Age, Occupational Strain, and Well-Being: A Person-Environment Fit Perspective

Zacher, Hannes; Feldman, Daniel C.; Schulz, Heiko

doi:10.1108/s1479-355520140000012002

Cited by 40 publications

(51 citation statements)

References 66 publications

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“…Future research should also control for additional person and contextual factors that were not assessed in the current study. For instance, employees’ work-related attitudes may also depend on the objective and perceived fit between dynamic individual (e.g., abilities) and contextual characteristics (e.g., job demands; Feldman and Vogel, 2009 ; Zacher et al, 2014 ). Finally, we did not obtain objective outcomes in this study and instead focused on subjective, self-reported outcomes.…”

Section: Discussionmentioning

confidence: 99%

Organizational Climate for Successful Aging

Zacher

Yang

2016

Front. Psychol.

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Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees’ shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (Mage = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals’ perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work.

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Section: Discussionmentioning

confidence: 99%

Organizational Climate for Successful Aging

Zacher

Yang

2016

Front. Psychol.

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“…They proposed that age and age-related factors (e.g., emotional competencies, appraisal processes, changes in life contexts) interact with work characteristics and stressful work events in predicting occupational well-being. In a subsequent paper, Zacher et al ( 2014a ) integrated the person-environment fit approach to occupational well-being (Edwards et al, 1998 ) with the lifespan developmental literature (Baltes, 1987 ) to explain how interactions between age-related changes in person factor (i.e., traits, abilities, and needs) and age-related changes in contextual factors (i.e., other people, work demands, and supplies) can influence occupational well-being (see also Feldman and Vogel, 2009 ; Perry et al, 2012 ). They argued that these effects are mediated by the objective and perceived demands-abilities and needs-supplies fit between a worker and his or her job, team, organizational, and occupational characteristics.…”

Section: Theoretical Backgroundmentioning

confidence: 92%

Work Characteristics and Occupational Well-Being: The Role of Age

Zacher

Schmitt

2016

Front. Psychol.

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Based on a lifespan perspective on work design, person-environment interaction and fit theories, models of successful aging at work, and role theory, we review research on the role of worker age in relationships between work characteristics and occupational well-being. We first focus on interaction effects of work characteristics and age on occupational well-being. Research has found that age can moderate associations between work characteristics and occupational well-being indicators, and that work characteristics can moderate associations between age and occupational well-being indicators. Next, we describe research showing that work characteristics can mediate associations between age and occupational well-being indicators. The relationships of age with specific work characteristics and occupational well-being indicators can be linear or non-linear. We conclude our literature review by discussing implications for future research.

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“…Chronological age is intrinsically linked to age discrimination, with research indicating that older workers experience increased exposure to negative age stereotypes and discrimination (Chiu et al, 2001;Snape & Redman, 2003). Furthermore, Zacher et al (2014) suggest that as adults grow older, they will experience within-person change as a result of shifting cognitive abilities, health, personality, goals, and values, which may contribute towards declines in P-E fit. Therefore, we would expect chronological age to be positively related to age discrimination and negatively associated with D-A fit and N-S fit.…”

Section: Control Variablesmentioning

confidence: 99%

“…Globally, with the growth in ageing workforces, the need for adaptation not only occurs as a result of changing organizations and marketplaces, but also as a result of the cognitive, physical, and motivational changes within individuals as they grow older (Zacher, Feldman, & Schulz, 2014). These within-person and environmental changes create unique challenges for maintaining a successful and satisfying career (Ng & Feldman, 2013).…”

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confidence: 99%

Age discrimination within a P‐E fit paradigm: Maintaining fit with an active work style

Bayl-Smith

Griffin

2017

J Occupat & Organ Psyc

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In the context of work environment and within‐person change, age discrimination represents a substantial and important challenge for mid‐ to late‐career workers. This present research expands the current literature by examining age discrimination within a P‐E fit paradigm. Utilizing the theory of work adjustment, we examined the effect of perceived age discrimination upon demands–abilities (D‐A) fit and needs–supplies (N‐S) fit in two, two‐wave studies. Consistent with hypotheses, Study 1 (N = 1345) demonstrated that as individuals perceived increasing experiences of age discrimination, both D‐A and N‐S fit decreased over time. Study 2 (N = 665) included active work styles, defined as an individual's general level and pattern of workplace effort and activity, as a possible moderating variable of the relationship between age discrimination and D‐A fit. As expected, the engagement of a highly active work style ameliorated the deleterious effects of age discrimination. Implications for future empirical research and possible workplace applications deriving from these studies are discussed. Practitioner points Age discrimination has a negative impact upon employees being able to maintain their fit with the work environment. An employee may minimize the impact of age discrimination by maintaining a highly active work style. Organizations need to facilitate a positive age diversity climate by actively challenging negative stereotypes through education and training programmes, and the enforcement of fair and just diversity policies.

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Age, Occupational Strain, and Well-Being: A Person-Environment Fit Perspective

Cited by 40 publications

References 66 publications

Organizational Climate for Successful Aging

Organizational Climate for Successful Aging

Work Characteristics and Occupational Well-Being: The Role of Age

Age discrimination within a P‐E fit paradigm: Maintaining fit with an active work style

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