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Abstract(s)
O presente trabalho visa analisar o impacto do idadismo no acesso à formação de trabalhadores mais velhos. Compreender de que modo a discriminação por idade influencia as oportunidades de desenvolvimento dos trabalhadores mais velhos, é especialmente importante para que, desse conhecimento, se possa derivar o desenvolvimento de práticas apropriadas de intervenção ao nível da Gestão de Recursos Humanos (GRH). A abordagem metodológica adotada — a meta-análise qualitativa —permite identificar, avaliar e interpretar a investigação disponível sobre o tema. Assim, a partir da questão de investigação “De que forma o idadismo influencia o acesso à formação de trabalhadores mais velhos, nas organizações?” definiu-se um conjunto de palavras-chave e a partir do qual se realizou uma pesquisa de artigos científicos, publicados entre 2014 e 2022, nas bases de dados “EBSCO” e “Scopus”. Foram incluídos 29 estudos, de acordo com os critérios de inclusão e exclusão, sendo o conteúdo explorado através do método de análise do conteúdo. Os resultados sugerem a existência de um impacto negativo no acesso à formação de trabalhadores mais velhos, verificando-se consequências nos seus comportamentos como o desgaste e menor enquadramento organizacional. Contudo a literatura não ignora as diferenças culturais no que respeita à perceção desta característica – a idade. Destaca-se ainda a gestão de idade, apesar das diversas perceções sobre a mesma, a literatura defende na sua importância para o acompanhamento do envelhecimento da população mundial. As conclusões alcançadas permitem identificar estratégias orientadoras para a Gestão de Recursos Humanos e sugerir estudos futuros incluindo, também, a faixa etária dos trabalhadores mais jovens.
The present work aims to identify the impact of ageism on access to training for older workers. The importance of this topic focuses on age discrimination, at the workplace, towards older workers, and it is critical to understand its impact and, therefore, having more knowledge to develop the practices in Human Resources Management. The decision to carry out a meta-analysis is due to the possibility to identify, evaluate and interpretate the research available on this subject. Based on the research question “How does ageism influence access to training for older workers, in organizations?” it was possible to define the keywords, and the scientific search was carried out, between 2014 and 2022, in the “EBSCO” and “Scopus” databases. There were 29 studies included, according to the inclusion and exclusion criteria, and the content was explored through the content analysis method. The results suggest the existence of a negative impact on access to training for older workers, with consequences in their behavior such as burnout and less organizational identification. The literature also considers cultural differences regarding the perception of age. Furthermore, age management is also highlighted, and despite the different perceptions about it, the literature defends its importance to monitoring the aging of the world population. The conclusions allow the possibility to identify new strategies for Human Resources Management and suggest future studies also including the younger workers.
The present work aims to identify the impact of ageism on access to training for older workers. The importance of this topic focuses on age discrimination, at the workplace, towards older workers, and it is critical to understand its impact and, therefore, having more knowledge to develop the practices in Human Resources Management. The decision to carry out a meta-analysis is due to the possibility to identify, evaluate and interpretate the research available on this subject. Based on the research question “How does ageism influence access to training for older workers, in organizations?” it was possible to define the keywords, and the scientific search was carried out, between 2014 and 2022, in the “EBSCO” and “Scopus” databases. There were 29 studies included, according to the inclusion and exclusion criteria, and the content was explored through the content analysis method. The results suggest the existence of a negative impact on access to training for older workers, with consequences in their behavior such as burnout and less organizational identification. The literature also considers cultural differences regarding the perception of age. Furthermore, age management is also highlighted, and despite the different perceptions about it, the literature defends its importance to monitoring the aging of the world population. The conclusions allow the possibility to identify new strategies for Human Resources Management and suggest future studies also including the younger workers.
Description
Keywords
Idadismo Estereótipos de idade Trabalhadores mais velhos Formação Organização Ageism Age stereotypes Older workers Training Organization