Engaging age-diverse workers with autonomy and feedback: the role of task variety

IF 3.1 4区 管理学 Q2 MANAGEMENT Journal of Managerial Psychology Pub Date : 2023-04-11 DOI:10.1108/jmp-04-2022-0160
T. Marques, Inês Carneiro e Sousa, Sara Ramos
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Abstract

PurposeThe aging of the population is changing the composition of the workforce in most developed countries. With increasingly older and age-diverse workforces, organizations need to redesign jobs to keep their workers healthy, happy and productive across the lifespan. In the current research, the authors integrate socioemotional selectivity theory and selection, optimization and compensation theory with job design to investigate how certain job characteristics influence the work engagement of older and younger workers.Design/methodology/approachIn a two-wave survey with age-diverse employees from multiple organizations (N = 372), the authors explore how autonomy and feedback contribute to the engagement of older and younger workers, depending on levels of task variety.FindingsIn the case of older workers the relationships between autonomy and engagement, and feedback and engagement are positive when task variety is low but non-significant when task variety is high. Conversely, in the case of younger workers the relationships between autonomy and engagement, and feedback and engagement are positive when task variety is high but non-significant when task variety is low.Research limitations/implicationsThe research contributes to the growing body of knowledge on aging and work, particularly the lifespan perspective on job design. Nonetheless, the correlational design warrants caution about drawing causal inferences.Practical implicationsThe findings inform managers on how to combine autonomy, feedback and task variety to design jobs that can engage the multi-age workforce.Originality/valueThe research is among the first to investigate the combined effects of different job characteristics on age-diverse employees' engagement at work.
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让不同年龄的员工拥有自主权和反馈:任务多样性的作用
在大多数发达国家,人口老龄化正在改变劳动力的构成。随着员工年龄的增长和年龄的多样化,企业需要重新设计工作,以保持员工的健康、快乐和高效。在本研究中,作者将社会情绪选择理论和选择、优化和补偿理论与工作设计相结合,探讨了某些工作特征如何影响年长员工和年轻员工的工作投入。设计/方法/方法在对来自多个组织的年龄不同的员工进行的两波调查中(N = 372),作者探讨了自主性和反馈如何根据任务的多样性水平对年长和年轻员工的敬业度做出贡献。对于年龄较大的员工来说,当任务多样性低时,自主性和敬业度、反馈和敬业度之间的关系是正的,而当任务多样性高时,反馈和敬业度之间的关系则不显著。相反,在年轻员工中,当任务多样性高时,自主性和敬业度、反馈和敬业度之间的关系是正的,而当任务多样性低时,反馈和敬业度之间的关系不显著。研究的局限性/意义这项研究有助于增加关于老龄化和工作的知识体系,特别是关于工作设计的生命周期观点。尽管如此,相关设计在得出因果推论时仍需谨慎。实际意义研究结果告诉管理者如何将自主权、反馈和任务多样性结合起来,设计出能够吸引不同年龄员工的工作。这项研究是首批调查不同工作特征对不同年龄员工工作投入的综合影响的研究之一。
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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