Aging is a complex multidimensional process, in which individual and contextual factors combine together. Actually, the rapid population ageing is taking place in nearly all the countries of the world. The trend has major social and economic consequences, e.g. many older persons still need to work and engage in the labor market, and changes in the nature of the workforce (i.e. age diversity). Many challenges deal with the aging process, so that it is important to understand the perceptions people have of aging. The present research project aims to comply the increasing need for research on aging in order to support a successful aging at work. In particular, the purpose of the dissertation is to test the relationships between age, on the one hand, and several personal, job and organizational factors, on the other hand; furthermore, different work contexts and samples have been investigated. The dissertation gives a brief introduction of the workforce aging phenomenon and of psychosocial issues related. Afterwards, in light of the significance of the topic in the nowadays age differentiated labor market, the thesis reviews literature on age stereotypes toward older workers. Next, age stereotypes is found in Study 1 to predict occupational self-efficacy among 4667 Italian bank sector’s employees, and findings revealed the moderation effect of age in the path. Thereafter, age stereotypes toward older workers and perceptions of job support for learning from the one hand, and their intention to retire to the other hand, are mediated by older workers’ engagement in employability activities (Study 2). The research conducted among 2082 Italian bank sector’s employees in late career has relevant implication for the management of late career; in fact age do moderate the relationship between age stereotypes and intention to retire, so that it is significant only for the 55-60 group, compared to the over 60 group. Finally, the moderation effect of age is also revealed in the indirect relationship between workaholism and job satisfaction in Study 3; the research aims to investigate the path among 750 healthcare professionals in an Italian hospital. Results show that the negative effect of workaholism via perceptions of workload and emotional exhaustion is showed particularly dangerous for the older age group in comparison with the younger and the middle age. In conclusion, focusing on the moderating role of age in the interplay of individual and contextual factors, practical implications are discussed, concerning implementation of gain spirals, the appreciation of age diversity, and the ‘return on investment’ regarding the older workforce. Results can specify the aging process in the labor market supporting human resource specialists and line managers in workers’ development throughout their entire career.

Aging is a complex multidimensional process, in which individual and contextual factors combine together. Actually, the rapid population ageing is taking place in nearly all the countries of the world. The trend has major social and economic consequences, e.g. many older persons still need to work and engage in the labor market, and changes in the nature of the workforce (i.e. age diversity). Many challenges deal with the aging process, so that it is important to understand the perceptions people have of aging. The present research project aims to comply the increasing need for research on aging in order to support a successful aging at work. In particular, the purpose of the dissertation is to test the relationships between age, on the one hand, and several personal, job and organizational factors, on the other hand; furthermore, different work contexts and samples have been investigated. The dissertation gives a brief introduction of the workforce aging phenomenon and of psychosocial issues related. Afterwards, in light of the significance of the topic in the nowadays age differentiated labor market, the thesis reviews literature on age stereotypes toward older workers. Next, age stereotypes is found in Study 1 to predict occupational self-efficacy among 4667 Italian bank sector’s employees, and findings revealed the moderation effect of age in the path. Thereafter, age stereotypes toward older workers and perceptions of job support for learning from the one hand, and their intention to retire to the other hand, are mediated by older workers’ engagement in employability activities (Study 2). The research conducted among 2082 Italian bank sector’s employees in late career has relevant implication for the management of late career; in fact age do moderate the relationship between age stereotypes and intention to retire, so that it is significant only for the 55-60 group, compared to the over 60 group. Finally, the moderation effect of age is also revealed in the indirect relationship between workaholism and job satisfaction in Study 3; the research aims to investigate the path among 750 healthcare professionals in an Italian hospital. Results show that the negative effect of workaholism via perceptions of workload and emotional exhaustion is showed particularly dangerous for the older age group in comparison with the younger and the middle age. In conclusion, focusing on the moderating role of age in the interplay of individual and contextual factors, practical implications are discussed, concerning implementation of gain spirals, the appreciation of age diversity, and the ‘return on investment’ regarding the older workforce. Results can specify the aging process in the labor market supporting human resource specialists and line managers in workers’ development throughout their entire career.

AGING AT WORK: the moderating role of age in occupational wellbeing

DORDONI, PAOLA
2017-02-21

Abstract

Aging is a complex multidimensional process, in which individual and contextual factors combine together. Actually, the rapid population ageing is taking place in nearly all the countries of the world. The trend has major social and economic consequences, e.g. many older persons still need to work and engage in the labor market, and changes in the nature of the workforce (i.e. age diversity). Many challenges deal with the aging process, so that it is important to understand the perceptions people have of aging. The present research project aims to comply the increasing need for research on aging in order to support a successful aging at work. In particular, the purpose of the dissertation is to test the relationships between age, on the one hand, and several personal, job and organizational factors, on the other hand; furthermore, different work contexts and samples have been investigated. The dissertation gives a brief introduction of the workforce aging phenomenon and of psychosocial issues related. Afterwards, in light of the significance of the topic in the nowadays age differentiated labor market, the thesis reviews literature on age stereotypes toward older workers. Next, age stereotypes is found in Study 1 to predict occupational self-efficacy among 4667 Italian bank sector’s employees, and findings revealed the moderation effect of age in the path. Thereafter, age stereotypes toward older workers and perceptions of job support for learning from the one hand, and their intention to retire to the other hand, are mediated by older workers’ engagement in employability activities (Study 2). The research conducted among 2082 Italian bank sector’s employees in late career has relevant implication for the management of late career; in fact age do moderate the relationship between age stereotypes and intention to retire, so that it is significant only for the 55-60 group, compared to the over 60 group. Finally, the moderation effect of age is also revealed in the indirect relationship between workaholism and job satisfaction in Study 3; the research aims to investigate the path among 750 healthcare professionals in an Italian hospital. Results show that the negative effect of workaholism via perceptions of workload and emotional exhaustion is showed particularly dangerous for the older age group in comparison with the younger and the middle age. In conclusion, focusing on the moderating role of age in the interplay of individual and contextual factors, practical implications are discussed, concerning implementation of gain spirals, the appreciation of age diversity, and the ‘return on investment’ regarding the older workforce. Results can specify the aging process in the labor market supporting human resource specialists and line managers in workers’ development throughout their entire career.
Aging is a complex multidimensional process, in which individual and contextual factors combine together. Actually, the rapid population ageing is taking place in nearly all the countries of the world. The trend has major social and economic consequences, e.g. many older persons still need to work and engage in the labor market, and changes in the nature of the workforce (i.e. age diversity). Many challenges deal with the aging process, so that it is important to understand the perceptions people have of aging. The present research project aims to comply the increasing need for research on aging in order to support a successful aging at work. In particular, the purpose of the dissertation is to test the relationships between age, on the one hand, and several personal, job and organizational factors, on the other hand; furthermore, different work contexts and samples have been investigated. The dissertation gives a brief introduction of the workforce aging phenomenon and of psychosocial issues related. Afterwards, in light of the significance of the topic in the nowadays age differentiated labor market, the thesis reviews literature on age stereotypes toward older workers. Next, age stereotypes is found in Study 1 to predict occupational self-efficacy among 4667 Italian bank sector’s employees, and findings revealed the moderation effect of age in the path. Thereafter, age stereotypes toward older workers and perceptions of job support for learning from the one hand, and their intention to retire to the other hand, are mediated by older workers’ engagement in employability activities (Study 2). The research conducted among 2082 Italian bank sector’s employees in late career has relevant implication for the management of late career; in fact age do moderate the relationship between age stereotypes and intention to retire, so that it is significant only for the 55-60 group, compared to the over 60 group. Finally, the moderation effect of age is also revealed in the indirect relationship between workaholism and job satisfaction in Study 3; the research aims to investigate the path among 750 healthcare professionals in an Italian hospital. Results show that the negative effect of workaholism via perceptions of workload and emotional exhaustion is showed particularly dangerous for the older age group in comparison with the younger and the middle age. In conclusion, focusing on the moderating role of age in the interplay of individual and contextual factors, practical implications are discussed, concerning implementation of gain spirals, the appreciation of age diversity, and the ‘return on investment’ regarding the older workforce. Results can specify the aging process in the labor market supporting human resource specialists and line managers in workers’ development throughout their entire career.
Aging
Aging
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Utilizza questo identificativo per citare o creare un link a questo documento: http://hdl.handle.net/11571/1203273
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