Training older workers: Lessons learned, unlearned, and relearned from the field of instructional design

Rooij, Shahron Williams van

doi:10.1002/hrm.21466

Cited by 39 publications

(11 citation statements)

References 65 publications

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“…Reduced button size has been shown to result in increased time on tasks and higher mental workload for older users ( Fezzani et al, 2010 ). In addition, given their age-related changes, effective technology-based training for older workers should be self-paced, highly structured, and incorporate a user-friendly and consistent interface to enhance learning outcomes ( Williams van Rooij, 2012 ; Wolfson et al, 2014 ). These design issues in emerging workplace innovations create potential systematic barriers for older workers’ performance, and may hamper their confidence and motivation to fully utilize technology.…”

Section: Time-related Changes In Jobsmentioning

confidence: 99%

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Wong

Tetrick

2017

Front. Psychol.

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Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Lang and Carstensen, 2002; Kanfer and Ackerman, 2004). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij et al., 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge et al., 2006). In addition, the changing nature of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg et al., 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski and Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen and Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities.

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Section: Time-related Changes In Jobsmentioning

confidence: 99%

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Wong

Tetrick

2017

Front. Psychol.

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“…Such demographics raise multiple questions in relation to the future global workforce composition. But the trend toward elderly employment continues and so does the interest of the scholarly community over the ways in which a “graying workforce” is best managed and motivated (Williams van Rooij, 2012; Tempest et al , 2002; Armstrong-Stassen and Schlosser, 2010; Calvano, 2013; Kanfer and Ackerman, 2004). Most indicative of the management science’s interest in employment of older workers is the August 2014 editorial of the Academy of Management Journal that was devoted to the effects of the aging population on management (Kulik et al , 2014).…”

Section: Introductionmentioning

confidence: 99%

Demographic challenges for the future business leader: evidence from a Greek survey

Galanaki

Papalexandris

2017

EBHRM

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Purpose The purpose of this paper is to identify the challenges posed to business leaders from major global demographic changes expected in the workforce composition, such as higher participation of women and more active involvement of elder and more experienced people in the future workforce. Design/methodology/approach The authors ran a survey among 733 middle managers, focusing on their ideal leadership behavior. The Global Leadership and Organizational Behavior project methodology was applied for data collection and analyses. Findings Several significant differences were established in leadership ideals according to gender, age and managerial experience. The differences based on gender had higher practical significance than the ones based on age and experience of the respondents. Research limitations/implications The paper adds up to the pertinent in the implicit leadership approach dialogue over the existence of stable, global and unchanging aspects of leadership. Practical implications Leader behaviors traditionally deemed as positive, such as the participative and charismatic/value-based leadership, are shown to be critical for the future business leader. Leadership development in organizations should focus on these two aspects. Social implications Leaders who can meet the expectations of diverse groups of people will be able to achieve inclusion of least privileged groups at the business level, leading to higher inclusion at the social, aggregate level. Originality/value The paper is the first to explore how documented demographic trends could affect the way that leadership will evolve in the near future.

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“…Another study poited out that training, in the use of technologies, should provide a lot of time for the practice of the trained functions and a supportive environment, through the combination of classroom-based and individual approaches (Chiu et al, 2016). In a review study that sought to critically examine the current state of research on the use of systematic instructional design procedures to develop job-related training for older workers (Van Rooij, 2012). Focusing only on studies that contained a pre-test/post-test study project with reported effect sizes, the author found that small-group training or those that took into account each participant's learning pace were related to high levels of performance when compared to trainings performed in large groups and in a different pace than the worker's receiving the training.…”

Section: Ict Training Of Older Brazilian Workersmentioning

confidence: 99%

“…Focusing only on studies that contained a pre-test/post-test study project with reported effect sizes, the author found that small-group training or those that took into account each participant's learning pace were related to high levels of performance when compared to trainings performed in large groups and in a different pace than the worker's receiving the training. In addition, evidence indicates that older workers perform well in training, especially when they are guided considering the reality of each worker, age issues, their previous knowledge, skills, goals, attitudes, motivation, values and interests (Ilmarinen, & Ilmarinen, 2015;Beier, 2015;Czaja, Sharit, 2012;Van Rooij, 2012).…”

Section: Ict Training Of Older Brazilian Workersmentioning

confidence: 99%

“…This contributed to the positive outcomes presented in the study: reduction of difficulties in the use of technology and the impact of training. As in most of the trainings in this study, the literature also considered necessary, for older workers, the provision of a simple and individual training program, for technology learning, lasting several weeks (Van Rooij, 2012).…”

Section: Ict Training Of Older Brazilian Workersmentioning

confidence: 99%

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Specific ICT training of older Brazilian workers

Raymundo¹,

Santana²

2019

Gerontechnology

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BackgroundTechnological advance and the mass insertion of technological equipment and information and communication technologies in the workplace require that workers, especially the older ones, adapt to these changes and deal with difficulties arising from their use. Research aimAnalyze and compare the effect and impact of training on the use of technological devices and information and communication technologies in the participants' work performance. Methods Quantitative, descriptive, experimental and longitudinal study, composed by: pre-training, training, post-training and follow-up phases. A socioeconomic questionnaire, an interview about the technological devices and information and communication technologies used in the work environment, difficulties and strategies and self-assessment scales of training impact at work were used. Data were analyzed through descriptive statistics, Fisher's exact test, logistic regression and McNemar test. Results The mean age was 63.3 years older among the participated 30 workers with 15 men and 15 women. The approach adopted for training was practice centered on the client, in a simple and low complexity way. The positive effect of the training can be observed in the significative reduction of difficulties throughout its phases as well as in the analysis of its the impact. Gender, age, income and years of study showed a significative correlation with the degree of difficulty. The importance of continuing training in the lives of older workers became clear in follow up phase, since some of them presented an increase in difficulty three months after the end of the training. Conclusion The results of this study indicate the potential of a training program carried out a simple, low complexity and client centered approach. Understanding of how individuals deal with the new technologies, the challenges they impose and the variables that influence their use, are the basis for the development of successful training programs.

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Training older workers: Lessons learned, unlearned, and relearned from the field of instructional design

Cited by 39 publications

References 65 publications

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Job Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit

Demographic challenges for the future business leader: evidence from a Greek survey

Specific ICT training of older Brazilian workers

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