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    Include, Individualize, and Integrate: Organizational Meta-strategies for Mature Workers

    76559.pdf (890.9Kb)
    Access Status
    Open access
    Authors
    Parker, Sharon
    Andrei, Daniela
    Date
    2019
    Type
    Journal Article
    
    Metadata
    Show full item record
    Citation
    Parker, S.K. and Andrei, D. 2019. Include, Individualize, and Integrate: Organizational Meta-strategies for Mature Workers. Work, Aging and Retirement. waz009.
    Source Title
    Work, Aging and Retirement
    DOI
    10.1093/workar/waz009
    Faculty
    Faculty of Business and Law
    School
    Future of Work Institute
    Funding and Sponsorship
    http://purl.org/au-research/grants/arc/CE170100005
    Remarks

    This is a pre-copyedited, author-produced version of an article accepted for publication in [journal title] following peer review. The version of record Parker, S.K. and Andrei, D. 2019. Include, Individualize, and Integrate: Organizational Meta-strategies for Mature Workers. Work, Aging and Retirement. waz009, is available online at: 10.1093/workar/waz009

    URI
    http://hdl.handle.net/20.500.11937/76319
    Collection
    • Curtin Research Publications
    Abstract

    In this commentary, we synthesize the literature on mature workers in organizations to support the development of an intervention-focused research program. We identify 3 broad approaches, or “meta-strategies,” which theory and research suggest organizations can use to reap the benefits associated with a mature and age-diverse workforce. “Include” involves strategies to create an inclusive climate in which mature workers are welcomed and fairly treated and is based on theories such as optimal distinctiveness theory. “Individualize” involves strategies to adapt the work to meet the individual needs and preferences of an aging workforce, such as work redesign and is based on theories about how people change over the life span. “Integrate” involves strategies to address the greater age diversity that comes with an aging workforce, such as how mentoring schemes enable younger and older workers to better learn from each other, and is based on theories such as those concerned with team diversity. We believe that this framework will help organizational decision makers to think more broadly and more proactively about how to manage, and harness the benefits of, an aging workforce. Our framework also challenges researchers to give more attention to intervention studies, including considering what configurations of strategies might be most helpful, as well as whether sequencing of strategies is important.

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      Since the start of the COVID-19 pandemic, there has been much attention given to the way inherent aspects of work and jobs are being altered, potentially in irreversible ways. The implications for the mature workforce are ...
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