Harassment of Older Adults in the Workplace

Blackstone, Amy

doi:10.1007/978-94-007-5521-5_3

Cited by 12 publications

(4 citation statements)

References 64 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Wainwright et al (2019) concluded that extending working life creates challenges in managing organizational change. Older workers are often harassed (Blackstone, 2013) creating conflict in the workplace.…”

Section: Organizational Complexitiesmentioning

confidence: 99%

Unions' role in intersectional age discrimination litigation cases

Katz

LaVan

2022

View full text Add to dashboard Cite

PurposeHow older workers pursue their employment discrimination claims is the focus of this study. This is part of the broader question of how older, unionized employees pursuing their statutory rights fare in litigation and how unions might organize and subsequently better protect older workers who have been discriminated against.Design/methodology/approachThis study is a random sample of 1889 litigated age discrimination cases in Federal courts using NVivo to conduct a content analysis on unionization, individual, organizational and legal variables.FindingsAn analysis of case characteristics and outcomes in cases filed under the Age Discrimination in Employment Act indicated that older unionized workers pursuing their claims are more likely to have rulings in their favor. Other demographic characteristics of the cases in which unionized workers prevailed include seniority, disability, filing under Title VII and cases involving retaliation.Research limitations/implicationsImportantly, empirical legal scholarship, using the case as the unit of analysis, will significantly add to the understanding of how age discrimination might be reduced through litigation. Empirical legal scholarship strategies would also suggest identifying labor tribunal or arbitration cases. Using content analysis would allow for a deep understanding at the micro level of the context that led to the charges of age (or other types) of discrimination.Practical implicationsThis study offers evidence that union representation can add value when older employees are pursuing their rights in litigation.Originality/valueThis research focuses on individuals who have actually been discriminated against using empirical legal scholarship, content analysis and big data analytics.

show abstract

Section: Organizational Complexitiesmentioning

confidence: 99%

Unions' role in intersectional age discrimination litigation cases

Katz

LaVan

2022

View full text Add to dashboard Cite

show abstract

“…In extreme circumstances, age-related harassment has also been observed. So is verbal offenses in front of other workers or consumers, age-related jokes, discrediting comments and behaviors, sexual offenses, and even physical aggression (Blackstone, 2013). Dismissals that penalize older workers are generally associated with negative age stereotypes.…”

Section: Rausp 552mentioning

confidence: 99%

Ageing in organizations

Tonelli

Pereira

Cepellos

et al. 2019

RAUSP

View full text Add to dashboard Cite

Purpose This paper aims to show which factors influence the perception of human resources professionals about managers over 50 years old and which factors guide the age management practices adopted in the surveyed companies. Design/methodology/approach To this end, a survey was conducted with 140 companies accessed from a database of a human resources association. Through the answers obtained through the online questionnaire, an exploratory factor analysis was made with the aid of Software R. Findings Thus, it was possible to identify four factors that explain the work posture of professionals 50 years of age and older (company expectations, performance, morality and knowledge and professionalism) and three factors that guide the adoption of age management practices in organizations (recruitment & selection and integration, retention and continuity in the company, adaptation to the needs). Originality/value The results suggest that, even considering the high performance of older managers, perceived by HR professionals, the adoption of age management practices is still insufficient, making it difficult for these professionals to enter and remain in organizations. Moreover, it can be inferred that such posture indicates biases of discrimination and age stereotypes.

show abstract

“…The number of Age Discrimination in Employment Act (ADEA) complaints filed by those older than age 55 has steadily increased since 2000, during which their numbers have grown in the workplace [12,13]. Older workers report feeling that their contributions are unacknowledged, and they feel left out of decision-making and planning functions [14]. Ageist attitudes result in fewer work opportunities, training, promotions, and retention [15][16][17].…”

Section: Introductionmentioning

confidence: 99%

Ageism, Job Engagement, Negative Stereotypes, Intergenerational Climate, and Life Satisfaction among Middle-Aged and Older Employees in a University Setting

McConatha

Kumar

Magnarelli

2022

IJERPH

View full text Add to dashboard Cite

This study examined whether age-related discrimination, negative age-related stereotypes about declining abilities due to age, job engagement (cognitive, physical, and emotional), and workplace intergenerational climate in terms of positive intergenerational affect (PIA) and workplace intergenerational inclusiveness (WIG) correlated with life satisfaction in a university setting. The analysis was based on 115–117 faculty and staff, 50 years or older. A Principal Axis factor analysis with Promax rotation on the job-related variable revealed three factors: Experiencing Ageism (discrimination and negative stereotypes), Work Climate (PIA and WIG), and Job Engagement (physical, emotional, and cognitive). The factor-based regression scores on the three-factor-based scores were correlated with life satisfaction and also subjected to hierarchical regression analyses with age, sex, and education entered on the first step and the three factors on the second step. The results of both the correlational and hierarchical regression analysis indicated that experiencing ageism was significantly predictive of life satisfaction, and that ageism may play a more primary role than job engagement and work climate-related variables in accounting for life satisfaction.

show abstract

Harassment of Older Adults in the Workplace

Cited by 12 publications

References 64 publications

Unions' role in intersectional age discrimination litigation cases

Unions' role in intersectional age discrimination litigation cases

Ageing in organizations

Ageism, Job Engagement, Negative Stereotypes, Intergenerational Climate, and Life Satisfaction among Middle-Aged and Older Employees in a University Setting

Contact Info

Product

Resources

About