標(biāo)題: Titlebook: Aging Workers and the Employee-Employer Relationship; P. Matthijs Bal,Dorien T.A.M. Kooij,Denise M. Rous Book 2015 Springer International [打印本頁] 作者: Assert 時間: 2025-3-21 18:22
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書目名稱Aging Workers and the Employee-Employer Relationship讀者反饋學(xué)科排名
作者: 鋼盔 時間: 2025-3-21 23:31
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 作者: 改革運(yùn)動 時間: 2025-3-22 00:51 作者: Commonplace 時間: 2025-3-22 08:15
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.作者: 手榴彈 時間: 2025-3-22 10:09 作者: 征服 時間: 2025-3-22 14:46
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.作者: 允許 時間: 2025-3-22 18:31
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作者: appall 時間: 2025-3-23 00:31
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 作者: minion 時間: 2025-3-23 05:26 作者: custody 時間: 2025-3-23 08:42
Aging Workers and the Employee-Employer Relationship作者: 不愿 時間: 2025-3-23 11:21
Aging Workers and the Employee-Employer Relationship978-3-319-08007-9作者: 破譯 時間: 2025-3-23 17:06 作者: chance 時間: 2025-3-23 21:57
CDS Execution and Clearing Mechanismscrimination, 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 作者: 激怒某人 時間: 2025-3-24 01:18 作者: 安心地散步 時間: 2025-3-24 02:44 作者: 去才蔑視 時間: 2025-3-24 07:15 作者: Intersect 時間: 2025-3-24 12:33 作者: GAVEL 時間: 2025-3-24 17:48
Practical Aspects of Model Creep Work, 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作者: 沖突 時間: 2025-3-24 20:07
Transient Creep in Rock Salt Structuredicting 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 作者: Oafishness 時間: 2025-3-25 02:17
Sudhir Krishnaswamy,Varsha Aithalaloyment as a way out of unemployment, rather than growth-oriented enterprises that can provide jobs for others. As such, there is debate about the extent to which such ‘wage substitution’ enterprises should be supported by governments. Conversely, volunteering has become a normative role for older p作者: 抗原 時間: 2025-3-25 06:42 作者: 粗魯性質(zhì) 時間: 2025-3-25 08:22 作者: 動物 時間: 2025-3-25 12:52 作者: 從屬 時間: 2025-3-25 19:26 作者: monogamy 時間: 2025-3-25 21:15
The Asymptotic Homogeneous Expansion relationship might create conditions that create or hinder age biases. Ideas for future research directly investigating the interplay of age bias and the employment relationship are suggested. An essential message woven throughout the chapter is that we must remember that not all older employees are alike.作者: exceed 時間: 2025-3-26 00:55
Book 2015can ensure their aging workers remain motivated, productive and healthy. In 15 chapters, several experts on this topic describe how organizations through effective human resource management can ensure that workers are able to continue working at higher age. In addition, this book discusses the role 作者: 手榴彈 時間: 2025-3-26 07:20
G. Cailletaud,J. P. Culie,H. Kaczmarekop, while the organization benefits from higher productivity and retention of valuable employees. I-deals have been shown to be crucial in motivating employees to work beyond their retirement age. The chapter concludes with boundary conditions for the effects of I-deals on motivation, productivity and health, and suggestions for future research.作者: insurrection 時間: 2025-3-26 11:01
https://doi.org/10.1007/978-3-642-84455-3stand the influences on the employees’ intentions to continue working. In doing so, the HR practices to stimulate older employees to stay at work longer can be better identified. We discuss Human Resource Management practices that can influence employee intentions to continue working.作者: 消極詞匯 時間: 2025-3-26 16:12
https://doi.org/10.1007/978-3-031-12251-4 of contextual resources-demands fit, and suggests a process by which the application of intrapersonal resources is enhanced via an agentic self-efficacy cycle. Finally, future directions for research and are discussed.作者: Hay-Fever 時間: 2025-3-26 19:53 作者: 使?jié)M足 時間: 2025-3-26 22:57 作者: conflate 時間: 2025-3-27 01:16
Adjustment Processes in Bridge Employment: Where We Are and Where We Need To Go of contextual resources-demands fit, and suggests a process by which the application of intrapersonal resources is enhanced via an agentic self-efficacy cycle. Finally, future directions for research and are discussed.作者: Commonwealth 時間: 2025-3-27 05:47
Introduction to Aging Workers and the Employee-Employer Relationship,and employers have of each other. This opening essay provides an overview of these demographic changes and their impact on employees and organizations along with an introduction of our book’s chapters.作者: 流利圓滑 時間: 2025-3-27 12:06 作者: Crumple 時間: 2025-3-27 15:46
P. Matthijs Bal,Dorien T.A.M. Kooij,Denise M. RousIntroduces new perspectives on aging workers and the employment relationship.Provides unique theoretical insights in how HRM can be adapted to aging workers.Brings together new theoretical frameworks 作者: chisel 時間: 2025-3-27 21:42
http://image.papertrans.cn/a/image/151464.jpg作者: Vulvodynia 時間: 2025-3-28 00:32 作者: 相同 時間: 2025-3-28 05:55 作者: Nefarious 時間: 2025-3-28 07:06 作者: 合適 時間: 2025-3-28 13:41
The Asymptotic Homogeneous Expansionrk on age bias in the workplace (including stereotypes, affect, and discrimination) and utilizes examples of two very different older workers at one hypothetical organization to demonstrate the various ways age biases could impact the employment relationship over time, and in turn how the employment作者: FOLD 時間: 2025-3-28 14:53 作者: GEAR 時間: 2025-3-28 20:23 作者: 點(diǎn)燃 時間: 2025-3-29 02:18
Overview of CDS Products and Market Activityfluences the motivation and productivity of older workers. The role of line managers in the implementation of Human Resource (HR) policies has grown over the years. This role is particularly important in the case of older workers as their situations differ greatly and line managers can tailor HR pol作者: 高歌 時間: 2025-3-29 06:44 作者: resuscitation 時間: 2025-3-29 09:10 作者: HAVOC 時間: 2025-3-29 11:38
G. Cailletaud,J. P. Culie,H. Kaczmarekformance of older workers. Because work-related preferences of older workers tend to be more heterogeneous than those of younger workers, I-deals are in particular suited to the needs and preference of older workers. More specifically flexibility and development I-deals can help older workers stay m作者: nugatory 時間: 2025-3-29 15:46 作者: 背心 時間: 2025-3-29 22:07
Transient Creep in Rock Salt Structureda of policy makers and human resource managers. Empirical studies, however, do not provide consistent evidence for the relation between age and employability and between age and work-related formal and informal learning. While many studies find negative relationships, some other studies present pos作者: 都相信我的話 時間: 2025-3-30 01:47
https://doi.org/10.1007/978-3-642-84455-3hic shifts and their implications for organizational needs. Simply put, organizations need to retain older workers. Both because they want to keep the older workers’ knowledge “on board” and depend on older workers as the availability of younger workers declines. The chapter addresses the concept of作者: Gentry 時間: 2025-3-30 05:06 作者: fertilizer 時間: 2025-3-30 09:43
https://doi.org/10.1007/978-3-031-12251-4 on the psychological adjustment process for bridge employees. That is to say, few studies have attempted to understand the psychological mechanisms that predict adjustment to bridge employment, and there is scant theory to direct such efforts. The present chapter outlines and defines adjustment for作者: ETCH 時間: 2025-3-30 13:09 作者: SUE 時間: 2025-3-30 16:47
Karen Crespo Trive?o,Agustin Angel Bernabee practices of contemporary organizations to the benefit of both. It identifies key evidence-based principles to optimize the employee-employer relationship of aging workers to maintain their health, motivation and productivity. It lays out the most prominent future research avenues, as well as prac作者: RALES 時間: 2025-3-30 22:21
https://doi.org/10.1007/978-3-319-08007-9Age Climate; Age Diversity; Age Diversity and Age Climate in the Workplace; Aging Workers; Discriminatio作者: sorbitol 時間: 2025-3-31 03:02
978-3-319-37668-4Springer International Publishing Switzerland 2015作者: 粗野 時間: 2025-3-31 05:43 作者: MEAN 時間: 2025-3-31 10:05 作者: Intuitive 時間: 2025-3-31 13:54
Age Diversity and Age Climate in the Workplaceonal outcomes including its effect on the employment relationship are not yet fully understood. This chapter strives to provide a theoretical and empirical synopsis of relevant literature in this field. First, various theoretical frameworks are discussed to explain both positive and negative effects
