Focus on opportunities as a boundary condition of the relationship between job control and work engagement: A multi-sample, multi-method study

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.

Daily Job Crafting and Adaptive Performance During Organizational Change: The Moderating Role of Managers’ Influence Tactics

Is job crafting relevant for adaptive performance in the absence of managers’ effective influence tactics and the presence of ineffective tactics? Based on job demands-resources and conservation of resources theories, we examined whether employee daily job crafting behaviors (i.e., resources seeking, challenges seeking, demands reducing) interact with overall managers’ influence tactics during times of organizational change in explaining change outcomes. Twenty-nine hotel employees completed a questionnaire to evaluate their managers’ influence tactics, and then a diary for five consecutive workdays to assess daily job crafting behaviors and daily adaptive performance during a large-scale change. Multilevel analyses revealed that daily seeking resources related positively to adaptive performance particularly when specific managers’ influence tactics were low. These findings imply that employees compensate for the absence of managers’ influence tactics by seeking resources in order to facilitate their own adaptation to organizational changes.

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

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.

Focus on Opportunities or Limitations? Their Effects on Older Workers' Conflict Management

Socioemotional selectivity theory (SST) stresses that future time perspective (FTP) affects one’s goals and behaviors. In the work context, older workers’ occupational future time perspective (OFTP) also impacts their work-related behaviors. Two studies investigate whether the two components of OFTP, namely, focus on opportunities and on limitations, could account for the age differences in the use of conflict strategies at work. Study 1 comprises 416 Hong Kong Chinese workers aged between 20 and 68 years who completed an online questionnaire measuring their OFTP and habitual use of five conflict management strategies (integrating, compromising, obliging, avoiding, and dominating). In Study 2, 268 managerial employees and professionals were asked to recall a real-life workplace conflict that happened in the past six months and their use of the five conflict strategies in this incident. The results of Study 1 showed a negative indirect effect of age on all five conflict strategies through focus on opportunities, whereas a positive indirect effect of age was observed on obliging, avoiding and dominating strategies through focus on limitations. These age-related patterns are largely replicated in Study 2. These findings suggest that aging workers’ increased perception of limitations make them utilize less constructive strategies when facing conflict at work.

An Open Time Perspective and Social Support to Sustain in Healthcare Work: Results of a Two-Wave Complete Panel Study

Based on lifespan developmental psychology and psychosocial work characteristics theory, we examined longitudinal relations between calendar age, occupational time perspective, different types of job demands and job resources in relation to sustainable employability (i.e., work ability, vitality and employability) among healthcare workers in Netherlands (N = 1478). Results of our two-wave complete panel study revealed satisfactory fit indices for the metric invariance of the included variables across the two waves (6-month time lag). Our results revealed a negative relation between calendar age and external employability of healthcare workers (limited support for hypothesis 1), and more consistent evidence for positive relations between an open future time perspective and across-time changes in vitality, work ability and external employability (supporting hypothesis 2). Few significant findings were found for relations between specific job demands or job resources and indicators of sustainable employability of healthcare workers (mixed results hypotheses 3 and 4). Our explorative tests of possible moderating effects of age or occupational time perspective in predicting relations between psychosocial work characteristics and indicators of sustainable employability revealed only a significant interaction effect of supervisor support and future time perspective in explaining across-time changes in external employability of healthcare workers (rejecting hypothesis 5 and confirming hypothesis 6). We discuss the practical as well as theoretical implications of these findings, and present recommendations for future research.

DO EMPLOYEE RESILIENCE, FOCUS ON OPPORTUNITY, AND WORK-RELATED CURIOSITY PREDICT INNOVATIVE WORK BEHAVIOUR? THE MEDIATING ROLE OF CAREER ADAPTABILITY

Scholars suggest that only certain personality traits can easily adapt and react positively to organisational changes and consequently to innovative behaviour. Hence, in this study, we drew upon career construction theory to develop a hypothetical model examining how certain personality traits (i.e., curiosity, focus on opportunity, and resilience) are likely to influence career adaptability and consequently innovative behaviour. To test the model, we used two-wave longitudinal data focusing on 313 frontline employees operating in a random sample of five-star hotels in Dubai. Using Smart-PLS.3, we revealed that employees with a high level of curiosity, focus on opportunity, and resilience tend to increase the likelihood of their career adaptability significantly. In other words, employees with such work-related personality are more likely to adapt to organisational changes and fit different organisational environments. Furthermore, the result of the study found that career adaptability significantly mediated the relationship between these personality traits and innovative behaviour. The findings have significant implications for both theory and practice. They may also be contextual. These implications are discussed.

An integrative review

Purpose

Psychological capital (PsyCap) and future time perspective (FTP) are ambassadors of positivity among incumbent employees in organisations. However, remarkably little is known regarding the effectiveness of high-performance work systems (HPWS) in nurturing these constructs. The purpose of this study is to contribute and provide a complete frame of reference linking HPWS to PsyCap and FTP.

Design/methodology/approach

A synthesis analysis of existing literature was carried out to formulate managerial and practical propositions.

Findings

Drawing on the conservation of resources theory, affective events theory and Job Demands-Resources (JD-R) model, the present study proposes a research framework that links HPWS, FTP and PsyCap, with possible mediation effect of FTP in HPWS–PsyCap relationship and PsyCap in HPWS–FTP relationship.

Practical implications

Although this paper did not test the model empirically, it offers important practical implications in terms of PsyCap and FTP perception development through HPWS practices.

Originality/value

A set of propositions that explain the relationships between the study variables is presented to enrich the understanding with organisation’s HRM practices and its possible impact on employees.

Work-family enrichment and well-being: the role of occupational future time perspective

Purpose

In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined.

Design/methodology/approach

Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships.

Findings

The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers.

Research limitations/implications

This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers.

Practical implications

Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being.

Originality/value

This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.

Working adults' well-being: An online self-help goal-based intervention

An online self‐help goal‐setting and planning (GAP) intervention to improve working adults’ well‐being was tested using a longitudinal, randomized crossover design. The study sought to (1) test the effectiveness of the intervention relative to wait‐list controls; and (2) test the stability of effects over a 3‐month follow‐up period. Participants were recruited from the UK Civil Service and were randomized to either a GAP intervention or a wait‐list control condition. Wait‐list participants then crossed‐over to receive GAP. Relative to wait‐list controls (N = 149), GAP participants (N = 158) reported significantly higher levels of positive affect (PA) and flourishing, but similar levels of negative affect (NA) and life satisfaction immediately after the intervention. Longitudinal data were analysed for the whole sample (N = 307). Compared to the start of the intervention, participants reported an increase in PA and flourishing directly after the intervention and 3 months later. NA and life satisfaction showed no change by the end of the intervention, but had improved by 3‐month follow‐up. Completing more modules predicted post‐intervention improvements in well‐being, accounting for pre‐intervention well‐being levels. The online self‐help format allowed the intervention to be offered with minimal therapeutic support, enabling convenient access by a large group of employees. The study provides an example of a successful adaptation of a clinically proven well‐being intervention to make it accessible to working adults.

Practitioner points

Well‐being interventions proven in clinical settings can be effectively adapted for use in workplace settings with only minor alterations.

Brief, online self‐help interventions can improve working adults’ well‐being.

Goal‐based interventions can improve working adults’ well‐being when focused towards goals that are aligned with personal values and have been chosen by the individual.

A Lifespan Perspective on Entrepreneurship: Perceived Opportunities and Skills Explain the Negative Association between Age and Entrepreneurial Activity

Researchers and practitioners are increasingly interested in entrepreneurship as a means to fight youth unemployment and to improve financial stability at higher ages. However, only few studies so far have examined the association between age and entrepreneurial activity. Based on theories from the lifespan psychology literature and entrepreneurship, we develop and test a model in which perceived opportunities and skills explain the relationship between age and entrepreneurial activity. We analyzed data from the 2013 Global Entrepreneurship Monitor (GEM), while controlling for gender and potential variation between countries. Results showed that age related negatively to entrepreneurial activity, and that perceived opportunities and skills for entrepreneurship mediated this relationship. Overall, these findings suggest that entrepreneurship research should treat age as a substantial variable.

Future Time Perspective in the Work Context: A Systematic Review of Quantitative Studies

A core construct in the lifespan theory of socioemotional selectivity, future time perspective (FTP) refers to individuals’ perceptions of their remaining time in life. Its adaptation to the work context, occupational future time perspective (OFTP), entails workers’ perceptions of remaining time and opportunities in their careers. Over the past decade, several quantitative studies have investigated antecedents and consequences of general FTP and OFTP in the work context (i.e., FTP at work). We systematically review and critically discuss this literature on general FTP (k = 17 studies) and OFTP (k = 16 studies) and highlight implications for future research and practice. Results of our systematic review show that, in addition to its strong negative relationship with age, FTP at work is also associated with other individual (e.g., personality traits) and contextual variables (e.g., job characteristics). Moreover, FTP at work has been shown to mediate and moderate relationships of individual and contextual antecedents with occupational well-being, as well as motivational and behavioral outcomes. As a whole, findings suggest that FTP at work is an important variable in the field of work and aging, and that future research should improve the ways in which FTP at work is measured and results on FTP at work are reported.

Gender Discrimination and Work Engagement: Moderating Role of Future Time Perspective

This article examines the contribution of perceived gender discrimination to work engagement; the contribution of future time perspective (FTP) to work engagement and more importantly, the moderating role of FTP on the relationship between perceived gender discrimination and work engagement. Based on a social cognitive frame work, it was hypothesized that FTP is positively related to work engagement. Further, it was also expected that FTP would work as a compensatory motivational resource and weaken the negative relationship between gender discrimination and work engagement. These questions were examined using a sample of female employees working in textile and apparel companies in the Chennai and Puducherry regions of India ( N = 234). Results indicate that FTP has a positive relationship with physical, cognitive as well as emotional engagement of the respondents. It also moderates significantly the relationship between perceived gender discrimination and cognitive as well as emotional dimensions of work engagement. However, no significant moderating effect appears for the relationship between gender discrimination and physical engagement of these employees.

Time Pressure Promotes Work Engagement

Based on activation theory and appraisal theory, this study examines the curvilinear relationship between time pressure and work engagement. Further, we argue that this curvilinear relation holds only if time pressure is not induced by unreasonable or unnecessary tasks. We tested our hypotheses in a heterogeneous sample of 191 employees. Results of moderated hierarchical multiple regression analyses provide evidence for an inverted U-shape relation between time pressure and work engagement. Our findings show that the motivating effect of a moderate level of time pressure holds only when employees are assigned to tasks with a low unreasonability rating. Our findings have implications for research on antecedents of work engagement and the job demands-resources model.