- Oxford Library Of Psychology
- Oxford Library of Psychology
- About the Editors
- Work and Aging: Introduction
- Global Aging and Aging Workers
- Workforce Demographics in the United States: Occupational Trends, Work Rates, and Retirement Projections in the United States
- The Aging of the Workforce in European Countries: Demographic Trends, Retirement Projections, and Retirement Policies
- The Changing Workforce Demographics in Asia Pacific: A Diversity of Work and Retirement Trends
- Aging Workforce Demographics in Canada: Occupational Trends, Work Rates, and Retirement Projections
- A Review of Aging Theories and Modern Work Perspectives
- Aging and Participation in Career Development Activities
- Studying the Aging Worker: Research Designs and Methodologies
- Defining Age and Using Age-Relevant Constructs
- The Aging Worker and Person–Environment Fit
- Physical Capabilities and Occupational Health of Older Workers
- The Aging Process and Cognitive Capabilities
- Aging, Personality, and Work Attitudes
- Job Performance and the Aging Worker
- Age Stereotypes and Workplace Age Discrimination: A Framework for Future Research
- Ending on the Scrap Heap?: The Experience of Job Loss and Job Search among Older Workers
- Aging Workers and Technology
- Workforce Planning with an Aging Workforce
- Recruiting/Hiring of Older Workers
- Retention Strategies and Older Workers
- Dynamic Learning: Discovering, Applying, and Updating Knowledge Faster than the Speed of Change
- The Training and Development of an Aging Workforce
- Job Design and Redesign for Older Workers
- Multiple Generations in the Workplace: Exploring the Research, Influence of Stereotypes, and Organizational Applications
- Career Planning for Mid- and Late-Career Workers
- Older Workers and Work–Family Issues
- Retirement Planning: New Context, Process, Language, and Players
- Retirement Dilemmas and Decisions
- Health and Fiscal and Psychological Well-Being in Retirement
- Aging Workers, Demographic Subgroups, and Differential Work and Retirement Opportunities
- Age-Based Laws, Rules, and Regulations in the United States
- The Fiscal Challenge of an Aging Population in the United States
- Entitlement Programs, Retirement-Related Policies, and Governmental Politics
- The Pros and Cons of Pro-Work Policies and Programs for Older Workers
- Advancing Research and Application in Work and Aging
Abstract and Keywords
From an organizational viewpoint, strategic career-development and succession-planning programs can help organizations keep valued employees, especially older ones, and reduce HR costs by developing existing workers rather than hiring new ones. They can also help organizations adapt more nimbly to changing circumstances by preserving accumulated expertise and experience while continuously refreshing skills.
Sven Voelpel, Jacobs University.
Anne Sauer, Jacobs University.
Torsten Biemann, Jacobs University.
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