Workplace Subjective Age Multidimensionality: Generation, Age, Tenure, Experience (GATE)

2019 ◽  
Vol 5 (4) ◽  
pp. 281-286 ◽  
Author(s):  
Michael S North ◽  
Angela Shakeri
Keyword(s):  
Organizational Behavior ◽  
Life Stage ◽  
Work Outcomes ◽  
Chronological Age ◽  
Future Research ◽  
Subjective Age ◽  
Aging Workforce ◽  
Important Distinction ◽  
Time Gate ◽  
Diverse Workforce

Abstract Although less subjective age focused than other scholarly fields, organizational behavior (OB) faces a familiar challenge: comprehending an aging, increasingly age-diverse workforce, yet finding chronological age alone to be a limited predictor of key work outcomes (e.g., performance). A recent OB framework posits that going beyond chronological age necessitates disentangling distinct age-based constructs: perceived Generation (birth cohort), Age (life stage), Tenure (length of time with organization), and Experience (skill set accumulated over time; GATE). Although this framework originated as a means of enhancing predictions for a rapidly aging workforce, this commentary argues that GATE also provides a framework for understanding bases of subjective age itself, including an important distinction between more subjective elements (generation, life stage) versus more objective elements (tenure, experience). Future research on subjective age might well consider applying GATE elements in order to enhance a multidimensional understanding of subjective age underpinnings.

Getting Objective About Subjective Age: Introduction to a Special Issue

2019 ◽  
Vol 5 (4) ◽  
pp. 265-272 ◽  
Author(s):  
Cort W Rudolph ◽  
Florian Kunze ◽  
Hannes Zacher
Keyword(s):  
Work Outcomes ◽  
Chronological Age ◽  
Future Research ◽  
Editorial Process ◽  
Scholarly Work ◽  
Subjective Age ◽  
Special Issue ◽  
Important Work ◽  
Age Related ◽  
Big Picture

AbstractResearchers have become increasingly interested in age-related constructs other than chronological age, which has been found to explain only small amounts of variance in many important work outcomes. In this editorial that accompanies our special issue of Work, Aging and Retirement on “the multitude of age constructs,” we seek to attain three related goals: First, we provide an overview of our editorial process. Second, we offer brief summaries of the five papers that are included in this special issue. Third, and perhaps representing our most substantive contribution here, we present answers to six “big picture” questions about subjective age to inform future scholarly work. We conclude that, although many important questions about alternative age constructs remain to be answered, the papers in this special issue represent excellent examples of novel work in this arena and suggest several opportunities for how future research could more rigorously and critically apply these constructs to the study of work, aging and retirement.

scholarly journals Differences in subjective age by filial caregiving status among US adults in mid and later life

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 808-808
Author(s):  
Hyojin Choi ◽  
Kristin Litzelman
Keyword(s):  
Linear Regression Analysis ◽  
Adult Child ◽  
Later Life ◽  
Well Being ◽  
Chronological Age ◽  
Future Research ◽  
Subjective Age ◽  
Important Indicator ◽  
Subjective Aging

Abstract Subjective age is an important indicator of age identity and is associated with both psychological and physical well-being. Previous studies have revealed that older adults who feel younger than their chronological age show better health status, better life satisfaction, and less risk of mortality. Considerable evidence shows that stress contributes to feeling older than one’s chronological age. Given the fact that taking a caregiving role involves stress, it is expected that caregiving might accelerate subjective aging. This study examined the association between the stressor of caregiving and subjective age in mid and later life. Data were drawn from the Health and Retirement Study in 2014 and 2016. Participants aged 50 years and over (n=1,087) were identified according to adult-child caregiver status at across the two waves: those who provided care consecutively (long-term caregivers), those who became caregivers in 2016 (new caregivers), those who were no longer providing care in 2016 (recent caregivers), or those who did not report providing care in both 2014 and 2016 (non-caregivers). Linear regression analysis showed that new caregivers reported feeling older than their chronological age compared to non-caregivers. However, long-term or recent caregivers did not show significant differences in subjective age compared to non-caregivers. The finding is consistent with the stress process theory and adaptation hypothesis. Although the onset of caregiving stress may accelerate subjective aging, this deleterious effect may decrease over time due to family caregivers’ adaptability. Future research will examine the role of support, resilience and mastery in this pathway.

On the Interactive Effects of Objective and Subjective Age on Work Outcomes for Men and Women

2019 ◽  
Vol 5 (4) ◽  
pp. 287-306 ◽  
Author(s):  
Justin Marcus ◽  
Barbara A Fritzsche ◽  
Yin Lu Ng
Keyword(s):  
Older Workers ◽  
Well Being ◽  
The United States ◽  
Theory And Practice ◽  
Interactive Effects ◽  
Work Outcomes ◽  
Chronological Age ◽  
Subjective Age ◽  
Men And Women ◽  
Organizational Age

Abstract Based upon theory on successful aging at work and the social identity of age, we hypothesized interactive effects of sex, objective chronological age, and subjective psychological/organizational age on age-based stereotype ratings of older workers, psychological well-being including both burnout and self-esteem, and behavioral self-reports of perceived unfair age and sex discrimination. Study hypotheses were tested using a survey-based sample of N = 1,583 workers from 3 countries, including Turkey, the United States, and Malaysia, and who were employed across a variety of occupations. Potential confounds resultant of socioeconomic status (education level), and the macro environment (country) were statistically controlled. Results generally found support for theoretically expected relations between age and work outcomes. Both psychological and organizational age interacted with chronological age such that different patterns of outcomes were found for men and women. Overall, although older subjective age benefited chronologically older workers, these interactive associations were less beneficial for older women as compared to older men. Implications of study findings for theory and practice are discussed.

scholarly journals The Relationship Between Subjective Age, Health Status, and Advance Care Planning

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 420-420
Author(s):  
Ilana Engel ◽  
Tamara Baker
Keyword(s):  
Advance Care Planning ◽  
Protective Factor ◽  
Well Being ◽  
Living Will ◽  
Chronological Age ◽  
Future Research ◽  
Care Planning ◽  
Subjective Age ◽  
Advance Care ◽  
The Relationship

Abstract Current data show that how old a person feels, or subjective age (SA), may be associated with improved well-being and functioning, less cognitive impairment, and longer life. Yet, the relationship between SA and advance care planning (ACP) has yet to be examined. This is all the more important when determining the role SA has in end-of-life decision-making. Using data from the Health and Retirement Study (Wave 13, 2016), this study aimed to examine whether SA is associated with having a living will (LW), having a LW with life-limiting care, and having assigned a durable power of attorney. The sample included 3,165 participants 51+ years of age (mean age = 65.67; SD = 11.79). Analyses were conducted assessing the predictive value identified social, behavioral, and health factors have for ACP. Results from binomial logistic regression analyses indicated that participants who endorsed feeling older than their chronological age were similarly likely to have engaged in ACP as those who felt younger. As demonstrated previously, older chronological age was significantly associated with higher utilization of ACP (ps < .05). Those with cancer and women were significantly more likely to have a LW (ps <.05). The present study did not find evidence to support a significant relationship between SA and ACP. Lower overall engagement with ACP and treatment for specific conditions, such as cancer, may be more influential in determining who utilizes ACP. Future research should explore how SA may serve as a protective factor and/or a psychological mechanism that influences engagement in ACP.

The Aging Workforce

2014 ◽  
Author(s):  
Donald M. Truxillo ◽  
David M. Cadiz ◽  
Jennifer R. Rineer
Keyword(s):  
Age Differences ◽  
Occupational Safety ◽  
Work Outcomes ◽  
Future Research ◽  
Aging Workforce ◽  
Age Related ◽  
Safety And Health ◽  
The Social ◽  
And Performance ◽  
Recruitment And Selection

This article examines the implications of an aging workforce for human resource management (HRM). It first looks at research and theories relevant to understanding age-related changes at work, including lifespan development theories, changes in work outcomes such as motivation and performance, and the social context for age (e.g., age stereotyping). It then considers the ways that organizations can keep their employees-including those who are aging-satisfied, engaged, productive, and healthy in their jobs in terms of traditional HR practices like recruitment and selection, training, career development, and occupational safety and health. Finally, it offers suggestions on how HRM can take age differences into account and identifies a number of areas for future research.

Positive Workplaces

2009 ◽  
pp. 578-588
Author(s):  
Fred Luthans ◽  
Carolyn M. Youssef
Keyword(s):  
Organizational Behavior ◽  
Psychological Capital ◽  
Future Research ◽  
Positive Organizational Behavior ◽  
Performance Impact ◽  
Research Directions ◽  
Future Research Directions ◽  
And Performance ◽  
Definition Of ◽  
Psychological Capacities

Over the years, both management practitioners and academics have generally assumed that positive workplaces lead to desired outcomes. Unlike psychology, considerable attention has also been devoted to the study of positive topics such as job satisfaction and organizational commitment. However, to place a scientifically based focus on the role that positivity may play in the development and performance of human resources, and largely stimulated by the positive psychology initiative, positive organizational behavior (POB) and psychological capital (PsyCap) have recently been introduced into the management literature. This chapter first provides an overview of both the historical and contemporary positive approaches to the workplace. Then, more specific attention is given to the meaning and domain of POB and PsyCap. Our definition of POB includes positive psychological capacities or resources that can be validly measured, developed, and have performance impact. The constructs that have been determined so far to best meet these criteria are efficacy, hope, optimism, and resiliency. When combined, they have been demonstrated to form the core construct of what we term psychological capital (PsyCap). A measure of PsyCap is being validated and this chapter references the increasing number of studies indicating that PsyCap can be developed and have performance impact. The chapter concludes with important future research directions that can help better understand and build positive workplaces to meet current and looming challenges.

scholarly journals Bidirectional Relationship Between Subjective Age and Frailty: Findings From the NHATS

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 271-271
Author(s):  
Yuxiao Li ◽  
Minhui Liu ◽  
Christina Miyawaki ◽  
Xiaocao Sun ◽  
Tianxue Hou ◽  
...  
Keyword(s):  
Older Adults ◽  
Clinical Syndrome ◽  
Community Dwelling ◽  
Chronological Age ◽  
Subjective Age ◽  
Bidirectional Relationship ◽  
Study Participants ◽  
Community Dwelling Older Adults ◽  
The Relationship ◽  
Hispanic White

Abstract Frailty is a clinical syndrome that becomes increasingly common as people age. Subjective age refers to how young or old individuals experience themselves to be. It is associated with many risk factors of frailty, such as increased depression, worse cognitive function, and poorer psychological wellbeing. In this study, we examined the relationship between subjective age and frailty using the 2011-2015 waves of the National Health and Aging Trends Study. Participants were community-dwelling older adults without frailty in the initial wave (N=1,165). Subjective age was measured by asking participants, “What age do you feel most of the time?” Based on the Fried five phenotypic criteria: exhaustion, unintentional weight loss, low physical activity, slow gait, and weak grip strength, frailty was categorized into robust=0, pre-frail=1 or 2; frail=3 or more criteria met. Participants were, on average, 74.1±6.5 years old, female (52%), and non-Hispanic White (81%). Eighty-five percent of the participants felt younger, and 3% felt older than their chronological age, but 41% of them were pre-frail/frail. Generalized estimating equations revealed that an “older” subjective age predicted a higher likelihood of pre-frailty and frailty (OR, 95%CI= 1.01, 1.01-1.02). In contrast, frailty predicted an “older” subjective age (OR, 95%CI= 2.97, 1.65-5.35) adjusting for demographics and health conditions. These findings suggest a bidirectional relationship between subjective age and frailty. Older people who feel younger than their chronological age are at reduced risk of becoming pre-frail/frail. Intervention programs to delay frailty progression should include strategies that may help older adults perceive a younger subjective age.

Ethical leadership

2019 ◽  
Vol 16 (1) ◽  
pp. 88-108 ◽  
Author(s):  
Fahad Shakeel ◽  
Peter Mathieu Kruyen ◽  
Sandra Van Thiel
Keyword(s):  
Public Sector ◽  
Organizational Behavior ◽  
Ethical Leadership ◽  
Future Research ◽  
Recent Criticism ◽  
Negative Consequences ◽  
Measurement Instruments ◽  
Leadership Theories ◽  
Content Type ◽  
The Public

Purpose The purpose of this paper is to offer a review of the selected literature in ethical leadership synthesizing findings from 45 articles selected from journals on leadership, public administration, organizational behavior, psychology and ethics. Design/methodology/approach Four themes are addressed: the conceptualization of ethical leadership theories, the existence of popular measurement instruments for ethical leadership, findings on ethical leadership in the public sector and outcomes of ethical leadership in terms of benefits and negative consequences. Findings The definition by Brown et al. (2005) is the most frequently used definition, even though recent criticism states that this definition may be too narrow. Ethical leadership is usually measured by means of a survey; however, there are at least three different questionnaires in use. In the public sector, ethical leadership has been linked to both positive outcomes and negative consequences. Research limitations/implications This paper only includes selected academic articles and does not include published books. Originality/value Based on our findings, the authors present recommendations for future research, among others into a broader conceptualization of ethical leadership and the use of mixed methods.

Youthful and Older Biases as Special Cases of a Self-Age Optimization Bias

1996 ◽  
Vol 43 (4) ◽  
pp. 267-276 ◽  
Author(s):  
Sara Staats
Keyword(s):  
College Students ◽  
Older Persons ◽  
Older Age ◽  
Chronological Age ◽  
Subjective Age ◽  
Special Cases ◽  
Age Range

Two concepts of subjective age are measured for two cohorts (college students and older persons with an age range of 50 to 91 years). Functional age (Kastenbaum et al., 1972 Ages-of-Me Scale [1]) shows the typical youthful bias for the older cohort. An older bias is shown for the Best/Ideal Age by the older cohort in comparison to the younger cohort. Taken together, the youthful bias, being like someone of younger chronological age, and the bias of selecting a relatively older age as best represents a “Self Age Optimization Bias.” A sub-set of Best Age items dealing with work and career are identified for gender and cohort comparisons.

scholarly journals Doseganje zaposljivosti pri starajoči delovni sili; vloga starosti in doseganje ciljnih usmeritev

2021 ◽  
Author(s):  
Nena Hribar ◽  
Polona Šprajc
Keyword(s):  
Informal Learning ◽  
Goal Orientation ◽  
Goal Orientations ◽  
Achievement Goal ◽  
Chronological Age ◽  
Achievement Goal Orientations ◽  
Positive Relation ◽  
Aging Workforce ◽  
Significant Relation

The aging workforce challenges companies to keep their aging employees employable in the workforce. This paper gives an indication as to which employees are more likely to be interested in further learning and employability. Specifically, the aim of this study was to investigate the role of chronological age and achievement goal orientations for informal and formal learning and employability. It was found that informal learning has a significant positive relation with several dimensions of employability. Furthermore, mastery-approach goal orientation also shows a significant positive relation with informal learning and employability. In addition, age had no significant relation with the achievement goal orientations. The paper stresses the need to consider characteristics other than chronological age, such as goal orientations, when considering employees’ learning behavior and employability.

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