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Age et relation d'emploi : les mécanismes d'une sélection défavorable aux travailleurs plus âgés

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  • Annie Jolivet

Abstract

The aim of this paper is to analyse the impact of age as a selection criteria in employment relation. Firm?s decisions relating to training and promotion are considered crucial: because they contribute to design employees? productive abilities, they have an impact on recruitment and lay-off decisions. Various theories of employment relation are used, selected upon their capacity to express the dynamic dimension of wage relation, thus offering a way to take age into account: human capital theory, labour as a quasi-fixed factor analysis, tournament models, delayed payment contract models and internal market analysis. All these theories underscore strong tendencies to operate a selection against older workers, tendencies deriving both from the research of economic efficiency and from the nature of the prevailing employment relation.

Suggested Citation

  • Annie Jolivet, 2003. "Age et relation d'emploi : les mécanismes d'une sélection défavorable aux travailleurs plus âgés," Revue d'économie politique, Dalloz, vol. 113(1), pages 15-35.
    • Handle: RePEc:cai:repdal:redp_131_0015
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    Citations

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    Cited by:

    1. Pierre Courtioux & Christine Erhel, 2005. "Les politiques en faveur des seniors en Allemagne, en France, au Royaume-Uni et en Suède : quelles voies de réformes ?," Université Paris1 Panthéon-Sorbonne (Post-Print and Working Papers) halshs-00271892, HAL.
    2. Pierre Courtioux & Lucie Davoine & Christine Erhel, 2004. "Réforme des retraites et marché du travail : une mission impossible ?," Cahiers de la Maison des Sciences Economiques r04107, Université Panthéon-Sorbonne (Paris 1).

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