Organizational Age Scale: New Lenses to Assess the Ageing of Workers


  • Amélie Doucet Université du Québec à Montréal
  • Sophie Meunier Université du Québec à Montréal
  • Martine Lagacé University of Ottawa



older workers, organizational age, ageing, career development


Few studies have focused on the aging process within the specific context of organizations (Thomas et al., 2014), due to a lack of adequate measures to assess who is an older worker and on what basis do we define such a worker. This paper introduces such a measure, namely the Organizational Age Scale (OAS) comprised of subjective age-related indicators stemming from the work context (Sterns & Doverspike, 1989; McCarthy et al., 2014; Kooij et al., 2008). More specifically, the OAS measures the individual’s perception of his-her own aging as a worker along five dimensions: obsolescence, age norms, career stage, time remaining in the workplace and opportunities for professional development. Such a tool helps identifies workers at risk of embodying negative age-based stereotypes and thus may counter the negative consequences that can result from self-ageism.


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Older female worker sitting at desk infront of computer



How to Cite

Doucet, A., Meunier, S. ., & Lagacé, M. (2023). Organizational Age Scale: New Lenses to Assess the Ageing of Workers. Canadian Journal of Career Development, 22(2), 6–29.