Employer Policy and Practice Toward Older Workers in Hong Kong: The Role of Shifting Intergenerational Dynamics

Egdell, Valerie; Fuertes, Vanesa; Tjandra, Nathalia Christiani; Chen, Tao

doi:10.1080/08959420.2018.1563472

Cited by 8 publications

(2 citation statements)

References 53 publications

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“…Some hold out hope that cultural emphasis on life experiences, combined with a knowledge economy and a declining workforce, might increase the premium placed on older workers in the East ( Chan and Liang, 2013 ). Nevertheless, proverbial norms of retiring by age 60, regardless of statutory retirement age (which does vary across different countries), threaten this belief, as well ( Egdell et al, 2019 ). Much as in the West, although older workers’ experience is recognized in the East, so too are negative perceptions of that same experience inhibiting training ability, willingness to relocate, and motivation for innovating ( Lu et al, 2011 ; Table 1 ).…”

Section: Unpacking Cross-cultural Ageism As Gate -Ismmentioning

confidence: 99%

Chinese Versus United States Workplace Ageism as GATE-ism: Generation, Age, Tenure, Experience

North

2022

Front. Psychol.

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Ageism is a pan-cultural problem, and correspondingly, increased research attention worldwide has focused on how a person’s age drives prejudice against them. Nevertheless, recent work argues that chronological age alone is a limited predictor of prejudice—particularly in the workplace, where age conflates intertwined elements (e.g., life stage and work experience), and across cultures, in which the nature of ageism can substantially differ. A recent organizational behavior (GATE) framework advocates for extending beyond numerical age alone, focusing instead on prejudice arising from workers’ perceived Generation (birth cohort), Age (life stage), Tenure (time with organization), and Experience (accumulated skillset over time). In addition to clarifying the multifaceted nature of workplace ageism, GATE helps uncover potential cultural ageism differences. Using the United States and China as focal Western and Eastern prototypes, the current paper compares Eastern and Western cultures through a GATE Lens. Eastern and Western cultures adopt different perceptions of generations (e.g., United States “Boomers,” versus Chinese “Cultural Revolution” generation), elder life stages (United States warm-but-incompetent older adults, versus Eastern pragmatic elder resource concerns), organizational tenure expectations (Western job-hopping, versus Eastern filial-piety-based loyalty), and desired experience levels (shaped different by higher Eastern frequency of mandatory retirement practices and family business ventures). Moreover, existing research offers clues for how workplace GATE-ism likely differs between cultures, but more research is needed. Future research should adopt a nuanced GATE conception of “age”-ism, toward enhanced ageism understanding and the ability to utilize a globally aging workforce.

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Section: Unpacking Cross-cultural Ageism As Gate -Ismmentioning

confidence: 99%

Chinese Versus United States Workplace Ageism as GATE-ism: Generation, Age, Tenure, Experience

North

2022

Front. Psychol.

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“…This, consequently, causes people not to think about retirement. Thus, a lack of or insufficient savings over a lifetime and no support from family members prevents the older adult from retiring (Egdell et al, 2019).…”

Section: Financementioning

confidence: 99%

No Good-Bye and No Thanks: A Case Study on the Experience of Mexican University Professors Retiring in Times of Pandemic.

Uribe

2022

J. of Beh. Hea. & Soc. Iss.

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The pandemic has left its mark on virtually every aspect of human life, including retirement. The main objective of this paper was to explore the role of the pandemic in the retirement decision of a group of Mexican university professors. A qualitative research methodology was chosen; 10 women and four men were interviewed. The theoretical framework that guided this work was the 3D model in retirement decision-making, which presents three primary elements in decision making: finances, health, and psychological well-being. Also, the model uses 6 categories: push factors, pull factors, barriers, enablers, triggers, and overrides. A matrix based on the elements and categories of the 3D model was elaborated, and results indicate that the pandemic did play a role in the decision to retire of all participants. Among the main factors for retiring were the long-term after-effects of professors who contracted COVID-19, stress due to training needs for distance education, changes in the family dynamics, the return to face-to-face classes, guilt, uncertainty, and recognition of the fragility of life.

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Advancing the human ecology approach on productive aging

Uribe

2022

Educational Gerontology

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Employer Policy and Practice Toward Older Workers in Hong Kong: The Role of Shifting Intergenerational Dynamics

Cited by 8 publications

References 53 publications

Chinese Versus United States Workplace Ageism as GATE-ism: Generation, Age, Tenure, Experience

Chinese Versus United States Workplace Ageism as GATE-ism: Generation, Age, Tenure, Experience

No Good-Bye and No Thanks: A Case Study on the Experience of Mexican University Professors Retiring in Times of Pandemic.

Advancing the human ecology approach on productive aging

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