RESUMEN
Two studies involving 265 participants were conducted to assess the content and range of strategies used by employees to age successfully in the workplace. Study 1 included 64 individuals ranging in age from 23 to 61. These individuals were asked to list up to five activities they have pursued in five potentially important areas of development. Content analyses on these activities were then conducted for purposes of item development. In the second study, the sample was limited to 201 older workers, defined as employees age 40 and older. Participants completed several scales examining the frequency with which they engaged in activities related to successful aging at work. Factor analyses indicated seven major types of strategies: 1) Relationship Development, 2) Security, 3) Continuous Learning, 4) Stress-Relief, 5) Skill Extension, 6) Career Management, and 7) Conscientiousness. Analyses indicated that each strategy domain was positively related to perceived success. Furthermore, hierarchical regression analyses indicated that Security, Relationship Development, Continuous Learning, and Career Management strategies were predictive of success above and beyond important characteristics of the individual or employing organization. The results also indicated that age moderated the relationship between strategy use and perceived success for two strategy domains. Relationship Development and Skill Extension strategies were less strongly related to perceived success as employees aged. Implications of these findings are discussed in relation to theory development, application, and future research.
Asunto(s)
Adaptación Psicológica , Envejecimiento/psicología , Empleo/psicología , Autoeficacia , Adulto , Análisis Factorial , Femenino , Estado de Salud , Humanos , Relaciones Interpersonales , Aprendizaje , Masculino , Persona de Mediana Edad , Apoyo SocialRESUMEN
Age-related changes in physical and cognitive abilities can raise adaptive challenges for older working adults. Older workers exhibit considerable capacity to manage and cope with the stress of job and environmental demands, but at some point, many can become overwhelmed, and find themselves at increased risk for health consequences, injury, disability, and diminished productivity. Older workers are, however, a highly heterogeneous population, and many continue to work safely and successfully. Employers are encouraged to join efforts to provide an optimal person-environment-fit for all of their employees, but with a sensitivity to the increased variability to be expected among older employees.