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Table of Contents
Author Bios; Chapter 1: Introduction to℗ Aging Workers and℗ the℗ Employee-Employer Relationship; 1.1 Introduction; References; Part I: The Role of Context and the Organization; Chapter 2: Older Workers, Stereotypes, and℗ Discrimination in℗ the℗ Context of℗ the℗ Employment Relationship; 2.1 Age Bias in℗ the℗ Workplace: A℗ Brief Review; 2.1.1 Age Bias at Work: The℗ Components; 2.1.2 Stereotypes and℗ Discrimination℗
Hand in℗ Hand?; 2.1.3 What About Affect?; 2.1.4 Emerging Ideas in℗ Age Bias at Work; 2.2 The Employment Relationship: A℗ Context of℗ Expectations and℗ Perceptions
2.3 Age Bias and℗ the℗ Employment Relationship: Looking for℗ Intersections2.3.1 Anticipatory Stage: Pre-entry; 2.3.2 Newcomer Socialization Stage; 2.3.3 Maintenance: Business as℗ Usual; 2.3.4 Change: Shocks Sparked by Organization; 2.3.5 Change: Shocks Sparked by the℗ Employee; 2.3.6 Disengagement; 2.4 Conclusions: Research to℗ Do, Lessons to℗ Learn; 2.4.1 Research Needs; 2.4.2 Practical Implications; 2.4.3 Concluding Thoughts; References; Chapter 3: Age Diversity and℗ Age Climate in℗ the℗ Workplace; 3.1 Why Age Diversity Matters; 3.2 In a℗ Nutshell: Theoretical Foundations of℗ Age-Diversity Research
3.2.1 The Information/Decision-Making Perspective3.2.2 The Similarity-Attraction Paradigm and℗ the℗ Social Identity Approach; 3.2.3 Career Timetables and℗ Prototype Matching; 3.2.4 Age-Based Faultlines; 3.3 Direct Effects of℗ Age-Diversity in℗ Organizational Settings; 3.3.1 Age Diversity and℗ Performance; 3.3.2 Age Diversity and℗ Innovation; 3.3.3 Age Diversity and℗ Communication/Information Sharing; 3.3.4 Age Diversity and℗ Emotion Regulation; 3.3.5 Age Diversity and℗ Perceived Age Discrimination; 3.3.6 Age Diversity and℗ Conflict; 3.3.7 Age Diversity and℗ Health
3.3.8 Age Diversity and℗ Turnover/Absenteeism3.3.9 Preliminary Summary; 3.4 Moderators of℗ the℗ Age Diversity-Outcome Relationship; 3.4.1 Demographic Characteristics; 3.4.2 Task Characteristics; 3.4.3 Team Processes; 3.4.4 Leadership Behavior; 3.4.5 Age Stereotypes; 3.4.6 HR and℗ Diversity Management Practices; 3.5 Taking the℗ Next Step: Age-Diversity Climate in℗ the℗ Workplace; 3.5.1 Diversity Mindsets and℗ Climate for℗ Diversity/Inclusion; 3.5.2 Age-Diversity Climate and℗ Age Cultures; 3.6 Future Research Directions: Where Age-Diversity Research Might Go; References
Chapter 4: Strategic HRM for Older Workers4.1 Introduction; 4.2 What Happens When People Age?; 4.3 HR Practices for℗ Older Workers and℗ Its Effects; 4.4 The Role of℗ Aging in℗ Relations Between HRM, Motivation, Job Performance and℗ Health; 4.5 Conclusions; References; Chapter 5: The Role of℗ Line Managers in℗ Motivation of℗ Older Workers; 5.1 The General Role Line Managers Play in℗ Human Resource Management; 5.2 The Specific Role Line Managers Play in℗ HRM Pertaining to℗ Older Workers; 5.3 The Effects of℗ Support for℗ Older Workers on℗ Motivation and℗ Productivity
Hand in℗ Hand?; 2.1.3 What About Affect?; 2.1.4 Emerging Ideas in℗ Age Bias at Work; 2.2 The Employment Relationship: A℗ Context of℗ Expectations and℗ Perceptions
2.3 Age Bias and℗ the℗ Employment Relationship: Looking for℗ Intersections2.3.1 Anticipatory Stage: Pre-entry; 2.3.2 Newcomer Socialization Stage; 2.3.3 Maintenance: Business as℗ Usual; 2.3.4 Change: Shocks Sparked by Organization; 2.3.5 Change: Shocks Sparked by the℗ Employee; 2.3.6 Disengagement; 2.4 Conclusions: Research to℗ Do, Lessons to℗ Learn; 2.4.1 Research Needs; 2.4.2 Practical Implications; 2.4.3 Concluding Thoughts; References; Chapter 3: Age Diversity and℗ Age Climate in℗ the℗ Workplace; 3.1 Why Age Diversity Matters; 3.2 In a℗ Nutshell: Theoretical Foundations of℗ Age-Diversity Research
3.2.1 The Information/Decision-Making Perspective3.2.2 The Similarity-Attraction Paradigm and℗ the℗ Social Identity Approach; 3.2.3 Career Timetables and℗ Prototype Matching; 3.2.4 Age-Based Faultlines; 3.3 Direct Effects of℗ Age-Diversity in℗ Organizational Settings; 3.3.1 Age Diversity and℗ Performance; 3.3.2 Age Diversity and℗ Innovation; 3.3.3 Age Diversity and℗ Communication/Information Sharing; 3.3.4 Age Diversity and℗ Emotion Regulation; 3.3.5 Age Diversity and℗ Perceived Age Discrimination; 3.3.6 Age Diversity and℗ Conflict; 3.3.7 Age Diversity and℗ Health
3.3.8 Age Diversity and℗ Turnover/Absenteeism3.3.9 Preliminary Summary; 3.4 Moderators of℗ the℗ Age Diversity-Outcome Relationship; 3.4.1 Demographic Characteristics; 3.4.2 Task Characteristics; 3.4.3 Team Processes; 3.4.4 Leadership Behavior; 3.4.5 Age Stereotypes; 3.4.6 HR and℗ Diversity Management Practices; 3.5 Taking the℗ Next Step: Age-Diversity Climate in℗ the℗ Workplace; 3.5.1 Diversity Mindsets and℗ Climate for℗ Diversity/Inclusion; 3.5.2 Age-Diversity Climate and℗ Age Cultures; 3.6 Future Research Directions: Where Age-Diversity Research Might Go; References
Chapter 4: Strategic HRM for Older Workers4.1 Introduction; 4.2 What Happens When People Age?; 4.3 HR Practices for℗ Older Workers and℗ Its Effects; 4.4 The Role of℗ Aging in℗ Relations Between HRM, Motivation, Job Performance and℗ Health; 4.5 Conclusions; References; Chapter 5: The Role of℗ Line Managers in℗ Motivation of℗ Older Workers; 5.1 The General Role Line Managers Play in℗ Human Resource Management; 5.2 The Specific Role Line Managers Play in℗ HRM Pertaining to℗ Older Workers; 5.3 The Effects of℗ Support for℗ Older Workers on℗ Motivation and℗ Productivity