Age and work‐related motives: Results of a meta‐analysis

Kooij, Dorien; Lange, A.H. de; Jansen, Paul; Kanfer, Ruth; Dikkers, Josje

doi:10.1002/job.665

Cited by 583 publications

(577 citation statements)

References 139 publications

(131 reference statements)

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“…Instead, they place more value on deriving meaning from life, establishing intimacy with others in the present, and developing a sense of belonging in the social environment. The basic premises of the theory were confirmed in research of social motivation in general (Lang and Carstensen 2002) and in the workplace (Kooij et al 2011). For example, Kooij et al (2011) performed a meta-analysis on age differences in work motivation and found that younger workers tend to place greater emphasis on knowledge gathering and career development, whereas older workers prioritize a sense of accomplishment, job security, and helping others.…”

Section: The Role Of Employee Age In Effects Of Csrmentioning

confidence: 73%

“…After all, needs may differ strongly between employees. For example, needs, motives, and values are influenced by adult development and work experiences across the life span (Kooij et al 2011;Truxillo et al 2015). Given that CSR addresses various employee needs and motives, and that these needs and motives are partly determined by life span characteristics, one would expect the effects of CSR on employee satisfaction to be moderated by employee chronological age.…”

Section: The Effects Of Csr On Employee Satisfactionmentioning

confidence: 99%

“…For example, Kooij et al (2011) performed a meta-analysis on age differences in work motivation and found that younger workers tend to place greater emphasis on knowledge gathering and career development, whereas older workers prioritize a sense of accomplishment, job security, and helping others. In addition, generativity, or the concern in establishing and guiding the next generation, is shown to increase with age (McAdams et al 1993;Zacher et al 2012;Lang and Carstensen 2002;Kooij et al 2011).…”

Section: The Role Of Employee Age In Effects Of Csrmentioning

confidence: 99%

See 2 more Smart Citations

Catering to the Needs of an Aging Workforce: The Role of Employee Age in the Relationship Between Corporate Social Responsibility and Employee Satisfaction

et al. 2015

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Contemporary organizations often reciprocate to society for using resources and for affecting stakeholders by engaging in corporate social responsibility (CSR). It has been shown that CSR has a positive impact on employee attitudes. However, not all employees may react equally strongly to CSR practices. Based on socio-emotional selectivity theory (Carstensen in Science 312:1913-1915, 2006, we contend that the effect of CSR on employee satisfaction will be more pronounced for older than for younger employees, because CSR practices address those emotional needs and goals that are prioritized when people's future time perspective decreases. In one multi-source field study (N = 143) and one experimental study (N = 500), we demonstrate that CSR indeed has a stronger positive effect on employee satisfaction for older relative to younger employees. Accordingly, engaging in CSR can be an attractive tool for organizations that aim to keep their aging workforce satisfied with their job.

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Section: The Role Of Employee Age In Effects Of Csrmentioning

confidence: 73%

Section: The Effects Of Csr On Employee Satisfactionmentioning

confidence: 99%

Section: The Role Of Employee Age In Effects Of Csrmentioning

confidence: 99%

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Catering to the Needs of an Aging Workforce: The Role of Employee Age in the Relationship Between Corporate Social Responsibility and Employee Satisfaction

et al. 2015

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“…SOC theory proposes that people's motivational focus and choice for allocation of core resources in their work life gradually shifts from a growth and development orientation in younger years to a maintenance and loss-reduction orientation later on (Kooij et al, 2013;Kooij, De Lange, Jansen, Kanfer, & Dikkers, 2011). Although SOC researchers have mostly used chronological age in their assessments, the underlying logic suggests it is people's perception about their age that drives effects on subsequent behavior.…”

Section: Average Relative Subjective Age and Average Individual Goalmentioning

confidence: 99%

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Kunze¹,

Raes²,

Bruch³

2015

Journal of Applied Psychology

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This article extends the conceptual knowledge of average relative subjective age in organizations by exploring organizational-level antecedents and consequences of employees, on average, feeling younger than their chronological age. We draw from the theories of selection-optimization-compensation and socioemotional selectivity to build a theoretical framework for relative subjective age in organizations. We hypothesize that companies in which employees, on average, perceive themselves to be younger than they actually are have a higher average individual goal accomplishment and, in turn, experience higher company performance. We further hypothesize that employees' average experience of high work-related meaning relates to a lower subjective age in organizations. In addition, we assess the role of environmental dynamism and age-inclusive human resource management as moderators in this theoretical model. Through empirically testing this model in a multisource dataset, including 107 companies with 15,164 participating employees, we received support for the hypothesized relationships. Our results contribute to current debates in the scientific literature on age and have important practical implications in light of the demographic changes faced by many companies. This research indicates to both researchers and practitioners that it is not employees' chronological age but their subjective age, a factor that can be influenced, which drives organizational performance outcomes.

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“…In this latter study, however, mastery and performance goals were not examined along the approach-avoidance dimension. Research examining achievement goals along the career trajectory in adult populations is still sparse, though one line of evidence indicates that people in late adulthood are more likely than young adults to pursue mastery avoidance goals and strive toward maintenance and prevention of skill loss and decline in performance (Kooij et al, 2011;Senko and Freund, 2015).…”

Section: Introductionmentioning

confidence: 99%

Achievement goals of medical students and physicians

Бабенко¹,

Daniels²,

White³

et al. 2018

Educ. Res. Rev.

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In achievement settings, the types of motivation individuals develop are crucial to their success and to the ways in which they respond to challenges. Considering the competitive nature of medical education and the high stakes of medical practice, it is important to know what types of motivation (conceptualized here as achievement goals) medical students and physicians adopt and how these may differ depending on the nuances of their achievement settings. This is a cross-sectional survey study of medical students (N=200) and practicing physicians (N=202). The online questionnaire included measures of achievement goals (performance approach, performance avoidance, mastery approach, mastery avoidance) and background characteristics. Multivariate analysis of variance was used to examine differences in achievement goals of medical students and physicians. Education/career stage, medical specialty, and practice type were used as factors in the analyses. Despite the differences in achievement settings, striking similarities in the achievement goals among medical students and physicians were observed in this study. Both students and physicians were most likely to endorse mastery approach goals (the most adaptive type of motivation) and least likely to endorse performance avoidance goals (the least adaptive type of motivation). Significant differences were observed in mastery approach goals of students and physicians, depending on education/career stage. With respect to medical specialty, although distinct patterns in achievement goals emerged in the student and physician data, the observed differences were not statistically significant. Academic physicians had higher levels of performance goals than community-based physicians. Medical students and physicians thus self-reported themselves as highly mastery approach-oriented; nevertheless, our findings suggest that these goals are more prone to fluctuations than other achievement goals, depending on the stage of one's education/career. The results largely show that medical students and physicians endorse achievement goals that are beneficial for lifelong learning, well-being, and success.

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Age and work‐related motives: Results of a meta‐analysis

Cited by 583 publications

References 139 publications

Catering to the Needs of an Aging Workforce: The Role of Employee Age in the Relationship Between Corporate Social Responsibility and Employee Satisfaction

Catering to the Needs of an Aging Workforce: The Role of Employee Age in the Relationship Between Corporate Social Responsibility and Employee Satisfaction

It matters how old you feel: Antecedents and performance consequences of average relative subjective age in organizations.

Achievement goals of medical students and physicians

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