The Palgrave Handbook of Age Diversity and Work

2. Auflage 2026
ISBN: 978-3-032-17387-4
Verlag: Springer Nature Switzerland AG

Buch, Englisch, 548 Seiten, Format (B × H): 155 mm x 235 mm

This handbook provides a comprehensive examination of age diversity at work. As with the previous edition, this fully updated and expanded resource remains unique in its coverage of multiple perspectives on this issue. It considers generational and ageing approaches to age diversity, and a variety of disciplinary perspectives.

This book contains contributions from leading scholars from across the world to discuss recent research findings about the nature and impact of age diversity, and how to manage this phenomenon. It contains both updated and entirely new chapters that reflect emerging research streams and contemporary issues related to age diversity and work, including menopause and work, flexible and hybrid working, post-COVID changes, sustainable work, workability approaches, third age entrepreneurship, and digitalisation and emerging technologies. It will be of great importance to scholars and students of HRM, diversity and inclusivity, organisation studies and sociology of work.

Zielgruppe

Research

Autoren/Hrsg.

Parry, Emma

McCarthy, Jean

Heraty, Noreen

Fachgebiete

• Sozialwissenschaften Soziologie | Soziale Arbeit Spezielle Soziologie Wirtschaftssoziologie, Arbeitssoziologie, Organisationssoziologie
• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management

Inhaltsverzeichnis

Chapter 1: Introduction.- Chapter 2: What is older at work Moving past chronological age.- Chapter 3: Toward an identity based approach for examining age in the workplace perspectives and implications.- Chapter 4: An integrative psychological perspective on successful ageing at work.- Chapter 5: Generational differences as a broken basis for management decision making is there a Covid Generation.- Chapter 6: Achieving healthy ageing at work the interplay of personal responsibility and workplace support.- Chapter 7: What builds bridge employment Agency and structure building blocks in mid and late career decisions.- Chapter 8: Understanding retirement processes the role of life histories.- Chapter 9: Work ability in the context of workforce ageing.- Chapter 10: Digital transformation and age in the workplace a challenge for employability in the mid and late career.- Chapter 11: Whats being said about Gen Z in the workplace and what should employers do about it.- Chapter 12: Young workers and precarious work tripartite responses to the achievement of stable employment.- Chapter 13: Ageist attitudes.- Chapter 14: Ageism at work the overlooked challenges for Gen Z and Millennials.- Chapter 15: Age discrimination at work.- Chapter 16: Extended working lives employment beyond age 65 and the increasing diversity of older workers.- Chapter 17: Gender age and labour market experiences.- Chapter 18: Exploring third age entrepreneurship insights into the profile and process of third age entrepreneurs.- Chapter 19: Designing an HRM system for managing a multi generational workforce challenges and opportunities.- Chapter 20: Career development over the life course an intersectional perspective of age and gender.- Chapter 21: Designing effective training for older workers.- Chapter 22: Age diversity in recruitment and selection a lifespan informed perspective on age management.- Chapter 23: Age diversity and leadership enacting and developing leadership for all ages.

Über Autor(innen)

Emma Parry is Professor of Human Resource Management and Director of the People, Skills and Leadership Theme at Cranfield School of Management, UK. Her work focuses on providing an evidence-based approach to examining the impact of the changing external context on managing people. She is particularly interested in the influence of technological advancement, workforce demographics and changing employee attitudes.

Jean McCarthy is an Associate Professor in Organisational Behaviour at the Kemmy Business School, University of Limerick, Ireland. Her research focuses on advancing inclusive and sustainable workplaces by examining the attitudes, behaviours, and organisational practices that support equity, engagement, and responsible leadership.

Noreen Heraty is Head of the Department of Work and Employment Studies at the Kemmy Business School, University of Limerick, Ireland. Her research interests focus on the dynamics of age and ageism in the workplace; work values; employment 'post-retirement', workplace learning and development, and cross-national HRM/D trends and issues.