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

Amélie Doucet; Sophie  Meunier; Martine Lagacé

doi:10.53379/cjcd.2023.374

Auteurs-es

Amélie Doucet Université du Québec à Montréal https://orcid.org/0009-0003-7993-7524
Sophie Meunier Université du Québec à Montréal,
Martine Lagacé University of Ottawa

DOI :

https://doi.org/10.53379/cjcd.2023.374

Mots-clés :

les travailleurs âgés, âge organisationnel, le vieillissement, développement de carrière

Résumé

Peu d’études ont mis l’accent sur le processus de vieillissement dans le contexte spécifique des organisations (Thomas et al., 2014). Cela est dû à un manque de mesure adéquate pour évaluer qui sont les travailleurs âgés et sur quelle base pouvons-nous définir ces travailleurs. Cet article introduit un tel outil, c’est-à-dire l’échelle de l’âge organisationnel (EAO) comprenant des indicateurs subjectifs reliés à l’âge découlant du contexte du travail (Sterns & Doverspike, 1989 ; McCarthy et al., 2014 ; Kooij et al., 2008). Plus précisément, l’EAO mesure la perception des individus face à leur propre vieillissement face au travail via cinq dimensions : l’obsolescence, les normes d’âges, le stade de carrière, le temps restant au travail ainsi que les opportunités de développement professionnelles. Un tel outil permet d’identifier les travailleurs à risque d’intérioriser les stéréotypes négatifs reliés à l’âge et ainsi risque de subir les conséquences négatives résultant de l’autoâgisme.

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