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
DOI
https://doi.org/10.17026/dans-zft-3wd3
Funding Organization
CentERdata/MESS Project
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
Karpinska, K. (2013). Prolonged employment of older workers. Determinants of managers’ decisions regarding hiring, retention and training. PhD thesis, Utrecht School of Economics.
Lammers, C.S. (2015). A(nother) piece of cake?. Erasmus University Rotterdam.
Karpinska, K.,
et al. (2015). Training opportunities for older workers in the Netherlands: A Vignette Study. Research in Social Stratification and Mobility, 41, 105-114.
Karpinska, K.
et al. (2013). Hiring Retirees: Impact of Age Norms and Stereotypes. Journal of Managerial Psychology, 28(7), pp. 886-906.
Karpinska, K.
et al. (2013). Retention of Older Workers: Impact of Managers’ Age Norms and Stereotypes. European Sociological Review, 29(6), pp. 1323-1335.