School of Social and Political Sciences - Research Publications

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    Everyday discrimination in the Australian workplace: Assessing its prevalence and age and gender differences
    Taylor, P ; McLoughlin, C ; Earl, C (WILEY, 2018-12)
    OBJECTIVE: This study aimed to increase understanding of the nature and prevalence of discriminatory experiences in the workplace, focusing on issues of age and gender. METHODS: The concept of everyday discrimination was operationalised in a survey of a representative sample of Australian workers. RESULTS: It was observed that overall, experiences of everyday discrimination were rare. Among men, such experiences declined with age, whereas for women almost no age differences were observed. CONCLUSION: It is argued that the nature of labour market age barriers has been misunderstood and the extent of discrimination faced by older workers possibly overstated.
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    "Regardless of Age": Australian University Managers' Attitudes and Practices Towards Older Academics
    Earl, C ; Taylor, P ; Cannizzo, F ; Truxillo, D (OXFORD UNIV PRESS, 2018-07)
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    Population ageing in a globalizing labour market: Implications for older workers
    Taylor, P ; Jorgensen, B ; Watson, E (Informa UK Limited, 2010-07-01)
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    Walking to wellness in an ageing sedentary university community: Design, method and protocol
    Mackey, MG ; Bohle, P ; Taylor, P ; Di Biase, T ; McLoughlin, C ; Purnell, K (ELSEVIER SCIENCE INC, 2011-03)
    BACKGROUND: Older workers are less physically active and have a higher rate and cost of injury than younger workers and so have reduced work-ability. Concurrently, sedentary behaviour in the workplace, in transport and in the home is increasing and has harmful health effects. Walking is a familiar, convenient, and free form of health-enhancing physical activity that can be integrated into working life and sustained into older age however workplace walking programs targeted at older workers have not been evaluated. PURPOSE: We designed a randomised-controlled trial to evaluate the impact of a phased individually-tailored 10-week walking program on work-day steps, health status and work-ability of employees at an Australian university with an ageing sedentary workforce. METHODS: A convenience sample of 154 academic and administrative employees aged 45-70 years will be recruited and randomly allocated to either an experimental (walking) group or control (maintain usual activity) group. Participants will be provided with a pedometer and complete measures for step count, % body fat, waist circumference, blood pressure, self-reported physical activity, psychological wellbeing and work-ability, at baseline and end-intervention. 'Walkers' will select approaches tailored to their individual preference, psychological characteristics or life circumstances. Two distinct intervention phases will target adoption (weeks 2-5) and adherence (weeks 7-12) using 'Stages of Behaviour Change' principles. An ANOVA will test for effect of treatment on outcome with the baseline value entered as a covariate. DISCUSSION: This study will test whether tailoring worksite walking is an effective means of promoting health-enhancing physical activity in ageing sedentary workers.
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    Older workers and organizational change: corporate memory versus potentiality
    Taylor, P ; Brooke, L ; McLoughlin, C ; Di Biase, T ; Shultz, K (EMERALD GROUP PUBLISHING LIMITED, 2010)
    Purpose Drawing on the recent work of Sennett and others who considered the position of older workers in dynamic economies subject to rapid change, this paper aims to examine the perceived fit between employees of different ages and their employing organizations in four Australian workplaces. Design/methodology/approach Analysis of qualitative data, collected among workers and managers in four Australian organizations, was performed. Findings Results suggests that potentiality tended to be prized as an asset over corporate memory. While managers were frequently paternalistic towards their older employees, ageing human capital was often devalued as managers tried to balance operational budgets and organizations sought to remain responsive to changing market demands. Originality/value The paper discusses the implications for the prolongation of working lives.
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    Everyday discrimination in the workplace, job satisfaction and psychological wellbeing: age differences and moderating variables
    Taylor, P ; Mcloughlin, C ; Meyer, D ; Brooke, E (CAMBRIDGE UNIV PRESS, 2013-10)
    ABSTRACT In this article we explore the importance of ‘everyday discrimination’ and other psycho-social variables for psychological wellbeing, considering differences according to age, gender and socio-economic position. Using employee survey data collected within Australian organisations we explore a statistically reliable model of the relationship between aspects of the psycho-social work environment, psychological wellbeing and job satisfaction. The employee survey was carried out in two phases during mid-2007 and mid-2008 in a national university, two international freight terminals of a large international airline, a national manufacturing company and the roadside assistance division of a motoring organisation. Structural Equation Modelling was used to configure a model including psycho-social factors: respect, support, training, job insecurity and personally meaningful work. Everyday discrimination and consultation with supervisor were considered in terms of their direct effect on psychological wellbeing and job satisfaction and their indirect effect via the psycho-social factors enumerated above. Importantly, this generalised model attempts to describe the interrelations of these factors effectively for various age groups, gender and socio-economic position. We identify age, gender and socio-economic differences in the strength and relative importance of these relationships. A further validation study with an independent sample will be required to verify the model proposed in this article. The implications for the design of workplace interventions concerned with age discrimination are discussed.
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    Managing older workers during a period of tight labour supply
    Taylor, P ; McLoughlin, C ; Brooke, E ; Di Biase, T ; Steinberg, M (CAMBRIDGE UNIV PRESS, 2013-01)
    ABSTRACT This article reports on a recent survey of employer attitudes and policies towards older workers in Australia at a time of sustained economic growth and ongoing concerns about labour shortages. Findings from a survey of 590 employers with more than 50 employees in the State of Queensland point to an unusually strong orientation towards the recruitment of older workers among respondents, although the retraining of older workers is not prioritised by the majority. The issue of workforce ageing is viewed as being of medium-term importance by the majority of respondents, although for a substantial number the issue is of immediate concern. Both sector and organisation size are predictive of the application of a broad range of policies targeting older workers, with public-sector and larger organisations more likely to be active. Concerns about workforce ageing and labour supply are predictive of employer behaviours regarding older workers, suggesting that sustained policy making may be emerging in response to population ageing over and above more immediate concerns about labour shortages and that this broad thrust of organisational policy making may be immune to the point in the economic cycle. This study found no evidence that the flexible firm will not countenance an ageing workforce.
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    Managing the working body: active ageing and limits to the 'flexible' firm
    Brooke, E ; Taylor, P ; McLoughlin, C ; Di Biase, T (CAMBRIDGE UNIV PRESS, 2013-11)
    ABSTRACT Workforce ageing is considered in the context of four Australian employing organisations which are each in the process of change. In these organisations, perceptions regarding the relationship between the declining body and productivity led to a depreciation of the value of older workers and their consignment to less productive edges of organisations. While this was viewed as benefiting older workers, it was also acknowledged that workforce ageing will place severe constraints on the use of such practices, already regarded with suspicion by operational managers responsible for cost containment. Policies which aim to restrain biological and psychological decline, by supporting individual functional capacity and health, workplace design and ergonomics and developing the work community are advocated.
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    Australian employer usage of the practice of offering reduced working hours to workers close to retirement: Extent and determinants
    Taylor, P ; Earl, C ; McLoughlin, C (WILEY, 2016-06)
    AIM: This study aimed to determine factors associated with the implementation by employers of the practice of offering reduced working hours for workers nearing retirement. METHODS: Data came from a survey of 2000 employers of more than 50 employees each (30% response rate). RESULTS: A minority (33%) of employers offered reduced working hours to older workers nearing retirement. Factors associated with offering reduced working hours were: expecting workforce ageing to cause a loss of staff to retirement; being a large employer; being a public/not-for-profit sector employer; not experiencing difficulties recruiting labourers; having a larger proportion of workers aged over 50; experiencing national competition for labour; not experiencing difficulties recruiting machinery operators/drivers; not expecting workforce ageing to increase workplace injuries; and experiencing difficulties with the quality of candidates. CONCLUSION: A minority of employers were found to offer reduced working hours to those nearing retirement. Factors associated with their propensity to do so included industry sector, size of employer, concerns about labour supply and the effects of workforce ageing.