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Integrating the German and US perspective on organizational practices for later-life work: The Later Life Work Index

Publikation: Beiträge in Sammelwerken › Aufsätze in Sammelwerken › Forschung › begutachtet

Standard

Integrating the German and US perspective on organizational practices for later-life work: The Later Life Work Index. / Wilckens, Max Reinhard; Wöhrmann, Anne Marit; Adams, Caitlin et al.
Current and emerging trends in aging and work. Hrsg. / Sara J. Czaja; Joseph Sharit; Jacquelyn B. James. 1. Aufl. Cham: Springer Nature AG, 2020. S. 59-79.

Publikation: Beiträge in Sammelwerken › Aufsätze in Sammelwerken › Forschung › begutachtet

Harvard

Wilckens, MR, Wöhrmann, AM, Adams, C, Deller, J & Finkelstein, R 2020, Integrating the German and US perspective on organizational practices for later-life work: The Later Life Work Index. in SJ Czaja, J Sharit & JB James (Hrsg.), Current and emerging trends in aging and work. 1. Aufl., Springer Nature AG, Cham, S. 59-79. https://doi.org/10.1007/978-3-030-24135-3_4

APA

Wilckens, M. R., Wöhrmann, A. M., Adams, C., Deller, J., & Finkelstein, R. (2020). Integrating the German and US perspective on organizational practices for later-life work: The Later Life Work Index. In S. J. Czaja, J. Sharit, & J. B. James (Hrsg.), Current and emerging trends in aging and work (1. Aufl., S. 59-79). Springer Nature AG. https://doi.org/10.1007/978-3-030-24135-3_4

Vancouver

Wilckens MR, Wöhrmann AM, Adams C, Deller J, Finkelstein R. Integrating the German and US perspective on organizational practices for later-life work: The Later Life Work Index. in Czaja SJ, Sharit J, James JB, Hrsg., Current and emerging trends in aging and work. 1. Aufl. Cham: Springer Nature AG. 2020. S. 59-79 doi: 10.1007/978-3-030-24135-3_4

Bibtex

@inbook{6f4fab15e6574876946291fe8f8eee3d,
title = "Integrating the German and US perspective on organizational practices for later-life work: The Later Life Work Index",
abstract = "Later life work is on the rise in most developed countries and organizational practices are important for its successful implementation. However, an integrated holistic perspective on successful management practices is still missing. Drawing on two qualitative frameworks of organizational practices for later life work, this chapter examines similarities and differences between management of older employees in the U.S. and Germany. Based on evidence from the Age Smart Employer Award in New York City and the Silver Work Index (SWI) in Germany an integrated, inter-cultural framework for organizational later life work practices is proposed. The comparison reflects the differences in the countries{\textquoteright} social systems and legislation. While Germany{\textquoteright}s rigid social security system requires emphasis on more individualized and flexible transition solutions into retirement, U.S. practices emphasize the importance of retirement savings and health coverage. Findings suggest a revised integrated set of practices regarding organizational culture, leadership, and several specific human resource (HR) management domains including work design, health management, individual development, and transition to retirement. This integration thereby contributes to the development of a well-founded index for good organizational management of later life work. In line with the original intention of the SWI the revised index, once operationalized, aims to enable organizations to self-assess their capabilities regarding successful employment of older employees, to identify areas for improvement, and to serve as a source for best-practices. ",
keywords = "Business psychology, later life work, bridge employment, index, older employees, retirement, active ageing, work design, work conditions, Organization, Inclusion, Diversity, later life work, Bridge Employment, index, older employees, Retirement, Active Ageing, Work design, work conditions, Organization, Diversity, Inclusion, Management studies, later life work, Bridge Employment, index, older employees, retirement, active ageing, work design, work conditions, Organization, Inclusion, Diversity, Later Life Work, Bridge Employment, index, older employees, Retirement, active ageing, Work design, work conditions, Organization, Diversity, Inclusion",
author = "Wilckens, {Max Reinhard} and W{\"o}hrmann, {Anne Marit} and Caitlin Adams and J{\"u}rgen Deller and Ruth Finkelstein",
note = "copyright 2020, ersch. 2019.",
year = "2020",
doi = "10.1007/978-3-030-24135-3_4",
language = "English",
isbn = "978-3-030-24134-6",
pages = "59--79",
editor = "Czaja, {Sara J.} and Joseph Sharit and James, {Jacquelyn B.}",
booktitle = "Current and emerging trends in aging and work",
publisher = "Springer Nature AG",
address = "Germany",
edition = "1.",

}

RIS

TY - CHAP

T1 - Integrating the German and US perspective on organizational practices for later-life work: The Later Life Work Index

AU - Wilckens, Max Reinhard

AU - Wöhrmann, Anne Marit

AU - Adams, Caitlin

AU - Deller, Jürgen

AU - Finkelstein, Ruth

N1 - copyright 2020, ersch. 2019.

PY - 2020

Y1 - 2020

N2 - Later life work is on the rise in most developed countries and organizational practices are important for its successful implementation. However, an integrated holistic perspective on successful management practices is still missing. Drawing on two qualitative frameworks of organizational practices for later life work, this chapter examines similarities and differences between management of older employees in the U.S. and Germany. Based on evidence from the Age Smart Employer Award in New York City and the Silver Work Index (SWI) in Germany an integrated, inter-cultural framework for organizational later life work practices is proposed. The comparison reflects the differences in the countries’ social systems and legislation. While Germany’s rigid social security system requires emphasis on more individualized and flexible transition solutions into retirement, U.S. practices emphasize the importance of retirement savings and health coverage. Findings suggest a revised integrated set of practices regarding organizational culture, leadership, and several specific human resource (HR) management domains including work design, health management, individual development, and transition to retirement. This integration thereby contributes to the development of a well-founded index for good organizational management of later life work. In line with the original intention of the SWI the revised index, once operationalized, aims to enable organizations to self-assess their capabilities regarding successful employment of older employees, to identify areas for improvement, and to serve as a source for best-practices.

AB - Later life work is on the rise in most developed countries and organizational practices are important for its successful implementation. However, an integrated holistic perspective on successful management practices is still missing. Drawing on two qualitative frameworks of organizational practices for later life work, this chapter examines similarities and differences between management of older employees in the U.S. and Germany. Based on evidence from the Age Smart Employer Award in New York City and the Silver Work Index (SWI) in Germany an integrated, inter-cultural framework for organizational later life work practices is proposed. The comparison reflects the differences in the countries’ social systems and legislation. While Germany’s rigid social security system requires emphasis on more individualized and flexible transition solutions into retirement, U.S. practices emphasize the importance of retirement savings and health coverage. Findings suggest a revised integrated set of practices regarding organizational culture, leadership, and several specific human resource (HR) management domains including work design, health management, individual development, and transition to retirement. This integration thereby contributes to the development of a well-founded index for good organizational management of later life work. In line with the original intention of the SWI the revised index, once operationalized, aims to enable organizations to self-assess their capabilities regarding successful employment of older employees, to identify areas for improvement, and to serve as a source for best-practices.

KW - Business psychology

KW - later life work

KW - bridge employment

KW - index

KW - older employees

KW - retirement

KW - active ageing

KW - work design

KW - work conditions

KW - Organization

KW - Inclusion

KW - Diversity

KW - later life work

KW - Bridge Employment

KW - index

KW - older employees

KW - Retirement

KW - Active Ageing

KW - Work design

KW - work conditions

KW - Organization

KW - Diversity

KW - Inclusion

KW - Management studies

KW - later life work

KW - Bridge Employment

KW - index

KW - older employees

KW - retirement

KW - active ageing

KW - work design

KW - work conditions

KW - Organization

KW - Inclusion

KW - Diversity

KW - Later Life Work

KW - Bridge Employment

KW - index

KW - older employees

KW - Retirement

KW - active ageing

KW - Work design

KW - work conditions

KW - Organization

KW - Diversity

KW - Inclusion

U2 - 10.1007/978-3-030-24135-3_4

DO - 10.1007/978-3-030-24135-3_4

M3 - Contributions to collected editions/anthologies

SN - 978-3-030-24134-6

SP - 59

EP - 79

BT - Current and emerging trends in aging and work

A2 - Czaja, Sara J.

A2 - Sharit, Joseph

A2 - James, Jacquelyn B.

PB - Springer Nature AG

CY - Cham

ER -

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DOI