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Data from the 2007 National Study of Business Strategy and Workforce Development shows that 47% of employers report that older employees/late career employees have higher levels of skills than needed for their jobs, while 36% reported that older/late career employees are more likely to want to lead or supervise others when compared to employers' assessments of young employees. Also, 15.8% of employers reported that their older workers are more reluctant to try new technologies than younger workers. (fig. 2, p. 2)
Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf
This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older). Many of the findings discussed in this Issue Brief are the result of new analyses completed using information gathered from the wage and salaried workers (N = 2,785) who responded to the 2002 National Study of the Changing Workforce (NSCW). 25% of the respondents who provided their ages were between the ages of 18-30, 48% were between the ages of 31-49, and 27% were 50 years or older. The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers. (p. 1)
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Email: age.work@bc.edu - Phone: 617.552.9195 - Fax: 617.552.9202
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