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Ageing, changes, and quality of working life

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  • Nathalie Greenan

    (TEPP - Travail, Emploi et Politiques Publiques - UPEM - Université Paris-Est Marne-la-Vallée - CNRS - Centre National de la Recherche Scientifique, CEE - Centre d'études de l'emploi - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé)

  • Mathieu Narcy

    (TEPP - Travail, Emploi et Politiques Publiques - UPEM - Université Paris-Est Marne-la-Vallée - CNRS - Centre National de la Recherche Scientifique, CEE - Centre d'études de l'emploi - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé, ERUDITE - Equipe de Recherche sur l’Utilisation des Données Individuelles en lien avec la Théorie Economique - UPEM - Université Paris-Est Marne-la-Vallée - UPEC UP12 - Université Paris-Est Créteil Val-de-Marne - Paris 12)

  • Serge Volkoff

    (CEE - Centre d'études de l'emploi - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé)

Abstract

The aim of this chapter is to examine whether company level changes affect differentially the quality of working life according to employees' age. We use data from a French linked employer-employee survey. The quality of working life is captured through three dimensions: the feeling of fair work recognition, the opportunity to learn new things at work and the feeling of work overload. We find that the impact of changes in the use of ICTs and management tools on the quality of work life of older workers have a less negative impact than expected. Our indicator of fair work recognition is the only one that is found sensitive to changes, with a lower frequency in changing firms compared with inert ones. This difference is not explained by differences in observable characteristics of older workers employed in the two types of firm. It is rather due to a differing contribution of employment relations and work organisation characteristics in shaping the balance between effort and reward in both contexts.

Suggested Citation

  • Nathalie Greenan & Mathieu Narcy & Serge Volkoff, 2012. "Ageing, changes, and quality of working life," Working Papers halshs-00856252, HAL.
    • Handle: RePEc:hal:wpaper:halshs-00856252
    Note: View the original document on HAL open archive server: https://shs.hal.science/halshs-00856252v1
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    References listed on IDEAS

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    1. Luc Behaghel & Nathalie Greenan, 2010. "Training and Age-Biased Technical Change," Annals of Economics and Statistics, GENES, issue 99-100, pages 317-342.
    2. repec:adr:anecst:y:2010:i:99-100:p:13 is not listed on IDEAS
    3. Myeong-Su Yun, 2005. "A Simple Solution to the Identification Problem in Detailed Wage Decompositions," Economic Inquiry, Western Economic Association International, vol. 43(4), pages 766-772, October.
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    Cited by:

    1. Nathalie Greenan & Pierre-Jean Messe, 2018. "Transmission of vocational skills in the second part of careers: the effect of ICT and management changes," Journal for Labour Market Research, Springer;Institute for Employment Research/ Institut für Arbeitsmarkt- und Berufsforschung (IAB), vol. 52(1), pages 1-16, December.

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