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Successful aging at work
The concept of ‘successful aging’ has been expanded to the workplace and in this context it has been interpreted mostly from a life-span theory perspective[1]. Life-span developmental theories view adaptation as a proactive (self-regulated) process, reflected in life management strategies applied by individuals in their attempts to cope with changes in themselves and their environment. For instance, according to the life-span theory of selective optimization with compensation (SOC) proposed originally by Baltes and Baltes (1990)[2] individuals can successfully adapt to age-related changes and changes in the workplace through using three types of personal strategies: selection, optimization, and compensation. Further, there is substantial evidence that the use of SOC strategies can enhance workers’ performance and well-being, and that it becomes particularly important at older age[3][4][5]. Another conceptual model, Socioemotional Selectivity Theory (SES)[6], focuses on the fundamental role of perception of time in the selection and pursuit of social goals. With increasing age, as time becomes perceived as more limited, an individual’s priorities may shift from long-term knowledge-related goals (e.g. learning) to short-term emotional goals (e.g. focusing on meaningful activities and/or relationships). An extension of SES refers to the interpretation of age-related changes in work motivation[7]. It’s been proposed that work motivation does not decline at older ages, but workers’ priorities tend to change over time and with age (e.g. from extrinsically to intrinsically rewarding job features)[7][8].
Following these conceptualizations, one most recent interpretation of the concept of ‘successful aging at work’ is as a developmental process where growth is still possible[1]. According to others[9], the construct of ‘thriving at work’ represents an individual’s simultaneous experiences of both vitality and learning in the workplace and is another term associated with successful aging at work. Theoretically, thriving implies the individual’s orientation toward growth and successful adaptation. It is a common view that thriving declines at older ages. Therefore, older workers would be expected to experience less thriving in the workplace compared with younger workers. However, recent research[5] has demonstrated that experiences of thriving are common among older workers and that these experiences are positively associated with certain types of work environment.
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- ^ a b Zacher, Hannes (2015-01-01). "Successful Aging at Work". Work, Aging and Retirement. 1 (1): 4–25. doi:10.1093/workar/wau006. ISSN 2054-4642.
- ^ B., Baltes, Paul; M., Baltes, Margret; Development., European Network on Longitudinal Studies on Individual. Successful aging : perspectives from the behavioral sciences. Cambridge University Press. ISBN 9780521435826. OCLC 31006393.
{{cite book}}: CS1 maint: multiple names: authors list (link) - ^ Abraham, Joseph D.; Hansson, Robert O. (1995-03-01). "Successful Aging at Work: An Applied Study of Selection, Optimization, and Compensation Through Impression Management". The Journals of Gerontology Series B: Psychological Sciences and Social Sciences. 50B (2): P94–P103. doi:10.1093/geronb/50B.2.P94. ISSN 1079-5014.
- ^ Andreas, Müller,; Matthias, Weigl,; Barbara, Heiden,; Jürgen, Glaser,; Peter, Angerer, (2012-01-01). "Promoting work ability and well-being in hospital nursing: The interplay of age, job control, and successful ageing strategies". Work. 41 (Supplement 1). doi:10.3233/wor-2012-0083-5137. ISSN 1051-9815.
{{cite journal}}: CS1 maint: extra punctuation (link) CS1 maint: multiple names: authors list (link) - ^ a b Taneva, Stanimira K.; Arnold, John; Nicolson, Rod (2016-10-01). "The Experience of Being an Older Worker in an Organization: A Qualitative Analysis". Work, Aging and Retirement. 2 (4): 396–414. doi:10.1093/workar/waw011. ISSN 2054-4642.
- ^ Carstensen, Laura L.; Isaacowitz, Derek M.; Charles, Susan T. "Taking time seriously: A theory of socioemotional selectivity". American Psychologist. 54 (3): 165–181. doi:10.1037/0003-066x.54.3.165.
- ^ a b Kanfer, Ruth; Ackerman, Phillip L. (2004-01-01). "Aging, Adult Development, and Work Motivation". The Academy of Management Review. 29 (3): 440–458. doi:10.2307/20159053.
- ^ Kooij, Dorien T. A. M.; De Lange, Annet H.; Jansen, Paul G. W.; Kanfer, Ruth; Dikkers, Josje S. E. (2011-02-01). "Age and work-related motives: Results of a meta-analysis". Journal of Organizational Behavior. 32 (2): 197–225. doi:10.1002/job.665. ISSN 1099-1379.
- ^ Porath, Christine; Spreitzer, Gretchen; Gibson, Cristina; Garnett, Flannery G. (2012-02-01). "Thriving at work: Toward its measurement, construct validation, and theoretical refinement". Journal of Organizational Behavior. 33 (2): 250–275. doi:10.1002/job.756. ISSN 1099-1379.