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Cited by 36Retirement, Disability, and EmploymentGender Diversity and InequalityHuman Resource and Talent Management

Ageing employees and human resource management – evidence of gender-sensitivity?

Open access
Aaltio, Iiris, Maria Salminen, Hanna, Koponen, Sirpa·2014·Equality, Diversity and Inclusion: An International Journal
DOI 10.1108/edi-10-2011-0076
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Abstract

Purpose: – The purpose of this study is to identify the different research strands concerning studies related to human resource management (HRM) and ageing employees. More specifically, the paper analyses how age and gender are understood and conceptualized in these studies. Design/methodology/approach: – An integrative literature review concerning ageing employees and HRM with special reference to gender is the approach taken in this paper. Findings: – Recent studies relating to HRM and ageing employees were categorized and analysed. The paper concludes that there is a need for a more holistic understanding of the concept of age in studies related to ageing employees and HRM and also argues that the intersection of age and gender is under-researched in the field of HRM. Practical implications: – Based on literature review the paper outlined directions for how gender-neutral age management studies may be extended. A pluralist understanding of age and gender would help to understand the different needs and expectations that ageing employees may have in terms of HR practices and policies. Institutional practices and legislation can promote equality, but organizational contexts, both internal and external, should be scanned in order to recognize possible ageist or age-blind practices. Ageing women in particular have the burden of being recognized in terms of chronological stereotyped changes that might damage their work and career. Originality/value: – Research on ageing employees and HRM with special reference to gender is limited and therefore an integrative literature review is needed.

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Research works printed but not linked: 12

  1. [9]9. Beardwell, J. and Claydon, T. (2010). Human Resource Management. A Contemporary Approach. 6th Edition. Prentice Hall, Harlow.
  2. [10]10. Bengston, V.L. and Lowenstein, A. (Eds.) (2003), Global Ageing and Challenges to Families, De Gruyter, New York.
  3. [15]15. Calasanti, T.M. and Slevin, K.F. (2006), "Introduction. Age matters", in Calasanti, T.M. and Slevin, K.F. (Eds.), Age Matters. Realigning Feminist Thinking. Routledge, New York, pp. 1-17.
  4. [16]16. Casey, B., Metcalf, H. and Lakey, J. (1993), "Human Resource Strategies and the Third Age: Policies and Practices in the UK", in Taylor, P. et al. (Eds.), Age and Employment, IMP, London.
  5. [32]32. Leung, A.S.M. (2000), "Gender differences in Guanxi-behaviours: An examination of PRC state-owned enterprises", International Review of Women and Leadership, Vol. 6, No. 10, pp. 48-59.
  6. [35]35. McMullin, J.A. and Berger, E.D. (2006), "Gendered Ageism/Age(ed) Sexism. The Case of Unemployed Older Workers", in Calasanti, T.M. and Slevin, K.F. (Eds.), Age Matters. Realigning Feminist Thinking, Routledge, New York, 201-223.
  7. [38]38. Nishii, L. H. and Wright, P. M. (2008), "Variability within organisations: Implications for strategic human resource management". In D. B. Smith (Eds) The People Make the Place: Dynamic Linkages Between Individuals and Organisations. Taylor & Francis Group, New York.
  8. [41]41. Powell, J. L, and Hendricks, J. (2009) Theorising Aging Studies, Emerald Publishers: London.
  9. [42]42. Price, A. (2007), Human Resource Management in Business Context. 3rd Edition. International Thomson Business Press, London.
  10. [46]46. Sterns, H.L. and Doverspike, D. (1989), "Aging and the retraining and learning process in organizations", in Goldstein, I. and Katze, R. (Eds.) Training and Development in Work Organizations, Jossey-Bass, San Francisco, CA, pp. 299-332.
  11. [49]49. Torrington, D., Hall, L. and Taylor, S. (2011). Human Resource Management. 8th Edition. Harlow: Prentice Hall.
  12. [52]52. Walker, A. (2005), "The Emergence of Age Management in Europe", International Journal of Organisational Behaviour, Vol. 10, No.1, pp. 685-697.

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Authors
Aaltio, I., Maria Salminen, H., & Koponen, S.
Affiliations
University of Jyväskylä (FI)
Venue
Equality, Diversity and Inclusion: An International Journal
Publisher
Emerald
Published
2014-02-04
Volume
33
Issue
2
Pages
160-176
ISSN
2040-7149 (ISSN-L)
DOI
10.1108/edi-10-2011-0076
OpenAlex
W2022334098
Cited by
36
References
41
Citations by year
2026: 1 · 2025: 2 · 2024: 1 · 2022: 7 · 2021: 4 · 2020: 3 · 2019: 1 · 2018: 4 · 2017: 6 · 2016: 4 · 2015: 2 · 2014: 1
FWCI
11.96
Type
journal article
Language
en
Open access
Licence
www.emerald.com/insight/site-policies (tdm)
Locations
  • Equality Diversity and Inclusion An International Journal (publishedVersion)
  • Jyväskylä University Digital Archive (University of Jyväskylä) (submittedVersion)
Topics
  • Social Sciences › Demography › Retirement, Disability, and Employment
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
Keywords
human resource management, gender, ageism, age management, gender stereotypes, older women, HR policies and practices

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