job interviews (Furunes and Mykletun 2010); long term unemployment increasing from age 45 (Statistics Sweden 2017); they experience less wage increase (Brooke 2003); they receive less training and development and are passed over for promotion (Taylor and Walker 1998;Duncan and Loretto 2004;Krekula 2018) and they are disregarded when it comes to training for new technology (Furunes et al 2006). Studies show that ageism is related to intentions to resign or retire (Bennington 2001;Hofstetter and Cohen 2014;Schermuly et al 2014;von Hippel et al 2013), and that it constitutes a risk for long-term sickness and contributes to work disengagement (Volpone and Avery 2013). This indicates that the possibility and willingness to extend their working life is limited due to ageism in work organisations.…”

Section: Who Wants To Employ Older Workers?mentioning

confidence: 99%

The ‘Older Worker’ and the ‘Ideal Worker’: A Critical Examination of Concepts and Categorisations in the Rhetoric of Extending Working Lives

Krekula

Vickerstaff

2020

Extended Working Life Policies

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Policies supporting longer working lives have to a great extent described older people as the problem. In this chapter we challenge this description by looking critically at some of the assumptions underlying the extending working life agenda. The chapter begins with a discussion about the homogeneous representations of increased life expectancy, where we show that the neglect of growing differences in longevity takes privileged aging as the starting point. Next we discuss the use of the concept of gender equality to illustrate how male life courses are taken as the norm. The chapter then considers how increased individualization and the conditions that work organizations provide frames older people as all the same leading to widening inequalities amongst those in retirement. All taken together, extended working life leads to be an individualization of the risks of working life. Based on an analysis of the debates at the country level we further argue that the extended working life agenda is a top-down process and a globally spread implementation of an economically based political project.

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“…Ageism, defined as discriminatory practices, attitudes and perceptions regarding older workers (Butler 1969), is still pervasive in many companies and organizations in the developed world (Rothenberg and Gardner 2011). In addition previous research has shown that experiencing stereotypes and discrimination at the workplace can influence older employees' productivity (Thorsen et al 2012), retirement intensions (Schermuly et al 2014), organizational commitment (Snape and Redman 2006), and work satisfaction (Orpen 1995). The individual perceptions of age discrimination may furthermore be amplified through the interaction with co-workers and supervisors and foster the prevalence of ageism at the organizational level.…”

Section: Setting the Scene: Ageism At The Workplacementioning

confidence: 99%