Description
Successful aging at work refers to the proactive maintenance of, or adaptive recovery to maintain, high levels of ability and motivation to continue working throughout the lifespan. While Topic Area 1 focuses on the leveraging of current multi-age groups by organizations, Topic Area 2 takes a broader, life-course perspective, focusing on early-career and mid-life factors and behaviours that help optimize workers’ aging. Age-related changes in physiology and health can also affect the ability to function at work. This may require people to take an active role in adapting to these changes. At the organizational level, ageinclusive practices may prepare employees to successfully navigate a longer working life. At the societal level, collectivistic (group-oriented) and tight (rule-oriented) cultures may create age discrimination.
Despite recent scientific advances in understanding successful aging at work across micro, meso, and macro levels of analyses, and despite an emerging consensus about what it means to age successfully at work, the field lacks an integrative approach to sustainable workforce aging that bridges different WOP/HRM disciplines. There is a lack of longitudinal evidence cutting across these disciplines and levels on the early-career predictors and long-term consequences of successful aging at work for individuals, groups, and society.
The Action will address the following essential questions:
- Which psychological mechanisms explain the long-term trajectory of indicators of successful aging at work (e.g., performance, well-being, work ability, bridge employment) to inform interventions and practices?
- How do developmental changes within individuals interact with characteristics of the leader, team, or organization to impact upon and enable successful aging at work?
- Can we identify long-term individual and organizational strategies that predict successfully/unsuccessfully aging workers to develop tailored interventions?
View other WGs
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