Putting successful aging into context
Open accessAbstract
In their excellent article, Kooij et al. (2020) introduce a self-regulatory model of successful aging at work. Their approach defines successful aging as “the proactive maintenance of, or adaptive recovery (from decline) to, high levels of ability and motivation to continue working among older workers” (p. 14). Their model proposes that personenvironment fit (P-F fit) is a proximal determinant of successful aging. When misfit occurs or is anticipated, individuals engage in a self-regulation process of proactive or adaptive goal engagement and disengagement strategies to restore or maintain P-E fit. Although they identify contextual factors, such as age bias and meso-level (job, team and organizational) factors, as antecedents of P-E fit and as catalysts for the self-regulation process, the model assumes these factors have their effects via individual processes. We believe this approach over-emphasises the role of individuals (i.e., the ‘person’), and understates the role of context (i.e., the ‘environment’), in achieving and maintaining P-E fit. In this article, we propose several modifications to the process model of successful aging at work (see Figure 1). We draw on Johns’ (2006) review of the role of context on organizational behaviour to describe the way environmental factors facilitate or constrain successful aging at work. First, we identify opportunity as a proximal determinant of successful aging at work (Path A in Figure 1) that explains the direct effects of context. Second, we argue that contextual factors (age bias and meso-level factors1) can moderate the misfit-self-regulation-fit process described in the model (Paths B1 to B3 in Figure 1). Finally, we use our proposed expanded model to suggest strategies that organizations can use to enhance employees’ successful aging at work.
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This could reduce workforce diversity and strengthen negative stereotypes about mature workers.
“This could decrease workforce diversity and strengthen negative stereotypes about mature workers (such as that they are not flexible, adaptable or motivated to keep up with changing times)214.”
From Understanding and shaping the future of work with self-determination theory (2022) · cites this paper as [214]
The 'Opportunity as a proximal antecedent (Path A)' section says age-biased practices can exclude older workers from the workforce, supporting the concern about reduced age diversity. It describes negative stereotypes as a cause of exclusion, but does not say that exclusion strengthens those stereotypes or identify the specific stereotypes about flexibility, adaptability, and motivation. (LLM, conf=0.83)
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Cites
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“Evolving from social identification theory and selfcategorization theory (Tajfel & Turner, 1986), include strategies recognize that humans tend to use identifiable traits (such as age) to differentiate themselves from others and more strongly identify with those who are similar to them.”
BackgroundPsychology of intergroup relations
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The Essential Impact of Context on Organizational Behavior
Johns, G. (2006) · Academy of Management Review · doi:10.5465/amr.2006.20208687 · Cited by 3,545 · see citing works
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Self-citationSuccessful Aging: Perspectives from the Behavioral Sciences
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Age Stereotypes in the Workplace: Common Stereotypes, Moderators, and Future Research Directions†
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Successful aging at work: A process model to guide future research and practice
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Include, Individualize, and Integrate: Organizational Meta-strategies for Mature Workers
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“To guide organizations in creating a workplace that empowers workers to successfully age at work, we draw on a framework of three broad metastrategies for supporting mature workers, namely the 3I model of include, individualize, and integrate (Parker & Andrei, 2020).”
MethodSelf-citationThe Value of Experience: Age Discrimination Against Older Workers Persists
Perron, R. (2018) · doi:10.26419/res.00177.002 · Cited by 18 · see citing works
Human Resource management and the ability motivation and opportunity to continue working
Pak, K., Kooij, T. A. M., de Lange, A. H., & van Veldhoven, M. J. P. M. (2018) · Human Resource Management Review · Cited by 2 · see citing works
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- PUTTING SUCCESSFUL AGING INTO CONTEXT PRE-PRESS MANUSCRIPT
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Understanding and shaping the future of work with self-determination theory
Gagné, M., Parker, S. K., Griffin, M. A., Dunlop, P. D., Knight, C., Klonek, F. E., & Parent-Rocheleau, X. (2022) · Nature Reviews Psychology · doi:10.1038/s44159-022-00056-w · Cited by 434 · see citing works
Self-citation
- Authors
- Petery, G. A., Iles, L. J., & Parker, S. K.
- Affiliations
- Curtin University (AU)
- Corresponding author
- Petery, Gretchen A.
- Venue
- Industrial and Organizational Psychology
- Publisher
- Cambridge University Press (CUP)
- Published
- 2020-09
- Volume
- 13
- Issue
- 3
- Pages
- 377-382
- ISSN
- 1754-9426 (ISSN-L)
- 1754-9434
- OpenAlex
- W3080190645
- Cited by
- 1
- References
- 16
- Citations by year
- 2022: 1
- FWCI
- 0.38
- Type
- journal article
- Language
- en
- Open access
- green
- hdl.handle.net
- Locations
- Industrial and Organizational Psychology (publishedVersion)
- eSpace (Curtin University) (submittedVersion)
- RePEc: Research Papers in Economics (submittedVersion)
- Topics
- Social Sciences › Demography › Retirement, Disability, and Employment
- Social Sciences › Psychology › Neuropsychology and Physiological Psychology › Aging and Gerontology Research
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Keywords
- successful aging at work, older workers, person-environment fit, self-regulation, age bias, meso-level factors, contextual factors, opportunity, moderating effect
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