Jelle Lössbroek

NIDI / RUG

Against the backdrop of aging populations and policies to extend working lives, this study advances prior research by examining how job satisfaction of older workers is associated with not only own, but also coworkers’ usage of 3 human resource (HR) policies: phasing out (i.e., lighter workload, additional leave, and semi-retirement), demotion, and...

OPEN ACCES This article analyses old-age discrimination in managers’ hypothetical hiring decisions. We expect that older job candidates are less likely to be hired than equally qualified younger candidates. Statistical discrimination theory argues that when recruiters have more information about the candidate’s skills, age is less important for hir...

'Iedereen krijgt de mogelijkheid om evenveel training te volgen, ongeacht de leeftijd van de werknemers. Maar hoe vaak ze daadwerkelijk training volgen, ligt bij hen.' Aan de andere kant van de tafel zit de besnorde hr-manager van een groot industrieel bedrijf. Hij erkent dat sommige technologische veranderingen erg veel vragen van zijn personeel,...

Despite its benefits for prolonging careers, participation in training is far lower among older employees (age 50+) than among younger employees. This study analyses gender differences in older employees’ training participation. To investigate the predictors of training intensity, we examine two forms of training: formal educational programmes and...

To cope with an increased proportion of older workers, organisations develop old-age adaptation policies. Two strategies underlie these policies: phasing out and activating. Although the existence of these strategies is widely recognised, the reasons for their presence have rarely been explored. We identify three arguments that explain the extent t...