RESUMEN
Previous research showed the importance of control beliefs for many life outcomes. The present study examines associations between subjectively perceived work environment and objectively measured work activities at the beginning of midlife as a central developmental phase in the context of work, with control beliefs across the subsequent 20 years. We analyzed four-wave longitudinal data from N = 374 participants (born 1950-1952; Mage baseline = 44 years, SD = 1; 44% women) from the Interdisciplinary Longitudinal Study of Adult Development and Aging within a structural equation modeling framework. Over 20 years and overall, internal control beliefs were stable, while external control beliefs decreased. Individuals who reported higher task variety and better social integration at work at baseline also reported higher levels of control beliefs for positive life outcomes. In addition, higher social integration at work at baseline was related to lower levels of external control beliefs. Work characteristics at baseline were not associated with individual differences in change in control beliefs across the 20-year observational interval. In summary, our findings suggest that work experiences at the prime of job-related development around the midst of the fifth decade of life do not play a major role in subsequent control beliefs development across 20 years. However, investigations measuring control beliefs as well as work characteristics continuously over a long period of time are necessary to shed light on reciprocal influences between work and personality. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
Asunto(s)
Control Interno-Externo , Humanos , Femenino , Masculino , Estudios Longitudinales , Adulto , Persona de Mediana Edad , Lugar de Trabajo/psicología , Envejecimiento/psicología , Envejecimiento/fisiologíaRESUMEN
Lifelong learning offers an opportunity for mature employees to stay adept in the light of changing demands, to promote health and counteract physical and cognitive decline. This intervention study evaluates the effects of a multi-component training programme for employees aged 50+ , focussing on competence expectations, stress management, cognitive, metacognitive and psychomotoric training. Effects were evaluated in a longitudinal control group design with follow-up after six months (24 training groups, n = 247, participants per group: M = 13.04, SD = 2.44; control group, n = 199). To control for experimenter effects the same programme was administered to 6 additional groups by trained instructors (n = 54, participants per group: M = 11.83, SD = 3.37). To validate effects of the multi-component training 12 supplementary groups were included, with 4 groups each focusing on either the competence (n = 49, participants per group: M = 15.00, SD = 0.00) or cognitive (n = 43, participants per group: M = 14.25, SD = 1.50) or stress management components (n = 41, participants per group: M = 14.50, SD = 0.58). Data of 633 adults (mean age: M = 55.03, SD = 3.71 years) were analysed. Participants reported high acceptance of the programme. The multi-component training programme was effective regarding improvements in subjective health, self-concept of professional competence, self-efficacy, coping with stress and cognitive abilities with long-term effects for the latter four. Trainings administered by trained instructors had similar effects to those administered by the programme's designers. The single-component trainings led to specific effects in the focused areas, overall comparable to those of the multi-component training. Unexpectedly, cognitive effects were obtained by all single-component trainings. Subjective health and self-efficacy were only promoted by the multi-component training, indicating broader effects. The results are discussed with respect to strengths and limitations of the study, possible mechanisms underlying the effects, suggestions for further research as well as for the training's implementation in business practice.
RESUMEN
OBJECTIVES: Work is an important developmental context in adulthood, yet little is known about how it contributes to personality trajectories in midlife. The present study examines how subjectively perceived work environment (autonomy, innovation, social integration, stress) and objectively measured work activities (activities related to information and people, physical/manual activities) are related to levels of Big Five personality traits at age 44 and to change over 20 years. METHODS: We analyzed four-wave longitudinal data from N = 374 participants (born 1950-1952; Mage T1 = 44 years, SD = 1; 44% women) from the Interdisciplinary Longitudinal Study of Adult Development and Aging (ILSE) within the structural equation modeling framework. RESULTS: At baseline, subjective perceptions of work environments showed a higher number of significant associations with personality than objective work activities. Over time, small declines in neuroticism and extraversion and small increases in agreeableness and conscientiousness were observed, which were largely independent of work characteristics. CONCLUSIONS: Our findings show slight changes in most Big Five traits from age 44 to 64, which were mostly unrelated to work characteristics. More research is needed to uncover the sources and dynamics of personality trait change in midlife and the role of work for personality trajectories.