his article has two speciÂ® c purposes. The Â® rst is to report some of the qualitative findings from our recent investigation of UK employersâ policies, practices and 1 attitudes towards older workers. The data were derived from semi-structured interviews with managers in 85 public and private sector organisations and are used here to construct an initial model of the key dimensions of employersâ orientations towards older workers. Our second purpose is to discuss the main factors that determine an organisationâs orientation towards this group. In attempting to conceptualise approaches to the employment of older workers, we have drawn on recent developments in organisational change theory (Laughlin, 1991) and research which has examined employersâ labour use strategies (Hunter et al, 1993). We start with a brief overview of the Â¯ uctuating fortunes of older people in the UK labour market and public policy, and recent research which has examined employersâ policies, attitudes and practices. Since the 1950s there has been a dramatic fall in the proportion of economically active men aged 55 and over in the UK, a process which accelerated in the 1970s and 1980s and resulted in just over three-quarters aged 55-59, half aged 60-64 and
Human Resource Management Journal – Wiley
Published: Jul 1, 1998
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