Organizations and older workers: the impact of images on managers' decisions > Part 1
Single Wave Study
General Information
Title
Part 1
Project Number
42.1
Abstract
This is the first part of the study "Organizations and older workers: the impact of images on managers' decisions". In this part, a questionnaire was fielded in the LISS panel among managers holding a leadership position. The questionnaire mainly concerned stereotypes regarding older workers.
Longitudinal Type
Single Wave Study
Begin date
05-04-2010
End date
28-04-2010
Researcher
Karpinska, Kasia, Henkens, Kène, Schippers, Joop
Publisher
CentERdata
Copyright
© 2010 CentERdata
Funding Organization
CentERdata/MESS Project
DOI
https://doi.org/10.17026/dans-zft-3wd3
Datasets and documentation
View Documentation
Codebook in English
Codebook in Dutch
Data Files
English SPSS file
English STATA file
Variables
| Variable name | Variable Label | Variable Type |
|---|---|---|
| nomem_encr | Number of household member encrypted | preloaded |
| bx10a_m | Year and month of field work period | constructed |
| bx10a001 | How many years of experience do you have in a leadership position? | directly measured |
| bx10a002 | What is the predominant occupation to which you provide leadership? | directly measured |
| bx10a003 | What is the minimally required educational qualification for this occupation? | directly measured |
| bx10a004 | Do you provide direct leadership to workers aged 50 and over? | directly measured |
| bx10a005 | Do you have any experience with the retirement of workers to whom you provided direct leadership? | directly measured |
| bx10a006 | Over the past two years, did you ask any older workers to postpone their retirement by one or more years? | directly measured |
| bx10a007 | Have you ever had any serious problems in directing older workers? | directly measured |
| bx10a008 | Compensation in sickness benefits for workers aged 55 and over | directly measured |
| bx10a009 | Contribution discount when hiring workers aged 50 and over | directly measured |
| bx10a010 | Contribution discount for continued employment of workers aged 62 and over | directly measured |
| bx10a011 | What is your position regarding the proposed raise in state pension illegibility age (AOW)? | directly measured |
| bx10a012 | What percentage of your organization’s workforce has higher educational qualifications (HBO or university)? | directly measured |
| bx10a013 | What percentage of your organization’s workforce is aged 50 or over? | directly measured |
| bx10a014 | Has your organization hired older workers (50+) over the past year? | directly measured |
| bx10a015 | Has the size of your organization changed over the past 2 years? | directly measured |
| bx10a016 | How hard is it in your organization to dismiss workers with a permanent employment contract? | directly measured |
| bx10a017 | To what extent --the formal qualification of the worker and his/her position in the organization not included-- do wages increase with the length of one’s employment? | directly measured |
| bx10a018 | Regarding the number of workers aged 50 and over in your organization, do you expect this number to increase, to remain the same, or to decrease over the next 5 years? | directly measured |
| bx10a019 | To what extent is the graying of the workforce an issue for your personnel policy? | directly measured |
| bx10a020 | If the average age of your personnel increases by 5 years, what effect will that have on labor costs | directly measured |
| bx10a021 | If the average age of your personnel increases by 5 years, what effect will that have on knowledge level | directly measured |
| bx10a022 | If the average age of your personnel increases by 5 years, what effect will that have on labor productivity | directly measured |
| bx10a023 | If the average age of your personnel increases by 5 years, what effect will that have on profitability of the financial position | directly measured |
| bx10a024 | What do you think will change within your organization if the state pension illegibility age (AOW) is raised by 2 years? | directly measured |
| bx10a025 | What do you think will happen within your organization, then, if the state pension illegibility age (AOW) is raised by 2 years? | directly measured |
| bx10a026 | To what extent can your organization’s personnel policy be characterized as: a policy of tolerance (not much is demanded of older workers) | directly measured |
| bx10a027 | To what extent can your organization’s personnel policy be characterized as: policy aimed at career completion | directly measured |
| bx10a028 | To what extent can your organization’s personnel policy be characterized as: policy aimed at optimally deploying older workers | directly measured |
| bx10a029 | To what extent do you believe the following traits apply to workers aged 50 years and over: Flexibility | directly measured |
| bx10a030 | To what extent do you believe the following traits apply to workers aged 50 years and over: Social skills | directly measured |
| bx10a031 | To what extent do you believe the following traits apply to workers aged 50 years and over: Loyalty | directly measured |
| bx10a032 | To what extent do you believe the following traits apply to workers aged 50 years and over: Productivity | directly measured |
| bx10a033 | To what extent do you believe the following traits apply to workers aged 50 years and over: Creativity | directly measured |
| bx10a034 | To what extent do you believe the following traits apply to workers aged 50 years and over: Management skills | directly measured |
| bx10a035 | To what extent do you believe the following traits apply to workers aged 50 years and over: Reliability | directly measured |
| bx10a036 | To what extent do you believe the following traits apply to workers aged 50 years and over: Willingness to attend trainings | directly measured |
| bx10a037 | To what extent do you believe the following traits apply to workers aged 50 years and over: Physical durability | directly measured |
| bx10a038 | To what extent do you believe the following traits apply to workers aged 50 years and over: Stress resistance | directly measured |
| bx10a039 | To what extent do you believe the following traits apply to workers aged 50 years and over: Skilled with new technologies | directly measured |
| bx10a040 | To what extent do you believe the following traits apply to workers aged 60 years and over: Flexibility | directly measured |
| bx10a041 | To what extent do you believe the following traits apply to workers aged 60 years and over: Social skills | directly measured |
| bx10a042 | To what extent do you believe the following traits apply to workers aged 60 years and over: Loyalty | directly measured |
| bx10a043 | To what extent do you believe the following traits apply to workers aged 60 years and over: Productivity | directly measured |
| bx10a044 | To what extent do you believe the following traits apply to workers aged 60 years and over: Creativity | directly measured |
| bx10a045 | To what extent do you believe the following traits apply to workers aged 60 years and over: Management skills | directly measured |
| bx10a046 | To what extent do you believe the following traits apply to workers aged 60 years and over: Reliability | directly measured |
| bx10a047 | To what extent do you believe the following traits apply to workers aged 60 years and over: Willingness to attend trainings | directly measured |
| bx10a048 | To what extent do you believe the following traits apply to workers aged 60 years and over: Physical durability | directly measured |
| bx10a049 | To what extent do you believe the following traits apply to workers aged 60 years and over: Stress resistance | directly measured |
| bx10a050 | To what extent do you believe the following traits apply to workers aged 60 years and over: Skilled with new technologies | directly measured |
| bx10a051 | To what extent do you believe the following traits apply to workers younger than 35 years: Flexibility | directly measured |
| bx10a052 | To what extent do you believe the following traits apply to workers younger than 35 years: Social skills | directly measured |
| bx10a053 | To what extent do you believe the following traits apply to workers younger than 35 years: Loyalty | directly measured |
| bx10a054 | To what extent do you believe the following traits apply to workers younger than 35 years: Productivity | directly measured |
| bx10a055 | To what extent do you believe the following traits apply to workers younger than 35 years: Creativity | directly measured |
| bx10a056 | To what extent do you believe the following traits apply to workers younger than 35 years: Management skills | directly measured |
| bx10a057 | To what extent do you believe the following traits apply to workers younger than 35 years: Reliability | directly measured |
| bx10a058 | To what extent do you believe the following traits apply to workers younger than 35 years: Willingness to attend trainings | directly measured |
| bx10a059 | To what extent do you believe the following traits apply to workers younger than 35 years: Physical durability | directly measured |
| bx10a060 | To what extent do you believe the following traits apply to workers younger than 35 years: Stress resistance | directly measured |
| bx10a061 | To what extent do you believe the following traits apply to workers younger than 35 years: Skilled with new technologies | directly measured |
| bx10a062 | Thanks to their many years of experience, workers aged 65 and over can still perform a considerable amount of work. | directly measured |
| bx10a063 | For people aged 65 and over to work is at the expense of opportunities for young people. | directly measured |
| bx10a064 | If there are sufficient jobs available on the labor market, elderly people are just as much entitled to them as younger people. | directly measured |
| bx10a065 | Younger workers should be first in line to stay if an organization needs to downsize. | directly measured |
| bx10a066 | If an older worker no longer performs well, I am more likely to be lenient than if it concerns a younger worker. | directly measured |
| bx10a067 | The organization would do better to invest in younger workers. | directly measured |
| bx10a068 | Older workers ought to ’step aside’ to give younger workers more career opportunities. | directly measured |
| bx10a069 | At what age do you consider a person too old to work 20 hours a week or more in your organization? | directly measured |
| bx10a070 | Was it difficult to answer the questions? | directly measured |
| bx10a071 | Were the questions sufficiently clear? | directly measured |
| bx10a072 | Did the questionnaire get you thinking about things? | directly measured |
| bx10a073 | Was it an interesting subject? | directly measured |
| bx10a074 | Did you enjoy answering the questions? | directly measured |
| bx10a075 | Starting date of the questionnaire | constructed |
| bx10a076 | Starting time of the questionnaire | constructed |
| bx10a077 | End date of the questionnaire | constructed |
| bx10a078 | End time of the questionnaire | directly measured |
| bx10a079 | Duration in seconds | derived |
Questions
Questionnaire: Organizations and older workers
This questionnaire was originally conducted in Dutch.
Browse Organizations and older workersResponse Information
Response Overview
Selected number of household members: 700 (100%)Non-response: 185 (26.4%)
Response: 515 (73.6%)
Complete: 497 (71.0%)
Incomplete: 18 (2.6%)
Collection Events
Period
05-04-2010 to 28-04-2010
Sample
a random subset of 700 panel members who are managers according to the household box
Collection Mode
internet survey
Fieldwork Note
a reminder was sent twice to non-respondents
Publications
Prolonged employment of older workers. Determinants of managers’ decisions regarding hiring, retention and training PhD thesis, Utrecht School of Economics; Karpinska, K.
A(nother) piece of cake? Erasmus University Rotterdam; Lammers, C.S.
Training opportunities for older workers in the Netherlands: A Vignette Study Research in Social Stratification and Mobility, 41, 105-114; Karpinska, K.,
et al.
Hiring Retirees: Impact of Age Norms and Stereotypes Journal of Managerial Psychology, 28(7), pp. 886-906; Karpinska, K.
et al.
Retention of Older Workers: Impact of Managers’ Age Norms and Stereotypes European Sociological Review, 29(6), pp. 1323-1335; Karpinska, K.
et al.