Working and ageing - Cedefop - Europa

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74 Working and ageing Guidance and counselling for mature learners Wittpoth specifically focused on the dyad between supervisors and subordinates possibly affecting workersʼ competence development and, subsequently, their employability. Based on relational demography theory, he assumed that the quality of LMX differs with age as a demographic characteristic. With social and organisational norms and career timetable theory in mind, he hypothesised that older workers with younger supervisors differ from other kinds of dyads on size and formality of their HRD portfolio, and on their employability. In both studies, the concept of employability was assessed with Van der Heijde and Van der Heijdenʼs (2006) ʻemployability instrumentʼ which has proved to have sound psychometric qualities (see also Van der Heijden et al., 2009). The instrument includes five scales measuring: (a) occupational expertise (15 items); (b) anticipation and optimisation (8 items); (c) personal flexibility (8 items); (d) corporate sense (7 items); (e) balance (9 items). To collect data on the concepts of motivation to learn, learning climate, and supervisor support, Breukers used previously validated scales; motivation to learn was measured by five items based on Nijman (2004); the learning organisation questionnaire developed by Marsick and Watkins (2003) was used to assess learning climate, while supervisor support was measured by means of 10 items from the learning climate questionnaire of Mikkelsen and Gronhaug (1999) concerning management relations and style. Ability to learn was measured by asking for the number of years in which additional training and courses were attended after completing initial education. Because job rotation is not intended as promotion, but as an opportunity to learn new tasks and thus develop new competences, this concept was measured by asking for changes in jobs within and between subsidiaries and without increase in salary. Cronbachʼs alpha of these scales ranged from 0.80 to 0.93, confirming their reliability. To gather data on participation in formal/informal HRD activities, Wittpoth also used scales that had already proved their reliability. Both size and average formality of respondentsʼ HRD portfolio were assessed by means of the formality scale developed by Horstink (2008). The number of training activities an employee participated in, out of seven HRD activities identified by Wognum and Bartlett (2002), was used to determine the size of the HRD portfolio. The formality of HRD portfolio was identified by calculating the mean average formality of all activities in which the employee participated.
CHAPTER 4 Individual and organisational predictors influencing ageing workersʼ employability 75 Cronbachʼs alpha per activity varied from 0.72 (for the HRD activity external course) to 0.45 (for new task or function), with an alpha of 0.34 for networking, which was probably due to a low percentage of respondents that had experienced this learning activity. 4.5.1. Main research findings Breukers Means and standard deviation for the variables under study Of the five dimensions of employability, occupational expertise (M=4.77; SD=0.51) and balance (M=4.37; SD=0.60) have a higher mean score, whereas anticipation and optimisation (M=3.93; SD=0.70) and corporate sense (M=4.01; SD=0.85) have a somewhat lower mean score, on a six-point scale running from, for instance, 1=not at all to 6=totally agree. The personal factor ʻmotivation to learnʼ was measured on a five-point scale running from 1=totally disagree to 5=totally agree and was scored with a mean score of 4.06 (SD=0.63). Learning climate was measured on a six-point scale from 1=never to 6=always and was scored with a mean score of 3.58 (SD=0.72), whereas support by supervisor obtained a high mean value (M=3.99; SD=0.68), which was measured on a five-point scale from 1=never true to 5=always true. Differences between age groups for the variables under study Because it is important to identify possible differences between age groups, respondents were divided into three age groups, young employees up to 40 years, middle-aged workers from 40 to 55 years, and older workers aged 55 years and older. This division is based on the Social and Cultural Planning Officeʼs (SCP) classification (Horstink, 2008), although the SCP classified young employees up to 35 years. Breukers decided to classify young employees in the age group up to 40 years due to a low percentage of young employees within the company under study. Statistical analyses were done to determine possible and significant differences between the discerned age groups and main results are presented below. First, significant differences between young (N=44), middle-aged (N=127) and older employees (N=54) were found for the variable ʻeducationʼ: younger employees were significantly better educated than their older colleagues. No significant differences were found between middle-aged and older employees. Significant differences were found between younger employees (N=20), middle-aged employees (N=55) and older employees (N=22) for ʻmotivation to learnʼ; younger employees (M=4.43) did not significantly differ from middleaged employees (M=4.08), but they did significantly differ from their older
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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CHAPTER 8 Policy, research and prac
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will need to be supported by struct
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ʻflexicurityʼ model is challenged
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different forms of retirement (2010
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8.8. Policy considerations CHAPTER
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9.1. Introduction CHAPTER 9 Changin
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CHAPTER 9 Changing patterns of guid
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their continuing learning and devel
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Table 9.4. Use of past work experie
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CHAPTER 10 Career development in la
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life, much will change. Cate and Jo
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CHAPTER 11 Maintaining senior emplo
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CHAPTER 13 A Swedish programme for
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CHAPTER 14 Realising the potential
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CONCLUSIONS Ageing Europe at work -
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EN Working and ageing Guidance and
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Working and ageing - Cedefop - Europa

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