Old and/versus employable?

Transcription

1 Old and/versus employable? Nele De Cuyper Anneleen Forrier

2 is a must Employability for all!

3 Employability The individual s likelihood of obtaining and retaining a job in the internal or the external labour market Household Education Employment Retirement Exit Unemployment Forrier & Sels, 2003; Schmid, 1998

4 Ageing workforce Trends, Plus Magazine, Plus Magazine,

5 Age dependency ratio <19y + >64y NIS, Bevolkingsstatistieken & Bevolkingsvooruitzichten

6 Activity rate by age 90,0 80,0 70,0 60,0 50,0 40,0 30,0 20,0 10,0 0,0 2001/1 2001/2 2001/3 2001/4 2002/1 2002/2 2002/3 2002/4 2003/1 2003/2 2003/3 2003/4 2004/1 2004/2 2004/3 2004/4 2005/1 2005/2 2005/3 2005/4 2006/1 2006/2 2006/3 2006/4 2007/1 2007/2 2007/3 2007/4 2008/1 2008/2 2008/3 2008/4 2009/1 2009/2 2009/3 2009/ ,4 38,2 28, FOD Economie Algemene Direc1e Sta1s1ek EAK, Eurostat, LFS (bewerking Steunpunt WSE/Departement WSE)

7 Job insecurity HLN Knack, , Express,

8 Exit Securex, 2012

9 is not? Employability for all!

10 Employability and age Your view? Employability? Age

11 Employability and age Common views Employability Age

12 Employability and age Our research Supervisor Internal Employee X can easily find another job in this organization External Employee X can easily find another job elsewhere Employee I can easily find another job in this organization I can easily find another job elsewhere Forrier & De Cuyper, in progress

13 Employability and age Our research Internal External Supervisor Employee Forrier & De Cuyper, in progress

14 Employability for all!

15 Truth or myth? (1) Poorer performance! o Older workers are less productive than younger workers Myth! o Little evidence that performance declines with age o Performance often increase with age Posthuma & Campion, 2008

16 Performance dimensions Inrole Core task performance Extrarole Creativity OCB Safety Negative behaviour CWB Alcohol & drugs Late at work Absenteism Old < Young Old = Young Old > Young þ þ þ þ þ þ þ þ Ng & Feldman, 2008

17 Truth or myth? Poorer performance! o Older workers are less productive than younger workers Myth! o Little evidence that performance declines with age o o Performance often increase with age Experience Posthuma & Campion, 2008

18 Experience (This) wisdom and expertise, accumulated over the course of a career, may be sufficient to compensate for productivity losses due to any changes in cognitive and physical ability (Ng & Feldman, 2008, p. 294) Experience concentration ì Experience variation î Experience fragmentation

19 Truth or myth? Poorer performance! o Older workers are less productive than younger workers Myth! o Little evidence that performance declines with age o o o Performance often increase with age Experience Variation in the group of older workers Posthuma & Campion, 2008

20 Variation Performance age

21 Truth or myth? (2) Lower return on investment! o Older workers have shorter tenure, so that return on investments is low Myth! o o o Older workers are less likely to quit Payback on the short term Dependency stereotype myth Posthuma & Campion, 2008

22

23 Why do myths matter? Affect HR-decisions o Selection o o o Performance appraisal Training opportunities Career opportunities Get fewer opportunities Induce Pygmalion effect See fewer opportunities Reduced employability

24 Employability for all!

25 Job Demands-Resources Model Job characteristics Functioning outcomes

26 Job Demands-Resources Model Job characteristics Functioning outcomes Demands Burnout ERI Resources Engagement Spare Stimulate

27 Job Demands-Resources Model Job characteristics Functioning outcomes Workload Change.62*** Strain.10* ERI Autonomy Social support.68*** Enjoyment -.19** Spare Stimulate Schreurs, Van Emmerik, De Cuyper, & Notelaers, 2011

28 Actions Spare Reduce workload Reduced/flexible hours Ergonomic adjustments Stimulate Training Career coaching Different roles Relationships at work

29 Take home!

30 Conclusion Employability is important for all o And particularly for older workers Ageing workforce Job insecurity and restructuring Employability (perceptions) decrease with age o An old worker is not actually old

31 Conclusion Stereotypes hamper employability o Stereotype awareness o Value experience of older workers BUT experience concentration Move! Move! Move! Spare and Stimulate o o Health-impairment Motivational potential

32 References

33 Forrier, A., & De Cuyper, N. (in progress). Perceived employability and age. Forrier, A., & Sels, L. (2003). The concept employability: A complex mosaic. International Journal of Human Resource Management and Development, 3, Ng, T.W.H; & Feldman, D. (2008). The relationship of age to ten dimensions of job performance. Journal of Applied Psychology, 96, Ng, T.W.H., & Feldman, D. (2012). Evaluating six common stereotypes about older workers with meta-analytical data. Personnel Psychology, 65, Posthuma, R.A., & Campion, M.A. (2009). Age stereotypes in the workplace. Common stereotypes, moderators, and future research directions; Journal of Management, 35, Schmid, G. (1998). Transitional labour markets: A new European employment strategy. Schreurs, B., Van Emmerik, H., De Cuyper, N., & Notelaers, G. (2011). Job demandsresources and early retirement intention. Differences between blue- and white collar workers. Economic and Industrial Democracy, 32,