Knowledge Retention From Older and Retiring Workers: What Do We Know, and Where Do We Go From Here?
In: Work, aging and retirement, Band 2, Heft 2, S. 87-104
ISSN: 2054-4650
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In: Work, aging and retirement, Band 2, Heft 2, S. 87-104
ISSN: 2054-4650
In: International journal of human resource management, Band 25, Heft 14, S. 2013-2032
ISSN: 1466-4399
In: Small group research: an international journal of theory, investigation, and application, Band 47, Heft 2, S. 177-206
ISSN: 1552-8278
Teams with strong faultlines often do not achieve their full potential because their functioning is impaired. We argue that strong diversity beliefs held by team leaders mitigate the negative impact of socio-demographic and experience-based faultlines on team functioning. In a heterogeneous multisource field sample of 217 employees nested in 44 teams and their leaders, we tested our assumptions. Results of a path-analytic model showed that socio-demographic faultlines were negatively related to perceived cohesion and positively related to perceived loafing. The impact of socio-demographic faultlines on team functioning was less detrimental when leaders held strong diversity beliefs. Against our expectations, we found no support for an impact of experience-based faultlines on perceived cohesion or a moderating role of leaders' diversity beliefs in this context. Potential explanations for these results and implications for organizations and team leaders are discussed.
In: Journal of vocational behavior, Band 84, Heft 3, S. 307-317
ISSN: 1095-9084
In: Journal of vocational behavior, Band 83, Heft 3, S. 219-228
ISSN: 1095-9084
In: Work, aging and retirement, S. wav015
ISSN: 2054-4650
In: Journal of vocational behavior, Band 84, Heft 3, S. 215-224
ISSN: 1095-9084
In: Journal of managerial psychology, Band 30, Heft 2, S. 216-231
ISSN: 1758-7778
Purpose– The purpose of this paper is to examine the relationship of personal motivational goals and the corresponding occupational characteristics of volunteer, work-related activities in retirement with life and work satisfaction.Design/methodology/approach– Fully retired individuals working for a non-profit organization in their former professional career field on a non-paid basis were surveyed using an online survey (n=661) to assess their motivational goals, the occupational characteristics of their projects, and satisfaction with life and work.Findings– Results suggested that post-retirement volunteer workers differentiated between perceived life and work satisfaction. The motives of achievement, appreciation, autonomy, contact, and generativity significantly directly affected life satisfaction and indirectly affected work satisfaction. Occupational characteristics assessing achievement, appreciation, autonomy, contact, and generativity had direct effects on work satisfaction but not on life satisfaction except for occupational autonomy.Research limitations/implications– The study was cross-sectional and based on self-report data of highly educated German retirees working in volunteer professional positions, thus potentially limiting the generalizability of findings.Practical implications– Organizations should enable post-retirement volunteer workers to meet their motivation goals by designing work opportunities to fulfill the motivational goals of achievement, appreciation, autonomy, contact, and generativity.Social implications– Post-retirement activities possess the potential to help solve societal problems by countering the shortage of specialists and managers at the same time that the burden on social security systems is reduced.Originality/value– The paper presents evidence that different personal motivational goals and occupational characteristics are important in post-retirement activities. The findings imply that work designs created for post-retirement activities should provide a variety of occupational characteristics, such as occupational achievement and appreciation.
In: Journal of Managerial Psychology: Volume 28, Issue 7
The objective of this double special issue on Facilitating Age Diversity in Organizations is to present new research that might help to facilitate age diversity in organizations, and to benefit rather than to suffer from the inevitable demographic changes. Part I of the special issue (""Facilitating Age Diversity in Organizations - Part I: Challenging popular misbeliefs about older workers""), focuses on the potential strengths of older workers that are often overlooked due to age-related biases and misbeliefs. It contributes to facilitating age diversity in organizations by critically reflect
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Band 42, Heft 4, S. 257-266
ISSN: 0090-2616
In: Journal of managerial psychology, Band 28, Heft 7/8, S. 729-740
ISSN: 1758-7778