Buffers or Boosters? The Role of HRM Practices in Older Workers' Experience of Stereotype Threat

Work-family enrichment and successful aging at work: The China context

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.

Age-inclusive HR practices and the thriving of older workers: the mediating role of occupational future time perspective

Purpose

Drawing on social exchange theory and socio-emotional selectivity theory, this paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers.

Design/methodology/approach

A two-wave cross-sectional design was adopted with bootstrapped parallel multiple mediation analyses. In addition, polynomial regression with response surface analysis was used to examine the extent to which combinations of focus on opportunities and remaining time relate to thriving at work. Data were collected from 310 older workers working in 13 companies located in Portugal.

Findings

AIHRP have direct effects on OFTP dimensions (i.e. focus on opportunities and remaining time), and indirect effects on the two thriving dimensions (i.e. learning and vitality) via focus on opportunities. The positive relationship between AIHRP and learning was mediated by remaining time, while no significant mediating effect on vitality through remaining time was found. Additionally, surface analysis showed that overall thriving and learning increase more sharply when focus on opportunities is higher than remaining time, rather than vice versa.

Originality/value

This paper contributes to the literature by showing the importance of personal resources like OFTP in the relationship between AIHRP and the thriving of older workers. It also provides further support for the distinctiveness of the two OFTP dimensions as remaining time was not linked to vitality, whereas focus on opportunities was linked to both thriving dimensions.

Individual consequences of age stereotypes on older workers : A systematic review

BACKGROUND

The relevance of work participation of older persons is steadily increasing due to demographic changes; however, older workers are often confronted with negative age stereotypes such as being less flexible, adaptable and productive.

OBJECTIVE

Against this background this systematic review summarizes research evidence on individual consequences of age stereotypes on older workers. It further discusses potential processes behind those relationships and gives suggestions for future research and practice.

MATERIAL AND METHODS

A systematic literature search was conducted in PsycINFO, Web of Science and Medline to identify relevant studies examining individual effects of age stereotypes on older workers. In addition, all included studies were evaluated with a standardized quality assessment tool.

RESULTS

A total of 25 studies could be included in this review; however, none of those studies met all quality criteria. Most studies found significant associations between negative age stereotypes and decreased self-efficacy, job satisfaction, performance as well as learning, development or increased retirement intentions of older employees.

CONCLUSION

The results of this review indicate a number of negative consequences that negative age stereotypes have on older workers and also serious flaws in the study quality of existing research. It thereby stresses the importance of more high-quality research but also the reduction of those age stereotypes to promote well-being and work participation of older persons.