Intro
Acknowledgements
Contents
About the Editors
Notes on Contributors
List of Figures
List of Tables
1: Introduction
The Structure of the Handbook
Part 1: Perspectives on Age, Ageing, and Age Diversity
Part 2: Older Workers
Part 3: Younger Workers
Part 4: Ageist Attitudes
Part 5: Age Diversity in Different Contexts
Part 6: Managing an Age-Diverse Workforce
References
Part I: Perspectives on Age, Ageing, and Age Diversity
2: What Is Old at Work? Moving Past Chronological Age
Why Is Age Important to Study?
Ageing Is a Global Issue
Theories of Age
Biological and Stress Theories
Stochastic Theories of Ageing
Programmed Theories
Biodemography and Biopsychosocial
Theories of Cognition
Gerontological and Psychological Theories of Age
Lifespan Development Perspective of Ageing
Selective Optimisation with Compensation Theory
Sociological and Social Theories
Socioemotional Selectivity Theory
Convoy Model of Social Relations
Measures of Age
Alternative Age Measures to Chronological Age
Biological Age
Functional Age
Social Age
Subjective Age
Physical Age
Work-Based Age Measures
Person/Context-Based Age
Prism of Age, Age Matrix, and Age Cube of Work
Navigating the Maze of Alternative Age Measures
Emerging Conceptualisations of Ageing and Alternative Age Measures
Multidimensional Subjective Age
The Aging Perceptions Questionnaire
Awareness of Ageing
Successful Ageing
Conclusion and Future Directions
References
3: Towards an Identity-Based Approach for Examining Age in the Workplace: Perspectives and Implications
Introduction
Age Components
Identity
Labels
Influence of Stereotypes
Summary
Practical Implications for the Workforce
Implications for Future Research
Conclusion
References.

4: An Integrative Psychological Perspective on (Successful) Ageing at Work
Introduction
Conceptualizing Successful Ageing and Active Ageing at Work
Psychological Theories on (Successful) Ageing at Work
HR Policies Facilitating Successful Ageing in the Workplace
An Integrative Perspective
Conclusions and Recommendations
References
5: Age, Generations, and the Labour Market
Introduction
Older Worker Economic Activity Rates, 1951-2014
Age and Employment in the 1990 and 2008 Recessions
Where Do We Go from Here?
What Are the Prospects for Increasing Economic Activity Rates Among Older Individuals?
Removal of Default Retirement Age (DRA) and Generational Conflict
Conclusions
References
6: From Age Diversity to Embedded Ageing: Exploring and Addressing Aged Assumptions in Organisational Practices
From Age and Employment to the Organisation of Ageing
Ageing as Biological
Ageing as Socioculturally Constructed
Towards an Embedded Ageing
Exploring Embedded Ageing in Organisational Practice
Conclusion: Beware of the 'Age Traps'
References
7: Promoting Workability for Our Ageing Population
Increase in Older Adults in Workplaces
Advantages of Employing Older Workers
Advantages of Employment for Older Workers/Well-Being
Health Issues Associated with Ageing in the Workplace: The Physical and Biological Influences of Ageing on an Individual's Ability and Performance at Work
Specific Health Considerations
Physical Fitness and Work, Including Cardiovascular and Musculoskeletal Considerations
Sensory Deficits: Hearing and Vision
Cognitive Changes with Ageing
Hours of Work and Shift Work
Accidents
Overcoming Prejudice and Other Social Issues Associated with Ageing in the Workplace
Age-Attuning the Workplace
Health
Lifestyle
Attitudes Towards Work.

Training
Work Ability Index
Workplace Adjustments
Conclusion
References
Part II: Older Workers
8: Healthy Ageing and Well-Being at Work
Introduction
Conceptualisation of Healthy Ageing
Outcomes of Healthy Ageing in the Workplace
Explanatory Mechanisms of Age Effects on Health and Well-Being
Facilitating and Constraining Factors of Achieving Healthy Ageing at Work
Selective Optimisation with Compensation Model
Activity Theory
Conservation of Resources Theory
Continuity Theory
Other Research
Future Research Agenda
Conclusion and Implications
References
9: Innovative Pathways to Meaningful Work: Older Adults as Volunteers and  Self-­Employed Entrepreneurs
Introduction
Perspectives of Productive Aging
The Encore Stage of Life: A Time for Purpose and Meaning
The Pursuit of Meaning, Purpose, and Fulfillment
Older Adults' Participation in Productive Activities
Volunteering as a Productive Activity
Self-Employment as a Productive Activity
Approach to Data Analysis
Extent of Participation in Volunteering and Self-Employment
Trends in Volunteering
Trends in Paid Work: Being an Employee and Being Self-Employed
Antecedent Factors Associated with Volunteering and Self-Employment
Prior Experience with Selected Productive Roles
Personal and Family Characteristics
Benefits Associated with Volunteering and Self-Employment
Benefits Associated with Volunteerism
Benefits Associated with Self-Employment
Discussion and Conclusion
References
10: Bridge Employment: Transitions from Career Employment to Retirement and Beyond
Introduction
Bridge Employment: Types, Conceptualisation, and Characterisation
Antecedents and Consequences of Bridge Employment
A New Look at Bridge Employment: Bridge Workers as Job Crafters
Conclusions
References.

11: Understanding Retirement Processes: The Role of Life Histories
Introduction
Relevance of Focusing on Life Histories and Retirement
This Chapter
Changing Life Courses
Changing Working Lives
Changing Family Lives
Life Histories and Retirement: Theoretical Starting Points
Linking Mechanisms
Retirement Decision-Making
Life Histories and Retirement: Empirical Findings
Work Histories and Retirement Timing
Family Histories and Retirement Timing
Life Histories and Subjective Processes Surrounding Retirement
Conclusion and Discussion
Future Directions
Implications
Notes
References
12: Interventions in Life and Retirement Planning
What is Life Planning?
The Origination of Life Planning
The Increasing Complexity of Life Trajectories
The Development of Life Planning
How Do People Plan?
Does Life Planning Work?
What is Effective Life Planning?
What Is Facilitated Learning?
What Is the Role of the Employer in Supporting Life Planning with Employees?
What Models Are Effective in Enabling Life Planning?
William Bridges (Bridges 2009) Three Phase-Model of Change
An Ending Phase
A Neutral Zone
A Beginning Phase
Transition Curve Model-Coleman (In Coleman and Chiva (1992)
Managing Change Model (Coleman and Chiva 1992)
The Integrative Life Planning Theory (Hansen 1997)
Six Steps to Successful Life Planning (Chiva 2011)
Summary of Six-Step Life Planning Model
Pathways into Retirement
Benefits of Life Planning
Some Factors Impacting on the Provision of Life and Retirement Planning
Current Trends in Work and Retirement
Conclusions
References
Part III: Younger Workers
13: Millennials in Canada: Young Workers in a Challenging Labour Market
Introduction
Millennials: Today's Young Workers.

Millennials' Work Values, Attitudes, and Career Expectations
Labour Market Challenges and Opportunities Facing Millennials
Future Prospects and Prescriptions
Conclusion
References
14: Tripartite Responses to Young Workers and Precarious Employment in the European Union
Introduction
The 'Young Worker' and Impact of Unemployment and Precarious Work
State Responses
Union Responses
Employer Responses
Evaluating Outcomes of Youth Employment Policies
Conclusion
References
15: Young Workers in Europe: Perceptions and Discourses on the Labour Market
Introduction
European Young Workers: An Outlook
Young Workers and Their Discourses
The Labour Market and Human Resource Management (HRM) Policies
Skills and Employability
Life Projects and Frustration
Europe
Pessimism
Conclusion
References
Part IV: Ageist Attitudes
16: Ageist Attitudes
The Nature of Attitudes
The Nature of Ageist Attitudes
Ageist Attitudes in the Workplace
Stereotypes
Affective and Behavioural Attitudes
Measuring Ageist Attitudes
Influential Factors
Individual Factors
Organisational Factors
Discussion and Future Directions
References
17: Millennials, Media, and Research: Ageism and the Younger Worker
Millennials, Media, and Research: Ageism and the Younger Worker
Ageism and the Law in the USA
Federal Laws
State Laws
Ageism Laws Around the World
Stereotypes
Age Stereotypes
Changing Stereotypes
Generational Research
Generation Z
Millennials/Generation Y
Popular Opinion and Millennials
Ageism Towards Millennials in the Workplace
Conclusion
References
18: Age Discrimination at Work
Age Discrimination at Work
Stereotyping Versus Discrimination
Age Categories and Workplace Stereotyping and Discrimination.

Theoretical Mechanisms for Age Stereotyping and Age Discrimination.