Advancing our understanding of successful aging at work: A socioemotional selectivity theory perspective

Cubrich, Marc; Petruzzelli, Alexandra

doi:10.1017/iop.2020.71

Cited by 6 publications

(11 citation statements)

References 27 publications

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“…Second, Cubrich and Petruzzelli (2020) argued that Kooij et al's (2020a) interpretation of the process underlying successful ageing at work can be extended by incorporating the concept of future time perspective from the socioemotional selectivity theory (SST; Carstensen, 2006). This is in line with Grote and Pfrombeck's (2020) proposition that people can manage their ageing experiences by self-regulating their levels of (work) uncertainty and thus their future time perspective.…”

Section: Practitioner Pointsmentioning

confidence: 93%

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Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work

Taneva,

Peng

2023

J Occupat & Organ Psyc

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This research emphasizes the role of employees in managing their experiences of successful ageing at work. Following a lifespan developmental framework, we propose a new model in which employees, who proactively engage in cognitive job crafting and work uncertainty regulation, are more effective in altering their perceptions of remaining time at work. This, in turn, enhances their experiences of successful ageing in the workplace (i.e. the likelihood to sustain longer, healthier and more productive working lives). We test the conceptual model in two consecutive studies with workers from the United States of America (Study 1) and China (Study 2). The results replicate across the two studies, confirming the indirect positive effect of cognitive crafting on successful ageing at work through perceived remaining time at work. In addition, in Study 2, we find that the effect of cognitive crafting on perceived remaining time at work is stronger for employees with higher (vs. lower) levels of work certainty. Finally, work predictability indirectly moderates the relationship between cognitive crafting and perceived remaining time at work via work certainty. These findings offer important theoretical insights into the fields of work and ageing, job design and uncertainty regulation and provide the evidence base for building capacity, improving organizational practice and policymaking on active ageing at work and beyond.

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Section: Practitioner Pointsmentioning

confidence: 93%

“…Second, Cubrich and Petruzzelli (2020) argued that Kooij et al. 's (2020a) interpretation of the process underlying successful ageing at work can be extended by incorporating the concept of future time perspective from the socioemotional selectivity theory (SST; Carstensen, 2006).…”

Section: Figurementioning

confidence: 99%

Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work

Taneva,

Peng

2023

J Occupat & Organ Psyc

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“…16 At the same time, these theories are rarely applied to organizational behavior research, socioemotional selection theory is more widely used in organizational behavior research, which plays an important role in understanding the successful aging of older employees. 11 In essence, SAW reflects whether older employees can effectively overcome the related losses caused by age growth (such…”

Section: Socioemotional Selection Theorymentioning

confidence: 99%

Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China

Ma,

Zhao

2023

PRBM

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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 timelagged 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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“…Owing to the remaining time in life, chronological age appears to be robustly related to shifts towards more emotionally meaningful goals (Carstensen et al, 2003), in turn affecting individuals' interactions with their environments (e.g., the workplace) (Rudolph et al, 2018). For example, older workers may focus more on the development of social relationships and generativity motives (Kooij & Van de Voorde, 2011), whereas younger workers may be more motivated by career goals and developing more skills and knowledge (Cubrich & Petruzzelli, 2020;Penningroth & Scott, 2012). Due to perceived limitations of time, older workers tend to be more motivated by goals to establish powerful social relationships within the work environment (e.g., Henry et al, 2015) and less so by accomplishment and excellence at work (Kanfer & Ackerman, 2004).…”

Section: Regulation Of Goals and Emotionsmentioning

confidence: 99%

“…Changing goal orientations are also reflected in behavior. Specifically, SST has been applied to explain the motivational process behind the age effects on work-related outcomes and successful aging at work (Cubrich & Petruzzelli, 2020;Ng & Feldman, 2013;Zacher et al, 2018), whereas Ng and Feldman's (2008) meta-analysis also showed stronger organizational citizenship behavior with age . Therefore, through goal regulation, individuals may become progressively more focused on goals that are intrinsically meaningful, in turn yielding positive impacts on work performance.…”

Section: Regulation Of Goals and Emotionsmentioning

confidence: 99%

Curvilinear Relationships Between Age and Job Performance and the Role of Job Complexity

Karanika‐Murray

Veldhoven

Michaelides

et al. 2022

Work, Aging and Retirement

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Despite suggestions that work performance varies with age, the empirical evidence is inconclusive and contradictory. Possible reasons for this are the lack of differentiation between different types of performance and a naive assumption of a negative linear relationship between age and task performance across the working lifespan. With this study we question and revisit these expectations. We take a lifespan perspective to explore differential and curvilinear relationships between age (measured as chronological age) and three types of task performance (task proficiency, proactivity, and adaptivity), moderated by job complexity (measured as cognitive demands). Using Bayesian polynomial regression on survey data from 903 employees, we tested the relationships between age and each performance type, with job complexity as a moderator. The data indicated a U-shaped age–adaptivity relationship (main effects for job complexity) and an S-shaped age–proactivity relationship that was more pronounced under low job complexity (interaction effect). We identify the turning points for these changes, which show midlife as a critical period for changes in performance where the job context itself shapes the gradient and direction of these changes. Our findings provide crucial evidence that different types of job performance vary by age and the role of perceived job complexity in explaining trajectories in proactivity and adaptivity. Implications for job design, organizational interventions, and human resource management are discussed.

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Advancing our understanding of successful aging at work: A socioemotional selectivity theory perspective

Cited by 6 publications

References 27 publications

Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work

Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work

Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China

Curvilinear Relationships Between Age and Job Performance and the Role of Job Complexity

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