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This Handbook incorporates a variety of disciplines and approaches in order to provide a comprehensive and authoritative examination of the issues that result from increasing age diversity at work. Despite interest in this area exploding over the past few years amongst academics, practitioners and policy makers, the analysis of age diversity has remained primarily within disciplinary ‘silos’ such as Psychology or Sociology with a focus on ageing or generational differences, rather than a combination of approaches to understanding age diversity. Unique in its coverage of multiple perspectives, it considers not only generational and ageing perspectives to age diversity, but also highlights the importance of context in driving both the impact and response to this issue. The Palgrave Handbook of Age Diversity and Work includes contributions from leading scholars in age and generational diversity from across the world, discussing cutting-edge research findings about the nature and impact of age diversity and presenting approaches to managing this phenomenon. .

Business. --- Management. --- Organization. --- Planning. --- Personnel management. --- Industrial sociology. --- Business and Management. --- Human Resource Management. --- Sociology of Work. --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Organisation --- Administration --- Trade --- Personnel management --- Sociology --- Industrial organization --- Industries --- Management --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Creation (Literary, artistic, etc.) --- Executive ability --- Organization --- Industrial relations --- Economics --- Commerce --- Industrial management --- Social aspects

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Conflict of generations in the workplace --- Diversity in the workplace --- Intergenerational relations --- Older people --- Youth --- Management --- Management --- Employment --- Employment

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Demonstrating how impact can be created and derived from doctoral programmes, this book focuses on their influence on academic knowledge, policy and practice. Significantly it highlights the crucial impact of these programmes on the individual and the enduring consequences of this.

Management --- Management --- Business education --- Study and teaching (Graduate) --- Research. --- Evaluation.

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This handbook is currently in development, with individual articles publishing online in advance of print publication. At this time, we cannot add information about unpublished articles in this handbook, however the table of contents will continue to grow as additional articles pass through the review process and are added to the site. Please note that the online publication date for this handbook is the date that the first article in the title was published online.

Personnel management. --- Context effects (Psychology) --- Associations, Contextual (Psychology) --- Context (Psychology) --- Contexts (Psychology) --- Contextual associations (Psychology) --- Contextualism (Psychology) --- Effects, Context (Psychology) --- Psychology --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Management --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Personnel management

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Employers all over the world are engaged with implementing human resource management (HRM) policies in order to encourage and facilitate longer working lives for an aging workforce. While there has been some scholarly investigation into workplaces challenges and changes in both Europe and North America, there has been less engagement with the significant challenges facing Asian businesses and little assessment of the common themes and regional differences. Managing the Ageing Workforce in the East and the West brings together HRM specialists from both Eastern and Western perspectives in a unique collaboration. Each chapter explores the universal relevance of human resource interventions into extending working life, including phased retirement, healthy work environments and lifelong learning. The book assesses issues of implementation in differing cultural, intergenerational, institutional and family contexts. Rooted in a cross-cultural approach, the authors draw on a range of data from different geographic workforce contexts in order to identify over 150 variables relating to specific types of careers, including job content, employer policies, human capital, retirement plans, and quality of life expectations. Central to the study is measuring the complex relationship between individual workers' work and retirement expectations in relation to the differences in employer practices in the West and the East.The book will be essential reading for students and scholars of HRM and organizational studies, as well as human resource professionals, employers and chief executives, and employment and business consultants.

Older people --- Employment. --- Older unemployed --- Age and employment --- Management --- Employment --- E-books --- Administration --- Industrial relations --- Organization --- Employment and age --- Employment (Economic theory) --- Ability, Influence of age on --- Child labor --- Post-retirement employment --- Age and employment. --- Management. --- BUSINESS & ECONOMICS --- POLITICAL SCIENCE --- Labor. --- Labor & Industrial Relations. --- Personnel management. --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Personnel management