Subjective Career Success and Emotional Well-Being: Longitudinal Predictive Power of Selection, Optimization, and Compensation

Wiese, Bettina S.; Freund, Alexandra M.; Baltes, Paul B.

doi:10.1006/jvbe.2001.1835

Cited by 155 publications

(135 citation statements)

References 33 publications

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“…Hence, our study suggests that employees who apply SOC behaviours in their jobs show increased engagement at work. This is in line with previous research that indicates beneficial effects of SOC use at work for a variety of favourable individual outcomes (abraham and Hansson 1995;Bajor and Baltes 2003;Demerouti et al 2014;mül-ler et al 2012;Weigl et al 2013;Wiese et al 2002;Yeung and Fung 2009;Zacher and Frese 2011). Specifically, applying strategies of 'successful aging' like setting priorities at work (selection), continuously improving job task execution (optimization), and balancing resources losses (compensation) is conducive to the physical and psychological capability of flight attendants to perform their work.…”

Section: Correlational and Regression Resultssupporting

confidence: 88%

“…average age was 31.62 years Weigl et al 2013), focus on opportunities at work (Zacher and Frese 2011), and emotional well-being (Wiese et al 2002). In regard to our study, we argue that employees who apply SOC strategies at work use their individual resources more efficiently and cope more effective with losses in individual functioning.…”

Section: Sample and Proceduresmentioning

confidence: 66%

“…With regard to managing older workers, it offers a valuable theoretical framework for explaining organizational behaviour related to coping with age-related changes (Baltes and Dickson 2001;Baltes et al 2012). Several studies provide support for the beneficial effects of the use of SOC strategies in work settings (abraham and Hansson 1995;Bajor and Baltes 2003;Baltes and Heydens-Gahir 2003;Wiese et al 2002;e.g., Zacher and Frese 2011). Employees who apply SOC strategies have been shown to report increased competency maintenance, career success, future opportunities at work, and improved job performance (abraham and Hansson 1995;Bajor and Baltes 2003;Yeung and Fung 2009;Zacher and Frese 2011;Wiese et al 2002).…”

Section: Current State Of Researchmentioning

confidence: 99%

“…Second, the majority of research on SOC strategies has examined white collar workers in managerial, highly educated professions, or senior hierarchical positions (abraham and Hansson 1995;Bajor and Baltes 2003;Wiese et al 2002;Young et al 2007). This may cause problems of external validity since in white collar jobs, age-related losses may not be predominant enough to make SOC strategies highly relevant (cf., abraham and Hansson 1995;Kanfer and ackerman 2004).…”

Section: Current State Of Researchmentioning

confidence: 99%

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Erratum to: Weigl, M., Müller, A., Hornung, S., Leidenberger, M., Heiden, B.: Job resources and work engagement: the contributing role of selection, optimization, and compensation strategies at work

Weigl

Müller

Hornung

et al. 2015

J Labour Market Res

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Job resources and work engagement: the contributing role of selection, optimization, and compensation strategies at work Matthias Weigl · Andreas Müller · Severin Hornung · Max Leidenberger · Barbara Heiden engagement. additionally, we found meaningful mediation effects, such that positive associations of job resources with work engagement were significantly mediated through SOC use. These findings suggest that the application of successful aging strategies and enhanced job resources are conducive to engagement at work. Theoretical and practical implications regarding the joint effects of SOC strategies and job resources for successful aging in the workplace are discussed. Zusammenfassung Das Handlungsmodell der Selektion, Optimierung und Kompensation (SOK) hat sich als ein wichtiger ansatz zum Verständnis der Bewältigung von alters-und alternsbedingten Veränderungen bei Beschäf-tigten an ihrem arbeitsplatz herausgestellt. Bislang konnte die Forschung zeigen, dass Beschäftigte mit häufigen SOK-Strategien in der arbeit erfolgreiches altern am arbeitsplatz berichten. Gleichwohl sind die verantwortlichen arbeitsbedingungen für eine erfolgreichen SOK-anwendung unzureichend beleuchtet. unsere Studie untersuchte die direkten und indirekten Effekte für das Engagement in der arbeit durch die anwendung von SOK-Handlungsweisen am arbeitsplatz sowie durch zwei zentrale ressourcen der arbeit: Lern-und Entwicklungsmöglichkeiten sowie autonomie im Job. Diese Informationen wurden mittels AbstractThe life-span model of selection, optimization, and compensation (SOC) provides a valuable theoretical framework for understanding organizational behaviour related to coping with age-related changes. although previous research has demonstrated that SOC strategies at work contribute positively to individual outcomes, the role of workplace characteristics has been insufficiently addressed. This study investigated direct and indirect effects of SOC strategies at work and two important job resources (i.e., learning and developmental opportunities and autonomy at work) in predicting work engagement. all variables were assessed through employee self-reports based on standardized survey measures. Data collected from 118 flight attendants showed that SOC strategies were positively associated with work engagement (r = 0.28, p < 0.05). Learning and developmental opportunities (r = 0.35, p < 0.01) and job control (r = 0.31, p < 0.01) were also related to work Job resources and work engagement: the contributing role of selection, optimization, and compensation eines Fragebogen erfasst, anhand standardisierter Skalen. Die untersuchungsgruppe waren N = 118 Flugbegleiter verschiedener deutscher und österreichischer airlines. Die vermehrte anwendung von SOK Strategien ging mit hö-herem arbeitsengagement einher (r = 0.28, p < 0.05). Lernund Entwicklungsmöglichkeiten in der arbeit (r = 0.35, p < 0.01) und autonomie (r = 0.31, p < 0.01) waren gleichfalls mit mehr arbeitsengagement assoziiert. anhand von mediationsanalysen fanden wir, dass der positive Ef...

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Section: Correlational and Regression Resultssupporting

confidence: 88%

Section: Sample and Proceduresmentioning

confidence: 66%

Section: Current State Of Researchmentioning

confidence: 99%

Section: Current State Of Researchmentioning

confidence: 99%

See 2 more Smart Citations

Erratum to: Weigl, M., Müller, A., Hornung, S., Leidenberger, M., Heiden, B.: Job resources and work engagement: the contributing role of selection, optimization, and compensation strategies at work

Weigl

Müller

Hornung

et al. 2015

J Labour Market Res

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“…Our findings suggest that employees should be encouraged to take responsibility for their careers (Wiese et al 2002). Verbruggen and Sels (2008) found that self-directed career management can be improved in a sustainable way through career counseling.…”

Section: Implications For Practice and Researchmentioning

confidence: 69%

Protean and boundaryless career attitudes: relationships with subjective and objective career success

Volmer

Spurk

2010

ZAF

111

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ArticleProtean and boundaryless career attitudes: relationships with subjective and objective career success ISSN 2510-5027, Springer, Heidelberg, Vol. 43, Iss. 3, pp. 207-218, http Abstract The protean and boundaryless career attitudes have gained special attention during the past years. A protean career attitude implies that a person strives towards a developmental progression and self-fulfillment; a boundaryless career attitude is characterized by a high physical and/or psychological mobility. The aim of the present paper is twofold: First, we want to empirically investigate the relationship between protean and boundaryless career attitudes and subjective (i.e., career satisfaction and success in comparison with colleagues) and objective (i.e., promotions and salary) career success. Second, we want to integrate research on protean and boundaryless career attitudes with research on predictors of career success. We analyze the career attitudes-career success relationship with a sample of 116 professionals. Our findings suggest that components of the protean career attitude are rather more related with subjective career success and that components of the boundaryless career attitude are more related with objective career success. Conclusions regarding the relevance of career attitudes for career success are drawn.

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Life Span Theory in Developmental Psychology

Baltes¹,

Lindenberger²,

Staudinger³

2007

Handbook of Child Psychology

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1,022

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Subjective Career Success and Emotional Well-Being: Longitudinal Predictive Power of Selection, Optimization, and Compensation

Cited by 155 publications

References 33 publications

Erratum to: Weigl, M., Müller, A., Hornung, S., Leidenberger, M., Heiden, B.: Job resources and work engagement: the contributing role of selection, optimization, and compensation strategies at work

Erratum to: Weigl, M., Müller, A., Hornung, S., Leidenberger, M., Heiden, B.: Job resources and work engagement: the contributing role of selection, optimization, and compensation strategies at work

Protean and boundaryless career attitudes: relationships with subjective and objective career success

Life Span Theory in Developmental Psychology

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