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Gut V, Feer S, Baumann I. A resource-oriented perspective on the aging workforce - exploring job resource profiles and their associations with various health indicators. BMC Public Health 2024; 24:2559. [PMID: 39300385 DOI: 10.1186/s12889-024-20098-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/21/2024] [Accepted: 09/16/2024] [Indexed: 09/22/2024] Open
Abstract
BACKGROUND Promoting older workers' health in the context of increasing labor force participation and skill shortages is crucial. Examining job resource profiles offers a promising approach to understanding how to promote and maintain the health of older workers within the workplace. However, it is unclear how different job resources interact within distinct worker subgroups. Thus, this study explores the association between the job resource profiles of distinct subgroups and various health indicators among older workers in Europe. METHODS Data from 4,079 older workers (age range: 50-60 years, 57% female) from waves 6 and 8 of the Survey of Health, Ageing and Retirement in Europe (SHARE) were analyzed. Latent profile analysis was employed to identify distinct job resource profiles using social support, recognition, job promotion, autonomy, and development opportunities. Associations between these profiles and various health indicators were examined, alongside the sociodemographic and socioeconomic characteristics associated with each profile. RESULTS Four distinct job resource profiles emerged: (I) average job resource workers (n = 2170, 53%), (II) high social job resource workers (n = 983, 24%), (III) low job resource workers (n = 538, 13%), and (IV) autonomous decision-making workers (n = 388, 10%). Workers in the (II) high social job resource profile had the highest socioeconomic status and reported the best self-perceived health, lowest depressive symptoms, and fewest limitations and chronic diseases. Conversely, workers in the (III) low job resource profile had the second-lowest socioeconomic status and reported the poorest health outcomes. Surprisingly, older workers with high autonomy (profile IV) had the lowest socioeconomic status and the second worst self-perceived health. This may be because they perceive themselves as autonomous while lacking support and recognition. CONCLUSION There is wide variation in the level and composition of resources available to older workers in the workplace. The most vulnerable subgroups, such as low job resource workers (profile III) and autonomous decision-making workers (profile IV), could benefit from tailored workplace health promotion interventions, such as support from supervisors or peers. Strengthening older workers' job resources, including social support and recognition, can improve their health and contribute to them remaining in the workforce.
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Affiliation(s)
- Vanessa Gut
- Institute of Public Health, ZHAW Zurich University of Applied Sciences, Winterthur, Switzerland.
- Faculty of Health Sciences and Medicine, University of Lucerne, Alpenquai 4, Lucerne, 6005, Switzerland.
| | - Sonja Feer
- Institute of Public Health, ZHAW Zurich University of Applied Sciences, Winterthur, Switzerland
| | - Isabel Baumann
- Institute of Public Health, ZHAW Zurich University of Applied Sciences, Winterthur, Switzerland
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2
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Wang Y, Shi W. Effects of Age Stereotypes of Older Workers on Job Performance and Intergenerational Knowledge Transfer Intention and Mediating Mechanisms. Behav Sci (Basel) 2024; 14:503. [PMID: 38920835 PMCID: PMC11200610 DOI: 10.3390/bs14060503] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2024] [Revised: 06/10/2024] [Accepted: 06/12/2024] [Indexed: 06/27/2024] Open
Abstract
The workforce is aging with the population aging. How to effectively manage and motivate older workers is significant for elderly human resources development and the sustainable development of enterprises in organizations. Age stereotypes of older workers refer to people's beliefs and expectations about a specific group of 45-65-year-olds in the workplace. This paper examines the effect of age stereotypes of older workers on job performance and intergenerational knowledge transfer intention. This study carried out two research designs, a questionnaire survey and an experimental study, to explore the effects of positive and negative age stereotypes of older workers on job performance and intergenerational knowledge transfer intention within an organizational context and underlying mediating mechanisms. The results showed that positive stereotypes of older workers significantly positively affected job performance and intergenerational knowledge transfer intention. In comparison, negative stereotypes of older workers significantly negatively affected job performance and intergenerational knowledge transfer intention, and self-perception of aging substantially mediates the effects. This study broadens the research field on the impact of positive and negative age stereotypes on older workers in organizational contexts. This study guides organizations in reducing age discrimination, creating an inclusive workplace environment, and achieving the successful aging of older workers.
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Affiliation(s)
| | - Weiwei Shi
- School of Government, Beijing Normal University, Beijing 100875, China;
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3
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Fattori A, Comotti A, Barnini T, Di Tecco C, Laurino M, Bufano P, Ciocan C, Serra D, Ferrari L, Bonzini M. Exploring workability in an older working population: associations with cognitive functioning, sleep quality, and technostress. Front Public Health 2024; 12:1303907. [PMID: 38741912 PMCID: PMC11089127 DOI: 10.3389/fpubh.2024.1303907] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/28/2023] [Accepted: 04/12/2024] [Indexed: 05/16/2024] Open
Abstract
Objective This observational study investigates workability and its associations with cognitive functioning, sleep quality and technostress among an older working population, also shedding light on potential differences between two occupational categories with different work schedules. Methods Workers aged over 50, employed in different working sectors (banking/finance, chemical and metal-mechanic industry) were administered a self- report questionnaire including Work Ability Index (WAI), cognitive tests (Stroop Color Task, Corsi Blocks, Digit Span), sleep quality questionnaires (Pittsburgh Sleep Quality Index-PSQI; Insomnia Severity Index-ISI; Ford Insomnia Response to Stress Test-FIRST) and technostress scale. Linear regression models evaluated associations among variables, interaction effects investigated potential moderators. Results A total of 468 aged workers categorized as white (WCWs; N = 289, 62%) or blue collars (BCWs; N = 179, 38%) were enrolled; most BCWs (N = 104; 58%) were night shift workers. WCWs reported higher workability, cognitive functioning, sleep quality and lower technostress (except for invasion and privacy subscales) than BCWs. Associations between cognitive functioning and workability were statistically significant only for BCWs [slopes equal to 0.2 (0.33), 0.8 (0.34), -0.02 (0.001) for Memory Span Corsi, Block Span Digit and Interference Speed respectively]; additionally, sleep quality significantly moderated this association (p = 0.007). Higher levels of technostress were associated with lower workability, and this relationship was stronger for BCWs. Conclusion The aging of the workforce has important implications for occupational health and safety. Our findings suggest potential interventions and protective measures to promote older workers' wellbeing; blue-collar workers particularly should benefit from tailored intervention to sustain workability and prevent technostress, considering the role of healthy sleep habits promotion.
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Affiliation(s)
- Alice Fattori
- Occupational Medicine Unit, Foundation IRCCS Ca’ Granda Ospedale Maggiore Policlinico, Milan, Italy
| | - Anna Comotti
- Occupational Medicine Unit, Foundation IRCCS Ca’ Granda Ospedale Maggiore Policlinico, Milan, Italy
| | - Teresa Barnini
- Occupational Medicine Unit, Foundation IRCCS Ca’ Granda Ospedale Maggiore Policlinico, Milan, Italy
| | - Cristina Di Tecco
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers' Compensation Authority (INAIL), Rome, Italy
| | - Marco Laurino
- Institute of Clinical Physiology, National Research Council, Pisa, Italy
| | - Pasquale Bufano
- Institute of Clinical Physiology, National Research Council, Pisa, Italy
| | - Catalina Ciocan
- Department of Public Health and Pediatrics, University of Turin, Turin, Italy
| | - Daniele Serra
- Department of Clinical Science and Community Health, University of Milan, Milan, Italy
| | - Luca Ferrari
- Department of Clinical Science and Community Health, University of Milan, Milan, Italy
| | - Matteo Bonzini
- Occupational Medicine Unit, Foundation IRCCS Ca’ Granda Ospedale Maggiore Policlinico, Milan, Italy
- Department of Clinical Science and Community Health, University of Milan, Milan, Italy
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4
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Hartung J, Stahlhofen L, Zacher H, Hülür G. The role of work and retirement in adult development and aging. Acta Psychol (Amst) 2023; 241:104076. [PMID: 37977913 DOI: 10.1016/j.actpsy.2023.104076] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/19/2023] Open
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Ma H, Zhao C. Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China. Psychol Res Behav Manag 2023; 16:3973-3986. [PMID: 37780228 PMCID: PMC10541083 DOI: 10.2147/prbm.s428498] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/21/2023] [Accepted: 09/14/2023] [Indexed: 10/03/2023] Open
Abstract
Purpose Successful aging at work is a new idea for enterprises to develop and utilize older employees under the background of population aging. However, there is a lack of research on the effect of family-work conflict on successful aging at work. This study explored how family-work conflict affective successful aging at work through the mediating roles of occupational future time perspective and the moderating role of flexible work arrangements perception. Methods In study 1 (scenario-based experiment, N=107) recruited full-time employees working through the Credamo platform as experimental subjects, tested the causal relationship between family-work conflict and successful aging at work. In study 2 (questionnaire survey, N=349), questionnaires were distributed to large manufacturing enterprises in North China, and a two-wave time-lagged survey design was used to test the full model. Results The results show that family-work conflict has a negative impact on successful aging at work; occupational future time perspective plays a mediating role in the relationship between family-work conflict and successful aging at work; flexible work arrangements perception moderated the mediating path via occupational future time perspective, and the indirect effect of occupational future time perspective decreased when flexible work arrangements perception increased. Discussion This study enriches the research on the relationship between family-work conflict and successful aging at work in theory, and has important guiding significance for enterprises to build an inclusive and aging human resource management system in practice.
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Affiliation(s)
- Huajun Ma
- School of Business Administration, Zhongnan University of Economics and Law, Hubei, Wuhan, 430073, People’s Republic of China
| | - Chenhui Zhao
- School of Business Administration, Zhongnan University of Economics and Law, Hubei, Wuhan, 430073, People’s Republic of China
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Pak K, Kooij TAM, De Lange AH, Van den Heuvel S, Van Veldhoven MJPM. Successful ageing at work: The role of job characteristics in growth trajectories of work ability and motivation to work amongst older workers. Acta Psychol (Amst) 2023; 239:104012. [PMID: 37603900 DOI: 10.1016/j.actpsy.2023.104012] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/29/2022] [Revised: 08/14/2023] [Accepted: 08/15/2023] [Indexed: 08/23/2023] Open
Abstract
In order to age successfully at work, people need to maintain or improve their work ability and motivation to work. This implies a process that develops over time and can differ substantially between individuals. This study investigated whether different trajectories of perceived work ability and motivation to work can be distinguished between older employees over time and to what extent job demands and job resources are predictive of these different trajectories. We applied growth mixture modelling amongst 5799 employees of 45 years and older at four time points. We found five distinct groups of older workers that differed in their trajectories of perceived work ability and four types of groups of older workers that differed in their trajectories of their motivation to work. Higher levels of physical demands, mental demands, autonomy, supervisor support, and colleague support were less common in unfavourable trajectories. This study gives Human Resource Management practitioners insight into how jobs should be designed to stimulate successful ageing at work.
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Affiliation(s)
- Karen Pak
- Human Resource Studies, Tilburg University, Tilburg, the Netherlands.
| | - T A M Kooij
- Human Resource Studies, Tilburg University, Tilburg, the Netherlands
| | - A H De Lange
- Work and Organizational Psychology, Open University, Heerlen, the Netherlands
| | - S Van den Heuvel
- Netherlands Organisation for Applied Scientific Research (TNO), Hoofddorp, the Netherlands
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Fan P, Song Y, Fang M, Chen X. Creating an age-inclusive workplace: The impact of HR practices on employee work engagement. JOURNAL OF MANAGEMENT & ORGANIZATION 2023. [DOI: 10.1017/jmo.2023.18] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 04/07/2023]
Abstract
Abstract
Drawing on social exchange theory, our study aims to examine how age-inclusive human resource (HR) practices affect work engagement by shaping the age-diversity climate and perceived organizational support (POS). We hypothesize that diversity beliefs play a moderating role in the relationship between age-inclusive HR practices and POS. Our analysis of a sample of 983 employees from 48 organizations in China highlights the direct impact of age-inclusive HR practices on work engagement. Moreover, age-diversity climate and POS mediate the association between age-inclusive HR practices and work engagement. We further demonstrate that diversity beliefs play a moderating role in the association between age-inclusive HR practices and POS. Our findings not only contribute to the literature but also provide practical implications for managing an aging workforce.
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Amarnani RK, Bordia P, Garcia PRJM, Sykes-Bridge I. You Can Leave the Younger Workers Out of It! Toward a Centered Paradigm for Studying Older Workers’ Employment Relationships and Late-Career Dynamics. GROUP & ORGANIZATION MANAGEMENT 2023. [DOI: 10.1177/10596011231161974] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/06/2023]
Abstract
Are late careers worth studying in their own right? The way we think and reason about older workers and late careers—in scholarship and in practice—has been disproportionately informed by a research paradigm that focuses on age differences among employees, which captures how older workers on average differ from younger workers on average. While this contrastive paradigm has been generative, it can also inaccurately portray older workers as a static, homogenous group. In contrast, older workers show considerable heterogeneity (older workers vary), meaningful dynamics (older workers change), and dynamic heterogeneity (older workers vary in how they change). In this paper, we propose that the contrastive paradigm be complemented with a centered paradigm that centers on how older workers vary and change. We develop a theoretical model of how older worker dynamics and older worker heterogeneity shape the quality of their employment relationship—in terms of psychological contracts—which in turn shape their career trajectories and work role enactment. By centering this line of research on older workers, we gain a higher-resolution view of these late careers as unfolding over time and varying among older workers.
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Menassa M, Stronks K, Khatmi F, Roa Díaz ZM, Espinola OP, Gamba M, Itodo OA, Buttia C, Wehrli F, Minder B, Velarde MR, Franco OH. Concepts and definitions of healthy ageing: a systematic review and synthesis of theoretical models. EClinicalMedicine 2023; 56:101821. [PMID: 36684393 PMCID: PMC9852292 DOI: 10.1016/j.eclinm.2022.101821] [Citation(s) in RCA: 20] [Impact Index Per Article: 20.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/06/2022] [Revised: 12/20/2022] [Accepted: 12/20/2022] [Indexed: 01/13/2023] Open
Abstract
Background Healthy ageing (HA) has been defined using multiple approaches. We aim to produce a comprehensive overview and analysis of the theoretical models underpinning this concept and its associated normative terms and definitions. Methods We conducted a systematic review of peer-reviewed HA models in Embase.com, Medline (Ovid), Cochrane CENTRAL, CINAHL, PsycINFO, and Web of Science until August 2022. Original theoretical papers, concept analyses, and reviews that proposed new models were included. Operational models/definitions, development psychology theories and mechanisms of ageing were excluded. We followed an iterative approach to extract the models' characteristics and thematically analyze them based on the approach of Walker and Avant. The protocol was registered in PROSPERO (CRD42021238796). Findings Out of 10,741 records, we included 59 papers comprising 65 models/definitions, published in English (1960-2022) from 16 countries in Europe, Asia, and America. Human ageing was described using 12 normative terms, mainly (models (%)): successful (34 (52%)), healthy (eight (12%)), well (five (8%)), and active (four (6%)). We identified intrinsic/extrinsic factors interacting throughout the life course, adaptive processes as attributes, and outcomes describing ageing patterns across objective and subjective dimensions (number of models/definitions): cognitive (62), psychological (53), physical (49), social (49), environmental (19), spiritual (16), economic (13), cultural (eight), political (six), and demographic (four) dimensions. Three types of models emerged: health-state outcomes (three), adaptations across the life course (31), or a combination of both (31). Two additional sub-classifications emphasized person-environment congruence and health promotion. Interpretation HA conceptualizations highlight its multidimensionality and complexity that renders a monistic model/definition challenging. It has become evident that life long person-environment interactions, adaptations, environments, and health promotion/empowerment are essential for HA. Our model classification provides a basis for harmonizing terms and dimensions that can guide research and comparisons of empirical findings, and inform social and health policies enabling HA for various populations and contexts. Funding MM, ZMRD, and OI are supported by the European Union's Horizon 2020 Marie Skłodowska-Curie grant No 801076, and MM is also supported by the Swiss National Foundation grant No 189235.
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Affiliation(s)
- Marilyne Menassa
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Graduate School for Health Sciences, University of Bern, Bern, Switzerland
| | - Karien Stronks
- Department of Public and Occupational Health, Amsterdam University Medical Centers, University of Amsterdam, Amsterdam, the Netherlands
| | - Farnaz Khatmi
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Graduate School for Health Sciences, University of Bern, Bern, Switzerland
- Community Medicine Department, Tehran University of Medical Sciences, Tehran, Iran
| | - Zayne Milena Roa Díaz
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Graduate School for Health Sciences, University of Bern, Bern, Switzerland
| | - Octavio Pano Espinola
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Navarra Institute for Health Research (IdiSNA), Pamplona, Spain
| | - Magda Gamba
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Graduate School for Health Sciences, University of Bern, Bern, Switzerland
| | - Oche Adam Itodo
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Graduate School for Health Sciences, University of Bern, Bern, Switzerland
- Swiss Paraplegic Research, Nottwil, Switzerland
| | - Chepkoech Buttia
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
| | - Faina Wehrli
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
| | - Beatrice Minder
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Public Health and Primary Care Library, University Library of Bern, University of Bern, Bern, Switzerland
| | - Minerva Rivas Velarde
- Department of Radiology and Medical Informatics, Faculty of Medicine, University of Geneva, Geneva, Switzerland
| | - Oscar H. Franco
- Institute of Social and Preventive Medicine, University of Bern, Bern, Switzerland
- Department of Public Health, Julius Center for Health Science and Primary Care, UMC Utrecht, Utrecht University, Utrecht, the Netherlands
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Zhao C, Ma H, Chen Z, Liu X. Work-family enrichment and successful aging at work: The China context. Front Psychol 2023; 13:1090864. [PMID: 36778172 PMCID: PMC9909111 DOI: 10.3389/fpsyg.2022.1090864] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2022] [Accepted: 12/28/2022] [Indexed: 01/27/2023] Open
Abstract
Existing research mainly analyzes the antecedents of successful aging at work from the perspective of the work field, ignoring that in the Chinese context of "familism," the two fields of family and work permeate each other and may have an impact on successful aging at work. Thus, through a multi-time data collection approach, we obtained a sample of 338 older Chinese employees to examine the impact of work-family enrichment on successful aging at work, the mediating role of occupational future time perspective, and the moderating role of age-inclusive human resource practice. Results indicate that work-to-family enrichment was positively associated with successful aging at work through the mediation of occupational future time perspective. Family-to-work enrichment was positively associated with successful aging at work through the mediation of occupational future time perspective. In addition, age-inclusive human resource practice amplified the positive effects of work-to-family enrichment and family-to-work enrichment on occupational future time perspective. This is an exploration of successful aging at work in the Chinese context, broadening the theoretical research on successful aging at work and providing new ideas for managers on motivating older employees to achieve successful aging at work.
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Affiliation(s)
- Chenhui Zhao
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, Hubei, China
- Business School of Wuchang University of Technology, Wuhan, China
| | - Huajun Ma
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, Hubei, China
| | - Zimeng Chen
- School of Management, Lanzhou University, Lanzhou, China
| | - Xiaohui Liu
- Business School, University of International Business and Economics, Beijing, China
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Debus ME, Körner B, Wang M, Kleinmann M. Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements. JOURNAL OF BUSINESS AND PSYCHOLOGY 2023; 38:411-435. [PMID: 36694852 PMCID: PMC9852809 DOI: 10.1007/s10869-022-09870-8] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 12/17/2022] [Indexed: 06/17/2023]
Abstract
Thus far, research on perceived overqualification has focused on either maladaptive, strain-based versus more adaptive, self-regulatory reactions in isolation. Following person-environment fit theory, we seek to advance this one-sided focus by uniting both types of adjustment reactions and to consider their implications for perceived person-job fit, and performance and wellbeing outcomes. In line with theory, we also examine contextual boundary conditions in the form of indicators of formal work arrangements (i.e., permanent vs. temporary employment contract and job tenure). Utilizing three-wave data from 453 employees, we found that perceived overqualification indirectly and sequentially related to decreases in task performance, organizational citizenship behavior and job satisfaction via anger toward employment situation and lower levels of perceived person-job fit-thus reflecting the strain-based pathway. For the self-regulatory pathway, findings did not align with our initial proposition that the positive relationship between perceived overqualification and work organization (a form of structural job crafting whereby employees improve their work processes) would be weaker among temporary employees and those with longer tenure. Instead, having a temporary employment contract or having longer job tenure resulted in a negative relationship between perceived overqualification and work organization, which further contributed to a decrease in performance and satisfaction via lower levels of perceived person-job fit. Our study highlights the demotivating role of a temporary employment contract and long job tenure for overqualified employees to reorganize their work. In discussing our findings, we point to the importance of job stage and develop recommendations for managing overqualified employees.
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Affiliation(s)
| | | | - Mo Wang
- University of Florida, Gainesville, FL 32611 USA
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Ahmadi M, Nopour R, Nasiri S. Developing a prediction model for successful aging among the elderly using machine learning algorithms. Digit Health 2023; 9:20552076231178425. [PMID: 37284015 PMCID: PMC10240880 DOI: 10.1177/20552076231178425] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/08/2022] [Accepted: 05/10/2023] [Indexed: 06/08/2023] Open
Abstract
Objective The aging phenomenon has an increasing trend worldwide which caused the emergence of the successful aging (SA)1 concept. It is believed that the SA prediction model can increase the quality of life (QoL)2 in the elderly by decreasing physical and mental problems and enhancing their social participation. Most previous studies noted that physical and mental disorders affected the QoL in the elderly but didn't pay much attention to the social factors in this respect. Our study aimed to build a prediction model for SA based on the physical, mental, and specially more social factors affecting SA. Methods The 975 cases related to SA and non-SA of the elderly were investigated in this study. We used the univariate analysis to determine the best factors affecting the SA. AB3, XG-Boost J-48, RF4, artificial neural network5, support vector machine6, and NB7 algorithms were used for building the prediction models. To get the best model predicting the SA, we compared them using positive predictive value (PPV)8, negative predictive value (NPV)9, sensitivity, specificity, accuracy, F-measure, and area under the receiver operator characteristics curve (AUC). Results Comparing the machine learning10 model's performance showed that the random forest (RF) model with PPV = 90.96%, NPV = 99.21%, sensitivity = 97.48%, specificity = 97.14%, accuracy = 97.05%, F-score = 97.31%, AUC = 0.975 is the best model for predicting the SA. Conclusions Using prediction models can increase the QoL in the elderly and consequently reduce the economic cost for people and societies. The RF can be considered an optimal model for predicting SA in the elderly.
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Affiliation(s)
- Maryam Ahmadi
- Health Management and Economics Research Center, Health Management Research Institute, Iran University of Medical Sciences, Tehran, Iran
| | - Raoof Nopour
- Health Management and Economics Research Center, Health Management Research Institute, Iran University of Medical Sciences, Tehran, Iran
| | - Somayeh Nasiri
- Health Management and Economics Research Center, Health Management Research Institute, Iran University of Medical Sciences, Tehran, Iran
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Chłoń-Domińczak A, Holzer-Żelażewska D. Economic stress of people 50 + in European countries in the Covid-19 pandemic-do country policies matter? Eur J Ageing 2022; 19:883-902. [PMID: 34840545 PMCID: PMC8611994 DOI: 10.1007/s10433-021-00662-2] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/01/2021] [Indexed: 01/26/2023] Open
Abstract
The Covid-19 pandemic caused lockdown of economies, which in turn led to the worsening of the economic situation of many households. During the first wave of the Covid-19 pandemic governments undertook various measures to support economies and societies, including jobs protection along with financial support provision to people who suffered financial loss during the economic crisis. We analyse the economic situation of older Europeans, depending on their socio-economic status as well as country of residence characteristics, including economic and labour market changes during the first phase of the pandemic, the strictness of government policies but also the country development level using the Human Development Index. We use the results of the Survey of Health, Ageing, and Retirement in Europe (SHARE), including the SHARE Corona Telephone Survey, which was conducted during the first wave of the Covid-19 pandemic. Our results indicate that individual characteristics have a higher impact on individual economic stress, compared to country characteristics. However, country's response to the consequences of the Covid-19 pandemic, but also the overall level of development influences the economic situation and ability to cope with the economic risks people aged 50 and over face. People in more developed countries have smaller difficulties in making ends meet, while the economic crisis and more stringent policies reduce chances to receive financial support and increase economic risks.
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Tsai MC, Wang SF, Gray NJ, Jourdan D. Occupational Health of Education Personnel-The Role of Job Crafting and Other Control Strategies on Healthy Ageing at Work. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:15970. [PMID: 36498038 PMCID: PMC9740758 DOI: 10.3390/ijerph192315970] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/30/2022] [Revised: 11/23/2022] [Accepted: 11/25/2022] [Indexed: 06/17/2023]
Abstract
This article looks at the strategies that influence healthy ageing at work from the motivational theory of life span development (MTD). It aims to better understand the influence of job crafting as a selective primary control, help-seeking as a compensatory primary control, positive reappraisal as a selective secondary control, and downward social comparison and downgrading expectation as a compensatory secondary control on healthy ageing at work (work engagement, health, and motivation to continue working after retirement). A total of 386 educational personnel participated in the study. This study used hierarchical regression analysis to test incremental validity, supplemented with confirmatory factor analysis and structural equation modelling as a solution to solve the potential error problems caused. The results show that job crafting is positively correlated with healthy ageing at work. Positive reappraisal and downward social comparison showed incremental validity in predicting healthy ageing at work beyond job crafting among the middle-aged group (45-65-years-old); in particular, positive reappraisal was the determinant of healthy ageing at work among the middle-aged group. However, both help-seeking and downgrading expectation did not show incremental validity. This study can contribute to the evolution of career development interventions and human resource management focused on supporting older people at work.
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Affiliation(s)
- Min-Chien Tsai
- Department of Psychology, Fu Jen Catholic University, New Taipei City 242062, Taiwan
| | - Sy-Feng Wang
- Department of Psychology, Fu Jen Catholic University, New Taipei City 242062, Taiwan
| | - Nicola J. Gray
- School of Applied Sciences, University of Huddersfield, Huddersfield HD1 3DH, UK
| | - Didier Jourdan
- ACTé EA 4281 Research Group, Université Clermont Auvergne, F-63000 Clermont-Ferrand, France
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15
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Figueiredo S, João R, Alho L, Hipólito J. Psychological Research on Sleep Problems and Adjustment of Working Hours during Teleworking in the COVID-19 Pandemic: An Exploratory Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:14305. [PMID: 36361185 PMCID: PMC9656353 DOI: 10.3390/ijerph192114305] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/20/2022] [Revised: 10/24/2022] [Accepted: 10/26/2022] [Indexed: 06/16/2023]
Abstract
Mandatory home isolation caused by COVID-19 in professional contexts led to a situation that required work activities to be converted into a remote modality. The literature on this topic is very recent, given the pandemic and the uncertainty of virtual and face-to-face work modalities. This study aimed to examine the effects of adults' prolonged exposure to screens on sleep quality, the type of devices used according to age and gender, periods of access to such devices and the impact on performance in the context of telework due to COVID-19. Specifically, the study analyzed the differences in the use of devices and in the time spent using them during and after teleworking between genders and age groups. A total of 127 Portuguese participants answered the Pittsburgh Sleep Quality Index and a questionnaire that we specifically developed to characterize teleworking habits. The results showed differences between men and women regarding the use of devices and its impact on sleep quality, as well as differences in terms of age. These results are discussed in terms of how the current work context may affect performance, sleep, gender differences and the adverse effects of exposure to screens during and after work hours.
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Affiliation(s)
- Sandra Figueiredo
- Department of Psychology, Psychology Research Centre (CIP), Universidade Autónoma de Lisboa, Foundation for Science and Technology (FCT), 1169-023 Lisbon, Portugal
| | - Raquel João
- Department of Psychology, Universidade Autónoma de Lisboa, 1169-023 Lisbon, Portugal
| | - Laura Alho
- Think Wise, 3810-133 Aveiro, Portugal
- Mind—Clinical and Forensic Institute, 1990-019 Lisbon, Portugal
| | - João Hipólito
- Department of Psychology, Psychology Research Centre (CIP), Universidade Autónoma de Lisboa, 1169-023 Lisbon, Portugal
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16
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Henning G, Stenling A, Tafvelin S, Ebener M, Lindwall M. Levels and change in autonomous and controlled work motivation in older workers—The role of proximity to retirement and sense of community at work. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1111/joop.12406] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
| | - Andreas Stenling
- Umeå University Umeå Sweden
- University of Agder Kristiansand Norway
| | | | | | - Magnus Lindwall
- University of Gothenburg Gothenburg Sweden
- The Swedish School of Sport and Health Sciences Stockholm Sweden
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17
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Yokoyama K, Ihira H, Matsuzaki-Kihara Y, Mizumoto A, Miyajima R, Sasaki T, Kozuka N, Ikeda N. Association between Productive Roles and Frailty Factors among Community-Dwelling Older Adults: A Cross-Sectional Analysis. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:10838. [PMID: 36078554 PMCID: PMC9517858 DOI: 10.3390/ijerph191710838] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/07/2022] [Revised: 08/26/2022] [Accepted: 08/29/2022] [Indexed: 06/15/2023]
Abstract
The employment rate of older people in Japan is expected to increase in the future owing to the increase in the retirement age. Preventing frailty is imperative to maintaining productive roles of older adults. Therefore, this study aimed to examine the association between productive roles and frailty factors among community-dwelling older adults. A total of 135 older adults, enrolled in 2017, participated in the study. Productive roles and domains related to frailty were measured. We measured usual gait speed and grip strength for the physical domain; Mini-Mental State Examination (MMSE) and Geriatric Depression Scale (GDS-15) scores for the cognitive and mental domains; and social role and group activity for the social domain. Multivariate-adjusted logistic regression models revealed that having productive roles was associated with faster usual gait speed (odds ratios [OR] = 1.05; 95% confidence interval [CI], 1.01-1.08; p = 0.005) and lower GDS-15 score (OR = 0.79; 95% CI, 0.64-0.97; p = 0.023). These results suggest that health promotion to maintain gait speed and prevent depressive symptoms may contribute to maintaining productivity in community-dwelling older adults.
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Affiliation(s)
- Kazuki Yokoyama
- Department of Occupational Therapy, School of Health Sciences, Sapporo Medical University, Sapporo 060-8556, Japan
| | - Hikaru Ihira
- Department of Physical Therapy, School of Health Sciences, Sapporo Medical University, Sapporo 060-8556, Japan
| | | | - Atsushi Mizumoto
- Department of Physical Therapy, Faculty of Human Science, Hokkaido Bunkyo University, Eniwa 061-1449, Japan
| | | | - Takeshi Sasaki
- Department of Physical Therapy, School of Health Sciences, Sapporo Medical University, Sapporo 060-8556, Japan
| | - Naoki Kozuka
- Department of Physical Therapy, School of Health Sciences, Sapporo Medical University, Sapporo 060-8556, Japan
| | - Nozomu Ikeda
- Department of Occupational Therapy, School of Health Sciences, Sapporo Medical University, Sapporo 060-8556, Japan
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18
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Technology Boom(ers): How US Multinational Technology Companies Are Preparing for an Ageing Workforce. ADMINISTRATIVE SCIENCES 2022. [DOI: 10.3390/admsci12030091] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/27/2023] Open
Abstract
This study addresses a lack of knowledge of how US multinational organizations are preparing for an ageing workforce. The study took the form of a qualitative multiple-case study, comprising in depth semi-structured interviews of senior managers in target companies selected through purposive sampling. The study used institutional theory and dynamic capabilities theory as theoretical frameworks. The findings of the study imply that there are still no rigorous processes in place to support the contribution of older workers to the success of the organization, that legislative compliance is a key current focus, and that considerations of intersectionality between age and other aspects of diversity are emerging. These findings suggest recommendations for practice that are related to the transparency of age-related data, implementation of considered recruitment and retention strategies for older workers, and the direct involvement of older workers in technological product and service development.
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19
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Rudolph CW, Zacher H. How, Why, and When is the Average Age of Employees Related to Climate for Innovation? The Role of Age Diversity, Focus on Opportunities, and Work Engagement. GROUP & ORGANIZATION MANAGEMENT 2022. [DOI: 10.1177/10596011221078666] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Folk wisdom suggests that “you cannot teach an old dog new tricks.” Accordingly, as the average age of the workforce increases, there is a potential concern based on negative stereotypes that organizations will become less innovative. Drawing from lifespan development theories and theorizing on innovation, we explore this concern by testing, at the organization level of analysis, whether the average age of employees is indirectly related to climate for innovation through employees’ aggregate focus on opportunities (i.e., a negative indirect effect) and work engagement (i.e., a positive indirect effect). Moreover, we proposed that organizational age diversity is a protective resource that moderates these relationships, such that they are weaker in organizations with high as compared to low age diversity. Organization-level data were collected from teaching and non-teaching staff in n = 133 schools across two time points separated by 4 years (Time 1 n = 3712 respondents; Time 2 n = 5183 respondents). Results suggest that the average age of employees within schools was negatively related to employees’ aggregate focus on opportunities which, in turn, positively predicted climate for innovation above and beyond the positive effect of work engagement. Moreover, the negative indirect effect of average age on climate for innovation through aggregate focus on opportunities was weaker for organizations with high age diversity. Overall, these findings contribute to a better understanding of relationships between age and age-related characteristics and climate for innovation at the organization level, and challenge common misunderstandings regarding the role of age in the workplace.
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Affiliation(s)
- Cort W. Rudolph
- Department of Psychology, Saint Louis University, St Louis, MO, USA
| | - Hannes Zacher
- Wilhelm Wundt Institute of Psychology, Leipzig University, Leipzig, Germany
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20
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Ferreira N, Coetzee M, Potgieter I. Validity of the career embeddedness scale as predictor of affective commitment. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2022. [DOI: 10.4102/sajip.v48i0.1956] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
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21
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Andrea SB, Eisenberg-Guyot J, Oddo VM, Peckham T, Jacoby D, Hajat A. Beyond Hours Worked and Dollars Earned: Multidimensional EQ, Retirement Trajectories and Health in Later Life. WORK, AGING AND RETIREMENT 2022; 8:51-73. [PMID: 35035984 PMCID: PMC8742984 DOI: 10.1093/workar/waab012] [Citation(s) in RCA: 13] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/14/2022]
Abstract
The working lives of Americans have become less stable over the past several decades and older adults may be particularly vulnerable to these changes in employment quality (EQ). We aimed to develop a multidimensional indicator of EQ among older adults and identify EQ and retirement trajectories in the United States. Using longitudinal data on employment stability, material rewards, workers' rights, working-time arrangements, unionization, and interpersonal power relations from the Health and Retirement Study (HRS), we used principal component analysis to construct an EQ score. Then, we used sequence analysis to identify late-career EQ trajectories (age 50-70 years; N = 11,958 respondents), overall and by sociodemographics (race, gender, educational attainment, marital status). We subsequently examined the sociodemographic, employment, and health profiles of these trajectories. We identified 10 EQ trajectories; the most prevalent trajectories were Minimally Attached and Wealthy (13.9%) and Good EQ to Well-off Retirement (13.7%), however, 42% of respondents were classified into suboptimal trajectories. Those in suboptimal trajectories were disproportionately women, people of color, and less-educated. Individuals in the Poor EQ to Delayed and Poor Retirement and Unattached and Poor clusters self-reported the greatest prevalence of poor health and depression, while individuals in the Wealthy Business Owners and Great EQ to Well-off Retirement clusters self-reported the lowest prevalence of poor health and depression at baseline. Trajectories were substantially constrained for women of color. Although our study demonstrates EQ is inequitably distributed in later life, labor organizing and policy change may afford opportunities to improve EQ and retirement among marginalized populations.
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Affiliation(s)
- Sarah B Andrea
- OHSU-PSU School of Public Health, Portland, OR, USA
- Lifespan BERD Core, Rhode Island Hospital, Providence, RI, USA
| | - Jerzy Eisenberg-Guyot
- Department of Epidemiology, Columbia Mailman School of Public Health, New York, NY, USA
| | - Vanessa M Oddo
- Department of Kinesiology and Nutrition, University of Illinois Chicago, Chicago, IL, USA
| | - Trevor Peckham
- Department of Environmental and Occupational Health Sciences, University of Washington School of Public Health, Seattle, WA, USA
| | - Daniel Jacoby
- School of Interdisciplinary Arts & Sciences, University of Washington Bothell, Bothell, WA, USA
| | - Anjum Hajat
- Department of Epidemiology, University of Washington School of Public Health, Seattle, WA, USA
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22
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Shao Y, Goštautaitė B, Wang M, Ng TWH. Age and sickness absence: Testing physical health issues and work engagement as countervailing mechanisms in a cross‐national context. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12498] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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23
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Koziel RJ, Friedrich JC, Rudolph CW, Zacher H. Age-Differentiated Leadership and Healthy Aging at Work: Evidence from the Early Stages of the COVID-19 Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182312509. [PMID: 34886235 PMCID: PMC8656937 DOI: 10.3390/ijerph182312509] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/27/2021] [Revised: 11/17/2021] [Accepted: 11/25/2021] [Indexed: 11/16/2022]
Abstract
Little is known about the relative influence of age-differentiated leadership on healthy aging at work. Likewise, the age-conditional influence of age-differentiated leadership is understudied, and especially so in the context of the COVID-19 pandemic. Using a three-wave longitudinal study, we examined the role that age-differentiated leadership plays in the prediction of work ability, as measured three times over six months (n = 1130) during the early stages of the COVID-19 pandemic in Germany (i.e., December 2019, March 2020, and June 2020). The results suggest that although there were no systematic changes in work ability on average, there was notable within-person variability in work ability over time. Additionally, we find that a balanced approach to age-differentiated leadership that considers the needs of both older and younger employees matters most and complements the positive influence of leader–member exchange for predicting within-person variability in work ability. We also find that older employees’ work ability benefits from an approach to age-differentiated leadership that considers older employee’s needs, whereas younger employees’ work ability especially benefits from leader–member exchange and a balanced approach to age-differentiated leadership. Overall, these results provide initial support for the idea that an age-differentiated approach to leadership is important when considering healthy aging at work.
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Affiliation(s)
- Ryszard J. Koziel
- Department of Psychology, Saint Louis University, St. Louis, MO 63103, USA; (R.J.K.); (J.C.F.)
| | - Jack C. Friedrich
- Department of Psychology, Saint Louis University, St. Louis, MO 63103, USA; (R.J.K.); (J.C.F.)
| | - Cort W. Rudolph
- Department of Psychology, Saint Louis University, St. Louis, MO 63103, USA; (R.J.K.); (J.C.F.)
- Correspondence: ; Tel.: +1-(314)-977-2300
| | - Hannes Zacher
- Wilhelm Wundt Institute of Psychology, Leipzig University, 04109 Leipzig, Germany;
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24
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Alcover CM, Mazzetti G, Vignoli M. Sustainable Employability in the Mid and Late Career: An Integrative Review. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2021. [DOI: 10.5093/jwop2021a16] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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25
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Schubert K, Zeschke M, Zacher H. What to do when there is nothing to do? Toward a better understanding of idle time at work. CURRENT PSYCHOLOGY 2021; 42:1-20. [PMID: 34803336 PMCID: PMC8589093 DOI: 10.1007/s12144-021-02445-5] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/28/2021] [Indexed: 12/04/2022]
Abstract
Idle time at work is a phase of involuntary downtime during which employees experience that they cannot carry out their work tasks. In contrast to breaks, interruptions, procrastination, or withdrawal behavior, employees cannot work because of the absence of work-related tasks. Based on action regulation theory, we develop an integrative conceptual model on the antecedents and consequences of the subjective experience of idle time. We propose that work constraints (i.e., regulation problems) have negative effects on occupational well-being and task performance, and that these effects are mediated by subjective idle time. The strength of these effects is further assumed to be influenced by individuals' use of proactive (i.e., prevention) and adaptive (i.e., coping) strategies. Results of a supplemental qualitative study, for which we interviewed 20 employees from different occupations, provided preliminary support for the propositions. Finally, we develop theory on how individual, situational, and organizational characteristics may influence the proposed effects on and of idle time. Overall, this conceptual development paper contributes to a better theoretical understanding of idle time at work by extending its definition and applying action regulation theory to this practically important phenomenon.
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Affiliation(s)
- Karoline Schubert
- Institute of Psychology – Wilhelm Wundt, Leipzig University, Neumarkt 9-19, 04109 Leipzig, Germany
| | - Martin Zeschke
- Institute of Psychology – Wilhelm Wundt, Leipzig University, Neumarkt 9-19, 04109 Leipzig, Germany
| | - Hannes Zacher
- Institute of Psychology – Wilhelm Wundt, Leipzig University, Neumarkt 9-19, 04109 Leipzig, Germany
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26
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Abstract
Current perspectives on career success have yet to show whether and how subjective career success evaluations may change over time and across career phases. By adopting a retrospective life-span approach to careers, our qualitative inquiry into the career experiences of 63 professionals contributes to the temporal understanding of subjective career success by exploring patterns in how subjective career success perceptions and priorities may change over time. The temporal development of subjective career success was explored among early-career, mid-career, and late-career workers by piecing together retrospective evaluations of career success perceptions. Our findings point to common patterns in career success perceptions across the lifespan. Specifically, we found five shift components of career success perceptions during people’s careers: (1) quitting striving for financial success and recognition; (2) an increased focus on personal development across the career; (3) a stronger emphasis on work–life balance across the career; (4) a shift toward being of service to others; and (5) no change in subjective career success components across the career. These patterns reflect ways in which workers engage in motivational self-regulation and the corresponding career goal-setting across the lifespan. The theoretical implications are discussed.
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27
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Zacher H, Zadeh RS, Heckhausen J, Oettingen G. Motivation and Healthy Aging at Work. J Gerontol B Psychol Sci Soc Sci 2021; 76:S145-S156. [PMID: 33891014 DOI: 10.1093/geronb/gbab042] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/10/2020] [Indexed: 11/13/2022] Open
Abstract
The goals of this paper are to review theoretical and empirical research on motivation and healthy aging at work and to outline directions for future research and practical applications in this area. To achieve these goals, we first consider the World Health Organization's (WHO) definition of healthy aging in the context of paid employment and lifespan development in the work domain. Second, we describe contemporary theoretical models and cumulative empirical findings on age, motivation, and health and well-being at work, and we critically discuss to what extent they are consistent with the WHO definition of healthy aging. Finally, we propose several directions for future research in the work context that are aligned with the WHO definition of healthy aging, and we describe a number of interventions related to the design of work environments and individual strategies to promote the motivation for healthy aging at work.
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28
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Guan Y, Deng H, Fan L, Zhou X. Theorizing person-environment fit in a changing career world: Interdisciplinary integration and future directions. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103557] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
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29
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Zacher H, Froidevaux A. Life stage, lifespan, and life course perspectives on vocational behavior and development: A theoretical framework, review, and research agenda. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2020.103476] [Citation(s) in RCA: 16] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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30
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Time Perspective and the Risk of Developing Burnout: An Empirical Study among Different Blue-Collar Workers in Spain. SUSTAINABILITY 2021. [DOI: 10.3390/su13063271] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/30/2022]
Abstract
The purpose of this research was to analyze the relationship between the time perspective of Spanish shipyard workers in relation to burnout compared to other blue-collar workers in other sectors, including a total of 644 participants in a shipyard in northern Spain and 223 workers in other sectors. The ages were between 20 and 69 (M = 46.14, SD = 10.98). We used the Spanish version of the Zimbardo Time Perspective Instrument (ZTPI) and the Maslach Burnout Inventory–General Survey (MBI-GS). The mean of the three reliability coefficients of the emotional exhaustion factor was 0.887. In respect to the five factors of the ZTPI questionnaire, the mean of those five coefficients was 0.86. A Student’s t-test for independent samples comparing shipyard naval workers vs. the control group in personality variables and burnout was used. The psychological difference between workers in the naval sector and those in other sectors is better predicted based on two variables: emotional exhaustion and professional efficacy. Workers in the naval sector have a higher risk of becoming burnt-out than workers in other sectors due to a negative past, present and future time perspective. This can be a consequence of constant understimulation and monotonous and repetitive work, as well as a lack of autonomy and social support at work.
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31
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Unravelling the process between career shock and career (un)sustainability: exploring the role of perceived human resource management. CAREER DEVELOPMENT INTERNATIONAL 2020. [DOI: 10.1108/cdi-10-2018-0271] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeEmployees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.Design/methodology/approachThirty-three in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.FindingsResults showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.Research limitations/implicationsA limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.Practical implicationsThis study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.Originality/valueThis study extends existing literature by including career shocks as possible predictors of sustainable careers.
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32
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How bias thwarts successful aging at work. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.63] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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33
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Clarifying multilevel and temporal influences on successful aging at work: An ecological systems perspective. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.67] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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34
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On the limits of agency for successful aging at work. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.61] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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35
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Putting successful aging into context. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.69] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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36
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What’s age got to do with it? You may be surprised! INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.68] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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37
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Hirschi A, Zacher H, Shockley KM. Whole-Life Career Self-Management: A Conceptual Framework. JOURNAL OF CAREER DEVELOPMENT 2020. [DOI: 10.1177/0894845320957729] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Contemporary careers require flexible career self-management across the life span that takes work and nonwork roles into account. However, existing models of career self-management do not focus on how work and nonwork life domains interact in this process and work–life research largely neglected a careers perspective. To address this issue, we present a new theoretical framework of career self-management that considers the intersection of work and nonwork roles. Our model integrates insights from career self-management, action regulation, and the work–nonwork interface to propose how goals, action plans, and behaviors across work and nonwork roles are dynamically linked and how these processes lead to career satisfaction, work–life balance, and psychological well-being, affected by contextual and personal role expectations and resources and barriers. Our framework has implications for the theoretical understanding of career self-management, the work–life interface, a whole-life perspective on career development, and contextual factors in career development across the life span.
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Affiliation(s)
| | - Hannes Zacher
- Institute of Psychology, University of Leipzig, Germany
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38
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Detaille S, Reig-Botella A, Clemente M, López-Golpe J, De Lange A. Burnout and Time Perspective of Blue-Collar Workers at the Shipyard. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17186905. [PMID: 32967346 PMCID: PMC7558390 DOI: 10.3390/ijerph17186905] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 08/24/2020] [Revised: 09/14/2020] [Accepted: 09/18/2020] [Indexed: 01/17/2023]
Abstract
Background: The aim of the research was to investigate the association between time perspective in relation to burnout and successful ageing of blue-collar workers with physically highly demanding work and low autonomy. Shipyard blue-collar workers usually do predominantly manual labor versus white-collar workers, whose jobs do not usually involve physical work. Methods: 497 participants workers in a shipyard in the north of Spain. Ages were between 20 and 69 (M = 46.62, SD = 10.79). We used the Zimbardo Time Perspective Instrument (ZTPI), Spanish version, and the Maslach Burnout Inventory–General Survey (MBI-GS). Results: Emotional exhaustion factor obtained a coefficient of 0.97; cynicism factor of 0.83; and professional efficacy factor of p = 0.86. The mean of the three reliability coefficients was 0.887. With respect to the five factors of the ZTPI questionnaire: the negative past factor obtained a coefficient of p = 0.91; that of positive past p = 0.81; the present hedonistic of 0.878; the future of p = 0.83; and the fatalistic present of p = 0.90. The mean of the five coefficients, was p = 0.86. Conclusions: Within shipyard workers, burnout is associated with a negative past and negative future time perspective. This makes shipyard workers at a higher risk of developing burnout and this can have serious consequences for the sustainable employability of these blue-collar workers.
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Affiliation(s)
- Sarah Detaille
- Department of Human Resource Management, HAN University of Applied Sciences in Nijmegen, 6525EJ Nijmegen, The Netherlands; (S.D.); (A.D.L.)
- Department of Psychology, Universidade da Coruna, 15701 A Coruña, Spain; (M.C.); (J.L.-G.)
| | - Adela Reig-Botella
- Department of Human Resource Management, HAN University of Applied Sciences in Nijmegen, 6525EJ Nijmegen, The Netherlands; (S.D.); (A.D.L.)
- Department of Psychology, Universidade da Coruna, 15701 A Coruña, Spain; (M.C.); (J.L.-G.)
- Correspondence:
| | - Miguel Clemente
- Department of Psychology, Universidade da Coruna, 15701 A Coruña, Spain; (M.C.); (J.L.-G.)
| | - Jaime López-Golpe
- Department of Psychology, Universidade da Coruna, 15701 A Coruña, Spain; (M.C.); (J.L.-G.)
| | - Annet De Lange
- Department of Human Resource Management, HAN University of Applied Sciences in Nijmegen, 6525EJ Nijmegen, The Netherlands; (S.D.); (A.D.L.)
- Department of Psychology, Universidade da Coruna, 15701 A Coruña, Spain; (M.C.); (J.L.-G.)
- Faculty of Psychology, Open University Heerlen, 6419 AT Heerlen, The Netherlands
- Norwegian School of Hotel Management, University of Stavanger, 4021 Stavanger, Norway
- Faculty of Psychology, Norwegian University of Science and Technology, 7491 Trondheim, Norway
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Kooij DTAM. The Impact of the Covid-19 Pandemic on Older Workers: The Role of Self-Regulation and Organizations. WORK, AGING AND RETIREMENT 2020; 6:waaa018. [PMID: 38626227 PMCID: PMC7543637 DOI: 10.1093/workar/waaa018] [Citation(s) in RCA: 20] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
We live in an unusual time, which effects all of us in different ways. Due to the Covid-19 pandemic, some people are working harder than ever, some people have lost their job, some people can only work from home, and some people have to reinvent how they work (Kniffin et al., 2020). Older 50+ workers might even be more affected by the pandemic compared to younger workers because they are labeled as vulnerable and as being at risk in terms of Covid-19 (Ayalon et al., 2020). However, emerging studies on the impact of Covid-19 suggest that older workers respond more effectively to measures that counter Covid-19 (Losada-Balter et al., 2020). This is in line with the lifespan developmental perspective, which theorizes and demonstrates that older adults generally are very capable of adapting and very effective in dealing with the aging process (Baltes and Baltes, 1990; Freund, 2008). Multiple studies show that older adults engage in various self-regulation strategies aimed at continuously maintaining or restoring person-environment fit (e.g., Kooij et al., 2020; Taneva and Arnold, 2018; Zacher, Kooij, & Beier, 2018a) thus helping them to age successfully at work. In this commentary, I will take a more positive perspective on older workers and discuss the self-regulation strategies that older workers engage in and how organizations can stimulate this. I will end my commentary with some suggestions for future research.
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Affiliation(s)
- Dorien T A M Kooij
- Department of Human Resource Studies, Tilburg University, Tilburg, the Netherlands
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Advancing our understanding of successful aging at work: A socioemotional selectivity theory perspective. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.71] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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This time with feeling: Aging, emotion, motivation, and decision making at work. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020; 13:395-398. [DOI: 10.1017/iop.2020.65] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
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A step forward: from conceptualizing to measuring successful aging at work. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.64] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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Who has the option to age successfully at work? Considering nonwork factors. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.72] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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The role of leader-member exchange in successful aging at work. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.70] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Successfully aging at work or successfully working while aging? The importance of older workers’ psychological well-being. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.60] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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Successful aging at work: reflections on alpha, beta, and gamma change for older workers and the 2020 SIOP workforce trends. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2020. [DOI: 10.1017/iop.2020.66] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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