Is early retirement history?
- Authors: Taylor, Philip
- Date: 2011
- Type: Text , Book chapter
- Relation: Older Workers in a Sustainable Society Chapter 18 p. 225-233
- Full Text: false
- Reviewed:
- Description: A vast range of policymaking on age and work among most of the industrialised nations for more than a decade has been concerned with reversing the previous two decades' trend towards the early withdrawl of older people from the labour market. A slew of other policy announcements around issues of protracting the age of retirement can be expected in years to come as the ageing of the global population continues.
Making the case for older workers
- Authors: Taylor, Philip , Earl, Catherine
- Date: 2016
- Type: Text , Journal article
- Relation: Management Revue Vol. 27, no. 1-2 (2016), p. 14-28
- Full Text: false
- Reviewed:
- Description: Against a background of population ageing, and with it, concomitant effects on social welfare systems and labour markets, public policy makers in affected nations are seeking ways of pushing out the final age of withdrawal from their labour markets. Central to such efforts is promoting the contribution of older workers to organizations and overcoming labour market age barriers. Within this advocacy approach there has been recent interest in identifying and promulgating examples of employer best practice in order to emphasize new dimensions of the business case for employing older workers. Drawing on literature concerned with advocating an ethical concern in human resource management as it pertains to older workers, this article examines an exemplar set of employer case studies aimed at promulgating best practice. It considers the concept of age management and its manifestations to argue that many standard HRM practices are firmly, although probably unwittingly, grounded in ageist assumptions concerning the capacities, potentiality and contributions of both younger and older workers. This, we argue, is a consequence of an unnecessarily narrow conception of good employment practice based in an economic rationality that is not conducive to the effective management of age in organizations.
Planning for an ageing workforce
- Authors: Taylor, Philip
- Date: 2011
- Type: Text , Book chapter
- Relation: Age management during the lifecourse: proceedings of the 4th Symposium on work ability p. 23-33
- Full Text: false
- Reviewed:
Walking to wellness in an ageing sedentary university community: design, method and protocol,
- Authors: Mackey, Martin , Bohle, Philip , Taylor, Philip , Biase, Tia , McLoughlin, Christopher , Purnell, Katherine
- Date: 2011
- Type: Text , Journal article
- Relation: Contemporary Clinical Trials Vol. 32, no. 2 (2011), p. 273-279
- Full Text: false
- Reviewed:
- Description: BACKGROUND: Older workers are less physically active and have a higher rate and cost of injury than younger workers and so have reduced work-ability. Concurrently, sedentary behaviour in the workplace, in transport and in the home is increasing and has harmful health effects. Walking is a familiar, convenient, and free form of health-enhancing physical activity that can be integrated into working life and sustained into older age however workplace walking programs targeted at older workers have not been evaluated. PURPOSE: We designed a randomised-controlled trial to evaluate the impact of a phased individually-tailored 10-week walking program on work-day steps, health status and work-ability of employees at an Australian university with an ageing sedentary workforce. METHODS: A convenience sample of 154 academic and administrative employees aged 45-70 years will be recruited and randomly allocated to either an experimental (walking) group or control (maintain usual activity) group. Participants will be provided with a pedometer and complete measures for step count, % body fat, waist circumference, blood pressure, self-reported physical activity, psychological wellbeing and work-ability, at baseline and end-intervention. 'Walkers' will select approaches tailored to their individual preference, psychological characteristics or life circumstances. Two distinct intervention phases will target adoption (weeks 2-5) and adherence (weeks 7-12) using 'Stages of Behaviour Change' principles. An ANOVA will test for effect of treatment on outcome with the baseline value entered as a covariate. DISCUSSION: This study will test whether tailoring worksite walking is an effective means of promoting health-enhancing physical activity in ageing sedentary workers.
Unmet demand for training among mature age Australians: Prevalence, differentials and perceived causes
- Authors: Adair, Tim , Lourey, Emma , Taylor, Philip
- Date: 2016
- Type: Text , Journal article
- Relation: Australasian Journal on Ageing Vol. 35, no. 1 (2016), p. 36-41
- Full Text: false
- Reviewed:
- Description: Aim To explore the prevalence of unmet demand for training by mature age Australians and to identify the main barriers to accessing training. Methods A total of 3007 Australians aged 45-74 years were surveyed using Computer Assisted Telephone Interviewing. The sample frame was randomly selected and stratified based on the capital city and the rest of the state, and data were weighted to be nationally representative. Results Over one-third (37%) of respondents who had worked in the past five years reported wanting to attend some form of training but were unable to; these were most likely women and those aged 45-54 year. Commonly cited reasons for not being able to attend training included not being able to fit it in with work commitments, affordability and employer reluctance. Conclusion Reduction of these barriers to workplace training can improve mature age people's ability to remain engaged in the workforce.