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dc.contributor.authorSolem, Per Erik
dc.date.accessioned2021-01-28T08:08:56Z
dc.date.accessioned2021-03-05T11:02:56Z
dc.date.available2021-01-28T08:08:56Z
dc.date.available2021-03-05T11:02:56Z
dc.date.issued2020-04-03
dc.identifier.citationSolem PE. The affective component of ageism needs attention. International journal of manpower. 2020en
dc.identifier.issn0143-7720
dc.identifier.issn1758-6577
dc.identifier.urihttps://hdl.handle.net/10642/9882
dc.description.abstractPurpose: The purpose of this paper is to explore responses of older workers and of managers to the call from the authorities to extend working life. Methodology: Data are from the Norwegian Senior Policy Barometer with interviews with samples of about 750 managers and 1000 workers each year from 2003. There is no panel data. Findings: Older workers increasingly prefer to extend their working career. The preferred age for exit has increased from 61 years in 2003 to 66 years in 2018. Managers seem less interested in expanding their older workforce. A majority of managers expressed quite positive conceptions of older workers’ performance, but less often, they liked to recruit older workers. As an average, managers told that they would hesitate to call in applicants above 58 years of age to job interviews. Age for hesitation is only moderately correlated (r =. 29) to managers’ beliefs about of older workers performance at work. Thus, the managers’ beliefs about older workers performance, made only a small difference for their willingness to hire older workers. Implications: The results suggest that counteracting stereotypes, prejudice and age discrimination in working life need a broad approach, including attention to the affective component of ageism. For research, the measurement of the affective component needs consideration and further exploration. Originality/value: The article brings data from a distinctive Norwegian context, and approach the rarely studies affective component of ageism in working life.en
dc.description.sponsorshipNorges forskningsråd 236997 Norges forskningsråd 254786en
dc.language.isoenen
dc.publisherEmeralden
dc.relation.ispartofseriesInternational journal of manpower;Volume 41, Issue 5
dc.rightsCreative Commons Attribution-NonCommercial 4.0 International (CC BY-NC 4.0) Licenseen
dc.rights.urihttps://creativecommons.org/licenses/by-nc/4.0/
dc.subjectTripartite modelsen
dc.subjectAgeismen
dc.subjectOlder workersen
dc.subjectLate exitsen
dc.subjectAge discriminationen
dc.subjectNorwayen
dc.titleThe affective component of ageism needs attentionen
dc.typeJournal articleen
dc.typePeer revieweden
dc.date.updated2021-01-28T08:08:56Z
dc.description.versionacceptedVersionen
dc.identifier.doihttps://doi.org/10.1108/IJM-11-2018-0380
dc.identifier.cristin1817577
dc.source.journalInternational journal of manpower
dc.relation.projectIDNorges forskningsråd: 236997
dc.relation.projectIDNorges forskningsråd: 254786


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Creative Commons Attribution-NonCommercial 4.0 International (CC BY-NC 4.0) License
Except where otherwise noted, this item's license is described as Creative Commons Attribution-NonCommercial 4.0 International (CC BY-NC 4.0) License