000150360 001__ 150360 000150360 005__ 20251017144556.0 000150360 0247_ $$2doi$$a10.1093/workar/waaa025 000150360 0248_ $$2sideral$$a120876 000150360 037__ $$aART-2021-120876 000150360 041__ $$aeng 000150360 100__ $$aGaravaglia, Emma 000150360 245__ $$aAction Research in Age Management: The Quality of Ageing at Work Model 000150360 260__ $$c2021 000150360 5203_ $$aThis article discusses the introduction of age management practices within organizations and the possible resistance to their implementation, linked to the persistence of stereotypes and barriers associated with employee age and the presence of hostile organizational cultures. The article proposes to adopt an action research approach to facilitate the implementation of these practices, presenting for this purpose an action research model, the Quality of Ageing at Work, tested in 31 organizations in Italy and Spain. In light of a review of the literature on age management and action research, it describes the methodology of the Quality of Ageing at Work model and discusses it through the presentation of an organizational case. The Quality of Ageing at Work model consists of alternate phases of action and reflection through which researchers, in constant dialogue with field actors (in this case, managers, work councils, and workers), analyze organizational needs, by applying qualitative and quantitative tools, discuss them, and propose solutions. The main result of the intervention can be considered the increased awareness and autonomy of the organization in implementing an age management plan. This result confirms the effectiveness of interventions built on the dialogical and iterative principles of action research, generating, in a democratic way, new awareness and knowledge and producing organizational change. 000150360 536__ $$9info:eu-repo/grantAgreement/ES/UZ/JIUZ-2017-SOC-09 000150360 540__ $$9info:eu-repo/semantics/closedAccess$$aAll rights reserved$$uhttp://www.europeana.eu/rights/rr-f/ 000150360 590__ $$a5.319$$b2021 000150360 591__ $$aINDUSTRIAL RELATIONS & LABOR$$b3 / 30 = 0.1$$c2021$$dQ1$$eT1 000150360 591__ $$aPSYCHOLOGY, APPLIED$$b21 / 83 = 0.253$$c2021$$dQ2$$eT1 000150360 591__ $$aMANAGEMENT$$b97 / 228 = 0.425$$c2021$$dQ2$$eT2 000150360 592__ $$a2.38$$b2021 000150360 593__ $$aEconomics, Econometrics and Finance (miscellaneous)$$c2021$$dQ1 000150360 593__ $$aGeriatrics and Gerontology$$c2021$$dQ1 000150360 593__ $$aSociology and Political Science$$c2021$$dQ1 000150360 593__ $$aOrganizational Behavior and Human Resource Management$$c2021$$dQ1 000150360 593__ $$aLife-span and Life-course Studies$$c2021$$dQ1 000150360 594__ $$a6.0$$b2021 000150360 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/publishedVersion 000150360 700__ $$0(orcid)0000-0003-3273-5311$$aMarcaletti, Francesco$$uUniversidad de Zaragoza 000150360 700__ $$0(orcid)0000-0003-4530-9645$$aIñiguez Berrozpe, Tatiana$$uUniversidad de Zaragoza 000150360 7102_ $$14009$$2775$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Sociología 000150360 773__ $$g7, 4 (2021), 339–351$$pWork aging retire.$$tWork, Aging and Retirement$$x2054-4642 000150360 85641 $$uhttps://academic.oup.com/workar/advance-article-abstract/doi/10.1093/workar/waaa025/6007396?redirectedFrom=fulltext$$zTexto completo de la revista 000150360 8564_ $$s275262$$uhttps://zaguan.unizar.es/record/150360/files/texto_completo.pdf$$yVersión publicada 000150360 8564_ $$s2689112$$uhttps://zaguan.unizar.es/record/150360/files/texto_completo.jpg?subformat=icon$$xicon$$yVersión publicada 000150360 909CO $$ooai:zaguan.unizar.es:150360$$particulos$$pdriver 000150360 951__ $$a2025-10-17-14:13:10 000150360 980__ $$aARTICLE