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Article
Publication date: 4 November 2013

Cornelia Rauschenbach, Stefan Krumm, Markus Thielgen and Guido Hertel

The ongoing demographic changes in many industrialized countries affect managerial decisions in many ways, and require sound knowledge of systematic age differences in central…

6505

Abstract

Purpose

The ongoing demographic changes in many industrialized countries affect managerial decisions in many ways, and require sound knowledge of systematic age differences in central work-related variables. The current paper aims to address age differences in the experience of work-related stress. Based on life-span approaches, the authors focus on age differences in different components of the work-related stress process and meta-analyze existing empirical studies on the relationship between age and short-term indicators of work-related stress (i.e. irritation).

Design/methodology/approach

The authors conduct both a literature review and a meta-analysis of age and indicators of work-related stress.

Findings

The literature review revealed that age might affect several components of the stress process at work. However, as these effects are partly conflicting, they might nullify each other in the overall relation between age and stress. Indeed, the conducted meta-analysis showed no general correlation between age and irritation as a short-term indicator of work-related stress. Instead, this relationship was significantly moderated by type of occupation and gender.

Research limitations/implications

The meta-analytic results are limited to short-term indicators of stress. Based on both the literature review and the meta-analytical findings, the authors introduce a research agenda for future research, including a call for more thorough research on the whole work-stress process and the integration of life-span theories.

Practical implications

A more differentiated understanding of age differences in different stages of the stress process at work facilitates the implementation of age-differentiated stress prevention and intervention strategies.

Originality/value

This study is the first meta-analysis on the relationship between age and short-term consequences of work-related stress.

Details

Journal of Managerial Psychology, vol. 28 no. 7/8
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 28 June 2013

Stefan Krumm, Anna Grube and Guido Hertel

Established measures of work values were often developed without consideration of age‐related differences, and thus might not be sensitive for values that are only relevant for…

2008

Abstract

Purpose

Established measures of work values were often developed without consideration of age‐related differences, and thus might not be sensitive for values that are only relevant for specific subgroups (i.e. older workers). Therefore, the purpose of this paper is to introduce a new measure that reflects a broad range of different work values including those of special interest for older workers (generativity values). The Munster Work Value Measure (MWVM) covers 21 work values from five value clusters, and combines a rating and ranking version.

Design/methodology/approach

The theoretical concept of the MWVM integrates various approaches from work motivation research. Reliability and validity of the MWVM are examined in two studies (n=81, n=471) using confirmatory factor analysis and multidimensional unfolding as well as concurrent data of organizational citizenship behavior and age‐related differences in work values.

Findings

The assumed structure of the MWVM was largely supported in both studies and for both the ranking and the rating versions of the MWVM. Moreover, correlational data supported the external validity of the MWVM.

Research limitations/implications

Further validation research is desirable, together with benchmark data for specific subgroups (age, gender, occupations).

Practical implications

The MWVM qualifies as an efficient screening tool of motivational profiles and provides a basis for age‐sensitive human resource management.

Originality/value

The MWVM is the first measure that covers a broad range of work values including those of particular importance to older workers. The MWVM is available at the authors' web site.

Details

Journal of Managerial Psychology, vol. 28 no. 5
Type: Research Article
ISSN: 0268-3946

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Book part
Publication date: 16 July 2015

Martine Lappé and Hannah Landecker

This study analyzes the rise of genome instability in the life sciences and traces the problematic of instability as it relates to the sociology of health. Genome instability is…

Abstract

Purpose

This study analyzes the rise of genome instability in the life sciences and traces the problematic of instability as it relates to the sociology of health. Genome instability is the study of how genomes change and become variable between generations and within organisms over the life span. Genome instability reflects a significant departure from the Platonic genome imagined during the Human Genome Project. The aim of this chapter is to explain and analyze research on copy number variation and somatic mosaicism to consider the implications of these sciences for sociologists interested in genomics.

Methodology/approach

This chapter draws on two multi-sited ethnographies of contemporary biomedical science and literature in the sociology of health, science, and biomedicine to document a shift in thinking about the genome from fixed and universal to highly variable and influenced by time and context.

Findings

Genomic instability has become a framework for addressing how genomes change and become variable between generations and within organisms over the life span. Instability is a useful framework for analyzing changes in the life sciences in the post-genomic era.

Research implications

Genome instability requires life scientists to address how differences both within and between individuals articulate with shifting disease categories and classifications. For sociologists, these findings have implications for studies of identity, sociality, and clinical experience.

Originality/value

This is the first sociological analysis of genomic instability. It identifies practical and conceptual implications of genomic instability for life scientists and helps sociologists delineate new approaches to the study of genomics in the post-genomic era.

Details

Genetics, Health and Society
Type: Book
ISBN: 978-1-78350-581-4

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Article
Publication date: 8 March 2021

Manish Gupta, Yusuf Hassan, Jatin Pandey and Ankur Kushwaha

While prior studies have highlighted the brighter side of technology adoption in improving human resource (HR) functions, the dark side pertaining to the adoption of technology in…

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Abstract

Purpose

While prior studies have highlighted the brighter side of technology adoption in improving human resource (HR) functions, the dark side pertaining to the adoption of technology in people management within organizations has gone relatively unnoticed. The current study tries to demystify the dark side of electronic human resource management (e-HRM) by examining banking institutions in India which are believed to have undergone several transformations in recent years.

Design/methodology/approach

This study adopts an inductive qualitative approach to examine the research problem. In total, 53 semi-structured interviews were conducted with the employees of eight public sector banks in India. The interviews were transcribed. The analysis of the data was done using the thematic analysis technique.

Findings

The findings of the study suggest that there is a stratification of the workplace in banking institutions into digital natives and digital migrants. This social stratification is based on technology adoption and usage which has further created problems in the form of knowledge hiding and perceived workplace conflicts.

Practical implications

The findings of the current study have important theoretical and managerial implications. It not only extends the current scholarship on the transtheoretical model of change but it also has strong managerial implications as it highlights the need for the adoption of customized e-HRM training curriculums for the workforce based on their age, education, work experience and expertise.

Originality/value

Current research on the dark side of e-HRM is inadequate. Furthermore, the evolution of banking institutions from being a typical bureaucratic organization into a hybrid one has not been examined in the context of e-HRM.

Details

International Journal of Manpower, vol. 43 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

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