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Do stereotypes about older workers change? A panel study on changing attitudes of managers
International Journal of Manpower ( IF 3.295 ) Pub Date : 2019-11-27 , DOI: 10.1108/ijm-09-2018-0300
Hendrik P. van Dalen , Kène Henkens

Purpose – The purpose of this paper is to see whether attitudes toward older workers by managers change over time and what might explain development over time. Design/methodology/approach – A unique panel study of Dutch managers is used to track the development of their attitudes toward older workers over time (2010–2013) by focusing on a set of qualities of older workers aged 50 and older. A conditional change model is used to explain the variation in changes by focusing on characteristics of the manager (age, education, gender, tenure and contact with older workers) and of the firm (composition staff, type of work and sector, size). Findings – Managers have significantly adjusted their views on the so-called “soft skills” of older workers, like reliability and loyalty. Attitudes toward “hard skills” – like physical stamina, new tech skills and willingness to train – have not changed. Important drivers behind these changes are the age of the manager – the older the manager, the more likely a positive change in attitude toward older workers can be observed – and the change in the quality of contact with older workers. A deterioration of the managers’ relationship with older workers tends to correspond with a decline in their assessment of soft and hard skills. Social implications – Attitudes are not very susceptible to change but this study shows that a significant change can be expected simply from the fact that managers age: older managers tend to have a more positive assessment of the hard and soft skills of older workers than young managers. Originality/value – This paper offers novel insights into the question whether stereotypes of managers change over time.

中文翻译:

关于老年工人的陈规定型观念会改变吗?关于管理者态度变化的小组研究

目的–本文的目的是了解经理们对老年工人的态度是否随着时间而改变,以及什么可以解释随着时间的发展。设计/方法/方法–通过对荷兰经理人进行的独特小组研究,通过关注一组50岁及以上的老龄工人的素质,跟踪他们对老龄工人的态度随着时间的推移(2010-2013年)的发展情况。条件变更模型通过关注经理(年龄,教育程度,性别,任期和与老年工人的接触)和公司(组成人员,工作类型和部门,规模)的特征来解释变化的变化。调查结果–经理们对老年工人所谓的“软技能”(例如可靠性和忠诚度)进行了重大调整。对“硬技能”的态度-例如体力,新技术技能和培训意愿–并未改变。这些变化背后的重要驱动因素是管理者的年龄-管理者年龄越大,就越有可能观察到对老年工人态度的积极变化-以及与老年工人的接触质量的变化。管理者与年长工人关系的恶化往往与他们对软技能和硬技能的评估下降有关。社会影响–态度变化不太容易改变,但这项研究表明,仅凭经理年龄的增长,就可以预期会发生重大变化:与年轻经理相比,老经理对老员工的软硬技能的评价更高。 。独创性/价值–本文为管理者的定型观念是否随时间变化提供了新颖的见解。
更新日期:2019-11-27
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