Work Aging and Retirement最新文献_第3页

Uneven Returns to Nondegree Work Credentials for Older Workers 老年工人的非学位工作证书回报不均衡

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2023-04-10 DOI: 10.1093/workar/waad007

Tingting Zhang, Pidi Zhang

Using the U.S. Adult Training and Education Survey (N = 41,442), we examined the impact of acquiring nondegree work credentials at different ages on labor market outcomes, focusing on those close to retirement age. We examined two types of work credentials—occupational licenses and certifications. The majority of survey respondents, aged 16–66 years when surveyed, earned their most important credential, especially occupational licenses, at an early stage (before 35 years old). Although a significant share of older respondents held a work credential, fewer acquired a new credential close to retirement age. Results of multinominal logistic regression showed those obtaining a work credential close to retirement age (55–64 years old) were more likely to be in the labor force than noncredentialed respondents, but they were more likely to be underemployed or unemployed, controlling for demographic characteristics. Of those in the labor force, respondents earning a credential later (55–64 years old) were more likely to work part-time and have multiple jobs than noncredentialed respondents; those who earned a credential earlier (16–34 years old) were less likely to work part-time and more likely to work more hours weekly. Finally, among credential holders, older respondents thought work credentials earned at a younger age were more useful as a labor market signal; credentials earned later were less effective to gain or keep a job or to ensure marketability. Job-related effectiveness of occupational licenses decreased as the age when such credentials were earned increased, but certifications earned later were more likely viewed as a way to improve work skills than certifications earned at a younger age.

利用美国成人培训和教育调查(N = 41,442)，我们研究了在不同年龄获得非学位工作证书对劳动力市场结果的影响，重点关注那些接近退休年龄的人。我们研究了两种类型的工作资格证书——职业执照和证书。大多数受访者(调查时年龄在16-66岁之间)在早期阶段(35岁之前)就获得了最重要的证书，尤其是职业执照。尽管很大一部分年龄较大的受访者拥有工作证书，但在接近退休年龄时获得新证书的人较少。多项逻辑回归的结果显示，在接近退休年龄(55-64岁)时获得工作证书的受访者比没有获得工作证书的受访者更有可能进入劳动力市场，但在控制人口统计学特征后，他们更有可能处于就业不足或失业状态。在劳动力中，较晚获得证书的受访者(55-64岁)比未获得证书的受访者更有可能从事兼职和多份工作;那些较早获得证书的人(16-34岁)不太可能做兼职，每周工作时间更长。最后，在持有证书的受访者中，年龄较大的受访者认为，年轻时获得的工作证书作为劳动力市场信号更有用;较晚获得的证书对获得或保住一份工作或确保市场竞争力的效果较差。随着年龄的增长，职业执照与工作相关的有效性也会下降，但与年轻时获得证书相比，较晚获得证书更有可能被视为提高工作技能的一种方式。

{"title":"Uneven Returns to Nondegree Work Credentials for Older Workers","authors":"Tingting Zhang, Pidi Zhang","doi":"10.1093/workar/waad007","DOIUrl":"https://doi.org/10.1093/workar/waad007","url":null,"abstract":"\u0000 Using the U.S. Adult Training and Education Survey (N = 41,442), we examined the impact of acquiring nondegree work credentials at different ages on labor market outcomes, focusing on those close to retirement age. We examined two types of work credentials—occupational licenses and certifications. The majority of survey respondents, aged 16–66 years when surveyed, earned their most important credential, especially occupational licenses, at an early stage (before 35 years old). Although a significant share of older respondents held a work credential, fewer acquired a new credential close to retirement age. Results of multinominal logistic regression showed those obtaining a work credential close to retirement age (55–64 years old) were more likely to be in the labor force than noncredentialed respondents, but they were more likely to be underemployed or unemployed, controlling for demographic characteristics. Of those in the labor force, respondents earning a credential later (55–64 years old) were more likely to work part-time and have multiple jobs than noncredentialed respondents; those who earned a credential earlier (16–34 years old) were less likely to work part-time and more likely to work more hours weekly. Finally, among credential holders, older respondents thought work credentials earned at a younger age were more useful as a labor market signal; credentials earned later were less effective to gain or keep a job or to ensure marketability. Job-related effectiveness of occupational licenses decreased as the age when such credentials were earned increased, but certifications earned later were more likely viewed as a way to improve work skills than certifications earned at a younger age.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"38 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-04-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73046458","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2023-04-10 DOI: 10.1093/workar/waad003

Inés Guillemyn, Jeroen Horemans

Increasing the employment rate of individuals aged 55+ is a key challenge in many OECD countries. While labor market discrimination and policy measures have been put forward as possible explanations, the role of job search remains largely unexplored. Yet, it determines to a large extent the match between supply and demand on the labor market. In this paper, we examine age-related differences in job search behavior. As skills have often become outdated for older workers, but job mobility may enhance their employment, we analyze search behavior for the unemployed as well as the employed adopting multiple parameters: job search intensity, use of the public employment agency, and social networking. The results indicate that jobseekers of different age employ different search methods, and that this relationship should be analyzed within the employment context of the jobseeker.

提高55岁以上个人的就业率是许多经合组织国家面临的主要挑战。虽然已经提出了劳动力市场歧视和政策措施作为可能的解释，但求职的作用在很大程度上仍未被探索。然而，它在很大程度上决定了劳动力市场的供需匹配。在本文中，我们研究了求职行为的年龄相关差异。由于老年工人的技能往往已经过时，但工作流动性可能会促进他们的就业，我们采用多个参数来分析失业人员和就业人员的求职行为:求职强度、公共职业介绍所的使用和社交网络。结果表明，不同年龄的求职者使用不同的搜索方法，这种关系应该放在求职者的就业背景中分析。

引用次数: 0

Worlds Apart: Does Perceptual Congruence Between Leaders and Older Employees Regarding Age-Friendly Organizational Climate, Management, and Work Design Matter? 天壤之别:领导者和年长员工对年龄友好型组织氛围、管理和工作设计的感知一致性有影响吗?

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2023-04-08 DOI: 10.1093/workar/waad009

Julia Finsel, Laura Venz, A. Wöhrmann, M. Wilckens, Jürgen Deller

Research on the effectiveness of age-friendly organizational practices tends to focus on older employees’ perceptions of these. Drawing on perceptual congruence and psychological contract theory, we hypothesize that leaders’ perceptions of these organizational practices are relevant as well. Specifically, we argue that (dis)agreement between leaders’ and older employees’ perceptions (i.e., perceptual (in)congruence) of organizational practices related to age-friendly organizational climate, management, and work design plays a role in older employees’ well-being. Polynomial regression and response surface analysis were applied to a dyadic sample of 484 older employees and their leaders from 100 diverse organizations. Results reveal that leader-employee perceptual congruence on high levels of perceived age-friendly work design was related to higher employee well-being. By contrast, older employees’ well-being was lower when leaders evaluated the three age-friendly organizational practices higher than their older employees. Our findings suggest that further theoretical consideration of the role of leader-employee perceptual (in)congruence for aging workforces is needed, and that scholars and organizations should acknowledge the relevance and interplay of different stakeholders’ perceptions within an organization.

对年龄友好型组织实践有效性的研究往往侧重于老年员工对这些实践的看法。根据知觉一致性和心理契约理论，我们假设领导者对这些组织实践的感知也是相关的。具体而言，我们认为领导者和老年员工对与年龄友好型组织气候、管理和工作设计相关的组织实践的感知(即感知(不)一致)之间的(不)一致在老年员工的幸福感中起作用。采用多项式回归和响应面分析对来自100个不同组织的484名老年员工及其领导进行了二元抽样。结果表明，高水平的高龄友好型工作设计的领导-员工知觉一致性与较高的员工幸福感相关。相比之下，当领导者对三种年龄友好型组织实践的评价高于年长员工时，年长员工的幸福感较低。我们的研究结果表明，需要进一步从理论上考虑领导-员工感知一致性在老龄化劳动力中的作用，学者和组织应该承认组织内不同利益相关者感知的相关性和相互作用。

{"title":"Worlds Apart: Does Perceptual Congruence Between Leaders and Older Employees Regarding Age-Friendly Organizational Climate, Management, and Work Design Matter?","authors":"Julia Finsel, Laura Venz, A. Wöhrmann, M. Wilckens, Jürgen Deller","doi":"10.1093/workar/waad009","DOIUrl":"https://doi.org/10.1093/workar/waad009","url":null,"abstract":"\u0000 Research on the effectiveness of age-friendly organizational practices tends to focus on older employees’ perceptions of these. Drawing on perceptual congruence and psychological contract theory, we hypothesize that leaders’ perceptions of these organizational practices are relevant as well. Specifically, we argue that (dis)agreement between leaders’ and older employees’ perceptions (i.e., perceptual (in)congruence) of organizational practices related to age-friendly organizational climate, management, and work design plays a role in older employees’ well-being. Polynomial regression and response surface analysis were applied to a dyadic sample of 484 older employees and their leaders from 100 diverse organizations. Results reveal that leader-employee perceptual congruence on high levels of perceived age-friendly work design was related to higher employee well-being. By contrast, older employees’ well-being was lower when leaders evaluated the three age-friendly organizational practices higher than their older employees. Our findings suggest that further theoretical consideration of the role of leader-employee perceptual (in)congruence for aging workforces is needed, and that scholars and organizations should acknowledge the relevance and interplay of different stakeholders’ perceptions within an organization.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"63 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84753186","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Physical Work Exposures of Older Workers: Does Measurement Make a Difference? 老年工人的体力劳动暴露:测量有影响吗?

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2023-04-01 DOI: 10.1093/workar/waab014

Theresa Andrasfay, Anne R Pebley, Noreen Goldman

Physically demanding work at later ages, which is especially prevalent among disadvantaged groups, is associated with long-term health outcomes and may contribute to health inequality over the life course. Past studies of these issues have relied on occupational characteristics from the Occupational Information Network (O*NET), but few have assessed how O*NET compares to survey reports when measuring occupational exposures in analyses of socioeconomic status, work conditions, and health. We compare Health and Retirement Study (HRS, N = 16,683 working respondents) and O*NET measurements of general physical activity, frequency of lifting/handling objects, and frequency of stooping-related postures required at work. Pearson correlations between the HRS items and corresponding O*NET items vary from weak to moderate for lifting/handling and stooping-related postures to relatively large for general physical activity. Though they are measured on different scales, both the HRS and O*NET measures of physical demands reveal similar sex, racial/ethnic, and educational differentials in exposure to physically strenuous work. We fit random effects Poisson models to assess how these measures predict accumulation of functional limitations, a potential long-term consequence of strenuous working conditions. Comparable HRS and O*NET measures have similar associations with functional limitations. We also consider an average of physical demand items available in O*NET, finding that this measure has similar associations with functional limitations as the O*NET measure of general physical activity. These results suggest that O*NET characteristics and HRS respondent reports produce comparable disparities in physical work exposures (PWEs) and associations between physically demanding work and declines in physical functioning.

晚年从事体力劳动的情况在弱势群体中尤为普遍，这与长期健康结果有关，并可能导致一生中的健康不平等。过去对这些问题的研究依赖于职业信息网络(O*NET)的职业特征，但很少有人评估在社会经济地位、工作条件和健康分析中测量职业暴露时，O*NET与调查报告的比较。我们比较了健康与退休研究(HRS, N = 16,683名工作受访者)和O*NET测量的一般身体活动、举起/搬运物体的频率以及工作中所需弯腰相关姿势的频率。HRS项目与相应的O*NET项目之间的Pearson相关性从较弱到中等不等，适用于举重/搬运和弯腰相关的姿势，而适用于一般体育活动的Pearson相关性则相对较大。虽然测量的尺度不同，但HRS和O*NET对体力需求的测量都显示出在体力繁重工作中存在相似的性别、种族/民族和教育差异。我们拟合随机效应泊松模型来评估这些措施如何预测功能限制的积累，这是艰苦工作条件的潜在长期后果。可比较的HRS和O*NET测量与功能限制有相似的关联。我们还考虑了O*NET中可用的物理需求项目的平均值，发现该措施与一般体力活动的O*NET措施具有类似的功能限制关联。这些结果表明，O*NET特征和HRS受访者报告在体力工作暴露(pwe)以及体力要求高的工作与身体功能下降之间的关联方面产生了类似的差异。

{"title":"Physical Work Exposures of Older Workers: Does Measurement Make a Difference?","authors":"Theresa Andrasfay, Anne R Pebley, Noreen Goldman","doi":"10.1093/workar/waab014","DOIUrl":"https://doi.org/10.1093/workar/waab014","url":null,"abstract":"Physically demanding work at later ages, which is especially prevalent among disadvantaged groups, is associated with long-term health outcomes and may contribute to health inequality over the life course. Past studies of these issues have relied on occupational characteristics from the Occupational Information Network (O*NET), but few have assessed how O*NET compares to survey reports when measuring occupational exposures in analyses of socioeconomic status, work conditions, and health. We compare Health and Retirement Study (HRS, N = 16,683 working respondents) and O*NET measurements of general physical activity, frequency of lifting/handling objects, and frequency of stooping-related postures required at work. Pearson correlations between the HRS items and corresponding O*NET items vary from weak to moderate for lifting/handling and stooping-related postures to relatively large for general physical activity. Though they are measured on different scales, both the HRS and O*NET measures of physical demands reveal similar sex, racial/ethnic, and educational differentials in exposure to physically strenuous work. We fit random effects Poisson models to assess how these measures predict accumulation of functional limitations, a potential long-term consequence of strenuous working conditions. Comparable HRS and O*NET measures have similar associations with functional limitations. We also consider an average of physical demand items available in O*NET, finding that this measure has similar associations with functional limitations as the O*NET measure of general physical activity. These results suggest that O*NET characteristics and HRS respondent reports produce comparable disparities in physical work exposures (PWEs) and associations between physically demanding work and declines in physical functioning.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"9 2","pages":"179-189"},"PeriodicalIF":3.7,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10083180/pdf/waab014.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"10356394","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Providing Digital Technology Training as a Way to Retain Older Workers: The Importance of Perceived Usefulness and Growth Need 提供数字技术培训作为留住老员工的一种方式:感知有用性和成长需求的重要性

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2023-03-29 DOI: 10.1093/workar/waad004

Hanji Xie, Yanran Fang, Mo Wang, Junming Liu, Aiqin Lv

The increasing prevalence of aging workforce around the globe renders older worker retention an integral approach for organizations to maintain human capital. In the meantime, the increasing application of digital technologies at work poses new challenges for older workers. Providing digital technology training is therefore considered as a potential approach to retaining older workers. Yet, we have limited knowledge about the role played by digital technology training availability in facilitating older worker retention. Addressing this important research void, we examine the motivation-based (i.e., autonomy need satisfaction at work) and the ability-based (i.e., competence need satisfaction at work) mechanisms that transmit the positive indirect effects of digital technology training availability on older workers’ intention to remain. We also examine the critical roles of the relevance of the training (both the relevance to the situation and to the participant) in shaping the impacts of digital technology training availability. Analyzing data collected from 285 workers aged 40 years or older, we found that when digital technology was perceived to be more (vs. less) useful at work, digital technology training availability indirectly facilitated older workers’ intention to remain via both autonomy and competence needs satisfaction at work. Moreover, the amplifying effects of perceived usefulness of digital technology at work were more (vs. less) pronounced for participants who had higher (vs. lower) growth need. Theoretical and practical implications were also discussed based on our findings.

全球劳动力老龄化的日益普遍，使得留住老年员工成为组织维持人力资本的一个不可或缺的方法。与此同时，越来越多的数字技术在工作中的应用给老年员工带来了新的挑战。因此，提供数字技术培训被认为是留住老年员工的一种潜在方法。然而，我们对数字技术培训在促进留住老年员工方面所起的作用了解有限。为了解决这一重要的研究空白，我们研究了基于动机(即工作中的自主性需求满意度)和基于能力(即工作中的胜任能力需求满意度)的机制，这些机制传递了数字技术培训可用性对老年员工留任意愿的积极间接影响。我们还研究了培训的相关性(与情况和参与者的相关性)在塑造数字技术培训可用性的影响方面的关键作用。通过分析285名年龄在40岁或以上的员工的数据，我们发现，当人们认为数字技术在工作中更有用(而不是更有用)时，数字技术培训的可用性通过工作中的自主性和能力需求满意度间接促进了老年员工留任的意愿。此外，对于增长需求较高(相对较低)的参与者来说，数字技术在工作中感知有用性的放大效应更为明显(相对较弱)。在此基础上讨论了理论和实践意义。

{"title":"Providing Digital Technology Training as a Way to Retain Older Workers: The Importance of Perceived Usefulness and Growth Need","authors":"Hanji Xie, Yanran Fang, Mo Wang, Junming Liu, Aiqin Lv","doi":"10.1093/workar/waad004","DOIUrl":"https://doi.org/10.1093/workar/waad004","url":null,"abstract":"The increasing prevalence of aging workforce around the globe renders older worker retention an integral approach for organizations to maintain human capital. In the meantime, the increasing application of digital technologies at work poses new challenges for older workers. Providing digital technology training is therefore considered as a potential approach to retaining older workers. Yet, we have limited knowledge about the role played by digital technology training availability in facilitating older worker retention. Addressing this important research void, we examine the motivation-based (i.e., autonomy need satisfaction at work) and the ability-based (i.e., competence need satisfaction at work) mechanisms that transmit the positive indirect effects of digital technology training availability on older workers’ intention to remain. We also examine the critical roles of the relevance of the training (both the relevance to the situation and to the participant) in shaping the impacts of digital technology training availability. Analyzing data collected from 285 workers aged 40 years or older, we found that when digital technology was perceived to be more (vs. less) useful at work, digital technology training availability indirectly facilitated older workers’ intention to remain via both autonomy and competence needs satisfaction at work. Moreover, the amplifying effects of perceived usefulness of digital technology at work were more (vs. less) pronounced for participants who had higher (vs. lower) growth need. Theoretical and practical implications were also discussed based on our findings.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"9 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83454068","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Older, the Less Digitally Fluent? The Role of Age Stereotypes and Supervisor Support 年龄越大，数字技术越不熟练?年龄刻板印象与主管支持的作用

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2023-03-21 DOI: 10.1093/workar/waad001

Kilian Hampel, Florian Kunze

Over the last decades, digital technologies have progressively made their way into the workplace. Therefore, it becomes increasingly important for employees to have digital competencies, which can be measured through digital fluency, including its two sub dimensions, namely digital knowledge and digital self-efficacy. This is particularly the case for older workers, who might be affected by a digital divide that proposes younger and older employees have different prerequisites for digital fluency. Drawing from the stereotype embodiment theory, we argue that age is generally negatively related to self-perceptions of digital fluency and particularly impactful when older employees hold negative age stereotypes against older workers and therefore self-stereotype themselves. Furthermore, we argue that developmental support from the direct supervisor has the potential to either amplify or alleviate this negative relation: While a lack of supervisor support may lead to the activation of internalized negative age stereotypes, strong support by the supervisor could strengthen the employees’ self-perceptions in several ways. Performing multiple regression analyses on survey data collected from 1,007 employees, we find support for our three hypotheses. Negative age stereotypes exacerbate the negative relationship between age and digital fluency, whereas the interplay of high individual stereotypes and low supervisor support is the most negative condition for the relation of age on digital fluency. On the other hand, strong supervisor support with low negative stereotypes counteract existing age differences in digital fluency. Therefore, our findings have important theoretical and practical implications.

在过去的几十年里，数字技术逐渐进入了工作场所。因此，员工的数字能力变得越来越重要，数字能力可以通过数字流畅性来衡量，包括数字知识和数字自我效能这两个子维度。对于年龄较大的员工来说尤其如此，他们可能会受到数字鸿沟的影响，即年轻员工和年长员工对数字流畅性的先决条件不同。根据刻板印象体现理论，我们认为年龄通常与数字流畅性的自我感知呈负相关，当年长员工对年长员工持有负面的年龄刻板印象时，年龄尤其有影响，因此自我刻板印象自己。此外，我们认为，来自直接主管的发展支持有可能放大或减轻这种负面关系:缺乏主管支持可能导致内化的负面年龄刻板印象的激活，而主管的有力支持可以从几个方面加强员工的自我认知。通过对1,007名员工的调查数据进行多元回归分析，我们发现我们的三个假设都得到了支持。消极的年龄刻板印象加剧了年龄与数字流畅性之间的负向关系，而高个体刻板印象和低上司支持的相互作用是年龄对数字流畅性关系的最负向条件。另一方面，强有力的导师支持和低负面刻板印象抵消了数字流畅性存在的年龄差异。因此，我们的研究结果具有重要的理论和实践意义。

{"title":"The Older, the Less Digitally Fluent? The Role of Age Stereotypes and Supervisor Support","authors":"Kilian Hampel, Florian Kunze","doi":"10.1093/workar/waad001","DOIUrl":"https://doi.org/10.1093/workar/waad001","url":null,"abstract":"\u0000 Over the last decades, digital technologies have progressively made their way into the workplace. Therefore, it becomes increasingly important for employees to have digital competencies, which can be measured through digital fluency, including its two sub dimensions, namely digital knowledge and digital self-efficacy. This is particularly the case for older workers, who might be affected by a digital divide that proposes younger and older employees have different prerequisites for digital fluency. Drawing from the stereotype embodiment theory, we argue that age is generally negatively related to self-perceptions of digital fluency and particularly impactful when older employees hold negative age stereotypes against older workers and therefore self-stereotype themselves. Furthermore, we argue that developmental support from the direct supervisor has the potential to either amplify or alleviate this negative relation: While a lack of supervisor support may lead to the activation of internalized negative age stereotypes, strong support by the supervisor could strengthen the employees’ self-perceptions in several ways. Performing multiple regression analyses on survey data collected from 1,007 employees, we find support for our three hypotheses. Negative age stereotypes exacerbate the negative relationship between age and digital fluency, whereas the interplay of high individual stereotypes and low supervisor support is the most negative condition for the relation of age on digital fluency. On the other hand, strong supervisor support with low negative stereotypes counteract existing age differences in digital fluency. Therefore, our findings have important theoretical and practical implications.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"18 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87545342","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Are Trajectories of Preferred Retirement Ages Associated with Health, Work Ability and Effort–Reward Imbalance at Work? Findings from a 6-Year Swedish Longitudinal Study 选择退休年龄的轨迹是否与健康、工作能力和工作中的努力-回报不平衡有关?来自瑞典一项为期6年的纵向研究的发现

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2023-03-20 DOI: 10.1093/workar/waad006

Marta Sousa-Ribeiro, Johanna Stengård, C. Leineweber, C. Bernhard‐Oettel

Preferred retirement age (PRA) is one key dimension when studying retirement decision-making. However, little is known concerning how PRA develops over the late career years. This study used a person-centered approach to longitudinally investigate trajectories of PRA and how they differ in self-rated health, perceived work ability, and effort–reward imbalance (ERI) at baseline levels and over 6 years. The study used data from four waves (2010, 2012, 2014, and 2016) of the Swedish Longitudinal Occupational Survey of Health. The sample consisted of 1,510 individuals aged 50–55 in 2010, who answered to the questionnaire for those in paid work (including self-employment) at the baseline and at least one of the following waves. Results from the latent class growth curve modeling show both within- and between-person variability in PRA over the 6-year span. We found four distinct trajectories, which differed both at the baseline levels and in the patterns of change in PRA: “C1: normative, relatively stable PRA” (42% of all participants); “C2: considerably early, increasing PRA” (6% of the participants); “C3: late, relatively stable PRA” (4% of the participants); and “C4: early, increasing PRA” (49% of the participants). Participants revealed a clear preference for retirement before the age of 65. Trajectories comprising earlier PRA showed poorer self-rated health, poorer work ability, and higher levels of ERI at the baseline and over time. The findings reinforce the importance of healthy work environments that promote work ability and facilitate a balance between efforts and rewards for encouraging longer working lives.

偏好退休年龄(PRA)是研究退休决策的一个重要维度。然而，关于PRA如何在职业生涯后期发展知之甚少。本研究采用以人为中心的方法，纵向调查了PRA的轨迹，以及他们在基线水平和超过6年的时间里在自评健康、感知工作能力和努力-奖励不平衡(ERI)方面的差异。该研究使用了瑞典纵向职业健康调查的四波数据(2010年、2012年、2014年和2016年)。2010年，样本由1510名年龄在50-55岁之间的人组成，他们回答了基线时从事有偿工作(包括自营职业)的调查问卷，并至少回答了以下几波中的一波。潜在类别增长曲线模型的结果显示了6年期间PRA的内部和人与人之间的变异性。我们发现了四种不同的轨迹，它们在基线水平和PRA变化模式上都有所不同:“C1:规范的，相对稳定的PRA”(占所有参与者的42%);“C2:相当早，PRA增加”(6%的参与者);“C3:晚期，相对稳定的PRA”(4%的参与者);和“C4:早期，PRA增加”(49%的参与者)。参与者明显倾向于在65岁之前退休。包含早期PRA的轨迹显示出较差的自评健康、较差的工作能力和较高的ERI水平。研究结果强调了健康的工作环境的重要性，它能提高工作能力，促进努力与回报之间的平衡，从而鼓励人们延长工作寿命。

{"title":"Are Trajectories of Preferred Retirement Ages Associated with Health, Work Ability and Effort–Reward Imbalance at Work? Findings from a 6-Year Swedish Longitudinal Study","authors":"Marta Sousa-Ribeiro, Johanna Stengård, C. Leineweber, C. Bernhard‐Oettel","doi":"10.1093/workar/waad006","DOIUrl":"https://doi.org/10.1093/workar/waad006","url":null,"abstract":"Preferred retirement age (PRA) is one key dimension when studying retirement decision-making. However, little is known concerning how PRA develops over the late career years. This study used a person-centered approach to longitudinally investigate trajectories of PRA and how they differ in self-rated health, perceived work ability, and effort–reward imbalance (ERI) at baseline levels and over 6 years. The study used data from four waves (2010, 2012, 2014, and 2016) of the Swedish Longitudinal Occupational Survey of Health. The sample consisted of 1,510 individuals aged 50–55 in 2010, who answered to the questionnaire for those in paid work (including self-employment) at the baseline and at least one of the following waves. Results from the latent class growth curve modeling show both within- and between-person variability in PRA over the 6-year span. We found four distinct trajectories, which differed both at the baseline levels and in the patterns of change in PRA: “C1: normative, relatively stable PRA” (42% of all participants); “C2: considerably early, increasing PRA” (6% of the participants); “C3: late, relatively stable PRA” (4% of the participants); and “C4: early, increasing PRA” (49% of the participants). Participants revealed a clear preference for retirement before the age of 65. Trajectories comprising earlier PRA showed poorer self-rated health, poorer work ability, and higher levels of ERI at the baseline and over time. The findings reinforce the importance of healthy work environments that promote work ability and facilitate a balance between efforts and rewards for encouraging longer working lives.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"32 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2023-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85939056","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Electronic Wearable Device Use for Physical Activity in Older Adults: A Qualitative Study. 老年人使用电子可穿戴设备进行体育锻炼：定性研究

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2022-11-12 eCollection Date: 2024-01-01 DOI: 10.1093/workar/waac023

Mengchi Li, Miranda V McPhillips, Sarah L Szanton, Jennifer Wenzel, Junxin Li

Innovative solutions to help older adults increase physical activity are critically important. In this qualitative study, we explored older adults' acceptance, capability, and experiences of using three different types of electronic wearable devices over a period of 4-24 weeks for self-monitoring and promoting physical activity. We conducted 23 semistructured interviews with older adults who participated in three physical activity intervention studies. Two researchers analyzed the data using NVivo version 12, applying a directed content analysis that was partially guided by the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2). Six themes emerged: (1) device learning, (2) hedonic motivation, (3) habit and adherence, (4) facilitating conditions, (5) effort expectancy, and (6) performance expectancy. Although most older adults (95.8%) from this study were first-time users, they reflected positive experiences and generally enjoyed using electronic wearable devices. Participants reported issues related to electronic wearable device functionalities that can be improved to better enhance user experience and motivate increased physical activity. Future research should explore the role of electronic wearable devices in older adults' physical activity with an emphasis on behavioral change over time.

帮助老年人增加体育锻炼的创新解决方案至关重要。在这项定性研究中，我们探讨了老年人在 4-24 周内使用三种不同类型的电子可穿戴设备进行自我监测和促进体育锻炼的接受程度、能力和经验。我们对参与三项体育锻炼干预研究的老年人进行了 23 次半结构式访谈。两位研究人员使用 NVivo 第 12 版对数据进行了分析，并应用了部分以技术接受和使用统一理论 2 (UTAUT2) 为指导的定向内容分析。分析得出了六个主题：(1) 设备学习；(2) 享乐动机；(3) 习惯和坚持；(4) 促进条件；(5) 期望努力；(6) 期望表现。虽然这项研究中的大多数老年人（95.8%）都是首次使用电子可穿戴设备，但他们反映出了积极的体验，并普遍喜欢使用电子可穿戴设备。参与者报告了与电子可穿戴设备功能有关的问题，这些问题可加以改进，以更好地提升用户体验，激励他们增加体育锻炼。未来的研究应探索电子可穿戴设备在老年人体育锻炼中的作用，重点关注行为随时间的变化。

{"title":"Electronic Wearable Device Use for Physical Activity in Older Adults: A Qualitative Study.","authors":"Mengchi Li, Miranda V McPhillips, Sarah L Szanton, Jennifer Wenzel, Junxin Li","doi":"10.1093/workar/waac023","DOIUrl":"10.1093/workar/waac023","url":null,"abstract":"Innovative solutions to help older adults increase physical activity are critically important. In this qualitative study, we explored older adults' acceptance, capability, and experiences of using three different types of electronic wearable devices over a period of 4-24 weeks for self-monitoring and promoting physical activity. We conducted 23 semistructured interviews with older adults who participated in three physical activity intervention studies. Two researchers analyzed the data using NVivo version 12, applying a directed content analysis that was partially guided by the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2). Six themes emerged: (1) device learning, (2) hedonic motivation, (3) habit and adherence, (4) facilitating conditions, (5) effort expectancy, and (6) performance expectancy. Although most older adults (95.8%) from this study were first-time users, they reflected positive experiences and generally enjoyed using electronic wearable devices. Participants reported issues related to electronic wearable device functionalities that can be improved to better enhance user experience and motivate increased physical activity. Future research should explore the role of electronic wearable devices in older adults' physical activity with an emphasis on behavioral change over time.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"10 1","pages":"25-37"},"PeriodicalIF":3.7,"publicationDate":"2022-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10772964/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139404759","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Correction to: An Examination of the Predictive Validity of Subjective Age and Core Self-evaluations on Performance-Related Outcomes 修正:主观年龄和核心自我评价对成绩相关结果预测效度的检验

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2022-10-19 DOI: 10.1093/workar/waac036

引用次数: 2

Differences Between Employed and Retired Older Adults in Information and Communication Technology Use and Attitudes 在职与退休长者资讯通讯科技使用及态度之差异

IF 3.7 2区经济学 Q2 INDUSTRIAL RELATIONS & LABOR

Work Aging and Retirement

Pub Date : 2022-09-03 DOI: 10.1093/workar/waac025

A. Schuster, S. Cotten

Older adults, 65 years and older, are a heterogeneous group in terms of their information and communication technology (ICT) use. Few studies, however, have examined how ICT use patterns may vary between employed older adults versus those who are no longer in the workforce. We expand research on this topic by examining whether variations in ICT use, as well as attitudes toward ICTs and online self-efficacy, exist between these 2 groups. Key outcomes include online self-efficacy, attitudes towards new technology, length of time online, average daily hours online, and number of ICTs used. Data were collected in 2017 through an online survey from a national sample of U.S. older adults (N = 1,142) matched with the demographic characteristics of the 2010 U.S. Census for individuals aged 65 and older based on age, race, sex, and education. Data were analyzed using OLS regression, binary logistic regression, and mediation analysis. Employed older adults, compared to retired older adults, had higher online self-efficacy, more positive attitudes towards new technology, spent more time online (years), and were more likely to use 2 or more ICTs. Being retired was associated with fewer years online, which was mediated by more negative attitudes toward technology and less online self-efficacy. Longitudinal research is needed which examines the types of technologies used in the workforce by older adults, the exposure to others’ uses of technologies, and how use changes over time—all of which may potentially affect older adults’ technology skills and attitudes.

65岁及以上的老年人在使用信息和通信技术(ICT)方面是一个异质性群体。然而，很少有研究调查了在职老年人与不再工作的老年人之间信息通信技术使用模式的差异。我们通过检查这两个群体之间是否存在信息通信技术使用的差异，以及对信息通信技术和在线自我效能的态度的差异，来扩展这一主题的研究。主要结果包括在线自我效能感、对新技术的态度、在线时间长短、平均每天在线时间以及使用信息通信技术的数量。数据是在2017年通过一项在线调查收集的，该调查来自美国老年人的全国样本(N = 1142)，与2010年美国人口普查中65岁及以上老年人的年龄、种族、性别和教育程度的人口特征相匹配。数据分析采用OLS回归、二元逻辑回归和中介分析。与退休的老年人相比，有工作的老年人有更高的在线自我效能感，对新技术的态度更积极，上网时间更长(年)，更有可能使用2种或更多的信息通信技术。退休与更少的上网时间有关，这是由对技术更消极的态度和更低的上网自我效能感所介导的。需要进行纵向研究，检查老年人在劳动力中使用的技术类型，接触其他人使用技术的情况，以及使用情况如何随时间变化，所有这些都可能影响老年人的技术技能和态度。

{"title":"Differences Between Employed and Retired Older Adults in Information and Communication Technology Use and Attitudes","authors":"A. Schuster, S. Cotten","doi":"10.1093/workar/waac025","DOIUrl":"https://doi.org/10.1093/workar/waac025","url":null,"abstract":"\u0000 Older adults, 65 years and older, are a heterogeneous group in terms of their information and communication technology (ICT) use. Few studies, however, have examined how ICT use patterns may vary between employed older adults versus those who are no longer in the workforce. We expand research on this topic by examining whether variations in ICT use, as well as attitudes toward ICTs and online self-efficacy, exist between these 2 groups. Key outcomes include online self-efficacy, attitudes towards new technology, length of time online, average daily hours online, and number of ICTs used. Data were collected in 2017 through an online survey from a national sample of U.S. older adults (N = 1,142) matched with the demographic characteristics of the 2010 U.S. Census for individuals aged 65 and older based on age, race, sex, and education. Data were analyzed using OLS regression, binary logistic regression, and mediation analysis. Employed older adults, compared to retired older adults, had higher online self-efficacy, more positive attitudes towards new technology, spent more time online (years), and were more likely to use 2 or more ICTs. Being retired was associated with fewer years online, which was mediated by more negative attitudes toward technology and less online self-efficacy. Longitudinal research is needed which examines the types of technologies used in the workforce by older adults, the exposure to others’ uses of technologies, and how use changes over time—all of which may potentially affect older adults’ technology skills and attitudes.","PeriodicalId":46486,"journal":{"name":"Work Aging and Retirement","volume":"24 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2022-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79041942","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5