How, Why, and When is the Average Age of Employees Related to Climate for Innovation? The Role of Age Diversity, Focus on Opportunities, and Work Engagement

As the average age of the workforce increases, there is a potential concern based on negative stereotypes that organizations will become less innovative. Drawing from lifespan development theories and theorizing on innovation, we explore this concern.

Reciprocal Relationships Between Subjective Age and Retirement Intentions

Organizational researchers and practitioners have become increasingly interested in how subjective age—employees’ perceived age—is related to important work and career outcomes. However, the direction of the relationship between employees’ subjective age and retirement intentions remains unclear, thus preventing theoretical advances and effective interventions to potentially delay retirement.

Age-Differentiated Leadership and Healthy Aging at Work: Evidence from the Early Stages of the COVID-19 Pandemic

Using a three-wave longitudinal study, we examined the role that age-differentiated leadership plays in the prediction of work ability, as measured three times over six months (n = 1130) during the early stages of the COVID-19 pandemic in Germany (i.e., December 2019, March 2020, and June 2020).

Strength and Vulnerability: Indirect Effects of Age on Changes in Occupational Well-Being through Emotion Regulation and Physiological Disease.

We develop and test a conceptual model based on the SAVI model in the work context that focuses on experienced incivility as a moderator of the indirect effects of employee age on changes in two indicators of occupational well-being (i.e., job satisfaction, emotional exhaustion) through emotion regulation and physiological disease.

An Operational Integration of Lifespan Development Theories

Lifespan theories seek to explain the ways that individuals manage their development, staying healthy and content amidst age-related gains and losses. However, the lifespan literature is fragmented, with constructs studied separately rather than in concert.

Control at Work: An Integrative, Lifespan-Informed Review

Control is one of the most ubiquitous and fundamental concepts to the study of psychology, including to theory, research, and practice related to aging and work. Indeed, control constructs exist in many different forms (e.g., self-efficacy, job autonomy, locus of control), and they have been extensively linked to performance and well-being with age.