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dc.contributor.authorJenkins, A
dc.contributor.authorPoulston, JM
dc.contributor.authorDavies, E
dc.date.accessioned2014-06-03T22:32:13Z
dc.date.available2014-06-03T22:32:13Z
dc.date.copyright2014-05-28
dc.identifier.citationCouncil for Hospitality Management Eduction (CHME) held at University of Derby, Buxton, Derbyshire, United Kingdom, Buxton, Derbyshire, United Kingdom, 2014-05-28 to 2014-05-30, published in: CHME 2014 Proceedings
dc.identifier.isbn9780901437754
dc.identifier.urihttp://hdl.handle.net/10292/7304
dc.description.abstractIt is well known that the hospitality industry faces recruitment problems, with high levels of labour turnover (Poulston, 2008). Given population ageing, it is important that the industry recruits and retains older workers. Older workers are likely to become increasingly important to the hospitality industry as the number of older workers in employment in the UK has almost doubled since 1993 (ONS, 2012). The Hospitality Industry relies heavily on older workers. In the Distribution, Hotels and Restaurants sector of the UK economy, 34% of the labour force is aged 50+, a higher percentage than any other industrial sector except for Public Administration, Education & Health (DWP, 2013). Therefore, given the reliance on older workers, it is important that the Hospitality Industry understands the nature of older worker employment and the management of the work-to-retirement transition, an issue made even more pertinent since the abolition of the Statutory Retirement Age in 2011. Although Age Discrimination legislation was introduced in the UK in 2006, a survey of hospitality businesses by Martin and Gardiner (2007) established that ageism was considered a problem.
dc.publisherCouncil for Hospitality Management Education (CHME)
dc.relation.urihttp://www.chme2014.org/
dc.rightsNOTICE: this is the author’s version of a work that was accepted for publication. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in (see Citation). The original publication is available at (see Publisher's Version).
dc.titleThe working lives of older hotel workers: is there evidence of psychological disengagement in the work-to-retirement transition zone?
dc.typeConference Contribution
dc.rights.accessrightsOpenAccess
aut.conference.typePaper Published in Proceedings
aut.publication.placeUniversity of Derby
pubs.elements-id168002


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