Resulting from one of the International Labour Office's explorations of the training needs of older workers in industrialized countries, this document states the following six conclusions: (1) programs to encourage delayed retirement and increase the productivity of older U.S. workers are more often funded by government than by the private sector;…

Conducted health promotion trial involving university faculty and staff (n=198) aged 50 to 69 who had completed a health risk screening. Found that predictors of intention to exercise were education, gender, self-efficacy, outcome expectancy, perceived barriers, and baseline exercise frequency. Baseline exercise frequency was the only predictor of…

Intended to stimulate discussion within the employment and training community, this issues paper tells how to enhance the employment opportunities for older workers, particularly through the Job Training Partnership Act (JTPA). The document consists of an introduction, 23 narrative sections, references, and a 28-item annotated bibliography. Each…

With the elimination of myths about the effects of aging on teachers, the somewhat older instructional staff projected for the schools for the next decade ought to prove to be an asset to the education of American youth. (Author/IRT)

Examined job satisfaction of human service workers (N=1,337) for age differences. Found older workers were significantly more job satisfied than were younger workers, although job dullness was most predictive of satisfaction for all workers and dullness became increasingly important in explaining job satisfaction with age. (Author/ABL)

INDUSTRIAL ESTABLISHMENTS SUCCESSFULLY USED METHODS OF JOB REDESIGN TO MAINTAIN THE EMPLOYMENT AND PRODUCTIVITY, AS WELL AS THE MORALE, OF AGING EMPLOYEES. EXAMPLES OF JOB REDESIGN WERE FOUND IN A WIDE VARIETY OF MANUFACTURING INDUSTRIES. CASE STUDIES WERE MADE IN PLANTS PRODUCING AIRCRAFT ENGINES, ALUMINUM FRAMING, BUILDING MATERIALS, CARPETS,…

Of five approaches to studying older workers (chronological/legal, functional, psychosocial, organizational, and life span), the life-span approach accommodates individual differences in career patterns. Middle-age and older adult workers need to be considered as individuals in terms of career choices and employment policies. (SK)

AFTER IDENTIFYING FIRMS WHICH HAD USED JOB REDESIGN TO SALVAGE THE SKILL OF OLDER EMPLOYEES, RESEARCH INVESTIGATORS MADE 10 INTENSIVE CASE STUDIES IN FIRMS PRODUCING AIRCRAFT ENGINES, ALUMINUM FRAMING, BUILDING MATERIALS, CARPETS, COMPUTERS, COPPER PIPE FITTINGS, FOOTWEAR, HEAVY IRON PIPE, PRECISION INSTRUMENTS, AND PRINTED NOVELTIES. EACH STUDY…

A study, requested by Senate Special Committee on Aging, to investigate reports that middle-aged Federal employees were currently being forced out of Government and to determine the need for immediate reassessment of personnel policies, particularly early retirement policies, is presented. Availability of statistical data on retirements and…

On July 1, 1976 a new National Partial Pension Scheme came into effect in Sweden, which will allow older workers (60-65) to reduce their working hours and draw partial pensions as a preparation for full retirement. (Editor)

Retirement provisions may force older workers out of the labor force or restrict their employment opportunities. (Editor)

The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against persons aged 40 to 65; the ADEA Amendments of 1978 restrict mandatory retirement. Age 65 has been widely regarded as a customary age for retirement, given widespread eligibility for retirement benefits at that age. Substantial numbers of older workers leave…

Designed to assist training staff in the planning and implementation of training for older workers, this guide indicates: the main problem areas; the extent and importance of the various requirements; some industrial experience in dealing with such problems; and some further resources of information on particular aspects of training of adults. The…

GULHEMP, an occupational health system used by the Industrial Health Counseling Service (IHCS) in Portland, Maine, improves the match between middle-aged and older workers' abilities and the demands of specific jobs. It provides objective criteria upon which to base decisions to hire, promote, transfer, or terminate workers. (JOW)