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Institute
This chapter presents and compares results from two studies that analyse the same research questions with different data sets. The first study analyses data on productivity at the level of work teams in one single plant. The tasks in this plant are rather homogeneous and age-productivity profiles can be estimated fairly precisely. But the results cannot be generalized to other parts of the economy. The other study analyses the Finnish Linked Employer Employee Data (FLEED), which provide information on productivity at the plant level for the Finnish economy. At this aggregate level, age-productivity profiles are obviously cruder. On the other hand, the results apply to a large part of the entire Finnish economy and can easily be generalized to other developed economies. The linked data also make it possible to compare productivity and wage profiles by age.
Age and Absenteeism
(2010)
This chapter explores absenteeism using two different kinds of data. One is a unique data set of workers in a German truck assembly plant where the chapter identifies workers who work together in a team on a daily basis. Thus, the chapter is able to relate the probability of absence of a worker to characteristics of the work team. Characteristics of the work team in this study include team size, and measures of diversity with respect to age, nationality, education, and age. The second data set is a Finnish survey based on a representative sample of persons in paid employment. Besides working conditions, personal characteristics, and work experience, it includes information on the number and duration absences.
This chapter investigates the shape and peak of the relation between age and productivity and under which circumstances specific age-productivity profiles exist. It starts by reviewing the main approaches used to estimate productivity by age: supervisors' evaluations, measuring the quantity and quality produced, analyses of large-scale employer-employee datasets and studies of age-earnings structures. Thereafter, it discusses potential causes of job performance variation by age, and how changes in abilities and health by age and variations in the workplace requirements are likely to alter age-variation in productivity over time.
This concluding chapter contributes to the discussion in two ways. First, it presents a ‘grand view’ in which it discusses the various components of productivity in detail, and then looks at long-term historical developments where changing economic structures are taken into account. Second, it presents results from an empirical analysis in which it considers both the ‘extensive margin’ of productivity (absenteeism at an individual level) and the ‘intensive margin’ of productivity (productivity conditional on being present at work at a group level or firm level).
Age and Working Capacity
(2010)
This chapter examines how the subjective assessment of work capacity is related to age using the Finnish Quality of Working Life Survey (QWLS) from the year 2003. The results provide clear evidence that employees' own assessment of their working capacity falls with age while there is no corresponding decline in wages by age. However, the fall in working capacity is not dramatic, as the majority of the older age groups still consider their working capacity to be relatively high in a scale from 0 to 10. Age affects working capacity, as least to the extent that the employees themselves think so.
Setting the Stage
(2010)
Ageing and Productivty
(2009)