Titlebook: Aging Workers and the Employee-Employer Relationship; P. Matthijs Bal,Dorien T.A.M. Kooij,Denise M. Rous Book 2015 Springer International

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Age Diversity and Age Climate in the Workplacecrimination, conflict, and turnover. Third, potential moderators of the age diversity-outcome relationship are discussed which include demographic and task characteristics, team processes, leadership behavior, age stereotypes, HR and diversity management practices, as well as diversity mindsets and

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The Role of Line Managers in Motivation of Older Workersile, research shows that the opportunities and support for line managers are important determinants of how they provide actual support for older workers. The implications of these findings are discussed in the concluding section of this chapter.

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The Psychological Contracts of Older Employees advised to monitor changes in these underlying mechanisms as employees grow older, and to implement age-conscious Human Resource policies accordingly in order to manage older employees’ psychological contracts.

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Successful Aging at Work: The Role of Job Crafting thereby increasing their ability and motivation to continue working. In this chapter, we apply the concept of job crafting to older worker adjustment. Building upon lifespan theories and the literature on aging at work, we explain why job crafting is important for successful aging at work and we pr

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Aging Workers’ Learning and Employabilitydicting work-related learning and employability. Alternative significant predictors might be work centrality, learning self-efficacy and future time perspective. In addition, we identify age-related individual and organizational obstacles for work-related learning and employability. Two of the most

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Aging Workers and the Employee-Employer Relationship