The expression successful aging at work and related terms such as active, healthy, and productive aging at work are frequently used by organizational researchers and practitioners. However, there are no concrete definitions or theoretical frameworks that explain their meaning, assumptions, and underlying processes. In this paper, I first review conceptualizations of successful aging in the fields of gerontology and life span psychology. Second, I propose a working definition of successful aging at work based on four key elements: criteria, explanatory mechanisms, facilitating and constraining factors, and temporal patterns. I distinguish successful aging at work from usual and unsuccessful aging and from other age-related developments in the work context. Third, I introduce a theoretical framework organized around 5 principles on intraindividual age-related change over time, person and contextual mediators and moderators, and work outcomes. Fourth, I review theoretical and empirical research on age in the workplace published in the past decade through the lens of the proposed theoretical framework. Finally, I conclude this paper by outlining suggestions for future research on successful aging at work, including methodological considerations.

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Successful Aging at Work

Since workforces are aging, governments, organizations, and researchers are increasingly interested in the topic of successful aging at work. In this article, I viewed successful aging at work from a sustainability perspective, and argued that a continuous person–job fit between the changing person and changing work is required for employees to be able to maintain their health, motivation, and work ability, and thus age successfully at work. Since one important way to achieve current and future fit is by engaging in proactive behaviors, I aimed to extend and specify the proactive behaviors proposed in lifespan psychology literature (e.g., selection) with proactive behaviors proposed in organizational psychology literature (e.g., job change negotiation) to identify proactive behaviors for successful aging at work. For example, job crafting can help aging workers to adjust their job to changing goals and motives, improving current person–job fit, and proactive career planning can help aging workers to set new career goals, improving future person–job fit.

Successful Aging at Work: The Active Role of Employees

We present a critical review of theory, empirical research, and practical applications regarding generational differences in leadership phenomena. First, we consider the concept of generations both historically and through contemporary arguments related to leadership. Second, we outline and refute various myths surrounding the idea of generational differences in general, and critique leadership theories that have been influenced by these myths. Third, we describe the results of a literature review of primary empirical studies that have invoked the notion of generational differences to understand leadership phenomena. Finally, we argue that the lifespan developmental perspective represents a useful alternative to generational representations, as it better captures age-related dynamics that are relevant to leadership, followership, and leadership development. Ultimately, our work serves as a formal call for a moratorium to be placed upon the application of the ideas of generations and generational differences to leadership theory, research, and practice.

Leadership and generations at work: A critical review

This position paper brings together recent and emerging developments in the field of presenteeism. A critical synthesis of the evidence is needed due to persisting conceptual and methodological cha...

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“To work, or not to work, that is the question” – Recent trends and avenues for research on presenteeism

Dispositional optimism was originally construed as unidimensional (Scheier & Carver, 1992). However, LOT‐R data (Scheier, Carver, & Bridges, 1994) generally appeared bidimensional as a number of studies suggest a two‐correlated‐factor model representing optimism and pessimism. Attempts at corroborating one‐factor models suggest that correlated errors between positively worded items are required for an adequate account of the data. This article explains bidimensionality by the influence of social desirability (i.e., being positive is desirable). Namely, in the present study, correlated errors are interpreted as the presence of individual differences related to the tendency to present oneself in a positive manner. Moreover, response styles can be corroborated by appropriately modelling the entire covariance matrix (i.e., including fillers), by checking that fillers with positive meaning correlate with the faking‐good group factor. Students (N = 442) responded to a French adaptation of the LOT‐R. The data we...

Dimensionality of the revised life orientation test and the status of filler items: A comment on Lai et al. (1998).

We develop a conceptual model, based on person-environment fit theory, which explains how employee age affects occupational strain and well-being. We begin by explaining how age directly affects different dimensions of objective and subjective P-E fit. Next, we illustrate how age can moderate the relationship between objective P-E fit and subjective P-E fit. Third, we discuss how age can moderate the relationships between P-E fit, on one hand, and occupational strain and well-being on the other. Fourth, we explain how age can impact occupational strain and well-being directly independent of P-E fit. The chapter concludes with implications for future research and practice.

Age, occupational strain, and well-being: A person-environment fit perspective

Occupational health researchers and practitioners have mainly focused on the individual and organizational levels, whereas the team level has been largely neglected. In this study, we define team health climate as employees' shared perceptions of the extent to which their team is concerned, cares, and communicates about health issues. Based on climate, signaling, and social exchange theories, we examined a multilevel model of team health climate and its relationships with five well-established health-related outcomes (i.e., subjective general health, psychosomatic complaints, mental health, work ability, and presenteeism). Results of multilevel analyses of data provided by 6,449 employees in 621 teams of a large organization showed that team health climate is positively related to subjective general health, mental health, and work ability, and negatively related to presenteeism, above and beyond the effects of team size, age, job tenure, job demands, job control, and employees' individual perceptions of health climate. Moreover, additional analyses showed that a positive team health climate buffered the negative relationship between employee age and work ability. Implications for future research on team health climate and suggestions for occupational health interventions in teams are discussed.

The Importance of Team Health Climate for Health-Related Outcomes of White-Collar Workers

Purpose – In many countries, both the number of older people in need of care and the number of employed caregivers of elderly relatives will increase over the next decades. The purpose of this paper is to examine the extent to which perceived organizational, supervisor, and coworker support for eldercare reduce employed caregivers’ strain and weaken the relationship between eldercare demands and strain. Design/methodology/approach – Survey data were collected from 100 employed caregivers from one organization. Findings – Results showed that eldercare demands were positively related to strain, and perceived organizational eldercare support (POES) was negatively related to strain. In addition, high POES weakened the relationship between eldercare demands and strain. Research limitations/implications – The cross-sectional design and use of self-report scales constitute limitations of the study. Practical implications – POES is a resource for employed caregivers, especially when their eldercare demands are high. Originality/value – This research highlights the relative importance of different forms of perceived support for reducing employed caregivers’ strain and weakening the relationship between eldercare demands and strain.

Employees’ eldercare demands, strain, and perceived support

. Studies provide support for the notion of increased vulnerability to upper respiratory track infections (URIs) with exposure to psychological stress, but only few have examined whether optimism and self-efficacy might moderate this relationship. The purpose of the present study was to examine (a) the influence of academic exam stress on susceptibility to URIs and (b) the extent to which these personality characteristics buffer against stress-related vulnerability to URIs. Using a repeated-measures design, URI infection status was measured in a sample of 80 college students with self-reports both during an exam period and outside such a period. Results suggested that optimism may protect from the adverse influence of heightened stress and that pessimistic, low self-efficacious participants may be at elevated risk for the development of URIs at times of increased stress.

Heiko Schulz

Papers

Age, occupational strain, and well-being: A person-environment fit perspective

The Importance of Team Health Climate for Health-Related Outcomes of White-Collar Workers

Employees’ eldercare demands, strain, and perceived support

Optimism, Self-Efficacy, and Perceived Stress as Predictors of Self-Reported Health Symptoms in College Students