Do Aging Employees Benefit from Self-Regulative Strategies? A Follow-Up Study

Abstract

SOC-strategies (selection, optimization, and compensation) are crucial for well-being and adaptation throughout the life course. The workforce is aging rapidly, thus the age-conditional premises of SOC theory require attention. This study explored (1) whether older employees used SOC strategies more often (compared to younger employees), and (2) whether older employees benefited more from SOC strategies in relation to occupational well-being (job burnout, work engagement). The study was based on follow-up data including three occupational subsamples of different age ( N = 1,020). There were no significant age-conditional differences in the take-up of SOC strategies. However, older (white-collar) employees benefited more from compensation and elective selection in relation to occupational well-being. Moreover, older employees also benefited more from using all SOC strategies concerning occupational well-being. Strengthening older employees’ SOC strategies needs more attention as the workforce is aging.

Development of a Questionnaire for Measuring Employees’ Perception of Selection, Optimisation and Compensation at the Leadership, Group and Individual Levels

“…SOC strategies may be applied in response to a reduction in resources caused by developmental changes, as well as external changes, such as organisational changes, throughout the career. Although some studies have found that older workers benefit more from the use of SOC strategies than younger workers [ 2 , 10 , 23 ], other studies have found that workers across all age groups benefit from the use of SOC strategies [ 13 , 21 ]. von Bonsdorff [ 6 ] even found that the strength of the association between the use of SOC strategies and work ability was stronger among younger than older nurses.…”