Description
Work in the 21st century is marked by profound changes driven by the technological revolution, digitalization, and the emergence of artificial intelligence (AI). These changes have benefits and costs for the aging workforce. On the positive side, they can prevent physical deterioration by reducing job demands and allowing workers to continue working. AI also holds promise to match older job-seekers’ unique knowledge/skills with open positions that benefit organizations.
However, technological changes come with new challenges. Old jobs are disappearing or being restructured, and new jobs are emerging. These changes affect some groups more than others, such as blue-collar and less educated workers, and are also blurring the boundaries between work and private life. This can diminish recovery and work-life balance, and in the long-run, lead to ill health and premature retirement. Older workers are especially challenged by these changes due to cognitive and motivational changes.
Therefore, the Action will address the following essential questions:
- What are the effects of new technology use and remote work arrangements on older worker attitudes and performance (e.g., technostress, enhanced temporal-spatial flexibility)?
- Which training initiatives or workplace practices allow people to best adapt to technological change, and how can we design training that addresses the unique needs of older workers?
- What are the HRM and work design implications of AI for the multi-age workforce and how can AI be designed to create supportive, inclusive organizations for a multi-age workforce?
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Aging at work involves many age related changes in physical, cognitive, and emotional capacities and skills as well as in perceptions and social roles.
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.
Increasing age diversity at work is both an opportunity and a challenge. Workers of different ages bring complementary competencies to the workplace, increasing creativity and innovation.
As the population ages, retirement transition/adjustment and retirees’ well-being have become topics of great concern for governments and organizations.