Discuss about the Reliability and Validity Assessment System.
Even though there is an increase of some people who are sixty-five years and above who choose to stay in the workplace, only a few industries are taking the problem of ageing in the workplace seriously. According to the study done by (Gullette 2015), the number of persons who are sixty-five years and above is anticipated to multiply approximately to 1.45 billion that is 48% by 2030 globally. It is approximated that the number of people who are sixty-five years and above will increase to 92 million or one out of the persons in the world will be 65 years and above by the year 2060 (Bell & Blanchflower 2011, pp. 241-266). Since the obligatory retirement age that was drafted in 2011 in any work is sixty-five years, some old people want to stay and work, and the number has risen to over one million according to (Yen et al. 2009, pp. 38-44) study. The world’s inhabitants are becoming of age due to the decline in the rates of births, and the life expectancies are also increasing. Gullette (2015) in his study, states that the phenomenon seen in the world today is sometimes known as “The Demographic Time Bomb.” As the population in the world ages, the number of elderly individuals in the workplace also increases. Twenge (2010, pp. 201-210) mentioned that the Freedom to Work Act decreased the damaging effect that functioning at work past 65 years of age had advantages on the Social Security.
There were forty-three million employees at workplaces in the world who were more than 65 years old () in the year 2012 (Yen et al. 2009, pp. 38-44). The same year saw involvement rate of the individuals who are 65 years and above men in particular in labor force raise to 21.3% from 17.6% in 1990 and the participation rate of senior women increased to 13.4% from 8.4% in 1990 (Madge et al. 2009, pp. 141-155). The increasing number of older adults in the workforce brought about people of the different age groups in all kinds of industries or businesses. By 2076 the numbers of workers ranging from ages of 20 to 64 will decrease compared to the number of individuals who are the age of 65 and above (Bell & Blanchflower 2011, pp. 241-266). Twenge (2010, pp. 201-210) estimated that in 2013 the number of old working in various businesses was 25%. There are few types of research study about if the young are willing to work with old people in the same office. Therefore, this study will examine and investigate if young international students are eager to work with old people. The study will also bring the importance of age diversity in a workplace and how an organization can influence age diversity.
Many studies concentrate on the negative attitude the young international students have on the older employees in the current businesses. Other researchers investigate the impact of more former personnel on the workplaces and how they affect the production of the industries. This research, on the other hand, is going to investigate if the young international students and the older individuals from the age of 65 in the workforce and if the young are willing to share the same office with the persons of age. The research will also look at the impact on the businesses when the young international students are eager to work with old people.
The primary goal of the research is to find out if the young international students are willing to work with the older people in the same office.
Objectives of the study
Research questions
Research Objectives Hypothesis
H1. Ageing anxiety offers positive attitude of young international students towards senior workers.
H2. Ageing anxiety has negative impact on the attitudes of young international students towards senior workers.
H3. Contact quality has positive impact on the attitudes of young international students towards senior workers.
H4. Contact quality has negative effects on the attitudes of young international students towards senior workers.
H5. Stereotypes about older workers positively affect the young international students’ attitude to work with them.
H6. Stereotypes about older workers negatively affect the young international students’ attitude to work with them.
H7. Optimistic attitudes of young international students towards elderly workers positively affect their willingness to work with senior employees.
H8. Adverse attitudes of young international students towards elderly workers negatively affect their willingness to work with senior employees.
Ageism is prejudice, discrimination, and stereotyping touching individuals looking at their age (Powell 2010, pp. 654-658). Ageism has detrimental consequences on the older victims’ health, and it is an insidious and widespread practice. The victims who are affected with ageism are overlooked during job recruitment, stereotyped in media platforms, excluded in their societies, constrained from social activities, and they also suffer ageism marginalizes (Macdonald & Levy 2016, pp. 169-190). Most of the older people in the nation suffer ageism. However, the issue is less attended to, and many see it as normal behavior in the community, and it is not mostly fought like other prejudices like sexism and racism. The attitudes that lead to the marginalization of the elderly in the villages and business affect the organizations both positively and negatively.
The pervasiveness of the age discrimination should not be underestimated. However, the societies today still accept the act of judging people based on their age (Nelson 2016, pp. 191-198). Advertising companies mostly look for young and fresh individuals to run the adverts forgetting that there are also other old people who can participate in the activity correctly. Discrimination of old people can be accomplished, for example, a young manager who feels threatened by an experienced mature person can decide not to give the candidate the job due to the person’s age. Another way is that old people can be discriminated by being given light assignments yet they can perform the heavy work more than young people. Providing proofs of age discrimination is hard especially when recruiting people to work in a given business. Some employers might use the rules and regulations that state that elderly persons must retire at age 65. Ageism can be brought by unemployment in most of the countries.
King and Bryant (2017, pp. 124-151) Argues that most people in the business industry discriminate old persons because they think that the old as work for a long time so they can leave and let the young people also enjoy employment. Age discrimination is illegal in many countries in the world, for example in the United Kingdom the discrimination of old people was prohibited in training, recruitment and development in 2006 by “EC Directive on Equal Treatment in Employment and Occupation”. The regulation says that age at which a person can retire is 65, but anybody caught maltreating older individual will be prosecuted, and companies or business who involve in age discrimination will also suffer financial consequences and legal sanctions (Nelson 2016, pp. 191-198).
Stereotyping is making judgments and assumptions against a group of people without knowing their real characteristics and attitudes is the way a person feel of thing of something or somebody (Posthuma &Campion 2009, pp. 158-188). According to Ng and Feldman (2010, pp. 677-718) the age stereotypes in the workplace are attitudes and beliefs people have against the older persons in the workplace. Even though negative assumptions led to discrimination of older people, there are also beneficial stereotypes which can help human beings positively respond to things. Subtle and unconscious stereotypes contribute to people’s attitudes against an aged employee in a workplace. Researching the workplace stereotypes is broad. von Hippel, Kalokerinos and Henry(2013, p. 17) when performing a study of stereotypes used a meta-analysis of a 26 years old international student, books and business materials to provide some of the types of stereotypes that affect the relationship between the young and older employees in a particular business. The kinds of stereotypes are discussed below.
An example of a stereotype is that the young employees are more productive that aged workers whose performance is poor. Ng and Feldman (2010, pp. 677-718) found some findings that relates to the stereotypes. They found out that people in the workplaces look at the seniors as who have low ability to learn and therefore, they cannot adopt the conditions on companies quickly which means they are liabilities to the industries. von Hippel, Kalokerinos and Henry(2013, p. 17) also found out that the old people have deprived performance because they are weak and cannot do heavy tasks. Another assumption is that older people have a short life in the business industry so they should leave the industry to young generation to run. Some people assume the old people are resistant to change. Thus they cannot adapt with new technological advancements. Ng and Feldman (2010, pp. 677-718) discussed the physical health of the older people and stated that the study found out that young employees and employers think that the health of the old people can affect the businesses negatively. The study found out that there are assumptions aged people have less memory and can forget easily, less physical energy, and are less mentally alert. Attitudes and stereotypes affect the relationship between the young international students that the old workers.
Ageing anxiety can be defined as the incident where people lack knowledge about the process of ageing. The many stereotypes towards the aged people can lead to ageing anxiety, and they have been studied by looking at how the young are willing to work with the older people (Heaney, Phillips & Carroll 2010, pp. 201-208). Some theories deny the fact that at some point people will become fragile and die eventually at some period in life. (Prior & Sargent-Cox 2014, pp. 99-104) suggested the young workers could get treatment from the old persons because they represent loneliness, loss, and worsening health and beauty. (Brunton & Scott 2015) discussed that the young people who met the aged persons at work had less ageing anxiety that the young individuals who were in contact with the elderly at home (pp. 786-799). The students with less fading anxiety have better understanding and attitudes towards the elderly persons while those with more ageing anxiety have negative attitudes towards the older adults.
Beutel et al. (2010, pp. 32-39)reported that although young international students did not have more ageing fear, the issue is one of the significant factors to use to determine whether the students are willing to share the same office with old people at the workplace. Ageing anxiety also learns how the elders will be recruited in the job market. The study by (Brunton & Scott 2015) concludes that ageing anxiety has affected the students’ willingness to work with the elders in the offices and also influenced their attitudes and assumptions towards the old people.
Many studies have researched if a young student has contact with adults will affect their perceptions and attitudes towards the old people. Beutel et al. (2010, pp. 32-39) found out that intergenerational connection of high quality has an essential relationship with the positive assumptions towards the senior works. The factor looks at the older as more competent, highly adaptable to their work, and more social in the workplace environment. Ng and Feldman (2010, pp. 677-718) reported that there are relationships between attitudes and contact quality, but they do not affect contact frequency. Contact quality can predict whether the student is willing to work with the aged person or not. Contact quality affects the student’s willingness to work with the older people both positively and negatively.
The above themes contact quality and ageing anxiety both can determine whether a student can work with the older adults. Boswell (2012, pp. 733-741) reported the essential links between both attitudes and intentions in behavior against the ages people and contact quality. However, the themes did not connect the intentions and attitudes. The discussing was to train the business managers to understand the benefits of older workers in a company so that they can increase the number of aged employees in the industry. The older workers should work together with the young international students to provide experience to them. The young foreign workers should also accept to include the elderly employees in the industry and give them the help they need.
A research methodology is a plan that is drafted systematically to aid in conducting a study (Christensen and James 2008). There various types of methods to carry out researches that include quantitative and qualitative analysis, survey, secondary data, and observation methods (Neuman 2014).
The researcher will conduct part of the research by analysis internet sources. Google Scholar will be used to search for relevant materials on the internet. The researcher will search for the meaning of the critical words ageism, ageing anxiety, and other appropriate keywords in the study. Survey method will also be used during the research, and it will consist of two sections. The first step of the survey of the investigation will ask the fundamental questions which are demographic and relevant to the objectives of the study. The second step of the review will ask questions concerning young students’ interaction with old people at home and at work and the magnitude of the contact the participants have (Christensen and James 2008) in their study.
Ten undergraduate students will analyze the survey method proposed for the study to check if it valid and can generate accurate results. Data will be collected through a sampling of the participants in the study. The study will also include the interviews and questionnaires. All the methods to be used in the study will be verified by the ten undergraduate students to refine them so that they can produce quality results.
The sample will be searched from the ten students and random sampling proceder will be used to select the samples.
SPSS 19 will be used to screen descriptive statistics and data. In case of missing data the mean imputation method will be used to replace the missing information. Amos 22 will be used to test the models that will be proposed.
There are few studies about the willingness of young people working with older individuals, and also many businesses have not seen the issue as a problem in their various workplaces. Therefore, the study is vital in that it will help the business management to know the importance of age diversity in the workplace. The research will also help the industries know how to deal with the issue of ageing in the workplaces.
Few literature materials can help in the research hence; it will be difficult to generate enough literature to prove the research’s findings. The research also needs much time yet the time allocated for the project is limited. The funds to run the project are also another challenge when conducting the research
References List
Bell, D.N. and Blanchflower, D.G., (2011). Young people and the Great Recession. Oxford Review of Economic Policy, 27(2), pp.241-267.
Beutel, M.E., Glaesmer, H., Wiltink, J., Marian, H. and Brähler, E., (2010). Life satisfaction, anxiety, depression and resilience across the life span of men. The Aging Male, 13(1), pp.32-39.
Boswell, S.S., (2012). Predicting trainee ageism using knowledge, anxiety, compassion, and contact with older adults. Educational Gerontology, 38(11), pp.733-741.
Brunton, R.J. and Scott, G., (2015). Do we fear ageing? A multidimensional approach to ageing anxiety. Educational Gerontology, 41(11), pp.786-799.
Christensen, P. and James, A. eds., (2008). Research with children: Perspectives and practices. Routledge.
Gullette, M.M., (2015). Aged by culture. In Routledge handbook of cultural gerontology (pp. 43-50). Routledge.
Heaney, J.L., Phillips, A.C. and Carroll, D., (2010). Ageing, depression, anxiety, social support and the diurnal rhythm and awakening response of salivary cortisol. International Journal of Psychophysiology, 78(3), pp.201-208.
Hummert, M.L., (2011). Age stereotypes and aging. In Handbook of the Psychology of Aging (Seventh Edition) (pp. 249-262).
King, S.P. and Bryant, F.B., (2017). The Workplace Intergenerational Climate Scale (WICS): A self?report instrument measuring ageism in the workplace. Journal of Organizational behavior, 38(1), pp.124-151.
Macdonald, J.L. and Levy, S.R., (2016). Ageism in the workplace: The role of psychosocial factors in predicting job satisfaction, commitment, and engagement. Journal of Social Issues, 72(1), pp.169-190.
Madge, C., Meek, J., Wellens, J. and Hooley, T., (2009). Facebook, social integration and informal learning at university: ‘It is more for socializing and talking to friends about work than for actually doing work’. Learning, media and technology, 34(2), pp.141-155.
Nelson, T.D., (2016). The age of ageism. Journal of social issues, 72(1), pp.191-198.
Neuman, L.W., (2014). Social research methods. Pearson Education Limited.
Ng, T.W. and Feldman, D.C., (2010). The relationships of age with job attitudes: a meta analysis. Personnel Psychology, 63(3), pp.677-718.
Posthuma, R.A. and Campion, M.A., (2009). Age stereotypes in the workplace: Common stereotypes, moderators, and future research directions. Journal of management, 35(1), pp.158-188.
Powell, M., (2010). Ageism and abuse in the workplace: A new frontier. Journal of gerontological social work, 53(7), pp.654-658.
Prior, K. and Sargent-Cox, K.A., (2014). Students’ expectations of ageing: An evaluation of th impact of imagined intergenerational contact and the mediating role of ageing anxiety. Journal of Experimental Social Psychology, 55, pp.99-104.
Twenge, J.M., (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), pp.201-210.
von Hippel, C., Kalokerinos, E.K. and Henry, J.D., (2013). Stereotype threat among older employees: Relationship with job attitudes and turnover intentions. Psychology and aging, 28(1), p.17.
Yen, C.H., Liao, W.C., Chen, Y.R., Kao, M.C., Lee, M.C. and Wang, C.C., (2009). A Chinese version of Kogan’s attitude toward older people scale: reliability and validity assessment. International Journal of Nursing Studies, 46(1), pp.38-44.
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