| dc.contributor.author | Wilks, Daniela C. | |
| dc.contributor.author | Monteiro de Oliveira, Antonio | |
| dc.date.accessioned | 2026-03-19T11:41:43Z | |
| dc.date.available | 2026-03-19T11:41:43Z | |
| dc.date.issued | 2014 | |
| dc.description.abstract | long been well recognised. Among these factors, gender and age are the most salient individual characteristics in terms of demographic and social identity. Moreover, both gender and age are constructs rooted in social contexts, culturally defined and subject to social changes. The workforce is aging and the employment rate of workers aged between 55 and 64 continues to expand in Europe (Eurostat, 2014) and similar trends have been reported in other countries (e.g., Armstrong- Stassen & Ursel, 2009). Although in the past employment rates were lower among women, this pattern has been changing and there is a noticeable increase in the proportion of women in employment. However, in spite of directives to ban discrimination on the grounds of individual characteristics and to promote equality opportunity (e.g., European Court of Human Rights, 2010), surveys indicate that age and gender discrimination are seen to be worsen in most Europeans countries (Ayalon, 2013). A substantial body of research also reports age discrimination in the workplace (e.g., Heilman & Eagly, 2008; Posthuma & Campion, 2009). Beliefs and attitudes towards employees impact on all Human Resources (hr) practices. Although few job advertisements nowadays specify age limits, preferences for a certain age group affect the decision as to which group is chosen for selection or redundancy. Moreover, various studies indicate that older employees (i.e., 50 years old and above) receive lower job performance ratings than their younger colleagues (see Jyrkinen & Mckie, 2012; Snape & Redman, 2003), although other studies show a more complex picture (Loretto & White, 2006). | por |
| dc.identifier.citation | Wilks, Daniela & Oliveira, António de (2014), ADDING GENDER TO THE AGE FACTOR. Rakowska, A., & Babnik, K. (Eds.). (2014). Human Resources Management Challenges: Learning & Development (pp. 177-187). ToKnowPress, Bangkok - Celje - Lublin. ISBN 978-83-65020-02-4. | |
| dc.identifier.isbn | 978-83-65020-02-4 | |
| dc.identifier.uri | http://hdl.handle.net/10400.22/32152 | |
| dc.language.iso | eng | |
| dc.peerreviewed | n/a | |
| dc.publisher | ToKnowPress | |
| dc.rights.uri | http://creativecommons.org/licenses/by/4.0/ | |
| dc.subject | Age factor | |
| dc.title | Adding Gender to the Age Factor | por |
| dc.type | text | |
| dspace.entity.type | Publication | |
| oaire.citation.endPage | 187 | |
| oaire.citation.startPage | 177 | |
| oaire.citation.title | Human Resources Management Challenges: Learning & Development | |
| oaire.version | http://purl.org/coar/version/c_970fb48d4fbd8a85 | |
| person.familyName | Monteiro de Oliveira | |
| person.givenName | Antonio | |
| person.identifier.ciencia-id | 5713-1702-794A | |
| person.identifier.orcid | 0000-0002-1358-846X | |
| person.identifier.scopus-author-id | 57205754969 | |
| relation.isAuthorOfPublication | f1587866-43b1-4a0b-9695-33778d3e6be4 | |
| relation.isAuthorOfPublication.latestForDiscovery | f1587866-43b1-4a0b-9695-33778d3e6be4 |
