The Impact of Age Stereotypes and Age Norms on Employees' Retirement Choices: A Neglected Aspect of Research on Extended Working Lives.
The Impact of Age Stereotypes and Age Norms on Employees' Retirement Choices: A Neglected Aspect of Research on Extended Working Lives.
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DOI：
10.3389/fsoc.2021.686645
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发表时间：
2021
影响因子：
2.5
通讯作者：
Van der Horst M
中科院分区：
文献类型：
--
作者：
Vickerstaff S;Van der Horst M
本文探讨了老年工人在考虑延长工作寿命或退休时间时如何采用内化的年龄规范和观念。它借鉴了半结构化的采访，员工（n = 104）和直线经理，人力资源经理和职业健康专家（n = 52）从四个组织在英国。以前的研究已经证明了对老年工人的歧视，但这是对年龄歧视在工作环境中可能产生的影响的限制性观点。由于老年人生活在普遍存在“老”的负面形象的社会环境中，个人可能会将年龄规范内化。这些年龄观念在组织中经常被正常化（视为理所当然），并决定了人们如何管理，以及关键的是他们如何管理自己。老年工人和管理人员如何思考和谈论年龄是关于退休的决策的另一个动态特征，对延长工作寿命有影响。在我们的受访者中，人们普遍认为，年龄越大，健康状况越差--更普遍的说法是“衰退叙事”--这既是个人离职的动机，以最大限度地享受健康的余生，也是其他一些人继续就业的动机，以防止因不活跃的退休而可能出现的健康问题。年龄规范还告诉一些员工，他们现在“太老了”，不适合他们的工作，不适合换工作，不适合培训和/或晋升，他们应该把这些留给“年轻的人”--我们称之为代际无权感。这些进程的影响，延长工作寿命的议程进行了讨论。
This article examines how older workers employ internalized age norms and perceptions when thinking about extending their working lives or retirement timing. It draws on semi-structured interviews with employees (n = 104) and line managers, human resource managers and occupational health specialists (n = 52) from four organisations in the United Kingdom. Previous research has demonstrated discrimination against older workers but this is a limiting view of the impact that ageism may have in the work setting. Individuals are likely to internalize age norms as older people have lived in social contexts in which negative images of what it means to be “old” are prevalent. These age perceptions are frequently normalized (taken for granted) in organisations and condition how people are managed and crucially how they manage themselves. How older workers and managers think and talk about age is another dynamic feature of decision making about retirement with implications for extending working lives. Amongst our respondents it was widely assumed that older age would come with worse health—what is more generally called the decline narrative - which served both as a motivation for individuals to leave employment to maximize enjoyment of their remaining years in good health as well as a motivation for some other individuals to stay employed in order to prevent health problems that might occur from an inactive retirement. Age norms also told some employees they were now “too old” for their job, to change job, for training and/or promotion and that they should leave that “to the younger ones”—what we call a sense of intergenerational disentitlement. The implications of these processes for the extending working lives agenda are discussed.