Strategic Self Development for Successful Aging at Work

Abstract

Two studies involving 265 participants were conducted to assess the content and range of strategies used by employees to age successfully in the workplace. Study 1 included 64 individuals ranging in age from 23 to 61. These individuals were asked to list up to five activities they have pursued in five potentially important areas of development. Content analyses on these activities were then conducted for purposes of item development. In the second study, the sample was limited to 201 older workers, defined as employees age 40 and older. Participants completed several scales examining the frequency with which they engaged in activities related to successful aging at work. Factor analyses indicated seven major types of strategies: 1) Relationship Development, 2) Security, 3) Continuous Learning, 4) Stress-Relief, 5) Skill Extension, 6) Career Management, and 7) Conscientiousness. Analyses indicated that each strategy domain was positively related to perceived success. Furthermore, hierarchical regression analyses indicated that Security, Relationship Development, Continuous Learning, and Career Management strategies were predictive of success above and beyond important characteristics of the individual or employing organization. The results also indicated that age moderated the relationship between strategy use and perceived success for two strategy domains. Relationship Development and Skill Extension strategies were less strongly related to perceived success as employees aged. Implications of these findings are discussed in relation to theory development, application, and future research.

Successful Aging at Work: The Role of Job Crafting

“…For example, Shkop ( 1982 ) found that older managers continue working when they can modify their job (e.g., enrich their jobs with special assignments, such as consulting or training younger employees) or change jobs. Similarly, Robson et al ( 2006 ) found that older workers' strategies to adjust the job to what they can and want to do, is positively correlated with self-perceived successful aging (see also Robson & Hansson, 2007 ). In addition, earlier studies (e.g., Abraham & Hansson, 1995 ;Yeung & Fung, 2009 ) found positive effects of applying actionregulation strategies at work, such as delegating low priority responsibilities to others, on self-reported ability, performance maintenance, goal attainment, and sales productivity among older workers.…”

“…Job crafting may also enhance work motivation by allowing older workers to increase the psychological challenge associated with job performance. For example, among older workers who have been in the same job for a long time, tasks that once were personally challenging and motivating can become routine and boring (Hornung et al, 2010 ;Robson & Hansson, 2007 ). At the same time, older workers are more likely to experience career plateauing than younger workers (Armstrong-Stassen, 2008 ).…”

“…Use professional colleagues to aid new learning (Birren, 1969 ) Regularly take on assignments outside of specialty (Robson & Hansson, 2007 ) Reorganization and exchange…”

“…Participate in mentoring coworkers to retain knowledge and skills (Robson & Hansson, 2007 ) Taking on tasks that activate unused skills and resources (Freund & Baltes, 1998 ) a a Although Freund and Baltes ( 1998 ) categorize this as compensation, activating unused skills and resources refers to the utilization of existing skills and resources, and thus to utilization job crafting outcomes, and Compensate for resource losses. The model's underlying assumption is that limited internal and external resources (e.g., mental capacity, physical strength, social support) require people to make choices regarding the allocation of those resources.…”

“…More recently, Robson and Hansson ( 2007 ) aimed to identify self-directed strategies to successfully age at work. They asked participants aged 23-61 to list up to fi ve activities or strategies they have used to maintain or develop their status in fi ve potentially important areas, namely intellectual abilities, adaptability, positive relationships, personal security, and occupational growth.…”