Working and ageing - Cedefop - Europa

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86 Working and ageing Guidance and counselling for mature learners Horstink, M. (2008). Leiden informele vormen van opleiden in het MKB (bij jong en oud) tot medewerkers die betrokken zijn? [Do informal learning practices for young and older employees in SMEʼs lead to a committed workforce?]. Enschede: University of Twente (Master thesis). Kooij, D. (2010). Motivating older workers. A lifespan perspective on the role of perceived HR practices. Amsterdam: VU University (Doctoral thesis). Köroğlu, B. (2008). Meten en verbeteren van opleidingseffecten [Measuring and improving HRD effects]. Enschede: University of Twente (Master thesis). Klomp, W. (2010). HRD Praktijken bij Koninklijke Talens. Onderzoek naar de samenhang tussen leeractiviteiten, ontwikkelbeleid en organisatie - betrokkenheid [HRD practices at Royal Talens. Study into the relation between learning practices, development policy, and organisational commitment]. Enschede: University of Twente (Bachelor thesis). Lange, B. (2010). Securing lifelong learning: a multiperspective approach to enhancing learning motivation of older employees. Enschede: University of Twente (Master thesis). Lawrence, B.S. (1988). New wrinkles in the theory of age: demography, norms, and performance ratings. Academy of management journal, Vol. 31, No 2, p. 309-337. Liao, W.C.; Tai, W.T. (2006). Organizational justice, motivation to learn and training outcomes. Social behavior and personality, Vol. 34, No 5, p. 545-556. Liden, R.C. et al. (1997). Leader-member exchange theory: the past and potential for the future. Research in personnel and human resources management, Vol. 15, p. 47-119. Madsen, P.K. (1999). Denmark: flexibility, security and labour market success. Geneva: ILO – International Labour Office (Employment and training papers; No 53). Malcolm, J. et al. (2003). The interrelationships between informal and formal learning. Journal of workplace learning, Vol. 15, No 7/8, p. 313-318. Manpower (2007). The new agenda for an older workforce. Milwaukee, WI: Manpower. Marsick, V.J.; Watkins, E. (2003). Demonstrating the value of an organizationʼs learning culture: the dimensions of the learning organization questionnaire. Advances in developing human resources, Vol. 5, No 2, p. 132-151.
CHAPTER 4 Individual and organisational predictors influencing ageing workersʼ employability 87 Maurer, T.J. (2001). Career-relevant learning and development, worker age, and beliefs about self-efficacy for development. Journal of management, Vol. 27, No 2, p. 123-140. Maurer, T.J. et al. (2003). A model of involvement in work-related learning and development activity: the effects of individual, situational, motivational, and age variables. Journal of applied psychology, Vol. 88, No 4, p. 707-724. Mikkelsen, A.; Gronhaug, K. (1999). Measuring organizational learning climate: a cross-National replication and instrument validation study among public sector employees. Review of public personnel administration, Vol. 19, No 4, p. 31-44. Nijman, D-J.J.M. (2004). Supporting transfer of training: effects of the supervisor. Enschede: University of Twente. Noe, R.A.; Wilk, S.L. (1993). Investigation of the factors that influence employeesʼ participation in development activities. Journal of applied psychology, Vol. 78, Issue 2, p. 291-302. Oosterbeek, H. (1998). Unravelling supply and demand factors in workrelated training. Oxford economic papers, Vol. 50, Issue 2, p. 266-283. Rhebergen, B.; Wognum, A.A.M. (1997). Supporting the career development of older employees: an HRD study in a Dutch company. International journal of training and development, Vol 1, No 3, p. 191-198. Riordan, C.M.; Shore, L.M. (1997). Demographic diversity and employee attitudes: an empirical examination of relational demography within work units. Journal of applied psychology, Vol. 82, Issue 3, p. 342-358. Rousseau, D.M. (1995). Psychological contracts in organizations: understanding written and unwritten agreements. Thousand Oaks, CA: Sage. Rump, J. (2008). Lebensphasenorientierte Personalpolitik: Strategie für die Zukunft, ein Leitfaden für Unternehmen zur Bindung und Gewinnung von Mitarbeitern [Life phase-oriented personnel policy: strategy for the future, a guide for companies to retain and recovery of employees]. Mainz 2008. Shore, L.M. et al. (2003). Work attitudes and decisions as a function of manager and employee age. Journal of applied psychology, Vol. 99, No 3, p. 529-537. Sopranos, K. (1999). Itʼs the age of the younger boss: Sparks may fly when older workers are asked to report to a younger supervisor. Chicago Tribune, 24.1.1999.
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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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CHAPTER 2 Do European employers sup
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28 Working and ageing Guidance and
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CHAPTER 7 Learning, work and later
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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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