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Role ambiguity: Older workers in the demographic transition

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Abstract

This paper presents recent empirical evidence to support the argument that policies designed to increase workforce participation of older workers have been unsuccessful because they have not recognized the contradictory attitudes towards older workers of employers, government, and older workers themselves. Qualitative and quantitative research with Australian employers, employees, and older job seekers were used to test two hypotheses, about the low success rate of mature-aged job seekers and about the worth of older workers with regards to the work-related attributes required in the new world of work. It was concluded that currently employed older workers are valued for their task- and organization-specific skills which, however, count for little when competing for a new job. The paper concludes by suggesting that a radical change in attitudes towards the training and trainability of older workers is required of all parties. A strong emphasis on training should be a cornerstone of policies aimed at increasing mature-aged workforce participation, which will be increasingly essential in coming decades.

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  1. School of Psychology, University of South Australia, St Bernards Rd, 5072, Magill, SA, Australia

    Rob Ranzijn Ph.D. (senior lecturer in psychology and past president of the Australian Association of Gerontology (SA/NT Division)

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  1. Rob Ranzijn Ph.D.
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Correspondence to Rob Ranzijn Ph.D..

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His publications in social gerontology include papers on well-being, productive aging, mature aged employment, retirement, fear of crime, and indigenous aging.

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Ranzijn, R. Role ambiguity: Older workers in the demographic transition. Ageing Int. 29, 281–307 (2004). https://doi.org/10.1007/s12126-996-1003-9

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