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Successful aging at work: A process model to guide future research and practice

Published online by Cambridge University Press:  08 May 2020

Dorien T. A. M. Kooij Open the ORCID record for Dorien T. A. M. Kooij [Opens in a new window] ,
Hannes Zacher Open the ORCID record for Hannes Zacher [Opens in a new window] ,
Mo Wang  and
Jutta Heckhausen
Dorien T. A. M. Kooij*
Affiliation:
Department of Human Resource Studies, Tilburg University, Tilburg, Netherlands
Hannes Zacher
Affiliation:
Institute of Psychology, Leipzig University, Leipzig, Germany
Mo Wang
Affiliation:
Department of Management, University of Florida, Gainesville, Florida, USA
Jutta Heckhausen
Affiliation:
Department of Psychological Science, University of California–Irvine, Irvine, California, USA
*
*Corresponding author. Email: [email protected]
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Abstract

Although aging workforces result in numerous practical challenges for organizations and societies, little research has focused on successful aging at work. The limited existent research has generated rather diverse conceptualizations of successful aging at work, which are often broad and difficult to operationalize in practice. Therefore, to advance research and practice, we offer a specific and practical conceptualization of successful aging at work by developing a process model, which identifies relevant antecedents and mechanisms. In particular, we define successful aging at work as the proactive maintenance of, or adaptive recovery (after decline) to, high levels of ability and motivation to continue working among older workers. We also argue that proactive efforts to maintain, or adaptive efforts to recover and restore, high ability and motivation to continue working result from a self-regulation process that involves goal engagement and disengagement strategies to maintain, adjust, and restore person–environment fit. Further, we propose that at various levels (i.e., person, job, work group, organization, and society) more distal factors function as antecedents of this self-regulation process, with age-related bias and discrimination potentially operating at each level. Finally, we offer a roadmap for future research and practical applications.

Keywords

successful agingmultilevel process modelself-regulationgoal engagement
Type
Focal Article
Information
Industrial and Organizational Psychology , Volume 13 , Issue 3 , September 2020 , pp. 345 - 365
Copyright
© Society for Industrial and Organizational Psychology, Inc. 2020

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