Hostname: page-component-cd9895bd7-jn8rn Total loading time: 0 Render date: 2024-12-26T01:12:37.488Z Has data issue: false hasContentIssue false

Advancing our understanding of successful aging at work: A socioemotional selectivity theory perspective

Published online by Cambridge University Press:  11 November 2020

Marc Cubrich*
Affiliation:
The University of Akron
Alexandra Petruzzelli
Affiliation:
The University of Akron
*
*Corresponding author. Email: [email protected]

Abstract

Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Copyright
© The Author(s), 2020. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology.

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Baltes, P. B., & Baltes, M. M. (1990). Psychological perspectives on successful aging: The model of selective optimization with compensation. In Baltes, P. B. & Baltes, M. M. (Eds.), Successful aging: Perspectives from the behavioral sciences (pp. 134). Cambridge University Press. https://doi.org/10.1017/CBO9780511665684.003 CrossRefGoogle Scholar
Boehm, S. A., & Dwertmann, D. J. (2015). Forging a single-edged sword: Facilitating positive age and disability diversity effects in the workplace through leadership, positive climates, and HR practices. Work, Aging and Retirement, 1, 4163. https://doi.org/10.1093/workar/wau008 CrossRefGoogle Scholar
Boehm, S. A., Kunze, F., & Bruch, H. (2014). Spotlight on age-diversity climate: The impact of age-inclusive HR practices on firm-level outcomes. Personnel Psychology, 67(3), 667704. https://doi.org/10.1111/peps.12047 Google Scholar
Buyens, D., Van Dijk, H., Dewilde, T., and De Vos, A. (2009). The aging workforce: Perceptions of career ending. Journal of Managerial Psychology, 24(2), 102117. https://doi.org/10.1108/02683940910928838 CrossRefGoogle Scholar
Carstensen, L. L. (1991). Selectivity theory: Social activity in life-span context. Annual Review of Gerontology and Geriatrics, 11, 195217.Google Scholar
Carstensen, L. L. (1992). Social and emotional patterns in adulthood: Support for socioemotional selectivity theory. Psychology and Aging, 7(3), 331338. https://doi.org/10.1037/0882-7974.7.3.331 CrossRefGoogle ScholarPubMed
Carstensen, L. L. (2006). The influence of a sense of time on human development. Science, 312(5782), 19131915. https://doi.org/10.1126/science.1127488 CrossRefGoogle ScholarPubMed
Carstensen, L. L., Isaacowitz, D. M., & Charles, S. T. (1999). Taking time seriously: A theory of socioemotional selectivity. American Psychologist, 54(3), 165181. https://doi.org/10.1037//0003-066X.54.3.165 CrossRefGoogle ScholarPubMed
D’Amato, A., & Herzfeldt, R. (2008). Learning orientation, organizational commitment and talent retention across generations. Journal of Managerial Psychology, 23, 929953. http://doi.org/10.1108/02683940810904402 CrossRefGoogle Scholar
Fasbender, U., Burmeister, A., & Wang, M. (2020). Motivated to be socially mindful: Explaining age differences in the effect of employees’ contact quality with coworkers on their coworker support. Personnel Psychology, 73, 407430. https://doi.org/10.1111/peps.12359 CrossRefGoogle Scholar
Fasbender, U., Wöhrmann, A. M., Wang, M., & Klehe, U. C. (2019). Is the future still open? The mediating role of occupational future time perspective in the effects of career adaptability and aging experience on late career planning. Journal of Vocational Behavior, 111, 2438. https://doi.org/10.1016/j.jvb.2018.10.006 CrossRefGoogle Scholar
Heckhausen, J., Wrosch, C., & Schulz, R. (2010). A motivational theory of life-span development. Psychological Review, 117, 3260. https://doi.org/10.1037/a0017668 CrossRefGoogle ScholarPubMed
Henry, H., Zacher, H., & Desmette, D. (2015). Reducing age bias and turnover intentions by enhancing intergenerational contact quality in the workplace: The role of opportunities for generativity and development. Work, Aging and Retirement, 1(3), 243253. https://doi.org/10.1093/workar/wav005 CrossRefGoogle Scholar
Henry, H., Zacher, H., & Desmette, D. (2017). Future time perspective in the work context: a systematic review of quantitative studies. Frontiers in Psychology, 8, 413. https://doi.org/10.3389/fpsyg.2017.00413 CrossRefGoogle ScholarPubMed
Kanfer, R., & Ackerman, P. L. (2004). Aging, adult development, and work motivation. The Academy of Management Review, 29, 440458. https://doi.org/10.5465/amr.2004.13670969 CrossRefGoogle Scholar
Kooij, D., Zacher, H., Wang, M., & Heckhausen, J. (2020). Successful aging at work: A process model to guide future research and practice. Industrial and Organizational Psychology, 13(3), 345–365. doi: 10.1017/iop.2020.1 Google Scholar
Lang, F. R., & Carstensen, L. L. (2002). Time counts: Future time perspective, goals, and social relationships. Psychology and Aging, 17(1), 125139.CrossRefGoogle ScholarPubMed
Moghimi, D., Zacher, H., Scheibe, S., & Van Yperen, N. W. (2017). The selection, optimization, and compensation model in the work context: A systematic review and meta-analysis of two decades of research. Journal of Organizational Behavior, 38, 247275. https://doi.org/10.1002/job.2108 CrossRefGoogle Scholar
Ng, T. W. H., & Feldman, D. C. (2013). How do within-person changes due to aging affect job performance. Journal of Vocational Behavior, 83, 500513. http://dx.doi.org/10.1016/j.jvb.2013.07.007 CrossRefGoogle Scholar
Rudolph, C. W., Kooij, D. T., Rauvola, R. S., & Zacher, H. (2018). Occupational future time perspective: A meta-analysis of antecedents and outcomes. Journal of Organizational Behavior, 39(2), 229248. https://doi.org/10.1002/job.2264 CrossRefGoogle Scholar
Thrasher, G. R., Biermeier-Hanson, B., & Dickson, M. W. (2020). Getting old at the top: The role of agentic and communal orientations in the relationship between age and follower perceptions of leadership behaviors and outcomes. Work, Aging and Retirement, 6(1), 4658. https://doi.org/10.1093/workar/waz012 CrossRefGoogle Scholar
Truxillo, D. M., Cadiz, D. M., Rineer, J. R., Zaniboni, S., and Fraccaroli, F. (2012). A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance. Organizational Psychology Review, 2, 340360. https://doi.org/10.1177/2041386612454043 CrossRefGoogle Scholar
Wang, M., Burlacu, G., Truxillo, D., James, K., & Yao, X. (2015). Age differences in feedback reactions: The roles of employee feedback orientation on social awareness and utility. Journal of Applied Psychology, 100(4), 12961308. https://doi.org/10.1037/a0038334 CrossRefGoogle ScholarPubMed
Wong, M., Gardner, E., Lang, W., & Coulon, L. (2008). Generational differences in personality and motivation: Do they exist and what are the implications for the workplace? Journal of Managerial Psychology, 23, 878890. http://dx.doi.org/10.1108/02683940810904376 CrossRefGoogle Scholar
Zacher, H., & Frese, M. (2009). Remaining time and opportunities at work: Relationships between age, work characteristics, and occupational future time perspective. Psychology and Aging, 24(2), 487493. https://doi.org/10.1037/a0015425 CrossRefGoogle ScholarPubMed
Zacher, H., Kooij, D. T., & Beier, M. E. (2018). Successful aging at work: Empirical and methodological advancements. Work, Aging and Retirement, 4(2), 123128. https://doi.org/10.1093/workar/way002 CrossRefGoogle Scholar
Zhan, Y.,Wang, M., & Shi, J. (2015). Retirees’ motivational orientations and bridge employment: Testing the moderating role of gender. Journal of Applied Psychology, 100(5), 13191331. https://doi.org/10.1037/a0038731 CrossRefGoogle ScholarPubMed