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Engaging the missin...
Engaging the missing actor : lessons learned from an age-management intervention targeting line managers and their HR partners
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- Jonsson, Robin, 1986 (författare)
- Gothenburg University,Göteborgs universitet,University of Gothenburg,Institutionen för sociologi och arbetsvetenskap,Department of Sociology and Work Science
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- Nilsson, Kerstin (författare)
- Kristianstad University,Lund University,Lunds universitet,Avdelningen för arbets- och miljömedicin,Institutionen för laboratoriemedicin,Medicinska fakulteten,Division of Occupational and Environmental Medicine, Lund University,Department of Laboratory Medicine,Faculty of Medicine,Faculty of Health Science,Department of Public Health,Man - Health - Society (MHS),Fakulteten för hälsovetenskap,Avdelningen för folkhälsovetenskap,Människa - Hälsa - Samhälle (MHS)
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- Björk, Lisa, 1981 (författare)
- Gothenburg University,Göteborgs universitet,Institutionen för sociologi och arbetsvetenskap,Department of Sociology and Work Science
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- Lindegård Andersson, Agneta (författare)
- The County of Västra Götaland,University of Gothenburg
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(creator_code:org_t)
- Emerald Group Publishing Ltd. 2023
- 2023
- Engelska 20 s.
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Ingår i: Journal of Workplace Learning. - : Emerald Group Publishing Ltd.. - 1366-5626. ; 35:9, s. 177-196
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Abstract
Ämnesord
Stäng
- Purpose – This study aims to describe and evaluate the impact of a participatory age-management intervention on the knowledge, awareness and engagement of line managers and their HR partners from six health-care organizations in Sweden.Design/methodology/approach – The learning workshops consisted of lectures, discussions, feedback and exchange of experiences with colleagues and invited experts. A total of 19 participants were interviewed six months after the final workshop, and qualitative thematic analysis was used to analyze the transcribed interviews.Findings – The intervention design produced promising results in improving line managers’ and HR partners’ knowledge and increasing awareness and engagement. On some occasions, the participants also initiated changes inorganizational policies and practices. However, the intervention primarily became a personal learning experience as participants lacked resources and mandates to initiate change in their daily work. To stimulate engagement and change at the organizational level, the authors believe that an intervention must receive support from higher managers, be anchored at the workplace and be aligned with the organization’s goals; moreover, participants must be provided with sufficient resources and mandates to coordinate the implementation of age-management strategies.Practical implications – Prolonged working life policies and skill shortages are affecting organizations and societies, and for many employers, there are strong reasons for developing strategies to attract, recruit and retain older workers.Originality/value – This study offers lessons and guidance for future workplace interventions to attract, recruit and retain older workers
Ämnesord
- MEDICIN OCH HÄLSOVETENSKAP -- Hälsovetenskap -- Arbetsmedicin och miljömedicin (hsv//swe)
- MEDICAL AND HEALTH SCIENCES -- Health Sciences -- Occupational Health and Environmental Health (hsv//eng)
- SAMHÄLLSVETENSKAP -- Annan samhällsvetenskap -- Arbetslivsstudier (hsv//swe)
- SOCIAL SCIENCES -- Other Social Sciences -- Work Sciences (hsv//eng)
- SAMHÄLLSVETENSKAP -- Sociologi -- Sociologi (hsv//swe)
- SOCIAL SCIENCES -- Sociology -- Sociology (hsv//eng)
Nyckelord
- Organizational intervention
- Workplace learning
- Age management
- Line managers
- HRM
- Aging workforce
- Retirement
Publikations- och innehållstyp
- art (ämneskategori)
- ref (ämneskategori)
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