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The Determinants of Hiring Older Workers: Evidence from Hong Kong

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  • John S. Heywood
  • Lok-Sang Ho
  • Xiangdong Wei

Abstract

A 1996 survey of Hong Kong establishments designed to identify hiring and employment patterns by workers' age shows that, as in the United States, many firms employed older workers but did not hire older workers. This pattern appears to reflect mainly economic forces, rather than public policy, given that no laws prohibited age discrimination or required uniform fringe benefit provision in Hong Kong. The empirical evidence from the survey is consistent with two broad hypotheses. First, workers and firms are more willing to invest in training when workers are young. Second, delayed compensation more effectively deters shirking among young workers than among older workers and is more readily accepted by young workers.

Suggested Citation

  • John S. Heywood & Lok-Sang Ho & Xiangdong Wei, 1999. "The Determinants of Hiring Older Workers: Evidence from Hong Kong," ILR Review, Cornell University, ILR School, vol. 52(3), pages 444-459, April.
    • Handle: RePEc:sae:ilrrev:v:52:y:1999:i:3:p:444-459
    DOI: 10.1177/001979399905200305
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    References listed on IDEAS

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    1. Enright, Michael J. & Scott, Edith E. & Dodwell, David, 1997. "The Hong Kong Advantage," OUP Catalogue, Oxford University Press, number 9780195903225, Decembrie.
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    3. Lazear, Edward P, 1979. "Why Is There Mandatory Retirement?," Journal of Political Economy, University of Chicago Press, vol. 87(6), pages 1261-1284, December.
    4. Frank A. Scott & Mark C. Berger & John E. Garen, 1995. "Do Health Insurance and Pension Costs Reduce the Job Opportunities of Older Workers?," ILR Review, Cornell University, ILR School, vol. 48(4), pages 775-791, July.
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