Who is Aging Successfully at Work? A Latent Profile Analysis of Successful Agers and their Work Motives

Thrasher, Gregory R.; Zabel, Keith L.; Bramble, Reed J.; Baltes, Boris B.

doi:10.1093/workar/wax026

Cited by 11 publications

(12 citation statements)

References 69 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…However, SUCCESSFUL AGING AT WORK 12 this perspective does not explain which specific active behavioral strategies contribute to successful aging at work through P-E fit. Interestingly, in a recent editorial on empirical and methodological advancements in research on successful aging at work, Zacher, Kooij, and Beier (2018) observed that empirical studies that primarily aim to identify and compare subgroups of workers on aging outcomes have adopted Zacher's (2015a) comparative view (e.g., Beier, LoPilato, & Kanfer, 2018;Taneva & Arnold, 2018;Thrasher, Zabel, Bramble, & Baltes, 2018).…”

Section: Research On Successful Aging At Workmentioning

confidence: 99%

“…For example, Kooij, Van Woerkom, Wilkenloh, Dorenbosch and Denissen (2017) Finally, future research should examine the personal factors that influence older workers' self-regulation behaviors. One fruitful research endeavor would be to identify distinct subgroups of older workers that adopt unique patterns of self-regulation strategies and of successful aging at work (e.g., Thrasher et al, 2018). Although most studies treat older workers as a homogeneous group, they are heterogeneous (e.g., Nelson & Dannefer, 1992), because inter-individual differences increase with age (e.g., Light, Grigsby, & Bligh, 1996).…”

Section: Roadmap For Future Research and Practicementioning

confidence: 99%

See 1 more Smart Citation

Successful aging at work: A process model to guide future research and practice

Kooij

Zacher

Wang

et al. 2020

Ind. Organ. Psychol.

111

129

View full text Add to dashboard Cite

Although aging workforces result in numerous practical challenges for organizations and societies, little research has focused on successful aging at work. The limited existent research has generated rather diverse conceptualizations of successful aging at work, which are often broad and difficult to operationalize in practice. Therefore, to advance research and practice, we offer a specific and practical conceptualization of successful aging at work by developing a process model, which identifies relevant antecedents and mechanisms. In particular, we define successful aging at work as the proactive maintenance of, or adaptive recovery (after decline) to, high levels of ability and motivation to continue working among older workers. We also argue that proactive efforts to maintain, or adaptive efforts to recover and restore, high ability and motivation to continue working result from a self-regulation process that involves goal engagement and disengagement strategies to maintain, adjust, and restore person–environment fit. Further, we propose that at various levels (i.e., person, job, work group, organization, and society) more distal factors function as antecedents of this self-regulation process, with age-related bias and discrimination potentially operating at each level. Finally, we offer a roadmap for future research and practical applications.

show abstract

Section: Research On Successful Aging At Workmentioning

confidence: 99%

Section: Roadmap For Future Research and Practicementioning

confidence: 99%

Successful aging at work: A process model to guide future research and practice

Kooij

Zacher

Wang

et al. 2020

Ind. Organ. Psychol.

111

129

View full text Add to dashboard Cite

show abstract

“…Older workers are also likely to differ in the type and extent to which they engage in self-regulation strategies. For example, Thrasher and colleagues (2018) found different profiles of self-regulation strategy use among older workers. These different profiles of self-regulation strategies might be explained by older workers’ personal resources ( Freund, 2008 ).…”

Section: Heterogeneity In Older Workers’ Engagement In Self-regulatiomentioning

confidence: 99%

“…A final suggestion for future research is to examine older workers as a heterogeneous group and to identify distinct subgroups of older workers based on their unique profiles of personal resources and self-regulation strategies (e.g., Thrasher, Zabel, Bramble, & Baltes, 2018 ). For example, future research can use ESM studies to examine heterogeneity in self-regulation processes by distinguishing different subgroups of older workers according to their real-time dynamics in the use of self-regulation strategies or apply person-centered approaches to identify subgroups of successful, average, and unsuccessful older workers and examine which individual and organizational factors predict subgroup membership.…”

Section: Suggestions For Future Researchmentioning

confidence: 99%

The Impact of the Covid-19 Pandemic on Older Workers: The Role of Self-Regulation and Organizations

Kooij

2020

Work, Aging and Retirement

View full text Add to dashboard Cite

We live in an unusual time, which effects all of us in different ways. Due to the Covid-19 pandemic, some people are working harder than ever, some people have lost their job, some people can only work from home, and some people have to reinvent how they work (Kniffin et al., 2020). Older 50+ workers might even be more affected by the pandemic compared to younger workers because they are labeled as vulnerable and as being at risk in terms of Covid-19 (Ayalon et al., 2020). However, emerging studies on the impact of Covid-19 suggest that older workers respond more effectively to measures that counter Covid-19 (Losada-Balter et al., 2020). This is in line with the lifespan developmental perspective, which theorizes and demonstrates that older adults generally are very capable of adapting and very effective in dealing with the aging process (Baltes and Baltes, 1990; Freund, 2008). Multiple studies show that older adults engage in various self-regulation strategies aimed at continuously maintaining or restoring person-environment fit (e.g., Kooij et al., 2020; Taneva and Arnold, 2018; Zacher, Kooij, & Beier, 2018a) thus helping them to age successfully at work. In this commentary, I will take a more positive perspective on older workers and discuss the self-regulation strategies that older workers engage in and how organizations can stimulate this. I will end my commentary with some suggestions for future research.

show abstract

“…However, inter-individual differences increase with age, which is why different profiles of self-regulation strategies among the older workers must be considered ( 8 ) , which requires organizations and those who deal with Workers Health to have protection plans especially aimed at this age group.…”

mentioning

confidence: 99%