Suchergebnisse

The theoretical literature on organizational culture strongly emphasizes the multifacetedness of the construct. Nevertheless, empirical research has tended to focus on independent culture dimensions rather than applying a holistic perspective that conceives organizational culture as a complex collective. We addressed this issue by investigating configurations of organizational culture using fuzzy set qualitative comparative analysis (fsQCA) within organizational units of two organizations. Across the two samples (1170 employees in 89 work units of a financial service provider and 998 employees in 49 work units of a fashion retailer), results indicated that culture dimensions do not operate in isolation, but jointly work together in achieving different effectiveness outcomes. The results further suggested that several cultural configurations can be equally effective in reaching the same outcome, and that a clan culture is most relevant for achieving low employee turnover, while a market-oriented culture is most relevant for achieving financial effectiveness. With respect to more specific configurations of cultural elements, the results showed some congruencies, but were mixed overall. The discussion focuses on theoretical implications and future directions for applying configurational, set-theoretic approaches to analyzing organizational culture.

AbstractDemographic changes in developed countries increase age diversity within organizations and age-based faultlines in work teams. With the current commentary, we briefly take stock of the literature and review the relationships among age diversity, age-based faultlines, and team outcomes. In particular, we argue that current meta-analyses take a much too narrow focus on main effects of objective diversity. We also argue that studies on age-based faultlines, hypothetical dividing lines splitting a team into relatively homogeneous subgroups, focus too narrowly on faultlines based on objective criteria without taking perceptions into account. The conclusions of such studies are of limited value because subjective perceptions of team members (i.e., salience of age and age differences) are ignored, and central contextual influences and moderating variables such as diversity mindsets and team climate are not taken into account. We thus advocate a more complex approach (a "Brezel theory") for understanding the complex effects of age diversity and age-based faultlines on team functioning ("Brezel" phenomena). Our approach also incorporates the idea that some team members react differently to diversity than others. Two relevant models and associated findings on when and how age diversity and age-based faultlines affect team processes are illustrated. Using these approaches in future research and related training interventions in practice will promote potential benefits and reduce potential disadvantages of age diversity and age-based faultlines in work teams.

AbstractWith aging, emotion regulation competence is thought to improve, which benefits occupational well-being. Past research on aging and emotion regulation at work has mainly focused on one-time measurements of habitual strategy use. Yet, emotion regulation is a response to changing situational requirements. Using an event-based daily diary approach, we examined whether age moderates the extent to which three characteristics of negative work events (intensity, controllability, and interpersonal nature) predict the adoption of four emotion-regulation strategies (positive reappraisal, distraction, emotion acceptance, and expressive suppression) and subsequent well-being outcomes (job satisfaction and fatigue). Employees (N = 199) aged between 18 and 62 years and of diverse occupational backgrounds reported 1,321 daily negative work events and their emotion-regulatory responses. Results suggest that the emotion-regulation strategies that employees spontaneously use are a function of the intensity and interpersonal nature of events (less so of controllability) and that event characteristics have indirect effects on daily well-being through acceptance and suppression. Younger and older workers responded overall similarly to variations in event characteristics. However, we found age differences in the relationship between event intensity and strategy use. Contrary to predictions of stronger tailoring of strategies to context with age, older workers were more stable in strategy use at higher levels of event intensity, increasing less in suppression and decreasing less in acceptance. Indirect effects of event intensity on well-being point at the adaptive nature of these age-related shifts in strategy use. Findings shed light on adaptive emotion-regulation in daily work life and the role of employee age.

This new book looks at the unique career issues faced by those workers in their mid and late career stages, particularly with regard to the psychosocial dynamics of mid and late careers. With the growth in aging workers worldwide, we need a deeper understanding of the unique challenges and issues as well as the practical implications related to the shifting demographics to an older workforce, particularly the aging of the baby boom generation. This book reviews, summarizes and integrates the literature on a wide variety of issues and organizational realities related to these workers. Numerous.

Abstract
As a vital tool for advancing cumulative science and guiding evidence-based practice, meta-analysis has advanced many research fields of the behavioral and social sciences, including worker age and aging. Nonetheless, there is still room for improvement, particularly in terms of meta-analytic methods and procedures. In this article, we overview some influential meta-analyses on worker age and aging concerning their psychometric correction methods and procedures, identify potential controversies and issues, and offer suggestions for improvement, particularly in corrections for two major methodological artifacts (i.e., range variation and measurement error). We also debunk some myths that both researchers and journal reviewers may encounter regarding how to conduct psychometric meta-analyses and discuss implications and agendas for future research on worker age and aging. We hope this article will help researchers in the field of age and aging and beyond to conduct a psychometric meta-analysis while harnessing the benefits of psychometric corrections and meta-analysis.

Abstract
With COVID-19 presenting as a global pandemic, we have noticed an emerging rhetoric concerning "the COVID-19 Generation," both anecdotally and across various media outlets. The narratives advanced to support such rhetoric have distinct implications for the study of work, aging, and retirement. In this commentary, we review this emerging issue and present evidence against attempts to define "the COVID-19 Generation" as a new construct along conceptual, methodological, as well as practical lines, with a specific focus on identifying real dangers associated with investigating and potentially managing a new generation associated with this pandemic. We strongly caution against the adoption of "the COVID-19 Generation" as a concept of study and instead offer several suggestions to researchers, organizations, and practitioners seeking answers to complicated questions about links between COVID-19 and various processes relevant to work, aging, and retirement during this time of uncertainty.

AbstractThis study explored how age compared with generational metastereotypes (i.e., what people think other people believe about their age group/generation) affect older adults' sense of agency and stereotype threat and, consequently, their job search self-efficacy. We conducted an experiment including N = 183 participants between 50 and 79 years of age, asking respondents to think about either age or generational metastereotypes. We then explored the extent to which these metastereotypes influenced participants' job search self-efficacy through perceptions of agency and age-based stereotype threat. First, results demonstrate that the impact of age compared with generational metastereotypes on perceived agency and age-based stereotype threat was moderated by respondent age, such that effects were only significant for older adults (60–79 years) but not middle-aged adults (50–59 years). Second, among older adults, perceptions of agency and stereotype threat mediated the effect of metastereotypes on job search self-efficacy. Our results suggest that encouraging older adults to identify with their generational membership in contrast to their age may positively influence perceptions of their ability to find a job and ultimately their actual job search behaviors.