Work Across the Lifespan

Work Across the Lifespan
Copyright
Preface
List of Contributors
Dedication
1 An Invitation to Lifespan Thinking
History of the Lifespan Developmental Perspective
Core Tenets of the Lifespan Developmental Perspective
Level 1: Biological and Cultural Evolutionary Perspectives
Level 2: Dynamics of Gains and Losses
Level 3: Family of Metatheoretical Propositions
Level 4: Systemic and Overall Theories of Successful Lifespan Development
Level 5: Lifespan Theories in Specific Functions and Domains
Structure and Content of this Book
References
2 Theories of Cognitive Aging and Work
Defining Cognitive Functioning
Psychometric Approach
Cohort differences
Neurocognitive Method
Changes in Cognitive Abilities over the Lifespan
Mechanisms of Cognitive Aging
Cognitive Functioning and Successful Aging
The Effects of Work on Cognitive Functioning
Theoretical Framework
Job Characteristics and Work
Cognitive Job Complexity and Cognition
Physical Job Demands and Cognition
Safety and Injury
Stress and Strain
The Effects of Cognitive Functioning on Work
Work Motivation
Learning and Development
Stereotypes
Retirement
Practical Implications
Conclusions and Recommendations for Future Research
References
3 A Neo-Socioanalytic Model of Personality Development
The Nature of Personality Trait Change
Sources of Continuity and Change in Adulthood
A Model of Personality Trait Change
A Process Model of Personality Trait Change
The Effects of Work
Attraction
Selection
Transformation
Manipulation
Attrition
Future Directions
Progression of the ASTMA Model
Measuring the Environment and Calculating Fit
The Changing Nature of Work
Lifespan Development Theories
Conclusions
References
4 The Model of Selection, Optimization, Compensation
The SOC Model
Overview of the Model
Elective selection
Loss-Based Selection
Optimization
Compensation
Measurement of SOC
SOC and Successful Aging
Theoretical Background
Review of Empirical Evidence
Age Differences in SOC Strategy Use
Resource Availability as Underlying Mechanism for Age Differences
Consequences of SOC Strategy Use and the Moderating Role of Age
SOC in the Work Context
Theoretical Background
SOC and Successful Aging in the Work Context
Review of Empirical Evidence
Age differences in SOC strategy use
Consequences of SOC strategy use: Occupational well-being
Consequences of SOC strategy use: Effectiveness on the job
Consequences of SOC strategy use: Career development.
Interventions
Discussion
SOC Measurement
Developing a SOC Instrument for the Work Setting
Distinguishing Between Long-term and Daily SOC Strategy Use
Investigating SOC at the Team or Organizational Level
Conclusion
References
5 Motivational Theory of Lifespan Development
Motivational Theory of Lifespan Development: A Brief Overview
Historical Development and Conceptual Uniqueness
Central Propositions
Application of the Motivational Theory of Lifespan Development Lifespan to Work
Developmental Goals Addressing Work-Life and Career
Lifespan Trajectories of Control Capacity and Control Striving
Primary Control Capacity in Different Careers
The Early-Peak Career
The Mid-Peak Career
The Late-Peak Career
Consistent Primary Control Striving
Disengagement and Goal Adjustment Via Compensatory Secondary Control
Compensatory Primary Control at Different Career Stages
Societal Structuring of Opportunities for Control Striving: The Case of Career Striving
Career Entry and Social Mobility
Midcareer Transitions
Late-Career Transformation, Stagnation and Decline
Congruence Between Control Striving and Control Opportunities
Benefits of Congruence: Example of Career Entry
Costs of Incongruence: Midlife Career Change
Action Phases of Goal Engagement and Disengagement
Goal Engagement During the Action Phase
Action Crisis Between Engagement, Disengagement and Reengagement With Adjusted Goal
Failure, Set-Backs and (Self)-Protection of Motivational Resources
Summary and Future Directions
References
6 Social and Emotional Theories of Aging
Situation Selection and Modulation
Socioemotional Selectivity Theory
Affect Valuation Theory
Possible Selves
Strength and Vulnerability Integration
Attention Deployment
The Positivity Effect
Change of Cognition
Optimism
Thinking Style
Dynamic Integration Theory
Modulation of Experiential, Behavioral, or Physiological responses
Emotion Perception
Emotion Regulation Strategies
Selection, Optimization, and Compensation With Emotion Regulation Framework
Coping
Summary and Implications for the Study of Aging and Work
Acknowledgment
References
7 Cognition, Motivation, and Lifespan Development
Workplace Performance Domains of Interest
Aging and Cognitive Abilities
Motivation
Integrating Ability and Motivation
Implications and Future Research
Conclusion
References
8 Action Regulation Across the Lifespan
Mental Regulation of Paid Work: Action Regulation Theory
Roots of Action Regulation Theory
Surface Versus Deep Structure of Actions
Components of Mental Action Regulation
Related Cognitive Theories
Specific Features of Paid Work
Redefinition of Work Orders into Goals
Five Functions of Goals in Action Regulation at Work
Sequential-Hierarchical Organization of Action Regulation: Action Phases, Levels of Regulation
Action Planning
TOTE Units: Hierarchies of Recursive Loops
Hierarchy of Levels (Modes) of Regulation
Complete Versus Fragmented Work Orders and Tasks
Complete Work Orders: A Normative Concept With Consequences Across the Lifespan
Specific Types of Mental Action Regulation at Work I: Innovative Tasks
Specific Types of Mental Action Regulation at Work II: Interactive Tasks
Participative Job Design
Mental Action Regulation of Paid Work Across the Work Lifespan
Mental Action Regulation Across the Work Lifespan in its Entirety
Components of Mental Regulation Across the Work Lifespan
Action Preparation: Orientation, Goal-Setting, Planning
Action Implementation: Levels of Regulation and Routinization
Checking Own Procedures and Results: Feedback Processing in Action Regulation Across the Work Lifespan
Conclusion
References
9 Lifespan Perspectives on Successful Aging at Work
Lifespan Perspectives on Successful Aging
Successful Aging at Work
Proactive Behaviors: Actively Shaping Work and Relationships
Optimizing Person–Job Fit: Crafting to Strengths
Motivational Maintenance and Successful Aging: Intrinsic Goals
Measures of Career Success: The Importance of Meaningful Work Across the Life Course
Career Self-Management
Broader Trends and Work Ability
Summary, Conclusion, and Directions for Future Research
References
10 Lifespan Perspectives on Careers and Career Development
Traditional Views of Careers Over the Lifespan
Modern Views of Careers Over the Lifespan
Sources of Change Over the Lifespan
Intra-Individual Factors
Contextual Factors
Career Development Issues Over the Lifespan
Individual Career Development Issues
Organizational Career Developmental Issues
Conclusion
Acknowledgment
References
11 Lifespan Perspectives on Job and Work Design
Age-Related Changes Over the Lifespan
Overview of Job and Work Design
Work Design Outcomes
Age and Work Design Outcomes
Overview of Lifespan Development Theories
Selection, Optimization, and Compensation Theory (Baltes & Baltes, 1990)
Strength and Vulnerability Integration Theory (Charles, 2010)
Integration of Lifespan Development Theory and Work Design
Task Characteristics
Knowledge Characteristics
Social Characteristics
Work Context Factors
Interventions Related to Designing Work for an Aging Workforce
Individual-Focused Interventions
Organization-Focused Interventions
Recommendations for Future Research: Where Should We Go From Here?
Conclusion
References
12 Lifespan Perspectives on Job Performance, Performance Appraisal/Management and Creative Performance
Individual Performance is a Function of Cognitive Ability and Motivation
Dimensions of Job Performance
Task Performance
Contextual Performance or Organizational Citizenship Behavior (OCB)
Adaptive Performance
Creative Performance: Creativity and Innovation
Counterproductive Workplace Behavior
Ability, Motivation, and Facets of Job Performance
Two LifeSpan Theory Perspectives on Performance: Selection, Optimization and Compensation Theory and Socio-Selectivity Theory
Selection, Optimization, and Compensation Theory
Socioemotional Selectivity Theory
Performance Appraisal and Management Theory: Goal-Directed Approaches
Personal Work Goals
Purpose of Appraisal and Performance Feedback
How LifeSpan Theory Informs Performance Theory and Practice in Organizations: Motivation, (Personal) Work Goals, and Collab...
Conclusions
References
13 Lifespan Perspectives on Learning and Training
Approaches to Lifelong Learning
Issues in Adult and Older Adult Learning
Education, Training, and Instruction
The Changing Individual in the Changing Environment
Lifelong Work Performance and Training
Training and Career Self-Management
Later Life Work and Retirement
Continuing Adaptation and Learning in the Work Environment
Full-Time Work, Part-Time Work and/or Retirement
Conclusion
References
14 Lifespan Perspectives on Personnel Selection and Recruitment
WARNING!!! DUMMY ENTRY
Our Approach, Assumptions, and a Brief Outline
Definition of Critical Terms
Recruitment
Personnel Selection
Person-Organization Fit
Age and Lifespan Development
Overview of Relevant Lifespan Theories
Lifespan Theory of Control
Action-Phase Model of Developmental Regulation
Dual-Process Model of Assimilative and Accommodative Coping
Selective Optimization and Compensation Model
Social Exchange Theory
Socioemotional Selectivity Theory
Life Course Theory
Maximum and Typical Performance
Overview of Relevant Theories of Career Development
Person - Environment Fit Theories
Hall’s Protean Career
Current Research and Practice from a Lifespan-Related Perspective
Validity of Tests
Changing Nature of Technology
Bias
Recruitment and Job Searching
A Possible Avenue for Synthesis: Person–Organization Fit and the Candidate Experience
P-O Fit Redux
The Candidate Experience
A Proposed Model
Summary and Future Research Needs
References
15 Lifespan Perspectives on Occupational Health
Occupational Health
The Concept of Age in the Working Lifespan
Occupational Health in Younger, Middle-Aged, and Older Workers
Changes in Terms of Losses and Gains across the Working Lifespan and Consequences for Occupational Health
Occupational Health in Retirement
Inter-Individual Differences in Changes in Occupational Health Across the Working Lifespan
Personal Factors
Role of Work Characteristics
Limitations and Implications for Future Research
References
16 Lifespan Perspectives on Work and Nonwork Roles
Work–Nonwork Conflict: An Overview and Integration of Life Stages
An Integration of Lifespan Theories to Work–Nonwork Research
Model of Selective Optimization With Compensation
Neo-Socioanalytic Model of Personality Development
Theory of Socioemotional Selectivity
Career Development Theories
Empirical Review of Studies Taking Lifespan Approach to Work–Nonwork
Gaps in the Literature and Recommendations for Future Research
Integration of a Broader Array of Theoretical Models
Interaction of Gender and Life Stage
Conclusion
References
17 Lifespan Perspectives on Age-Related Stereotypes, Prejudice, and Discrimination at Work (and Beyond)
Delimiting Ageist Attitudes and Ageism
Age-Related Stereotypes Across the Work Lifespan
Older Worker Stereotypes
Younger Worker Stereotypes
Generational Stereotypes
Age-Based Prejudice and Discriminatory Intent Across the Work Lifespan
Impact of Ageist Attitudes Across the Work Lifespan (and Beyond)
Conclusion
References
18 Lifespan Perspectives on Individuals’ Effort in Work Teams
Individuals’ Effort in Teams
Age and Lifespan Development
Age Differences in Effort Expenditure during Teamwork
Valence and Age
Instrumentality and Age
Expectancy and Age
Summary, Future Research, and Practical Implications
Additional Lifespan Theories and Individuals’ Effort in Teams
Age Diversity and Individuals’ Effort in Teams
Future Research
Practical Implications and Conclusion
References
19 Lifespan Perspectives on Psychological Contracts
The Psychological Contract
Lifespan Theory and the Psychological Contract
Age and the Content of the Psychological Contract
Age and the Type of Psychological Contract
Age and Psychological Contract Evaluations
Age and Temporal Dynamic Psychological Contract Theory
Psychological Contracts in the Contemporary Workplace
Conclusion
References
20 Lifespan Perspectives on Work Motivation
Work Motivation
Lifespan Perspectives on Age-Related Changes and Implications for Work Motivation
Toward a Unified Understanding of Work Motivation in Later Adulthood
Theoretical and Practical Implications and Future Research Directions
References
21 Lifespan Perspectives on Work Values and Job Attitudes
Work Values: Definitions and Operationalizations
Work Values as Predictors of Work Outcomes
Differentiating Work Values From Related Constructs
Stability and Change in Work Values Over Time
Values Across the Lifespan
A Holistic Model of Values, Goals, and Attitudes
Future Directions and Practical Implications
Conclusion
References
22 Lifespan Perspectives on Leadership
Cognitive Development and Leadership
Socioemotional Development and Leadership
Personality Development and Leadership
Motivational Development and Leadership
A Lifespan Perspectives on Leadership Behavior
Integration of Lifespan Perspectives Into Leadership Theory
Implications for Leader Development and Successful Aging of Leaders
References
23 Lifespan Perspectives on Emotion, Stress, and Conflict Management
Age and Emotion Work
Age and Conflict Management
Age and Stress Management
Discussion
Conclusion
References
24 Lifespan Perspectives on Organizational Climate
Current Research on Age Climates in the Workplace
Literature on Age Diversity, Age Climates, and Organizational Outcomes
Literature on General Age Climates and Organizational Outcomes
Extending Age Climates to a Lifespan Perspective
Lifespan Theories, Age Diversity, and Age Climates in Organizations
Lifespan Theories and General Age Climate in Oganizations
Outlook on Future Research on Organizational Age Climate Research
How Practitioners can Develop Organizational Climates Through a Lifespan Perspective
Conclusion
References
25 Lifespan Perspectives on the Work-to-Retirement Transition
A Dynamic Person–Environment Fit Framework of the Work-to-Retirement Transition
Lifespan Changes in Shaping Person–Environment Fit During the Work-to-Retirement Transition
The Work-to-Retirement Transition Along Later-life Development
Changes in Demands-Abilities Fit
Changes in Needs-Supplies Fit
Self-Regulation in the Work-to-Retirement Transition
Post-retirement Life Development
Developmental Implications of Retirement
Contingencies of Retirement’s Implications for Later-Life Development
Discussion and Future Directions
Conclusion
References
26 Looking Forward: A New Agenda for Studying Work Across the Lifespan
Development is a Lifelong Process
Development is Multidirectional
Development Implies Gains and Losses
Development is Modifiable
Development is Historically Embedded
Development is Contextualized
Development is Multidisciplinary
Meta-Observations About the State of the Literature
Integrate Across Lifespan Theories
Resolve Conflicts Among and Across Lifespan Theories
Integrate Across Nonlifespan Theories
Integrate Between and Across Levels of Analysis
Integrate Contexts and Ecologies
Enacting a “New Agenda” for Research on Working Across the Lifespan
Conclusions
References
Index