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The Meaning of Work for Older Adults Seeking Employment: The Generativity Factor
Abstract
This study is a theory-based examination of the meaning of work for older adults in a sample of 146 older job-seekers. It proposes four factors to the meaning of work: Financial, Personal, Social, and the Generativity factor. The Generativity factor, unique to older adults, refers to viewing work as a way to teach, train and share skills with younger generations. A factor analysis of a 16-item Meaning of Work Scale (MWS) supports the proposed four factors. The results indicate ethnic and employment differences with respect to the meaning of work, but no gender differences. Significant differences were detected between older adult job-seekers who obtained a job within a year of job search and those who did not, with respect to the personal factor of the MWS and with respect to ethnicity. The findings indicate that jobs providing opportunities for transfer of knowledge and experience to younger generations may be of particular value for older adults.
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“Therefore, older individuals value the opportunity to demonstrate their experience and transfer their knowledge and skills to younger generations (J.Arnold & Clark, 2015;Mor-Barak, 1995).”
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BackgroundInfluentialWorking after retirement: Features of bridge employment and research directions
Beehr, T. A., & Bennett, M. M. (2015) · Work, Aging and Retirement · doi:10.1093/workar/wau007 · Cited by 309
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Understanding the influence of demographic and psychological variables on retirement planning.
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“…Aging © 2009 American Psychological Association 2009, Vol. 24, No. 1, 245–251 0882-7974/09/$12.00 DOI: 10.1037/a0014096 245 in some form of postretirement work is significantly correlated to satisfaction during retirement (Barrow, 1996; Feldman & Kim, 2000; Kim & Feldman, 2000; Mor-Barak, 1995).”
BackgroundInfluentialPerceived organizational membership and the retention of older workers
Armstrong‐Stassen, M., & Schlosser, F. (2011) · Journal of Organizational Behavior · doi:10.1002/job.647 · Cited by 202
“Based on a review of the aging workforce literature, we identified two human resource practices that are especially relevant to addressing the needs and preferences of older workers: Work assignment practices that provide older employees with stimulating and challenging work assignments and create new work roles such…”
Goals and motivation related to work in later adulthood: An organizing framework
Kanfer, R., Beier, M. E., & Ackerman, P. L. (2013) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2012.734298 · Cited by 189
Dingemans, E., & Henkens, K. (2014) · Journal of Organizational Behavior · doi:10.1002/job.1914 · Cited by 187
“Previous research by Mor-Barak (1995) points to four reasons for older adults to consider work, namely social, personal, generative, and financial reasons (see Loi & Shultz, 2007; Dendinger et al., 2005; Smyer, Besen, & PittCatsouphes, 2009).”
BackgroundKooij, D. T. A. M., & Voorde, K. V. D. (2011) · Journal of Occupational and Organizational Psychology · doi:10.1111/j.2044-8325.2010.02012.x · Cited by 174
Work and the good life: How work contributes to meaning in life
Ward, S. J., & King, L. A. (2017) · Research in Organizational Behavior · doi:10.1016/j.riob.2017.10.001 · Cited by 179
Dendinger, V. M., Adams, G. A., & Jacobson, J. D. (2005) · The International Journal of Aging and Human Development · doi:10.2190/k8ku-46lh-dtw5-44tu · Cited by 152
“Bridge employment tends to be an important element in the transition from full time employment to full time retirement, and it fulfills certain psychological needs for older adults who have retired (Hansson, DeKoekkoek, Need, & Patterson, 1997; Mor-Barak, 1995).”
BackgroundInfluentialManaging organizational memory with intergenerational knowledge transfer
Harvey, J. (2012) · Journal of Knowledge Management · doi:10.1108/13673271211238733 · Cited by 176
Post‐retirement work: The individual determinants of paid and volunteer work
Griffin, B., & Hesketh, B. L. (2007) · Journal of Occupational and Organizational Psychology · doi:10.1348/096317907x202518 · Cited by 139
“Work is thought to be meaningful for people because it fulfils a number of needs beyond the provision of finance, including the need for time structure, social outlet and generativity (Jahoda, 1982; Mor-Barak, 1995; Warr, Butcher, Robertson, & Callinan, 2004).”
Glass, T. A. (2004) · Journal of Heredity · doi:10.1093/jurban/jth096 · Cited by 141
“Older workers list a desire for generative involvement as a reason for continued labor force participation.(21) Yet, modern society has Community level:”
BackgroundDominant achievement goals of older workers and their relationship with motivation-related outcomes
de Lange, A. H., Van Yperen, N. W., Van der Heijden, B. I. J. M., & Bal, P. M. (2010) · Journal of Vocational Behavior · doi:10.1016/j.jvb.2010.02.013 · Cited by 138
“Meaning of Work was measured by means of the 16-item Dutch version of the Meaning of Work scale (Mor-Barak, 1995).”
Kooij, D. T. A. M., Tims, M., & Akkermans, J. (2016) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2016.1209489 · Cited by 168
“, career advancement) and that limited FTP was positively associated with an increase in generativity motives (related to teaching, training, and sharing skills with younger generations; Mor-Barak, 1995).”
Aging Workers and the Employee-Employer Relationship
Bal, P. M., Kooij, D. T. A. M., & Rousseau, D. M. (2014) · Springer eBooks · doi:10.1007/978-3-319-08007-9 · Cited by 139
Zacher, H., Rosing, K., Henning, T., & Fresé, M. (2011) · Psychology and Aging · doi:10.1037/a0021429 · Cited by 134
Kooij, D. T. A. M., de Lange, A. H., Jansen, P. G. W., & Dikkers, J. (2013) · Work & Stress · doi:10.1080/02678373.2013.769328 · Cited by 143
“…motivations, which assess the importance or preference for job features and work outcomes that pertain to teaching, training and sharing skills with younger generations (Mor-Barak, 1995, see for more recent studies Zacher, Rosing, Henning, & Frese, 2011; Zacher, Schmitt, & Gielnik, 2012).”
BackgroundMethodThe Meaning of Work for Post-retirement Employment Decisions
Fasbender, U., Wang, M., Voltmer, J.-B., & Deller, J. (2015) · Work Aging and Retirement · doi:10.1093/workar/wav015 · Cited by 130
“The generative meaning of work refers to teaching younger people at work, passing knowledge to the future generations, and making a contribution to society as a whole (Mor-Barak, 1995).”
BackgroundMethodResultInfluentialThe choice between retirement and bridge employment: A continuity theory and life course perspective
Von Bonsdorff, M. E., Shultz, K. S., Leskinen, E., & Tansky, J. (2009) · The International Journal of Aging and Human Development · doi:10.2190/ag.69.2.a · Cited by 126
“Mor-Barak (1995) identified a financial factor among older adults’ motives for employment seeking.”
BackgroundAttracting retirees to apply: desired organizational characteristics of bridge employment
Rau, B. L., & Adams, G. A. (2005) · Journal of Organizational Behavior · doi:10.1002/job.330 · Cited by 124
“Since one key non-economic function of bridge employment is to provide an individual with respectful social interactions (Mor-Barak, 1995), concerns about discrimination for a given employer will serve to reduce the attractiveness of that employer to potential bridge employees.”
BackgroundGenerativity at work: A meta-analysis
Doerwald, F., Zacher, H., Yperen, N. W. V., & Scheibe, S. (2020) · Journal of Vocational Behavior · doi:10.1016/j.jvb.2020.103521 · Cited by 124
“It is likely that generativity provides meaning to one’s identity and work (McAdams & de St. Aubin, 1992; Mor-Barak, 1995), which in turn may positively impact workrelated well-being.”
BackgroundInfluentialBurmeister, A., Wang, M., & Hirschi, A. (2019) · Journal of Applied Psychology · doi:10.1037/apl0000466 · Cited by 137
“Second, older workers are likely to perceive partner knowledge receiving as a means to fulfill their needs for competence based on achieving their goal to be generative toward others (Erikson, 1963; McAdams & St. Aubin, 1992; Mor-Barak, 1995).”
BackgroundMethodInfluentialJob Crafting: Older Workers’ Mechanism for Maintaining Person-Job Fit
Wong, C. M., & Tetrick, L. E. (2017) · Frontiers in Psychology · doi:10.3389/fpsyg.2017.01548 · Cited by 133
“Compared to advancing their careers, older workers are more likely to focus on passing knowledge onto their younger colleagues (Mor-Barak, 1995; Kooij and Van De Voorde, 2011).”
BackgroundChou, R. J.-A., & Choi, N. G. (2011) · Ageing and Society · doi:10.1017/s0144686x10001297 · Cited by 99
Antecedents of older workers’ motives for continuing to work
Templer, A., Armstrong‐Stassen, M., & Cattaneo, J. (2010) · Career Development International · doi:10.1108/13620431011075349 · Cited by 93
Henry, H., Zacher, H., & Desmette, D. (2015) · Work Aging and Retirement · doi:10.1093/workar/wav005 · Cited by 93
Who would delay retirement? Typologies of older workers
Flynn, M. (2010) · Personnel Review · doi:10.1108/00483481011030511 · Cited by 87
“Similarly, older workers with social support are better equipped to balance work with other responsibilities (Adams and Rau, 2004; Mor-Barak, 1995; Rife and Belcher, 1993; Wanberg et al., 1999).”
BackgroundInfluentialJones, D. A., & McIntosh, B. R. (2010) · Journal of Vocational Behavior · doi:10.1016/j.jvb.2010.04.004 · Cited by 81
Krumm, S., Grube, A., & Hertel, G. (2012) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2012.676248 · Cited by 71
A Conceptual Framework on Self-Employment in Later Life: Toward a Research Agenda
Halvorsen, C., & Morrow-Howell, N. L. (2016) · Work Aging and Retirement · doi:10.1093/workar/waw031 · Cited by 71
Exploring Attitudes Toward Older Workers Among Australian Employers: An Empirical Study
Gringart, E., Helmes, E., & Speelman, C. P. (2005) · Journal of Aging & Social Policy · doi:10.1300/j031v17n03_05 · Cited by 69
“Third, older adult job seekers become increasingly frustrated and depressed, leading to increased levels of mental health problems in this age group (Aquino, Russell, Cutrona, & Altmaier, 1996; Mor-Barak, 1995; Rife, 1992).”
Background“At This Point Now”: Older Workers' Reflections on Their Current Employment Experiences
Noonan, A. E. (2005) · The International Journal of Aging and Human Development · doi:10.2190/38cx-c90v-0k37-vlja · Cited by 67
“However, recommendations to link generative older workers with jobs allowing them to pass expertise on to the next generation (e.g., Mor-Barak, 1995) may not be feasible in occupational sectors (e.g., high technology) in which younger workers may hold the expertise.”
BackgroundAge-related differences in reward preferences
von Bonsdorff, M. E. (2011) · The International Journal of Human Resource Management · doi:10.1080/09585192.2011.559098 · Cited by 65
“Studies focusing on older individuals' employment seeking (Mor-Barak 1995 ; Loi and Shultz 2007 ) and their reasons for working (Dendinger, Adams and Jacobson 2005 ) can further illuminate the relationship between the age and reward preferences.”
BackgroundWhy older adults seek employment: Differing motivations among subgroups
Loi, J. L. P., & Shultz, K. S. (2007) · Journal of Applied Gerontology · doi:10.1177/0733464807301087 · Cited by 64
“…dependent variables were based on the scales developed by the authors (meaning, challenge, schedule, and skill obsolescence), 4 were from the MWS (Mor-Barak, 1995; the Social Contact, Personal, Financial, and Generativity factors), and the remaining 2 were the Work Involvement Scale and Higher…”
BackgroundMethodInfluentialBal, P., Chiaburu, D. S., & Diaz, I. (2011) · Group & Organization Management · doi:10.1177/1059601111423532 · Cited by 54
“Generative breach refers to the employee perception of an organizational failure to deliver the opportunity to share the knowledge and experiences and to transmit ideas and values to others in the organization (Mor-Barak, 1995).”
BackgroundFasbender, U., Gerpott, F. H., & Unger, D. (2021) · Journal of Knowledge Management · doi:10.1108/jkm-11-2020-0856 · Cited by 66
Mulders, J. O., van Dalen, H. P., Henkens, K., & Schippers, J. (2014) · De Economist · doi:10.1007/s10645-014-9234-8 · Cited by 58
“We distinguish between the employee mainly working for financial reasons; to retain the social contacts at work; to have a feeling of personal satisfaction from work; and to transfer knowledge to younger colleagues (Mor-Barak 1995).”
BackgroundGarcia, P., Bordia, P., Restubog, S. L. D., & Caines, V. (2017) · Journal of Organizational Behavior · doi:10.1002/job.2222 · Cited by 67
Transitioning from unemployment to self-employment for over 50s
Kenny, B., & Rossiter, I. (2017) · International Journal of Entrepreneurial Behaviour & Research · doi:10.1108/ijebr-01-2017-0004 · Cited by 65
Older workers' successful aging and intention to stay
Cheung, F. Y.-L., & Wu, A. M. S. (2013) · Journal of Managerial Psychology · doi:10.1108/jpm-09-2011-0062 · Cited by 62
Fraser, L., McKenna, K., Turpin, M., Allen, S., & Liddle, J. (2009) · WORK: A Journal of Prevention, Assessment & Rehabilitation · doi:10.3233/wor-2009-0874 · Cited by 57
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Using Work Values to Predict Post‐Retirement Work Intentions
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“In line with this focus, career intentions for older individuals seem to be driven by the desire to interact with others and to maintain good relationships (Mor-Barak, 1995).”
BackgroundLate Career Decision-Making: A Qualitative Panel Study
Furunes, T., Mykletun, R. J., Solem, P. E., de Lange, A. H., Syse, A., Schaufeli, W. B., & Ilmarinen, J. (2015) · Work Aging and Retirement · doi:10.1093/workar/wav011 · Cited by 52
Zhan, Y., Wang, M., & Yao, X. (2013) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2012.762763 · Cited by 49
“The generativity motivation has been viewed as a unique component in defining the meaning of work for older adults (Mor-Barak, 1995).”
BackgroundExplaining Age Differences in the Motivating Potential of Intergenerational Contact at Work
Burmeister, A., Hirschi, A., & Zacher, H. (2021) · Work Aging and Retirement · doi:10.1093/workar/waab002 · Cited by 56
“…tend to have a higher generativity motive (Kooij et al., 2011; Zacher et al., 2011), appreciate jobs more in which they have the opportunity to pass on knowledge to younger coworkers (Mor-Barak, 1995), and engage in more helping and mentoring behavior of younger coworkers (Garcia et al., 2018).”
BackgroundNagy, N., Johnston, C. S., & Hirschi, A. (2019) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2019.1584183 · Cited by 52
“Finding meaning in life and conducting meaningful work are particularly important in advanced age (McFadden, 2015; Mor-Barak, 1995).”
BackgroundSerrat, R., Villar, F., Pratt, M. W., & Stukas, A. A. (2017) · Journal of Personality · doi:10.1111/jopy.12326 · Cited by 47
“In the work domain, generativity has been mainly studied as a motive for older people to look for a job (Mor-Barak, 1995), to engage in bridge employment (Dendinger, Adams, & Jacobson, 2005; Zhan, Wang, & Shi, 2015), or to transfer the family business to the next generation (Zacher, Schmitt, & Gielnik, 2012).”
BackgroundZacher, H., Schmitt, A., & Gielnik, M. M. (2011) · Ageing and Society · doi:10.1017/s0144686x11000547 · Cited by 46
“have proposed in recent years that generativity is an important psychosocial concern in the work and organisational context (Clark & Arnold, 2008; Grant & Wade-Benzoni, 2009; Kanfer & Ackerman, 2004; Mor-Barak, 1995; Zacher, Rosing, Henning, & Frese, 2011), so far no research exists that has investigated the relations…”
BackgroundJiang, K., Zhang, Z., Hu, J. J., & Liu, G. (2021) · Personnel Psychology · doi:10.1111/peps.12480 · Cited by 49
Changes in Health and Health Behavior Associated With Retirement
Syse, A., Veenstra, M., Furunes, T., Mykletun, R. J., & Solem, P. E. (2015) · Journal of Aging and Health · doi:10.1177/0898264315624906 · Cited by 41
“On the contrary, workforce participation entails different forms of physical and cognitive activities, depending on type of occupation, which may be conducive to good health (Dendinger, Adams, & Jacobson, 2005; Mor-Barak, 1995).”
BackgroundThe Munster Work Value Measure
Krumm, S., Grube, A., & Hertel, G. (2013) · Journal of Managerial Psychology · doi:10.1108/jmp-07-2011-0023 · Cited by 48
Differential predictors of post-retirement life and work satisfaction
Pundt, L., Wöhrmann, A. M., Deller, J., & Shultz, K. S. (2015) · Journal of Managerial Psychology · doi:10.1108/jmp-08-2012-0250 · Cited by 40
Aging Workers’ Learning and Employability
Raemdonck, I., Beausaert, S. A. J., Froehlich, D. E., Kochoian, N., & Meurant, C. (2014) · Springer eBooks · doi:10.1007/978-3-319-08007-9_10 · Cited by 39
“indicates that employees at a later stage of their career and life value generativity more than younger employees (Lang & Carstensen, 2002; Mor-Barak, 1995; M. J. Sanders & McCready, 2010), i.”
BackgroundLa santé mentale au travail : une question de gros bon sens
Morin, E. M. (2010) · Gestion · doi:10.3917/riges.353.0034 · Cited by 38
Attitudes towards aging and older people’s intentions to continue working: A Taiwanese study
Lu, L. (2012) · Career Development International · doi:10.1108/13620431211201346 · Cited by 36
“On the one hand, many situational and individual factors have been identified contributing to sustainable work ability or employability such as HR practices and employees’ motivation and proactivity (Mor-Barak, 1995; Van de Heijden et al., 2008).”
BackgroundBridge Employment: Conceptualizations and New Directions for Future Research
Zhan, Y., & Wang, M. (2014) · Springer eBooks · doi:10.1007/978-3-319-08007-9_12 · Cited by 36
Community participation and mental health during retirement in community sample of Australians
Olesen, S. C., & Berry, H. L. (2011) · Aging & Mental Health · doi:10.1080/13607863.2010.501053 · Cited by 35
“Paid work plays a central role in the lives of most men and women, and fulfils a number of material and psychological needs, including financial security, social interaction and status (Jahoda, 1981 ; Moen, 1996 ; MorBarak, 1995 ).”
BackgroundDo retirement anxieties determine bridge employment preference?
Mariappanadar, S. (2013) · Personnel Review · doi:10.1108/00483481311309375 · Cited by 38
“Furthermore, past research (Dendinger et al., 2005; Mor-Barak, 1995) has identified mentoring as a critical factor influencing a mature aged worker’s decision to enter bridge employment, in particular to the FWA bridge employment, and so more research into this topic may be worthwhile.”
BackgroundThe meaning of work for young adults diagnosed with serious mental health conditions.
Stone, R. A. T., Sabella, K. A., Lidz, C. W., McKay, C. E., & Smith, L. M. (2016) · Psychiatric Rehabilitation Journal · doi:10.1037/prj0000195 · Cited by 35
von Bonsdorff, M. E., Zhan, Y., Song, Y., & Wang, M. (2017) · Work Aging and Retirement · doi:10.1093/workar/wax012 · Cited by 35
Profiles of mature job seekers: Connecting needs and desires to work characteristics
Nakai, Y., Chang, B., Snell, A. F., & Fluckinger, C. D. (2010) · Journal of Organizational Behavior · doi:10.1002/job.697 · Cited by 35
Calling in retirement: A mixed methods study
Duffy, R. D., Torrey, C. L., England, J. W., & Tebbe, E. A. (2016) · The Journal of Positive Psychology · doi:10.1080/17439760.2016.1187201 · Cited by 35
“…‘Family/ Caretaking’ and ‘Teaching’ may echo the motivation behind the ‘Helping Others’ category and closely match traditional calling definitions, where these persons also encounter a need for generativity and are called to share themselves in an effort to improve others’ lives (Mor-Barak, 1995).”
BackgroundSeeking Resources: Predicting Retirees' Return to Their Workplace
Armstrong‐Stassen, M., Schlosser, F. K., & Zinni, D. M. (2012) · Journal of Managerial Psychology · doi:10.1108/02683941211252455 · Cited by 42
“Drawing on the work of Mor-Barak (1995), Armstrong-Stassen and Staats (in press) identified four primary motives for retirees to return to the workforce: financial, social, personal fulfillment, and generative (the opportunity to share one’s knowledge and skills with the younger generation).”
Xie, H., Fang, Y.-R., Wang, M., Liu, J., & Lv, A.-Q. (2023) · Work, Aging and Retirement · doi:10.1093/workar/waad004 · Cited by 31
Does generativity matter? A meta-analysis on individual work outcomes
Wiktorowicz, J., Warwas, I., Turek, D., & Kuchciak, I. (2022) · European Journal of Ageing · doi:10.1007/s10433-022-00727-w · Cited by 34
“(2005), Mansour and Tremblay (2019), Mor-Barak (1995) and Zhan et al.”
BackgroundMethodInfluentialHüffmeier, J., & Zacher, H. (2021) · Industrial and Organizational Psychology · doi:10.1017/iop.2021.91 · Cited by 32
“Related research shows that unemployed people are motivated to seek employment not only for financial but also for personal and social reasons (Mor-Barak, 1995).”
BackgroundOrganizations’ Ways of Employing Early Retirees: The Role of Age-Based HR Policies
Mulders, J. O., Henkens, K., & Schippers, J. (2013) · The Gerontologist · doi:10.1093/geront/gnt114 · Cited by 30
“For example, ArmstrongStassen (2008) and Rau and Adams (2005) found that organizations’ HR policies on flexible working opportunities are positively related to (early) retirees’ willingness to pursue bridge employment in a firm.”
BackgroundMethodZacher, H., & Bal, P. M. (2011) · Studies in Higher Education · doi:10.1080/03075079.2011.557829 · Cited by 31
“…professors’ age-related work concerns – motivational orientations that may influence how much effort professors invest into their leadership role (Mor-Barak 1995) – mediate the relationships between leader age and follower ratings of passive-avoidant and Studies in Higher Education…”
BackgroundSuccessful Motivational Aging at Work: Antecedents and Retirement-Related Outcomes
Beier, M. E., LoPilato, A. C., & Kanfer, R. (2017) · Work Aging and Retirement · doi:10.1093/workar/wax034 · Cited by 29
Attitudes towards working in retirement: a latent class analysis of older workers’ motives
Heß, M., Naegele, L., & Mäcken, J. (2020) · European Journal of Ageing · doi:10.1007/s10433-020-00584-5 · Cited by 27
“In this regard, researchers such as Mor-Barak (1995) and Baltes et al.”
MethodEarly and Late Retirement Exits
Brougham, R. R., & Walsh, D. A. (2009) · The International Journal of Aging and Human Development · doi:10.2190/ag.69.4.b · Cited by 25
“For example, Mor-Barak (1995) found that work satisfaction was strongly associated with jobs that provided opportunities for transfer of knowledge, experience, and values to younger workers.”
BackgroundBertrand, F., Peters, S. A., Pérée, F., & Hansez, I. (2010) · Le travail humain · doi:10.3917/th.733.0213 · Cited by 25
Prolonged Working Years: Consequences and Directions for Interventions
Fisher, G. G., Ryan, L. H., & Sonnega, A. J. (2015) · Aligning perspectives on health, safety and well-being · doi:10.1007/978-94-017-9798-6_15 · Cited by 23
Mcnamara, T. K., Pitt‐Catsouphes, M., Sarkisian, N., Besen, E. T., & Kidahashi, M. (2016) · The International Journal of Aging and Human Development · doi:10.1177/0091415016648708 · Cited by 24
Longitudinal Relationships Between Productive Activities and Functional Health in Later Years
Choi, E., Tang, F., Kim, S., & Turk, P. (2016) · The International Journal of Aging and Human Development · doi:10.1177/0091415016657557 · Cited by 25
“…of self-identity (Heaven et al., 2013; Mutchler, 2002); giving a sense of accomplishment and of being useful (Noonan, 2005; Smyer & Pitt-Catsouphes, 2007); and finally, satisfying older people’s need for “generativity”—a way to teach, train, and share skills with younger people (Mor-Barak, 1995).”
BackgroundWas wollen jüngere und ältere Erwerbstätige erreichen?
Zacher, H., Degner, M., Seevaldt, R., Fresé, M., & Lüdde, J. (2009) · Zeitschrift für Personalpsychologie · doi:10.1026/1617-6391.8.4.191 · Cited by 24
“…Anwendung und Weitergabe von Erfahrungswissen priorisieren (z.B. Mitarbeit bei der Verbesserung betrieblicher Prozesse), da bei ihnen das Generativitätsmotiv stärker ausgeprägt ist und sie auf diesem Weg ihr Selbstbild als erfahrene und kompetente Mitarbeiter bestätigen können (Mor-Barak, 1995).”
BackgroundIntentions to Continue Working and Its Predictors
Schalk, R., & Desmette, D. (2014) · Springer eBooks · doi:10.1007/978-3-319-08007-9_11 · Cited by 24
Behavioral biases in the labor market, differences between older and younger individuals
Axelrad, H., Luski, I., & Malul, M. (2015) · Journal of Behavioral and Experimental Economics · doi:10.1016/j.socec.2015.11.003 · Cited by 24
Attitudes About Working Beyond Normal Retirement Age: The Role of Mandatory Retirement
Mulders, J. O. (2019) · Journal of Aging & Social Policy · doi:10.1080/08959420.2018.1563473 · Cited by 25
What strategy of human resource management to retain older workers?
Mansour, S., & Tremblay, D. (2019) · International Journal of Manpower · doi:10.1108/ijm-07-2017-0170 · Cited by 29
Choi, E., Tang, F., & Copeland, V. C. (2016) · Journal of Social Service Research · doi:10.1080/01488376.2016.1235068 · Cited by 23
“Older people value work for a number of reasons, including social interaction (Mor-Barak, 1995; Smyer & Pitt-Catsouphes, 2007), self-identity (Mutchler, 2002), feelings of accomplishment and being useful (Morse & Weiss, 1955; Noonan, 2005; Smyer & Pitt-Catsouphes, 2007), providing meaningful activity (Noonan, 2005), a…”
BackgroundInfluentialWork Engagement of Older Employees: do Employee and Work-Related Factors Matter?
Korsakienė, R., Raišienė, A. G., & Bužavaitė, M. (2017) · Economics & Sociology · doi:10.14254/2071-789x.2017/10-4/12 · Cited by 23
“Meanwhile, Mor-Barak (1995) has noticed that older employees tend to be engaged when they have the opportunity to share their knowledge with younger colleagues.”
BackgroundThe impact of a leader’s demographic and professional characteristics on employee motivation
Campos‐García, I., & Vicente, J. (2018) · Employee Relations · doi:10.1108/er-10-2017-0253 · Cited by 23
Halvorsen, C., & Chen, Y. (2019) · PLoS ONE · doi:10.1371/journal.pone.0217971 · Cited by 27
Motivating older workers: A lifespan perspective on the role of perceived HR practices
Kooij, T. A. M. (2010) · Digital Academic REpository of VU University Amsterdam (Vrije Universiteit Amsterdam) · Cited by 23
Choi, E., Ospina, J. H., Steger, M. F., & Orsi, R. (2018) · Journal of Gerontological Social Work · doi:10.1080/01634372.2018.1515140 · Cited by 28
“Another age-specific factor is satisfying older individuals’ need for “generativity,” a need to pass on the knowledge and skills achieved over a lifetime (Mor-Barak, 1995).”
BackgroundJob Search and (Re)employment From a Lifespan Development Perspective
Fasbender, U., & Klehe, U. (2018) · Work Aging and Retirement · doi:10.1093/workar/way009 · Cited by 24
Innovative Pathways to Meaningful Work: Older Adults as Volunteers and Self-Employed Entrepreneurs
Pitt‐Catsouphes, M., Mcnamara, T. K., James, J. B., & Halvorsen, C. (2016) · Palgrave Macmillan UK eBooks · doi:10.1057/978-1-137-46781-2_9 · Cited by 22
The Analysis of Predictors of Retirement Preferences over Time
Pilipiec, P., Groot, W. N. J., & Pavlova, M. (2020) · Journal of Population Ageing · doi:10.1007/s12062-020-09305-3 · Cited by 21
“However, other studies found no differences in retirement decisions by gender, but reported that the skewed distribution by gender could have biased their findings (Dendinger et al. 2005; Mor-Barak 1995).”
BackgroundResultAging at a Developmental Crossroad
Villar, F., & Serrat, R. (2021) · International handbooks of quality-of-life · doi:10.1007/978-3-030-58031-5_7 · Cited by 21
The new contingent workforce: Examining the bridge employment options of mature workers
Shultz, K. S. (2000) · International Journal of Organization Theory and Behavior · doi:10.1108/ijotb-03-03-04-2000-b001 · Cited by 21
Psychological empowerment, psychological and physical strain and the desired retirement age
Schermuly, C. C., Büsch, V., & Graßmann, C. (2017) · Personnel Review · doi:10.1108/pr-06-2015-0159 · Cited by 22
Maâlaoui, A., Tornikoski, E. T., Partouche‐Sebban, J., & Safraou, I. (2019) · Journal of Small Business Management · doi:10.1080/00472778.2019.1659684 · Cited by 21
Royce-Davis, J. (2001) · American Journal of Community Psychology · doi:10.1023/a:1012957014209 · Cited by 19
Older Americans Employment and Retirement
Tang, F., Choi, E., & Goode, R. W. (2012) · Ageing International · doi:10.1007/s12126-012-9162-3 · Cited by 23
Zacher, H., Degner, M., Seevaldt, R., Fresé, M., & Lüdde, J. (2009) · Zeitschrift für Personalpsychologie · Cited by 18
Metadata
- Authors
- Mor-Barak, M. E.
- Affiliations
- University of Southern California (US)
- Corresponding author
- Mor-Barak, Michál E.
- Venue
- The International Journal of Aging and Human Development
- Publisher
- SAGE Publications
- Published
- 1995-12
- Volume
- 41
- Issue
- 4
- Pages
- 325-344
- ISSN
- 0091-4150 (ISSN-L)
- 1541-3535
- OpenAlex
- W2006412557
- Cited by
- 227
- References
- 37
- Citations by year
- 2026: 2 · 2025: 4 · 2024: 11 · 2023: 11 · 2022: 10 · 2021: 17 · 2020: 10 · 2019: 16 · 2018: 5 · 2017: 19 · 2016: 16 · 2015: 15 · 2014: 14 · 2013: 12 · 2012: 10
- FWCI
- 1.63
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- The International Journal of Aging and Human Development (publishedVersion)
- PubMed (publishedVersion)
- Funders
- University of Southern California
- Topics
- Social Sciences › Sociology and Political Science › Education and Work Dynamics
- Social Sciences › Demography › Retirement, Disability, and Employment
- Social Sciences › Psychology › Developmental and Educational Psychology › Aging and Gerontology Research
- Keywords
- meaning of work, older adults, job search, generativity, economic motivation, personal motivation, social motivation, intergenerational knowledge transmission, employment effects, ethnicity, gender differences
- MeSH terms
- Aged, Aged, 80 and over, Analysis of Variance, Employment, Ethnicity, Factor Analysis, Statistical, Female, Humans, Income, Interpersonal Relations, Male, Middle Aged, Motivation, Personal Satisfaction, Psychological Theory, Self Concept, Sex Factors, Socioeconomic Factors
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