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

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.

On the limits of agency for successful aging at work

“…When we take such an individualistic and self-reliant approach, we inadvertently create an exclusionary version of "successful aging." Kooij et al (2020) provide a clear model in which we can address these past shortcomings for future work. To do so is to truly embrace the principles of equifinality (i.e., many means and paths leading to the same outcome) and multifinality (i.e., the same means and paths leading to different outcomes) in our theories of aging, as we have purported to do for quite some time.…”

Burnout and Time Perspective of Blue-Collar Workers at the Shipyard

“…These conditions should be taken into consideration in order to develop Human Resource instruments, work-disability prevention programs, and successful ageing at work practices [40] targeted at the shipyard. In addition, there is the need for organizational interventions on the basis of participatory interventions that involve employees in the process of actions taken at the workplace to improve working conditions.…”

“Midlife crisis” on the road to successful workforce aging

“…The process model of successful workforce aging allows for a more comprehensive understanding of the work experiences and outcomes for those 60 (Kooij et al, 2019). Clearly the successful aging of older employees is important, as the older demographic is the largest projected growth in the U.S. labor force (Toossi & Torpey, 2017).…”