'OLDER' WORKERS: THE NEGOTIATION OF AGE DISCRIMINATION AND IDENTITY IN THE JOB SEARCH PROCESS
Notice bibliographique
Résumé
Given the aging of the Canadian workforce and the trend for unemployed older workers (aged 45 to 65) to take considerably longer than younger ones to become re-employed, the purpose of this dissertation is to examine the importance of age in the job search process, how age influences identity when searching for work, and the management techniques used by older workers to obtain employment. There is little qualitative research generated in a Canadian context that examines the views of older workers themselves. Thus, this research uses qualitative methodologies (i.e. 30 semi-structured interviews supplemented by 35 hours of participant observation) and an interactionist framework, to contribute new insights into older workers' job search process. Findings indicate that study participants feel employers discriminate against them in the hiring process through both subtle and overt mechanisms related to employers' ageist stereotypes concerning skills, training, adaptability or flexibility, and financial costs. Respondents believe that employers use specific wording in job advertisements, choose candidates to interview by assessing age in applicants' resumes, further assess age in the interview setting, and use an ageist discourse. With respect to the impact of age on identity in the job search process, the ata suggest that once participants perceive they have been labelled "old" by others (i.e. potential employers and personnel at older worker programs) they begin to define themselves as "old" and become susceptible to identity degradation. These findings highlight the paradoxical nature of the job search process-Individuals go to older worker programs for assistance, yet some of the experiences encountered during attendance at these programs mirrored many experiences encountered with discriminatory employers. Despite this occurrence, most who experience identity degradation are able to successfully negotiate their identities by drawing on social support, attending older worker programs, changing their identities, maintaining their key roles, and altering their overall mental outlook. Finally, in an attempt to avoid being considered "old" when searching for work, respondents develop "counteractions" and "concealments". These age-related management techniques are believed to counteract employers' ageist stereotypes by maintaining skills and changing work-related expectations, and conceal age by altering resumes, physical appearance, and language. Overall, this dissertation advances the knowledge within the sociology of aging and work by using the richness of study participants' accounts to conceptualize the meaning and import of age in the job search process. Conclusions are drawn in relation to improving policies and practices that govern employers' behaviours in order to remove the structural barriers from older workers' route to re-employment.
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Comment cette classification a été obtenuedéplier
Prédiction machine sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Le volet Gemma est une étiquette directe du modèle pour chaque travail de la base, lue sur la notice réduite au titre. Le volet Codex est un classifieur appris des 10 348 étiquettes directes de Codex et calibré sur les taux pondérés de l'échantillon; les champs sans appui suffisant ne portent aucun appel Codex. Le mode candidate est l'union des deux volets; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont pas des étiquettes humaines.
Scores du classifieur distillé par catégorie (deux têtes)
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,010 | 0,010 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,001 | 0,001 |
| Études des sciences et des technologies | 0,016 | 0,015 |
| Communication savante | 0,007 | 0,004 |
| Science ouverte | 0,001 | 0,007 |
| Intégrité de la recherche | 0,002 | 0,002 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,002 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule source (Gemma direct ou Codex distillé), pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».