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dc.contributor.authorAaltio, Iiris
dc.contributor.authorSalminen, Hanna Maria
dc.contributor.authorKoponen, Sirpa
dc.date.accessioned2014-06-17T12:38:12Z
dc.date.available2014-06-17T12:38:12Z
dc.date.issued2014
dc.identifier.citationAaltio, I., Salminen, H. M., & Koponen, S. (2014). Ageing employees and human resource management – evidence of gender-sensitivity?. <i>Equality, Diversity and Inclusion: An International Journal</i>, <i>33</i>(2), 160-176. <a href="https://doi.org/10.1108/EDI-10-2011-0076" target="_blank">https://doi.org/10.1108/EDI-10-2011-0076</a>
dc.identifier.otherCONVID_23639290
dc.identifier.otherTUTKAID_61625
dc.identifier.urihttps://jyx.jyu.fi/handle/123456789/43755
dc.description.abstractPurpose. The purpose of this study is to identify the different research strands concerning studies related to human resource management (HRM) and ageing employees. More specifically, the paper analyses how age and gender are understood and conceptualized in these studies. Design/methodology/approach. An integrative literature review concerning ageing employees and HRM with special reference to gender is the approach taken in this paper. Findings. Recent studies relating to HRM and ageing employees were categorized and analysed. The paper concludes that there is a need for a more holistic understanding of the concept of age in studies related to ageing employees and HRM and also argues that the intersection of age and gender is under-researched in the field of HRM. Practical implications. Based on literature review the paper outlined directions for how gender-neutral age management studies may be extended. A pluralist understanding of age and gender would help to understand the different needs and expectations that ageing employees may have in terms of HR practices and policies. Institutional practices and legislation can promote equality, but organizational contexts, both internal and external, should be scanned in order to recognize possible ageist or age-blind practices. Ageing women in particular have the burden of being recognized in terms of chronological stereotyped changes that might damage their work and career. Originality/value. Research on ageing employees and HRM with special reference to gender is limited and therefore an integrative literature review is needed.fi
dc.language.isoeng
dc.publisherEmerald Group Publishing Ltd.
dc.relation.ispartofseriesEquality, Diversity and Inclusion: An International Journal
dc.relation.urihttp://www.emeraldinsight.com/journals.htm?issn=2040-7149&volume=33&issue=2&articleid=17103622&show=html
dc.subject.otheremployee
dc.titleAgeing employees and human resource management – evidence of gender-sensitivity?
dc.typearticle
dc.identifier.urnURN:NBN:fi:jyu-201406051938
dc.contributor.laitosKauppakorkeakoulufi
dc.contributor.laitosSchool of Business and Economicsen
dc.contributor.oppiaineAvance johtamiskoulutusfi
dc.contributor.oppiaineBasic or discovery scholarshipfi
dc.contributor.oppiaineJohtaminenfi
dc.contributor.oppiaineAvance EMBAen
dc.contributor.oppiaineBasic or discovery scholarshipen
dc.contributor.oppiaineManagement and Leadershipen
dc.type.urihttp://purl.org/eprint/type/JournalArticle
dc.date.updated2014-06-05T03:30:04Z
dc.type.coarhttp://purl.org/coar/resource_type/c_2df8fbb1
dc.description.reviewstatuspeerReviewed
dc.format.pagerange160-176
dc.relation.issn2040-7149
dc.relation.numberinseries2
dc.relation.volume33
dc.type.versionacceptedVersion
dc.rights.copyright© Emerald Group Publishing Limited. This is a final draft version of an article whose final and definitive form has been published by Emerald.
dc.rights.accesslevelopenAccessfi
dc.subject.ysosukupuoli
dc.subject.ysoikä
dc.subject.ysotyöntekijät
dc.subject.ysohenkilöstöhallinto
dc.subject.ysohenkilöstöjohtaminen
jyx.subject.urihttp://www.yso.fi/onto/yso/p5291
jyx.subject.urihttp://www.yso.fi/onto/yso/p1229
jyx.subject.urihttp://www.yso.fi/onto/yso/p1075
jyx.subject.urihttp://www.yso.fi/onto/yso/p301
jyx.subject.urihttp://www.yso.fi/onto/yso/p12871
dc.relation.doi10.1108/EDI-10-2011-0076
dc.type.okmA1


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