Older workers’ plans for activities in retirement: The role of opportunities, spousal support, and time perception.

This study investigated left-behind Filipino fathers and their involvement as child caregivers. It hypothesized that social support and well-being predict paternal involvement, with well-being as the mediator. Results showed that familial and peer support predicted involvement, with well-being as mediator. Spousal support did not predict involvement or well-being. Findings highlight the importance of familial and peer support to left-behind fathers. Interactions between significant predictors of involvement present novel pathways to childcare. The non-significant role of spousal support is discussed in the context of transnational migration. Several interventions involving families and peers are suggested.

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Hoe bereid zijn werkgevers om ouderen aan te nemen?

Tijdschrift voor Arbeidsvraagstukken ◽

10.5117/2015.031.003.256 ◽

2015 ◽

Vol 31 (3) ◽

Author(s):

Didier Fouarge ◽

Raymond Montizaan

Keyword(s):

Public Sector ◽

Older Workers ◽

Labor Costs ◽

Job Applicant ◽

The Public ◽

Negative Opinion ◽

Vignette Study ◽

Younger Workers ◽

Relative Productivity

How willing are employers to hire older workers? How willing are employers to hire older workers? In this article, we use a vignette study among employers in the public sector to investigate how the role of the job applicant’s age and employers’ views on productivity and the wages of older workers affect the likelihood that older applicants are hired. We find that the likelihood of being hired significantly decreases with the age of the applicant. A job applicant who is 60 years old, has a 41% lower chance of being hired than someone who is 35 years. Employers believe that the productivity of 55to 64-year-olds is lower and labor costs are higher than that of younger workers. However, a negative opinion on the labor costs of older workers has no significant impact on older applicants’ probability of being hired. A negative opinion of the employer on the relative productivity of older workers does substantially lower the probability that an older applicant will be hired.

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A valid self-help tool to measure the role of spousal support in the care of persons with diabetes mellitus

International Journal of Diabetes in Developing Countries ◽

10.1007/s13410-021-01001-y ◽

2021 ◽

Author(s):

Anulekha Mary John ◽

Anju K. Francis ◽

Jeswin Nainan Joseph ◽

Mariamma Joseph ◽

Alice David

Keyword(s):

Diabetes Mellitus ◽

Spousal Support ◽

Self Help

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The predictive role of working memory and impulsivity in internet addiction, an investigation about the mediating role of time perception

Personality and Individual Differences ◽

10.1016/j.paid.2021.111280 ◽

2022 ◽

Vol 185 ◽

pp. 111280

Author(s):

Salar Khanbabaei ◽

Mohammad Hossein Abdollahi ◽

Mahnaz Shahgholian

Keyword(s):

Working Memory ◽

Time Perception ◽

Internet Addiction ◽

Mediating Role ◽

Predictive Role

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RETAINING OLDER WORKERS: USING A CASE STUDY TO FORMULATE PROPOSITIONS ON THE ROLE OF HR BUNDLES.

Academy of Management Proceedings ◽

10.5465/ambpp.2009.44256477 ◽

2009 ◽

Vol 2009 (1) ◽

pp. 1-6 ◽

Cited By ~ 1

Author(s):

DORIEN KOOIJ ◽

PAUL JANSEN ◽

JOSJE DIKKERS ◽

ANNET DE LANGE

Keyword(s):

Older Workers

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Interpersonal conflict at work: Age and emotional competence differences in conflict management

Organizational Psychology Review ◽

10.1177/2041386618808346 ◽

2018 ◽

Vol 8 (4) ◽

pp. 195-227 ◽

Cited By ~ 2

Author(s):

Lena A. Beitler ◽

Sonja Scherer ◽

Dieter Zapf

Keyword(s):

Problem Solving ◽

Conflict Management ◽

Older Workers ◽

Interpersonal Conflict ◽

Emotional Competence ◽

Review Of The Literature ◽

Potential Mediator ◽

Age Related ◽

Management Behaviors

Previous research has illustrated that older workers have high emotional competence (EC) that could enable them to effectively manage interpersonal conflict. However, it is still unclear whether age, potentially via EC, also influences a variety of conflict management behaviors. To address this question, we present a systematic review of the literature on the direct relationships between age, EC, and conflict management, and on EC as a potential mediator. We classify conflict management behaviors using the dual concern model (e.g., De Dreu, Evers, Beersma, Kluwer, & Nauta, 2001), and identified 15 studies on age-related conflict management, and 14 studies on EC and conflict management. Unfortunately, we found that none of the previous studies examined EC as a mediator between age and conflict behaviors. Overall, our review does reveal a positive age trend for EC, avoiding, compromising, and problem-solving, and a negative age trend for forcing. Additionally, EC seems to be positively related to problem-solving, compromising, and yielding. We discuss potential moderators and the role of EC as a potential mediator.

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Work-family enrichment and well-being: the role of occupational future time perspective

Career Development International ◽

10.1108/cdi-02-2018-0043 ◽

2018 ◽

Vol 23 (6/7) ◽

pp. 542-556 ◽

Cited By ~ 2

Author(s):

Hélène Henry ◽

Donatienne Desmette

Keyword(s):

Emotional Exhaustion ◽

Work Engagement ◽

Older Workers ◽

Time Perspective ◽

Well Being ◽

Future Time Perspective ◽

Content Type ◽

Work Family ◽

The Relationship

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.

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