Titlebook: Current and Emerging Trends in Aging and Work; Sara J. Czaja,Joseph Sharit,Jacquelyn B. James Book 2020 Springer Nature Switzerland AG 202

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Work Motivation and Employment Goals in Later Adulthoodade between determinants of motivation at work (job engagement) and motivational factors and processes that contribute to employment decision-making (to continue to work, to retire, to seek post-retirement work). Organizational strategies to enhance motivation at work and future research directions are discussed.

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Population Aging, Age Discrimination, and Age Discrimination Protections at?the 50th Anniversary of ct and state-level age discrimination laws prevent age discrimination is discussed. In summary, current evidence indicates that age discrimination exists, but more so for older women. While evidence suggests that age discrimination laws may help, they cannot resolve the challenges imposed by population aging, especially for older women.

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https://doi.org/10.1007/978-3-663-07544-8is discussed is the aging and increased diversity of the workforce. According to recent data from the U.S. Census, by 2050 about 19% of the workforce will be aged 65 or older—a 75% growth of the number of workers in this age group as compared to a 2% growth in individuals aged 25–54?years. The entir

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Horst Wenzel,Gottfried Heinrichme time, the global workforce is aging. The purpose of this chapter is to discuss the confluence of these two factors—the aging labor force and the automation of job tasks. In particular, we describe the types of jobs that are likely to be available in the twenty-first century and how these jobs wil

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Horst Wenzel,Gottfried Heinrichthe age-diverse workforce and facilitate the maintenance of both younger and older workers’ collective job performance. In this chapter, we propose an HRM perspective to examine how organizations can leverage an aging workforce and age diversity to achieve strategic goals. Specifically, we describe

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