Work Across the Lifespan

Work Across the Lifespan
Copyright
Preface
List of Contributors
Dedication
1 An Invitation to Lifespan Thinking
	History of the Lifespan Developmental Perspective
	Core Tenets of the Lifespan Developmental Perspective
		Level 1: Biological and Cultural Evolutionary Perspectives
		Level 2: Dynamics of Gains and Losses
		Level 3: Family of Metatheoretical Propositions
		Level 4: Systemic and Overall Theories of Successful Lifespan Development
		Level 5: Lifespan Theories in Specific Functions and Domains
	Structure and Content of this Book
	References
2 Theories of Cognitive Aging and Work
	Defining Cognitive Functioning
		Psychometric Approach
		Cohort differences
		Neurocognitive Method
		Changes in Cognitive Abilities over the Lifespan
		Mechanisms of Cognitive Aging
	Cognitive Functioning and Successful Aging
	The Effects of Work on Cognitive Functioning
		Theoretical Framework
		Job Characteristics and Work
		Cognitive Job Complexity and Cognition
		Physical Job Demands and Cognition
			Safety and Injury
			Stress and Strain
	The Effects of Cognitive Functioning on Work
		Work Motivation
		Learning and Development
			Stereotypes
		Retirement
	Practical Implications
	Conclusions and Recommendations for Future Research
	References
3 A Neo-Socioanalytic Model of Personality Development
	The Nature of Personality Trait Change
	Sources of Continuity and Change in Adulthood
	A Model of Personality Trait Change
	A Process Model of Personality Trait Change
	The Effects of Work
	Attraction
	Selection
	Transformation
	Manipulation
	Attrition
	Future Directions
		Progression of the ASTMA Model
	Measuring the Environment and Calculating Fit
	The Changing Nature of Work
	Lifespan Development Theories
	Conclusions
	References
4 The Model of Selection, Optimization, Compensation
	The SOC Model
		Overview of the Model
			Elective selection
			Loss-Based Selection
			Optimization
			Compensation
		Measurement of SOC
	SOC and Successful Aging
		Theoretical Background
		Review of Empirical Evidence
			Age Differences in SOC Strategy Use
			Resource Availability as Underlying Mechanism for Age Differences
			Consequences of SOC Strategy Use and the Moderating Role of Age
	SOC in the Work Context
		Theoretical Background
		SOC and Successful Aging in the Work Context
		Review of Empirical Evidence
			Age differences in SOC strategy use
			Consequences of SOC strategy use: Occupational well-being
			Consequences of SOC strategy use: Effectiveness on the job
			Consequences of SOC strategy use: Career development.
			Interventions
	Discussion
	SOC Measurement
		Developing a SOC Instrument for the Work Setting
		Distinguishing Between Long-term and Daily SOC Strategy Use
		Investigating SOC at the Team or Organizational Level
	Conclusion
	References
5 Motivational Theory of Lifespan Development
	Motivational Theory of Lifespan Development: A Brief Overview
		Historical Development and Conceptual Uniqueness
		Central Propositions
	Application of the Motivational Theory of Lifespan Development Lifespan to Work
		Developmental Goals Addressing Work-Life and Career
	Lifespan Trajectories of Control Capacity and Control Striving
		Primary Control Capacity in Different Careers
			The Early-Peak Career
			The Mid-Peak Career
			The Late-Peak Career
		Consistent Primary Control Striving
		Disengagement and Goal Adjustment Via Compensatory Secondary Control
		Compensatory Primary Control at Different Career Stages
	Societal Structuring of Opportunities for Control Striving: The Case of Career Striving
		Career Entry and Social Mobility
		Midcareer Transitions
		Late-Career Transformation, Stagnation and Decline
	Congruence Between Control Striving and Control Opportunities
		Benefits of Congruence: Example of Career Entry
		Costs of Incongruence: Midlife Career Change
	Action Phases of Goal Engagement and Disengagement
		Goal Engagement During the Action Phase
		Action Crisis Between Engagement, Disengagement and Reengagement With Adjusted Goal
		Failure, Set-Backs and (Self)-Protection of Motivational Resources
	Summary and Future Directions
	References
6 Social and Emotional Theories of Aging
	Situation Selection and Modulation
		Socioemotional Selectivity Theory
		Affect Valuation Theory
		Possible Selves
		Strength and Vulnerability Integration
	Attention Deployment
		The Positivity Effect
	Change of Cognition
		Optimism
		Thinking Style
		Dynamic Integration Theory
	Modulation of Experiential, Behavioral, or Physiological responses
		Emotion Perception
		Emotion Regulation Strategies
		Selection, Optimization, and Compensation With Emotion Regulation Framework
		Coping
	Summary and Implications for the Study of Aging and Work
	Acknowledgment
	References
7 Cognition, Motivation, and Lifespan Development
	Workplace Performance Domains of Interest
	Aging and Cognitive Abilities
	Motivation
	Integrating Ability and Motivation
	Implications and Future Research
	Conclusion
	References
8 Action Regulation Across the Lifespan
	Mental Regulation of Paid Work: Action Regulation Theory
		Roots of Action Regulation Theory
		Surface Versus Deep Structure of Actions
		Components of Mental Action Regulation
		Related Cognitive Theories
		Specific Features of Paid Work
		Redefinition of Work Orders into Goals
		Five Functions of Goals in Action Regulation at Work
		Sequential-Hierarchical Organization of Action Regulation: Action Phases, Levels of Regulation
			Action Planning
			TOTE Units: Hierarchies of Recursive Loops
			Hierarchy of Levels (Modes) of Regulation
		Complete Versus Fragmented Work Orders and Tasks
		Complete Work Orders: A Normative Concept With Consequences Across the Lifespan
		Specific Types of Mental Action Regulation at Work I: Innovative Tasks
		Specific Types of Mental Action Regulation at Work II: Interactive Tasks
		Participative Job Design
	Mental Action Regulation of Paid Work Across the Work Lifespan
		Mental Action Regulation Across the Work Lifespan in its Entirety
		Components of Mental Regulation Across the Work Lifespan
			Action Preparation: Orientation, Goal-Setting, Planning
			Action Implementation: Levels of Regulation and Routinization
			Checking Own Procedures and Results: Feedback Processing in Action Regulation Across the Work Lifespan
	Conclusion
	References
9 Lifespan Perspectives on Successful Aging at Work
	Lifespan Perspectives on Successful Aging
	Successful Aging at Work
	Proactive Behaviors: Actively Shaping Work and Relationships
	Optimizing Person–Job Fit: Crafting to Strengths
	Motivational Maintenance and Successful Aging: Intrinsic Goals
	Measures of Career Success: The Importance of Meaningful Work Across the Life Course
	Career Self-Management
	Broader Trends and Work Ability
	Summary, Conclusion, and Directions for Future Research
	References
10 Lifespan Perspectives on Careers and Career Development
	Traditional Views of Careers Over the Lifespan
	Modern Views of Careers Over the Lifespan
	Sources of Change Over the Lifespan
		Intra-Individual Factors
		Contextual Factors
	Career Development Issues Over the Lifespan
		Individual Career Development Issues
		Organizational Career Developmental Issues
	Conclusion
	Acknowledgment
	References
11 Lifespan Perspectives on Job and Work Design
	Age-Related Changes Over the Lifespan
	Overview of Job and Work Design
	Work Design Outcomes
	Age and Work Design Outcomes
	Overview of Lifespan Development Theories
	Selection, Optimization, and Compensation Theory (Baltes & Baltes, 1990)
	Strength and Vulnerability Integration Theory (Charles, 2010)
	Integration of Lifespan Development Theory and Work Design
		Task Characteristics
		Knowledge Characteristics
		Social Characteristics
		Work Context Factors
	Interventions Related to Designing Work for an Aging Workforce
	Individual-Focused Interventions
	Organization-Focused Interventions
	Recommendations for Future Research: Where Should We Go From Here?
	Conclusion
	References
12 Lifespan Perspectives on Job Performance, Performance Appraisal/Management and Creative Performance
	Individual Performance is a Function of Cognitive Ability and Motivation
	Dimensions of Job Performance
		Task Performance
		Contextual Performance or Organizational Citizenship Behavior (OCB)
		Adaptive Performance
		Creative Performance: Creativity and Innovation
		Counterproductive Workplace Behavior
		Ability, Motivation, and Facets of Job Performance
	Two LifeSpan Theory Perspectives on Performance: Selection, Optimization and Compensation Theory and Socio-Selectivity Theory
		Selection, Optimization, and Compensation Theory
		Socioemotional Selectivity Theory
		Performance Appraisal and Management Theory: Goal-Directed Approaches
		Personal Work Goals
		Purpose of Appraisal and Performance Feedback
	How LifeSpan Theory Informs Performance Theory and Practice in Organizations: Motivation, (Personal) Work Goals, and Collab...
	Conclusions
	References
13 Lifespan Perspectives on Learning and Training
	Approaches to Lifelong Learning
	Issues in Adult and Older Adult Learning
	Education, Training, and Instruction
	The Changing Individual in the Changing Environment
	Lifelong Work Performance and Training
	Training and Career Self-Management
	Later Life Work and Retirement
	Continuing Adaptation and Learning in the Work Environment
	Full-Time Work, Part-Time Work and/or Retirement
	Conclusion
	References
14 Lifespan Perspectives on Personnel Selection and Recruitment
	WARNING!!! DUMMY ENTRY
		Our Approach, Assumptions, and a Brief Outline
	Definition of Critical Terms
		Recruitment
		Personnel Selection
		Person-Organization Fit
		Age and Lifespan Development
	Overview of Relevant Lifespan Theories
		Lifespan Theory of Control
		Action-Phase Model of Developmental Regulation
		Dual-Process Model of Assimilative and Accommodative Coping
		Selective Optimization and Compensation Model
		Social Exchange Theory
		Socioemotional Selectivity Theory
		Life Course Theory
		Maximum and Typical Performance
	Overview of Relevant Theories of Career Development
		Person - Environment Fit Theories
		Hall’s Protean Career
	Current Research and Practice from a Lifespan-Related Perspective
		Validity of Tests
		Changing Nature of Technology
		Bias
		Recruitment and Job Searching
	A Possible Avenue for Synthesis: Person–Organization Fit and the Candidate Experience
		P-O Fit Redux
		The Candidate Experience
		A Proposed Model
	Summary and Future Research Needs
	References
15 Lifespan Perspectives on Occupational Health
	Occupational Health
	The Concept of Age in the Working Lifespan
	Occupational Health in Younger, Middle-Aged, and Older Workers
	Changes in Terms of Losses and Gains across the Working Lifespan and Consequences for Occupational Health
		Occupational Health in Retirement
	Inter-Individual Differences in Changes in Occupational Health Across the Working Lifespan
		Personal Factors
		Role of Work Characteristics
	Limitations and Implications for Future Research
	References
16 Lifespan Perspectives on Work and Nonwork Roles
	Work–Nonwork Conflict: An Overview and Integration of Life Stages
	An Integration of Lifespan Theories to Work–Nonwork Research
		Model of Selective Optimization With Compensation
		Neo-Socioanalytic Model of Personality Development
		Theory of Socioemotional Selectivity
		Career Development Theories
	Empirical Review of Studies Taking Lifespan Approach to Work–Nonwork
	Gaps in the Literature and Recommendations for Future Research
		Integration of a Broader Array of Theoretical Models
		Interaction of Gender and Life Stage
	Conclusion
	References
17 Lifespan Perspectives on Age-Related Stereotypes, Prejudice, and Discrimination at Work (and Beyond)
	Delimiting Ageist Attitudes and Ageism
	Age-Related Stereotypes Across the Work Lifespan
		Older Worker Stereotypes
		Younger Worker Stereotypes
		Generational Stereotypes
	Age-Based Prejudice and Discriminatory Intent Across the Work Lifespan
	Impact of Ageist Attitudes Across the Work Lifespan (and Beyond)
	Conclusion
	References
18 Lifespan Perspectives on Individuals’ Effort in Work Teams
	Individuals’ Effort in Teams
	Age and Lifespan Development
	Age Differences in Effort Expenditure during Teamwork
		Valence and Age
		Instrumentality and Age
		Expectancy and Age
	Summary, Future Research, and Practical Implications
	Additional Lifespan Theories and Individuals’ Effort in Teams
		Age Diversity and Individuals’ Effort in Teams
		Future Research
	Practical Implications and Conclusion
	References
19 Lifespan Perspectives on Psychological Contracts
	The Psychological Contract
	Lifespan Theory and the Psychological Contract
		Age and the Content of the Psychological Contract
		Age and the Type of Psychological Contract
		Age and Psychological Contract Evaluations
		Age and Temporal Dynamic Psychological Contract Theory
	Psychological Contracts in the Contemporary Workplace
	Conclusion
	References
20 Lifespan Perspectives on Work Motivation
	Work Motivation
	Lifespan Perspectives on Age-Related Changes and Implications for Work Motivation
	Toward a Unified Understanding of Work Motivation in Later Adulthood
	Theoretical and Practical Implications and Future Research Directions
	References
21 Lifespan Perspectives on Work Values and Job Attitudes
	Work Values: Definitions and Operationalizations
	Work Values as Predictors of Work Outcomes
	Differentiating Work Values From Related Constructs
	Stability and Change in Work Values Over Time
	Values Across the Lifespan
	A Holistic Model of Values, Goals, and Attitudes
	Future Directions and Practical Implications
	Conclusion
	References
22 Lifespan Perspectives on Leadership
	Cognitive Development and Leadership
	Socioemotional Development and Leadership
	Personality Development and Leadership
	Motivational Development and Leadership
	A Lifespan Perspectives on Leadership Behavior
	Integration of Lifespan Perspectives Into Leadership Theory
	Implications for Leader Development and Successful Aging of Leaders
	References
23 Lifespan Perspectives on Emotion, Stress, and Conflict Management
	Age and Emotion Work
	Age and Conflict Management
	Age and Stress Management
	Discussion
	Conclusion
	References
24 Lifespan Perspectives on Organizational Climate
	Current Research on Age Climates in the Workplace
	Literature on Age Diversity, Age Climates, and Organizational Outcomes
	Literature on General Age Climates and Organizational Outcomes
	Extending Age Climates to a Lifespan Perspective
	Lifespan Theories, Age Diversity, and Age Climates in Organizations
	Lifespan Theories and General Age Climate in Oganizations
	Outlook on Future Research on Organizational Age Climate Research
	How Practitioners can Develop Organizational Climates Through a Lifespan Perspective
	Conclusion
	References
25 Lifespan Perspectives on the Work-to-Retirement Transition
	A Dynamic Person–Environment Fit Framework of the Work-to-Retirement Transition
	Lifespan Changes in Shaping Person–Environment Fit During the Work-to-Retirement Transition
	The Work-to-Retirement Transition Along Later-life Development
		Changes in Demands-Abilities Fit
		Changes in Needs-Supplies Fit
		Self-Regulation in the Work-to-Retirement Transition
	Post-retirement Life Development
		Developmental Implications of Retirement
		Contingencies of Retirement’s Implications for Later-Life Development
	Discussion and Future Directions
	Conclusion
	References
26 Looking Forward: A New Agenda for Studying Work Across the Lifespan
	Development is a Lifelong Process
	Development is Multidirectional
	Development Implies Gains and Losses
	Development is Modifiable
	Development is Historically Embedded
	Development is Contextualized
	Development is Multidisciplinary
	Meta-Observations About the State of the Literature
		Integrate Across Lifespan Theories
		Resolve Conflicts Among and Across Lifespan Theories
		Integrate Across Nonlifespan Theories
		Integrate Between and Across Levels of Analysis
		Integrate Contexts and Ecologies
	Enacting a “New Agenda” for Research on Working Across the Lifespan
	Conclusions
	References
Index