A core construct in the lifespan theory of socioemotional selectivity, future time perspective (FTP) refers to individuals' perceptions of their remaining time in life. Its adaptation to the work ...context, occupational future time perspective (OFTP), entails workers' perceptions of remaining time and opportunities in their careers. Over the past decade, several quantitative studies have investigated antecedents and consequences of general FTP and OFTP in the work context (i.e., FTP at work). We systematically review and critically discuss this literature on general FTP (
= 17 studies) and OFTP (
= 16 studies) and highlight implications for future research and practice. Results of our systematic review show that, in addition to its strong negative relationship with age, FTP at work is also associated with other individual (e.g., personality traits) and contextual variables (e.g., job characteristics). Moreover, FTP at work has been shown to mediate and moderate relationships of individual and contextual antecedents with occupational well-being, as well as motivational and behavioral outcomes. As a whole, findings suggest that FTP at work is an important variable in the field of work and aging, and that future research should improve the ways in which FTP at work is measured and results on FTP at work are reported.
Purpose
In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family ...enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined.
Design/methodology/approach
Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships.
Findings
The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers.
Research limitations/implications
This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers.
Practical implications
Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being.
Originality/value
This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.
Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are ...related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover.
Celotno besedilo
Dostopno za:
DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
The combination of work and family obligations can lead to two-way interference, resulting in Family Care Interference with Work (FCIW) and Work Interference with Family Care (WIFC). Both can impact ...late career motivation and intentions to continue working or retire and reduce their occupational time perspective (OFTP). Through two studies, this paper shows how OFTP mediates the relationship between FCIW/WIFC and mid and late career indicators such as early retirement intentions and motivation to continue working beyond the retirement age. Our findings contribute to increasing knowledge of how increasing family caregiving obligations may impact the career intentions of working carers in their mid and late career stages.
This study aims at acquiring knowledge on how to manage ethnic diversity at work in order to promote work-outcomes in minority and majority groups of workers. We tested a model on how assimilation ...and multiculturalism, endorsed at an organizational level, predict job satisfaction and intention to quit through a mediation role played by the identification of workers with both the organization and their ethnic group simultaneously (i.e., dual identity). We hypothesized that the indirect effects of multiculturalism on work outcomes via dual identity are stronger for minority and those of assimilation are stronger for majority. Data came from 261 employees who responded to an online survey. 77 were of foreign origin (minority group) and 184 were of Belgian origin (majority group). Both assimilation and multiculturalism relate positively to work-related outcomes for both groups. However, multiculturalism through dual identity has the most beneficial outcomes for workers of the minority group. Our findings highlight the need to take ethnic and identity issues in account when studying work outcomes in culturally diverse organizations.
La discrimination liée à l’âge est un facteur de risque susceptible de conduire au burnout, en particulier chez les travailleurs âgés (Volpone & Avery, 2013). Cependant, peu d’études se sont ...attachées à examiner les processus explicatifs des effets de la discrimination liée à l’âge sur le burnout. Cette recherche analyse les effets de la discrimination liée à l’âge sur le burnout à travers la perspective temporelle future au travail (Zacher & Frese, 2009), selon l’âge des travailleurs. Une étude cross-sectionnelle par questionnaire en ligne a été menée auprès de 231 travailleurs tout venants. Les résultats mettent en évidence que la discrimination liée à l’âge est positivement associée au burnout chez les travailleurs âgés mais pas chez les travailleurs jeunes, à travers la réduction de leur perspective temporelle future professionnelle. Il apparaît en outre que les travailleurs d’âge médian sont également affectés par la discrimination liée à l’âge via la réduction de leur perspective temporelle future, posant la question des effets de la menace identitaire liée à l’appartenance future stigmatisée. Enfin, les résultats contribuent aux études récentes utilisant le Burnout Assement Tool (BAT, Schaufeli et al., 2020) comme outil de mesure du burnout. Des pistes de recommandation sont proposées pour lutter contre la discrimination liée à l’âge et prévenir le burnout.
In order to increase the activity rate of older workers, the Organisation for Economic Cooperation and Development (OECD) recommends that national governments implement policies promoting the ...employment of this category of workers. However, policies that favour minority groups have been shown to produce detrimental effects such as devaluing members of these groups. In two studies, we examined whether age-related preferential treatment reinforces ageist attitudes in the workplace. A first study revealed that policies favouring 50 years old workers increased negative perceptions toward them. In a second experimental study, results indicated that, compared to a merit-based treatment, a preferential treatment increased negative perceptions, emotions, and behaviours toward an old target. As a set, our findings shed new light on ageism at work and on the role of context.
Purpose
The aim of this paper is to investigate the relationship between perceived social identity as an “older worker” and attitudes towards early retirement and commitment to work.
...Design/methodology/approach
Survey data were obtained from 352 workers aged 50‐59. Hierarchical regression analyses were performed to test the influence of social identity after controlling for demographics, organizational variables and work‐to‐family conflict.
Findings
The results show that self‐categorization as an “older worker” is related to negative attitudes towards work (stronger desire to retire early, stronger inclination towards intergenerational competition) while the perception that the organization does not use age as a criterion for distinguishing between workers supports positive attitudes towards work (e.g. higher value placed on work).
Research limitations/implications
This study is cross‐sectional and does not allow conclusions about causality between intergroup processes and attitudes towards works. Future research should develop longitudinal designs to verify that social identity as an “older worker” does induce elders' attitudes at work.
Originality/value
Retirement is usually considered as an individual and opportunistic decision. This research highlights its social dimensions and suggests that managers should pay attention to ageism at work and its potential effects not only on the withdrawal process but also on the quality of life in the workplace.
Although many governments of the Organization for Economic Cooperation and Development are currently trying to retain older workers in the workforce, numerous stereotypes question their motivation ...and ability to work, learn, and develop. In two studies, we examined the influence of age-related stereotypic information on Belgian older workers' aspirations in the work domain. In Study 1, early retirement intentions were lower following exposure to positive stereotypic information than following exposure to negative or no stereotypic information. In Study 2, older workers confronted with positive stereotypic information were less willing to retire early and more motivated to learn and develop than those confronted with negative stereotypic information. Results suggest that communicating positive information about older workers' ability may boost their work aspirations.
Celotno besedilo
Dostopno za:
BFBNIB, DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK
Despite the prevalence of ageism in the workplace, little empirical effort has been devoted to analysing the contextual factors that may help reduce it. Building upon research on intergroup contact ...and multiculturalism, we examine in two studies how intergenerational contact and organizational multi-age perspective may contribute toward mitigating ageism and improving work attitudes through a dual identity process. In Study 1, SEM analyses confirm that workers' dual identity is a key mediator of the effects of context on both ageism and attitudes at work. Study 2 replicates and extends the results of Study 1, firstly by showing the mediational effects of perceived procedural justice, and secondly by investigating stereotypes more closely related to the population of older workers. As a set, our findings shed new light on ageism at work as well as on the protective role of two aspects of the social context.
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