An assessment of the relationship between unit managers' attitudes and practices and the employment status of older workers in the foodservice industry

Abstract

The purpose of this study was to: (1) describe the relationship between unit managers' attitudes and practices and the employment status of older workers in a segment of the foodservice industry; and (2) derive implications about the educational and training interventions necessary to facilitate the increased labor force participation of older workers in the industry.

Demographic trends influenced the development of this study. The foodservice industry’s heavy reliance on younger workers and reports of potential labor shortages were reasons the study was undertaken.

The population consisted of the membership of the National Restaurant Association. From this group a stratified random sample of 480 foodservice units was selected. Data were collected via questionnaires sent to the identified unit managers.

The results indicated positive relationships between the employment of older workers and the following variables: establishment of a formal training program; the use of self-paced training methods; and the availability of employment alternatives. Older workers were most frequently employed in the institutional segment of the foodservice industry and in units in which a larger percentage of older managers were employed.

Educational and training interventions which would facilitate the employment of older workers were presented. These included: training for managers; training programs for older workers; and employment alternatives.